Employee Orientation Handbook

Rev. 07/2018
 WELCOME

For those of you who are starting employment with @Work ("us", "we" or the "Company"), let us extend a warm and
sincere welcome. We hope you will enjoy working here. For those of you who have been with us over the years,
"thank you" for your hard work. We hope you will remain with us for many years in the future.

We prepared this Handbook to assist you in finding answers to many of the most frequently asked questions regarding
personnel policies, compensation, and benefits. Of course, feel free to ask your @Work representative any questions
regarding your employment.

The contents of this Handbook are guidelines only, and supersede any prior Handbook. Neither this Handbook nor
any other Company guidelines, policies, or practices creates an employment contract, bargain, or agreement or
confers any contractual rights whatsoever. The Company has the right, with or without notice, in an individual case
or generally, to change and/or modify its interpretation of any of its guidelines, policies, practices, working conditions,
or benefits at any time. Nothing in this Handbook should be construed as a promise of specific treatment in any
specific situation upon which any employee should rely. Additionally, many matters covered by this Handbook are
also described in separate official documents, and such official documents are always controlling over any statement
made in this Handbook or by any supervisor or manager.

Employment with the Company is at-will, and either the employee or the Company may terminate employment at
any time, with or without cause or reason. No representative of the Company is authorized to provide any employee,
individually or on a collective basis, with an employment contract or special arrangement concerning the terms or
conditions of employment unless the contract or agreement is in writing and signed by the National Director of Risk
Management.

This notice applies to all employees regardless of date of hire. We look forward to working together and continuing
to work together.

For a listing of nationwide @WORK Personnel Services offices, please visit www.atwork.com

Sincerely,
Your @WORK Team
 TABLE OF CONTENTS

I. INTRODUCTION ............................................................................................................... ..4

A. EQUAL EMPLOYMENT OPPORTUNITY. ..................................................................... ..4
B. NON-HARASSMENT ................................................................................................ ..4
C. SEXUAL HARASSMENT ............................................................................................ ..4
D. SUBSTANCE ABUSE ................................................................................................. ..5
E. WORKPLACE VIOLENCE .......................................................................................... ..6
II. GENERAL POLICIES AND PROCEDURES ........................................................................ ..6
A. ATTENDANCE .......................................................................................................... ..6
B. WORK SCHEDULES ................................................................................................. ..6
C. ACCOMMODATION TO EXPRESS BREAST MILK...................................................... ..7
D. OVERTIME .............................................................................................................. ..7
E. TIME SHEETS AND RECORDING HOURS WORKED ................................................. ..7
F. PAYROLL ................................................................................................................. ..7
G. SAFE HARBOR POLICY FOR EXEMPT EMPLOYEES .................................................. ..8
H. FAMILY AND MEDICAL LEAVE (FMLA). .................................................................... ..8
I. RULES OF CONDUCT ............................................................................................... 11
J. SAFETY ................................................................................................................... 11
K. WORKERS' COMPENSATION AND SHORT-TERM DISABILITY BENEFITS ............... 12
L. SMOKING ................................................................................................................ 12
M. PERSONAL VISITS & TELEPHONE CALLS ................................................................ 12
N. COMMUNICATION & COMPUTER SYSTEMS ............................................................ 13
O. SOLICITATION & DISTRIBUTION .......................................................................... 14
P. CONFIDENTIAL INFORMATION & CONFLICTS OF INTEREST................................. 14
Q. LEAVING THE COMPANY ........................................................................................ 14

CALIFORNIA SUPPLEMENT
I. PAID FAMILY LEAVE BENEFITS .............................................................................. ..15
II. PREGNANCY DISABILITY LEAVE ............................................................................ ..15
III. FAMILY AND MEDICAL LEAVE/CALIFORNIA FAMILY RIGHTS ACT
(ADDENDUM TO FMLA POLICY) …………………………………………………………..….17
IV. OVERTIME .............................................................................................................. ..19
V. BREAKS & MEAL PERIODS ...................................................................................... ..19
VI. CALIFORNIA PAID SICK LEAVE .............................................................................. ..20

FORMS TO SIGN AND RETURN

ACKNOWLEDGEMENT OF RECEIPT OF EMPLOYEE HANDBOOK .......................................... 23
ACKNOWLEDGEMENT OF RECEIPT OF NON-HARASSMENT POLICY ................................... 24
ACKNOWLEDGEMENT OF RECEIPT OF SEXUAL HARASSMENT POLICY .............................. 25

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 I. INTRODUCTION

A. EQUAL EMPLOYMENT OPPORTUNITY

We respect diversity and accordingly are an equal opportunity employer that does not discriminate on the basis
of race, color, creed, religion, national origin, ancestry, citizenship status, age, disability or handicap, sex, marital
status, sexual orientation, veteran status, genetic information, or any other characteristic protected by applicable
federal, state, or local laws. Our management team is dedicated to ensuring the fulfillment of this policy with
respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee
activities, and general treatment during employment.

We will endeavor to make a reasonable accommodation to the known physical or mental limitations of qualified
employees with disabilities unless the accommodation would impose an undue hardship on the operation of our
business. Any employee who needs assistance to perform his or her job duties because of a physical or mental
condition should contact their
@Work representative.

Additionally, we respect the sincerely held religious beliefs and practices of all employees and will endeavor to
make a reasonable accommodation if those sincerely held religious beliefs or practices conflict with an employee's
job unless the accommodation would impose an undue hardship on the operation of our business. Any employee
who would like to request an accommodation should contact their @Work representative.

Employees with questions or concerns about equal employment opportunities in the workplace are encouraged
to bring these issues to the attention of their @Work representative. We will not allow any form of retaliation
against employees who raise issues of equal employment opportunity in good faith. To ensure our workplace is
free of artificial barriers, violation of this policy may result in disciplinary action, up to and including discharge.

B. NON-HARASSMENT
To avoid any potentially inappropriate conduct in the workplace, it is the Company's policy to prohibit intentional
and unintentional harassment of any individual by another person on the basis of race, color, creed, religion,
national origin, ancestry, citizenship status, age, disability or handicap, marital status, sexual orientation, veteran
status, genetic information, or any other characteristic protected by applicable federal, state, or local laws. The
purpose of this policy is not to regulate our employees' personal morality, but to ensure that no one harasses
another individual in the workplace.

An employee who feels that he or she has been subjected to conduct which violates this policy should immediately
report the matter to your @Work representative. An employee who is either unsure of the appropriate person to
whom to raise an issue of perceived harassment or who has not received a satisfactory response within five (5)
business days after reporting any incident of perceived harassment should contact the National Director of Risk
Management.

Every report of perceived harassment will be investigated as the Company considers appropriate, and corrective
action will be taken where appropriate as determined by the Company in its reasonable discretion. Employees
are required to cooperate in all investigations. Violation of this policy may result in disciplinary action, up to and
including discharge, as determined by the Company in its reasonable discretion. All complaints will be kept
confidential to the extent possible, but confidentiality cannot be guaranteed. In addition, the Company will not
allow any form of retaliation against individuals who report unwelcome conduct to management in good faith or
who cooperate in the investigations of such reports in accordance with this policy. Employees who make
complaints in bad faith may be subject to disciplinary action, up to and including discharge.

C. SEXUAL HARASSMENT
Similarly, it is the Company's policy to prohibit harassment of any employee by any Supervisor, employee, client,
customer, or vendor on the basis of sex or gender. The purpose of this policy is not to regulate our employees'
personal morality, but to ensure that no one harasses another individual on the basis of sex or gender in the
workplace.

Rev 07/2018 4 @Work Personnel Services Roseville

External Employee Handbook 2018
While it is not easy to define precisely what types of conduct could constitute sexual harassment, examples of
prohibited behavior include, but are not limited to:
• unwelcome sexual advances;
• requests for sexual favors;
• obscene gestures;
• displaying sexually graphic magazines, calendars, or posters;
• sending sexually explicit e-mails;
• verbal or physical conduct of a sexual nature, such as uninvited touching of a sexual nature;
• sexually-related comments, and depending upon the circumstances, improper conduct also can include
sexual joking;
• vulgar or offensive conversation or jokes;
• commenting about an employee's physical appearance;
• conversation about an employee's or someone else's sex life;
• teasing or other conduct directed toward a person because of his or her sex or gender which is sufficiently
severe or pervasive to create an unprofessional and hostile working environment.

An employee who feels that he or she has been subjected to conduct which violates this policy should immediately
report the matter to your @Work representative. An employee who is either unsure of the appropriate person to
whom to raise an issue of perceived harassment or who has not received a satisfactory response within five (5)
business days after reporting any incident of perceived harassment should contact the National Director of Risk
Management.

Every report of perceived harassment will be investigated as the Company considers appropriate, and corrective
action will be taken where appropriate as determined by the Company in its reasonable discretion. Employees
are required to cooperate in all investigations. Violation of this policy may result in disciplinary action, up to and
including discharge, as determined by the Company in its reasonable discretion. All complaints will be kept
confidential to the extent possible, but confidentiality cannot be guaranteed. In addition, the Company will not
allow any form of retaliation against individuals who report unwelcome conduct to management in good faith or
who cooperate in the investigations of such reports in accordance with this policy. Employees who make
complaints in bad faith may be subject to disciplinary action, up to and including discharge.

D. SUBSTANCE ABUSE
To help ensure a safe, healthy, and productive work environment for our employees and others, protect Company
property, and ensure efficient operations, the Company has adopted a policy of maintaining a workplace free of
drugs and alcohol.

The unlawful or unauthorized use, abuse, solicitation, theft, possession, transfer, purchase, sale, or distribution
of controlled substances, drug paraphernalia, or alcohol by an individual anywhere on Company premises, while
on Company business (whether or not on Company premises), while driving a Company vehicle or driving a
personal vehicle for Company business, or while representing the Company, is strictly prohibited. Employees and
other individuals who work for the Company also are prohibited from reporting to work or working while they are
using or under the influence of alcohol, any drugs as well as any controlled substances which may impact an
employee's ability to perform his or her job or otherwise pose safety concerns, except when the use is pursuant
to a licensed medical practitioner's instructions and the licensed medical practitioner authorized the employee or
individual to report to work. However, to the extent permitted by and in accordance with applicable law, this
exception does not extend any right to report to work under the influence of medical marijuana or to use medical
marijuana as a defense to a policy violation or a positive drug test, to the extent you are subject to any drug
testing requirement. Violation of this policy may result in disciplinary action, up to and including discharge.

The Company maintains a policy of non-discrimination and will endeavor to make reasonable accommodations
to assist employees recovering from substance and alcohol dependencies, and those who have a medical history
that reflects treatment for substance abuse conditions. However, employees may not request an accommodation
to avoid discipline for a policy violation.

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E. WORKPLACE VIOLENCE
We are strongly committed to providing a safe workplace. The purpose of this policy is to minimize the risk of
personal injury to employees and visitors and damage to Company and personal property.

Threats, threatening language or any other acts of aggression or violence made toward or by any Company
employee will not be tolerated. For purposes of this policy, a threat includes any verbal or physical harassment
or abuse, any attempt at intimidating or instilling fear in others, menacing gestures, flashing of weapons, stalking
or any other hostile, aggressive, injurious and/or destructive action undertaken for the purpose of domination or
intimidation.

Weapons are prohibited on Company premises unless such prohibition is restricted by applicable law.

Employees should immediately report all potentially dangerous situations, including threats by co-workers, to any
member of management with whom they feel comfortable. Reports of threats may be maintained confidential to
the extent maintaining confidentiality does not impede our ability to investigate and respond to the complaints.
All threats will be promptly investigated. No employee will be subjected to retaliation, intimidation, or disciplinary
action as a result of reporting a threat in good faith under this policy.

If an investigation confirms that threat of a violent act or violence itself has occurred, the Company will take swift
and appropriate corrective action.

Employees threatened by an outside party should follow the steps detailed in this section. It is important for us
to be aware of any potential danger in our offices. Indeed, we want to take effective measures to protect everyone
from the threat of a violent act by an employee or by anyone else. Questions about this policy should be directed
to management.

II. GENERAL POLICIES AND PROCEDURES

A. ATTENDANCE
Each of our employees performs an important function at the Company. As with any group effort, operating
effectively takes cooperation and commitment from everyone. Therefore, attendance and punctuality are very
important. Unnecessary absences and lateness are expensive, disruptive, and place an unfair burden on other
employees and supervisors. We expect excellent attendance from all employees. Excessive absenteeism or
tardiness may result in disciplinary action, up to and including discharge. We expect each member of our team
to avoid these problems whenever possible.

We do recognize, however, that there are times when absences and tardiness cannot be avoided. In such cases,
employees are expected to notify their supervisor as early as possible, but at least one hour before the start of
the employee's workday, except in cases of extreme emergency. Asking another employee, friend or relative to
give this notice is improper and may result in disciplinary action, up to and including discharge. Employees must
contact their @Work Representative every day that they are absent unless specifically instructed otherwise such
as during an approved leave of absence. If an employee calls in sick for three or more consecutive days or have
a pattern of absence, the employee may be required to provide their supervisor with a doctor's note on the day
the employee returns to work, to the maximum extent permitted by applicable law.

Unreported absences of three consecutive workdays generally are considered a voluntary

resignation of the employee's employment with the Company.

B. WORK SCHEDULES
Our normal workweek consists of 8 hours in a 5 day workweek. Actual schedules may vary depending upon
position and location. Employees are provided with meal and/or rest periods to the extent required and in
accordance with applicable law. Supervisors will inform employees of their scheduled hours as well as any meal
and/or rest periods.

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C. ACCOMMODATION TO EXPRESS BREAST MILK
The Company will provide a reasonable amount of break time to accommodate an employee desiring to express
breast milk for the employee's infant child, to the extent required by and in accordance with applicable law. If
possible, the break time must run concurrently with rest and meal periods already provided to the employee.
Break time that cannot run concurrently with rest and meal periods already provided to the employee is unpaid,
to the extent permitted by applicable law.

The Company will make reasonable efforts to provide an employee with use of a room or location other than a
toilet stall to express milk in private. This location may be the employee's private office, if applicable.
The Company may not be able to provide additional break time if doing so would seriously disrupt the Company's
operations. Employees can contact their @Work representative with questions regarding this policy.

D. OVERTIME
When operating requirements or other needs cannot be met during regular working hours, employees may be
scheduled to work overtime hours. When possible, advance notification of these mandatory assignments will be
provided. Overtime assignments will be distributed as equitably as practical to all employees qualified to perform
the required work. The opportunity to work overtime is at the discretion of management and is based on
departmental needs. Any overtime must be authorized in advance by management.

Any non-exempt employee who works overtime is compensated at the rate of one and one-half times (1½)
his/her normal hourly wage rate for all time worked in excess of forty (40) hours each workweek, unless otherwise
required by applicable law.

E. TIME SHEETS AND RECORDING HOURS WORKED

At the Company, we maintain time records for all non-exempt employees so we will have accurate records of
time worked. Employees are required to record their time in and begin work no more than 5 minutes before their
scheduled starting time. Employees must record their time in and out for meal periods and record their time out
promptly at the end of their shift. Non-exempt employees may never work off the clock.

Since employee time records are vital for payroll purposes, employees must inform management if they fail or
otherwise forget to record their time in or out before or after any working time. Failure to properly record time
may result in discipline, up to and including discharge.

F. PAYROLL
Unless client demands require otherwise, for purposes of payroll, the workweek begins on Monday at 12:01 am
and ends on Sunday at 11.59 pm. Employees are paid on Friday for all time worked during the previous week.
Employees may elect to be paid either by Direct Deposit or Pay Card.

Employee payroll stubs itemize deductions made from gross earnings. The Company is required by law to make
deductions for Social Security, federal income tax and any other appropriate taxes. These required deductions
include any court-ordered garnishments. Payroll stubs also itemize any voluntary deductions such as an
employee's portion of health, dental, or life insurance premiums and/or voluntary contributions to a 401(k) or
pension plan, to the extent applicable. If applicable, payroll stubs will also differentiate between regular and
overtime pay received.

Employees who believe there is an error in their pay should bring the matter to the attention of
their @Work representative immediately, so that the Company can investigate and resolve the
matter quickly and amicably.

Employee Self Service: Accessing Paystubs

Please follow this simple procedure if you experience issues accessing your paystubs online,
You need to open Internet Explorer and add the atwork.com Site to your "Compatibility View" settings.
1. Open Internet Explorer
2. Click on the Gear in the top right corner.
3. Click on "Compatibility View settings"
4. Under "Add this website," type "atwork.com."

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 5. Click "Add" then "Close"
6. Go to www.atwork.com, click the "Divisions" menu tab. Select "AtWork personnel"
Scroll down page and click "Employee Self Service" or follow link:
https://system.atwork.com/TSUtility/SetLoc.jsp
7. In dropdown, Select your local @WORK office
8. Click "Continue with Request"
9. Log in with user name and password

G. SAFE HARBOR POLICY FOR EXEMPT EMPLOYEES

Exempt salaried employees receive a salary that is intended to compensate for all hours worked for the Company.
This salary is established at the time of hire. While it may be subject to review and modification from time to
time, such as during salary review times, the salary is a predetermined amount that is not subject to deductions
for variations in the quantity or quality of work.

Under federal and state law, exempt salaried employees' salaries are subject to certain deductions. For example,
absent contrary state law requirements, exempt salaried employees' salaries are subject to reduction for the
following reasons:
• Full day absences for personal reasons;
• Full day absences for sickness or disability;
• Full day disciplinary suspensions for infractions of our written policies and procedures;
• Family and Medical Leave absences (either full or partial day absences);
• To offset amounts received as payment for jury and witness fees or military pay; or
• The first or last week of employment in the event of less than a full week worked.

Exempt salaried employees' salaries are also subject to reduction for their portion of health, dental, or life
insurance premiums; state, federal, or local taxes; social security; or voluntary contributions to a 401(k) or
pension plan.

In any workweek in which exempt salaried employees perform any work, their salary is not subject to reduction
for any of the following reasons:
• Partial day absences for personal reasons, sickness, or disability;
• Absence due to the Company's decision to close a facility on a scheduled work day;
• Absences for jury duty, attendance as a witness, or military leave in any week in which any work is
performed; or
• Any other deductions prohibited by state or federal law.

However, subject to state law, it is not an improper deduction to reduce exempt salaried employees' accrued
vacation, personal, or other forms of paid time off for full or partial day absences for personal reasons, sickness,
or disability.

Employees who believe they have been subject to an improper deduction should report the matter to their
supervisor immediately. If the supervisor is unavailable or is an inappropriate person to contact, or if a prompt
and fully acceptable reply has not been received within five (5) business days, their @Work representative should
be contacted.

Every report of improper deductions will be fully investigated and corrective action, up to and including discharge,
will be taken, as appropriate, for any employee(s) who violates this policy. In addition, the Company will not
allow any form of retaliation against individuals who report alleged violations of this policy or who cooperate in
the Company's investigation of such reports. Retaliation is unacceptable, and any form of retaliation in violation
of this policy may result in disciplinary action, up to and including discharge.

H. FAMILY AND MEDICAL LEAVE ("FMLA") Eligibility Requirements

Employees are eligible for FMLA if:
• At least fifty (50) or more employees are employed within a 75-mile radius of the employee's work site;

8
 • The employee has been employed for at least one year; and
• The employee has worked at least 1,250 hours within the previous twelve (12) months.

Basic Leave Entitlement

The FMLA requires covered employers to provide up to twelve (12) weeks of unpaid, job-protected leave in a 12-
month period to eligible employees for certain family and medical reasons. The 12-month period is determined on
a "rolling" 12-month period dating back from the time the employee requests leave. Leave may be taken for any
one, or for a combination, of the following reasons:
• To care for the employee's child after birth, or placement for adoption or foster care;
• To care for the employee's spouse, son or daughter, or parent (but not in-law) who has a serious health
condition; and/or
• For the employee's own serious health condition (including any period of incapacity due to pregnancy,
prenatal medical care or childbirth) that makes the employee unable to perform one or more of the essential
functions of the employee's job.

Military Family Leave

Eligible employees with a spouse, son, daughter, or parent on covered active duty or called to covered active
duty status (or has been notified of an impending call or order to covered active duty) in the Reserve component
of the Armed Forces for deployment to a foreign country in support of a contingency operation or Regular Armed
Forces for deployment to a foreign country may use their 12-week leave entitlement to address certain qualifying
exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare,
addressing certain financial and legal arrangements, attending certain counseling sessions, caring for the parents
of the military member on covered active duty and attending post-deployment reintegration briefings.

FMLA also includes a special leave entitlement which permits eligible employees to take up to twenty-six (26)
weeks of leave to care for a covered service member with a serious injury or illness during a single 12-month
period (one time basis only). A covered service member is a current member of the Armed Forces, including a
member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is
otherwise in outpatient status, or is on the temporary retired list, for a serious injury or illness. These individuals
are referred to in this policy as "current members of the Armed Forces." Covered service members also includes
a veteran who is discharged or released from military services under condition other than dishonorable at any
time during the five year period preceding the date the eligible employee takes FMLA leave to care for the covered
veteran, and who is undergoing medical treatment, recuperation or therapy for a serious injury or illness. These
individuals are referred to in this policy as "covered veterans."

The FMLA definitions of a "serious injury or illness" for current Armed Forces members and covered veterans are
distinct from the FMLA definition of "serious health condition" applicable to FMLA leave to care for a covered
family member.

Job Benefits and Protection

If applicable, during FMLA leave, the Company must maintain health coverage under any "group health plan" on
the same terms as if the employee had continued to work. If paid time off is substituted for unpaid leave, the
Company will deduct the employee's portion of any applicable health plan premium as a regular payroll deduction.
If the employee's leave is unpaid, the employee must make arrangements with Human Resources prior to taking
leave to pay their portion of any applicable health insurance premiums each month.

The Company's obligation to maintain health care coverage ceases if an employee's premium payment is more
than 30 days late. If an employee's payment is more than 15 days late, the Company will send a letter notifying
the employee that coverage will be dropped on a specified date unless the co-payment is received before that
date. If employees do not return to work at the end of the leave period (unless employees cannot return to work
because of a serious health condition or other circumstances beyond their control), they will be required to
reimburse the Company for the cost of the premiums the Company paid for maintaining coverage during their
unpaid FMLA leave. For purposes of this paragraph, an employee will be considered to have returned to work if
he or she returns to work for at least 30 calendar days, or if he or she retires at the end of the FMLA leave period
or within 30 days thereafter.

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Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with
equivalent pay, benefits, and other employment terms. The use of FMLA leave cannot result in the loss of any
employment benefits that accrued prior to the start of an employee's leave.

Definition of Serious Health Condition

A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an
overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that
either prevents the employee from performing the functions of the employee's job, or prevents the qualified
family member from participating in school or other daily activities.

Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more
than three (3) consecutive calendar days combined with at least two visits to a health care provider or one visit
and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition.
Other conditions may meet the definition of continuing treatment.

Use of Leave
An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a
reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave
for planned medical treatment so as not to unduly disrupt the Company's operations. Leave due to qualifying
exigencies may also be taken on an intermittent basis.

Substitution of Paid Leave for Unpaid Leave

Employees must use accrued vacation and sick time while on unpaid FMLA leave. The substitution of paid time
for unpaid FMLA leave time does not extend the length of FMLA leaves and the paid time will run concurrently
with an employee's FMLA entitlement.

Upon written request, the Company will allow employees to use accrued vacation and sick time to supplement
any applicable paid disability or Workers' Compensation benefits. Receipt of disability benefits or Workers'
Compensation benefits does not extend the maximum amount of leave time to which an employee is eligible
under the FMLA.

Employee Responsibilities
Employees must provide thirty (30) days' advance notice of the need to take FMLA leave when the need is
foreseeable. When thirty (30) days' notice is not possible, the employee must provide notice as soon as practicable
and generally must comply with the Company's normal call-in procedures.

Employees must provide sufficient information for the Company to determine if the leave may qualify for FMLA
protection and the anticipated timing and duration of the leave. Sufficient information may include that the
employee is unable to perform job functions; the family member is unable to perform daily activities, the need
for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for
military family leave. Employees also must inform the Company if the requested leave is for a reason for which
FMLA leave was previously taken or certified. Employees may also be required to provide medical certification
and periodic recertification supporting the need for leave.

Employer Responsibilities
Covered employers must inform employees requesting leave whether they are eligible under the FMLA. If they
are, the notice must specify any additional information required as well as the employees' rights and
responsibilities. If they are not eligible, the employer must provide a reason for ineligibility.

Covered employers must inform employees if leave is designated as FMLA-protected and the amount of leave
counted against the employee's leave entitlement. If the employer determines that the leave is not FMLA-
protected, the employer must notify the employee.

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Unlawful Acts by Employers
FMLA makes it unlawful for the Company to:
• Interfere with, restrain, or deny the exercise of any right provided under the FMLA;
• Discharge or discriminate against any person for opposing any practice made unlawful by the FMLA or
for involvement in any proceeding under or relating to the FMLA.

Concerns regarding a possible violation with respect to either of these obligations should be reported to the
Company's Human Resources Department.

Enforcement
Employees may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an
employer. FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or
local law or collective bargaining agreement, which provides greater family or medical leave rights.

I. RULES OF CONDUCT
The Company endeavors to maintain a positive work environment. Each employee plays a role in fostering this
environment. Accordingly, we all must abide by certain rules of conduct, based on common sense and fair play.
Because everyone may not have the same idea about proper workplace conduct, it is necessary to adopt and
enforce rules all can follow. The following are examples of some but not all conduct which may subject the
offender to disciplinary action, up to and including discharge, in the Company's sole discretion:

• Obtaining employment on the basis of false or misleading information;

• Stealing, removing or defacing Company, client or co-workers' property;
• Violation of the Harassment Policies;
• Violation of the Substance Abuse Policy;
• Violation of the Workplace Violence Policy;
• Violation of the Confidential Information and Conflict of Interest Policy;
• Violation of the Attendance Policy;
• Loitering or loafing during work time, or leaving a work area without the permission of management;
• Gambling on Company property;
• Willful or careless destruction or damage to Company assets or to the equipment or possessions of
another employee;
• Wasting work materials;
• Performing work of a personal nature during working time;
• Unsatisfactory job performance; or
• Any other violation of Company policy.

Obviously, not every type of misconduct can be listed. The Company reserves the right to impose discipline up
to and including immediate discharge, whenever management deems it appropriate to do so. The observance of
these rules, which are subject to the terms of any applicable collective bargaining agreement, will help to ensure
that our workplace remains a safe and desirable place to work.

J. SAFETY
The goal of the Company is our employees and clients the best employment solutions. To do that, we must
provide and ensure the highest level of safety, quality, and service. Our methods must exemplify the best service
to our clients and employees. We believe that all accidents can be prevented and that safety is not separate from
the job; it is how we do our job.

In the personnel industry, it is essential that we work together with our clients and employees to build and
maintain a safe and healthy work environment. We do not have economic control of our clients' facilities, so it is
important that we have a consultative relationship with our clients to assist in maintaining a safe work
environment. Furthermore, by having a safety partnership with our clients, we will aid in maintaining an active
and effective accident/loss control program together. It is the Company's policy to only provide services to clients
who express a willingness to provide a safe working environment for our employees. The Company will not

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provide employees to work for companies who are involved with high-risk industries, have a high accident rate,
or who exhibit a disregard for the safety and well-being of all employees. It is also the Company's policy to only
employ individuals who are safety-conscious, follow all safety policies, and exhibit safe and responsible work
habits.

General Safety Rules: Due to the variety of work assignments for employees at the Company, it is difficult to
apply one set of rules to all employees. However, there are general safety guidelines that all employees must
follow which will help in the prevention of injuries:
• Think safety and be alert to possible danger
• Avoid horseplay
• Wear any required safety equipment that is necessary to keep you safe in your job assignment
• Use proper lifting techniques, if applicable
• Obey all safety and warning signs
• Remove unnecessary jewelry, watches, or loose clothing which can create a hazard
• Make sure your work area is free of trip-and-fall hazards
• Report any unsafe working conditions to your supervisor. If the conditions are rectified call the Safety
Manager.

If there are any additional safety regulations which apply to your work assignment, the @Work representative
will make sure that you receive the proper training. Unannounced, random jobsite inspections may take place to
make sure that all employees and clients are complying with these rules.

K. WORKERS' COMPENSATION AND SHORT-TERM DISABILITY BENEFITS

All employees are covered under our Workers' Compensation policy which is paid for by the Company. Accidental
injuries which occur during working hours or conditions caused by work activities are covered under our Workers'
Compensation policy. This insurance provides for the payment of medical expenses and weekly compensation
payments during the period of an employee's work-related injury or illness.

Employees must report all injuries, no matter how slight, to management as soon as possible. Claim
forms must be filed promptly to ensure claims are processed and Company records are prepared
properly. Failure to follow Company procedures may affect employees' eligibility to receive
Workers' Compensation benefits and/or result in disciplinary action, up to and including
termination.

All employees also may be entitled to receive statutory short-term disability payments for non-occupational
injuries or illnesses depending on their work location. Workers' compensation and short-term disability are solely
monetary benefits and not leaves of absence.

L. SMOKING
Smoking, including use of e-cigarettes, is prohibited at all times in all areas of our facilities, including private
offices. Compliance with this policy is mandatory for all employees and persons visiting the Company, with no
exceptions. Employees who violate this policy may be subject to disciplinary action. Any disputes involving
smoking and any employees with questions should discuss their issues/concerns with their @Work representative.
Employees will not be subject to retaliation for reporting violations of this policy in good faith.

M. PERSONAL VISITS & TELEPHONE CALLS

For safety and security reasons, employees are prohibited from having guests visit or accompany them anywhere
in our facilities other than the reception areas.

The following general guidelines apply to employee use of telephones and personal cell phones. Job or project-
specific rules, which may differ from these guidelines, may also apply, and in such cases, those guidelines will
supersede this policy. Employees should speak to their @Work representative with any questions.

Telephones and Personal Cell Phones: While at work, employees must exercise the same discretion in using
personal cell phones as for the use of Company phones. Personal calls during the work hours, regardless of the

12
phone used, can interfere with employee productivity and be distracting to others. Employees are asked to make
personal calls during breaks and meal periods and to ensure that friends and family members are aware of this
policy.

Cell phones are not to be carried on the job without specific permission from management who will keep
supervisors regularly informed of this permission. Employees will inform their supervisor of the need to carry a
phone, who in turn will set up a meeting with management to discuss with the employee a need to have a cell
phone on the job. Permission for use will be granted/denied on a case-by-case basis. Employees are not
authorized to use personal cell phones in place of Company provided beepers and radios. The Company will not
be liable for the loss of personal cell phones brought into the workplace.

Personal Use Of Company-Provided Cell Phones, Beepers and Radios: Where job or business needs demand
immediate employee access, a business cell phone, beeper and/or two-way radio may be issued. For business
and tax reasons the personal use of such equipment is not permitted. Phone records may be audited for
compliance. If an employee experiences a personal emergency that requires use of the business cell phone, they
are required to report this to their supervisor. Failure to report such use may result in disciplinary action up to
and including termination. Employees in possession of Company equipment such as cell phones, beepers and
radios are expected to protect the equipment from loss, damage or theft. Upon resignation or termination of
employment, or at any time upon request, the employee must return the equipment.

Cell Phones and Driving: Employees whose job responsibilities include driving and who must use a cell phone for
business use, are expected to refrain from using their phone while driving. Allow voice mail or your passenger to
handle calls when possible. Safety must come before all other concerns. Regardless of the circumstances,
including slow or stopped traffic, employees should pull off to the side of the road and safely stop the vehicle
before placing or accepting a call. Notwithstanding any state law, under no circumstances are employees allowed
to place themselves at risk to fulfill business needs. Employees who are charged with traffic violations resulting
from the use of their phone while driving will be solely responsible for all liabilities that result from such actions.
Violations of this policy will be subject to discipline, including termination.

N. COMMUNICATION & COMPUTER SYSTEMS

Communication and computer systems of @Work or at any @Work client location are intended primarily for
business purposes. This includes the computers, related hardware, software and networks as well as telephone,
voice mail, e-mail and Internet systems. Any personal use must not interfere with performance or operations and
must not violate any Company policy or applicable law. Users have no legitimate expectation of privacy in regard
to system usage.

The Company (which includes any @Work client) may access its communication and computer systems and
obtain the communications within the systems, including past voice mail and e-mail messages, without notice to
users of the system, in the ordinary course of business when the Company deems it appropriate to do so. Further,
the Company (which includes any @Work client) may review Internet usage. The reasons for which the Company
may obtain such access include, but are not limited to: maintaining the system; preventing or investigating
allegations of system abuse or misuse; assuring compliance with software copyright laws; complying with legal
and regulatory requests for information; and ensuring that Company operations continue appropriately during an
employee's absence.

The Company (which includes any @Work client) may store electronic communications for a period of time after
the communication is created. From time to time, copies of communications may be deleted.

All Company policies including, but not limited to, those prohibiting harassment, in their entirety, apply to the use
of these communication and computer systems. Additionally, employees may not use the communication and
computer systems in violation of any law including, but not limited to, those related to copyrights and software
piracy.

All employees, upon request, must inform management of any private access codes or passwords.

No employee may access, or attempt to obtain access to, another employee's communication or computer systems
without appropriate authorization.

13
Employees may not install, duplicate, or remove software on the Company's computer systems without prior
management approval. Personal computers and other electronic devices (cell phones, PDAs, etc.) may not be
connected directly to the Company's computer systems without prior management approval.

Violation of this policy may result in disciplinary action, up to and including discharge.

O. SOLICITATION & DISTRIBUTION

To avoid distractions, solicitation by an employee of another employee is prohibited while either the person doing
the soliciting or the person being solicited is on working time.

Distribution of advertising material, handbills, printed or written literature of any kind during working time or in
working areas of the Company is prohibited.

Working time includes the time during which any of the employees involved are actually scheduled to work, but
does not include scheduled rest periods, meal breaks and other specified times when employees are not expected
to be working.

Depending on employees' assignment, employees also are prohibited from engaging in solicitation and distribution
of:
• customers or working employees, at any time in selling areas during the times selling is occurring in
such areas,
• to guests, in guest services areas at any time

Solicitation and/or distribution by non-employees on Company premises is prohibited at all times.

P. CONFIDENTIAL INFORMATION & CONFLICTS OF INTEREST

Each employee must safeguard confidential Company information. Employees should contact their @Work
representative if they have any questions about what constitutes confidential information for the purposes of
their project or assignment.

Further, employees shall not maintain an outside business or financial interest, or engage in any outside business
or financial activity, which conflicts with the interests of the Company or which interferes with the employee's
ability to fully perform his or her job responsibilities.

Violators of this policy may be subject to disciplinary action, up to and including discharge.

Q. LEAVING THE COMPANY

It is imperative that you work the scheduled hours that you commit to working once an assignment is accepted.
You understand that quitting an assignment without giving at least seventy-two (72) hours notice or walking off
an assignment prior to the shift ending has a negative effect on the Company and its clients. When possible, we
ask that your @Work representative be notified at least two (2) weeks prior to the employee's departure. If that
amount of notice is not possible, employees are asked to provide at least seventy-two (72) hours' notice. We
appreciate employees' thoughtfulness in this matter. All Company property and equipment must be returned at
the time of separation or as otherwise requested by management.

14
 CALIFORNIA SUPPLEMENT
I. PAID FAMILY LEAVE BENEFITS
An employee who is off work to care for a child, spouse, parent, registered domestic partner, grandparent,
grandchild, sibling, or parent-in-law with a serious health condition, or to bond with a new child, may be eligible
to receive benefits through the California "Paid Family Leave" ("PFL") program, which is administered by the
Employment Development Department ("EDD").

These benefits are financed solely through employee contributions to the PFL program. That program is solely
responsible for determining if an employee is eligible for such benefits. There generally is a waiting period during
which time no PFL benefits are available. The EDD can provide additional information about any applicable waiting
period.

Employees who need to take time off work to care for a child, spouse, parent, registered domestic partner,
grandparent, grandchild, sibling, or parent-in-law with a serious health condition or to bond with a new child may
contact their @Work representative for information about the EDD's PFL program and how to apply for benefits.
Employees also may contact their local EDD office for further information. Employees should maintain regular
contact with their @Work representative while absent from work so we may monitor employees' return-to-work
status. In addition, employees should contact their @Work representative when ready to return to work so we
may determine what positions, if any, are open.

When an employee applies for PFL benefits, their @Work representative will determine if the employee has any
accrued but unused paid time off, other than sick time, available. If the employee has accrued but unused paid
time off, other than sick time, available, then the employee will be required to use up to two (2) weeks of such
time before becoming eligible for PFL benefits.

Employees taking time off work to care for a child, spouse, parent, registered domestic partner, grandparent,
grandchild, sibling, or parent-in-law with a serious health condition or to bond with a new child are not guaranteed
job reinstatement unless they qualify for such reinstatement under federal or California family and medical leave
laws. Any time off for Paid Family Leave purposes will run concurrently with other leaves of absence, such as Family
and Medical Leave/California Family Rights Act Leave, if applicable. Please see the "Family and Medical
Leave/California Family Rights Act" policy for eligibility requirements.

II. PREGNANCY DISABILITY LEAVE

Employees who are disabled by pregnancy, childbirth or related medical conditions are eligible to take a pregnancy
disability leave ("PDL"). If affected by pregnancy or a related medical condition, employees also are eligible to
transfer to a less strenuous or hazardous position or to less strenuous or hazardous duties, if such a transfer is
medically advisable and can be reasonably accommodated. Employees disabled by qualifying conditions may also
be entitled to other reasonable accommodations where doing so is medically necessary. In addition, if it is
medically advisable to take intermittent leave or work a reduced leave schedule, the Company may require a
temporary transfer to an alternative position with equivalent pay and benefits that can better accommodate
recurring periods of leave.

Reasons for Leave. PDL is for any period(s) of actual disability caused by the employee's pregnancy, childbirth,
or related medical condition. Time off needed for prenatal or postnatal care; doctor-ordered bed rest; gestational
diabetes; pregnancy-induced hypertension; preeclampsia; childbirth; postpartum depression; loss or end of
pregnancy; or recovery from childbirth or loss or end of pregnancy are all covered by this PDL policy.

Duration of Leave. An employee is entitled to up to four (4) months of PDL, per pregnancy, while disabled by
pregnancy, childbirth or a related medical condition. PDL does not need to be taken in one continuous period of
time, but can be taken on an intermittent basis pursuant to the law. For purposes of this policy, "four months"
means time off for the number of days the employee would normally work within the four calendar months (one-
third of a year, or 17.3 weeks or 122 days) following the commencement date of taking a pregnancy disability
leave. For a full time employee who works five (5) 8-hour days per week (forty hours per week), "four months"

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 means 88 working and/or paid 8-hour days (693 hours of leave entitlement), based on an average of 22 working
days per month for 17.3 weeks in four months times forty hours per week. Employees working a part-time
schedule will have their PDL calculated on a pro-rata basis.

Employee Notice Requirements. To receive a reasonable accommodation, obtain a transfer, or take a PDL,
employees must provide sufficient notice so the Company can make appropriate plans - thirty (30) days advance
notice if the need for the reasonable accommodation, transfer or PDL is foreseeable, or as soon as practicable if
the need is an emergency or unforeseeable.

Medical Certification. Employees are required to obtain a certification from their health care provider regarding
their need for pregnancy disability leave or the medical advisability of an accommodation or a transfer. The
certification should include:

1) a description of the requested reasonable accommodation or transfer;

2) a statement describing the medical advisability of the reasonable accommodation or transfer because
of pregnancy; and
3) the date on which the need for reasonable accommodation or transfer became or will become medically
advisable and the estimated duration of the reasonable accommodation or transfer.

A medical certification indicating disability necessitating a leave is sufficient if it contains:

1) a statement that the employee needs to take pregnancy disability leave because she is disabled by
pregnancy, childbirth or a related medical condition;
2) the date on which the employee became disabled because of pregnancy; and
3) the estimated duration of the leave.

Upon request, their @Work representative will provide a medical certification form that can be taken to a health
care professional. As a condition of returning from PDL, employees may be required to obtain a release to return
to work from a health care provider stating that they are able to resume their original job duties with or without
a reasonable accommodation.

Leave is Unpaid. PDL is unpaid by the Company, but employees may use any accrued paid time off as part of
PDL before taking the remainder of leave on an unpaid basis. We require, however, the use of any available sick
leave during PDL. The use of any paid leave will not extend the duration of PDL. We encourage employees to
contact the EDD regarding eligibility for state disability insurance for the unpaid portion of leave.

Leave Concurrent with Family and Medical Leave. For employees who are eligible for leave under the
federal Family and Medical Leave Act, PDL will also be designated as time off under the Family and Medical Leave
Act. Please refer to the "Family and Medical Leave" policy in this Handbook for additional information.

Continuation of Health Insurance Benefits. Employees who participate in the Company's group health
insurance plan will continue to participate in the plan while on PDL under the same terms and conditions as if
they were working. Employees should make arrangements with their @Work representative for payment of their
share of the insurance premiums.

Return to Work. Employees who do not return to work on the originally scheduled return date or request in
advance an extension of the agreed upon leave with appropriate medical documentation may be deemed to have
voluntarily terminated employment with the Company. Failure to notify the Company of (1) the ability to return
to work when it occurs or (2) continued absence from work because leave must extend beyond the maximum
time allowed may be deemed a voluntary termination of employment with the Company, unless you are entitled
to Family and Medical Leave or further leave pursuant to applicable law. Upon returning from PDL, employees
will be reinstated to their same position, in most instances.

Taking PDL may impact certain of your benefits and your seniority date. For more information regarding eligibility
for a leave and the impact of the leave on seniority and benefits, please contact their @Work representative

Request for Additional Time Off. Any request for leave after a disability has ended will be treated as a request

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for Family and Medical Leave under the California Family Rights Act and/or the federal Family and Medical Leave
Act, if eligible for such leave. Please refer to the "Family and Medical Leave" policy in this Handbook for additional
information. Employees who are not eligible for leave under the CFRA and/or FMLA will have a request for
additional leave treated as a request for disability accommodation.

III. FAMILY & MEDICAL LEAVE/CALIFORNIA FAMILY RIGHTS ACT (ADDENDUM TO FMLA POLICY)
Like the Family and Medical Leave Act ("FMLA") Policy described elsewhere in this Handbook, the California Family
Rights Act of 1993 ("CFRA") may require employers to provide family and medical leaves of absence to eligible
employees. Either or both of these laws may apply to a leave. Additionally, employees who are CFRA-eligible
have certain rights to take both a pregnancy disability leave ("PDL") and CFRA leave for the birth of a child. There
are some differences between FMLA, CFRA, and PDL, and this Policy Addendum explains how such leaves are
administered for California employees. Where more than one of the laws applies, leave taken may be counted
under more than one law at the same time, to the extent permitted by the applicable law(s). For example, where
pregnancy disability leave is also FMLA-qualifying, the leave will count against both FMLA and PDL entitlements.
However, PDL is separate from and does not count against an employee's CFRA leave entitlement.

This policy will be interpreted to comply with the law(s) that apply to a particular leave. If employees have any
questions concerning CFRA leave, they should contact their @Work representative.

Eligibility. Under the CFRA, employees may have a right to an unpaid family care or medical leave (CFRA leave)
if they:
1) Have worked for the Company for a total of at least twelve (12) months at any time prior to the
commencement of a CFRA leave;
2) Worked for the Company for at least 1,250 hours in the 12-month period before the date they want to
begin CFRA leave, to the extent permitted by applicable law; and
3) Work at a location in which the employer has at least fifty (50) employees within a 75 miles radius of
the employee's work site.

An employee who is not eligible for CFRA leave at the start of a leave because the employee has not met the 12-
month length of service requirement can meet this requirement while on leave because leave to which the
employee is otherwise entitled counts toward length of service requirement (but not the 1,250 hours
requirement).

Basic Family and Medical Leave Entitlement. FMLA provides eligible employees up to twelve (12) workweeks
of unpaid leave for certain family and medical reasons during a 12- month period. CFRA leave may be up to
twelve (12) workweeks in a 12-month period, and can be used for the birth, adoption, or foster care placement
of a child; or the employee's own serious health condition (except that leave for an employee's disability due to
pregnancy, childbirth or related medical condition does not count toward CFRA entitlement) or that of a child,
parent, or spouse (including a registered domestic partner, except that leave to care for an employee's registered
domestic partner does not count towards FMLA leave). Employees who are CFRA- eligible have certain rights to
take both a pregnancy disability leave ("PDL") and a CFRA leave for reason of the birth of a child.

Definition of Serious Health Condition. Under the FMLA and CFRA, a serious health condition is an illness,
injury (including, but not limited to, on-the-job injuries), impairment, or physical or mental condition that involves
either inpatient care or continuing treatment, including but not limited to, treatment for substance abuse. Unlike
the FMLA, "inpatient care" under the CFRA is more broadly defined, and means a stay in a hospital, hospice, or
residential health care facility, any subsequent treatment in connection with inpatient care, or any period of
incapacity. A person will be considered an "inpatient" when a heath care facility formally admits him or her to the
facility with the expectation that he or she will remain at least overnight and occupy a bed, even if it later develops
that such person can be discharged or transferred to another facility and does not actually remain overnight.

Military Exigency Leave. Military exigency leave does not count against an employee's CFRA leave entitlement.
Leave to care for a military service member with a serious illness or injury counts against an employee's CFRA
leave entitlement when the service member is the employee's spouse, parent or child, as provided for under
CFRA.

17
Bonding Leave. Employees may take intermittent leave for bonding with a child following birth or placement
for adoption or foster care. Birth bonding leave must be taken within one (1) year after the child's birth or
placement. Intermittent leave for bonding purposes generally must be taken in 2-week increments, but the
Company permits two occasions where the leave may be for less than (2) two weeks. Bonding leave is in addition
to any time off taken for pregnancy disability leave.

Employee Responsibilities. If possible, employees must provide at least thirty (30) days advance notice for
foreseeable events (such as the expected birth of a child, employees' own planned medical treatments, or a
family member's planned medical treatment). For unforeseeable events, the Company requires that employees
provide notice, at least verbally, as soon as they learn of the need for leave. Failure to comply with these notice
rules is grounds for, and may result in, deferral of the requested leave until compliance with this notice policy is
achieved.

We may require certification from a health care provider before allowing leave to be taken for
(1) an employee's pregnancy disability or a serious health condition or (2) a child, parent, or spouse (including
a registered domestic partner) who has a serious health condition. When medically necessary, leave may be taken
on an intermittent or reduced work schedule.

We will require second or third certifications from health care providers only in the event the Company has reason
to doubt the initial certification of an employee's need for leave due to his or her own serious health condition.
Recertification of the need for leave due to an employee's or family member's serious health condition will be
requested only when the original certification has expired.

Substitution of Paid Leave for Unpaid Leave. For purposes of this policy, leave is not "unpaid" during any
leave time for which an employee is receiving compensation from the State of California under the State Disability
Insurance program, while receiving PFL, worker's compensation, or benefits pursuant to the Company's disability
pay program. Employees may request, but will not be required, to use accrued paid time off for any time off
under this policy for which they are receiving compensation under these programs. Where applicable and
permitted by law, employees will be required to use accrued paid time off during any waiting period applicable
to these programs.

If leave is unpaid, the following requirements apply:

• An employee taking CFRA leave due to his or her own serious health condition is required to use any
available paid time off in lieu of unpaid leave.
• An employee taking CFRA leave due to a covered family member's serious health condition or to bond
with a newborn child is required to substitute paid time off, other than paid sick time, for any unpaid
CFRA leave, but has the option of whether to substitute paid sick time for unpaid leave after other paid
time off is exhausted.
• An employee taking PDL will be required to use any accrued sick time in lieu of unpaid PDL. At her option,
an employee taking unpaid PDL may substitute other paid time off for the unpaid leave.
• An employee must elect to substitute accrued sick time for unpaid bonding leave, although other accrued,
unused paid time off must be used for that purpose.

Substituting paid for unpaid leave does not extend any leave entitlement(s).

Job Benefits. Taking CFRA leave or PDL may impact certain benefits and seniority date. More information
regarding eligibility for a leave and/or the impact of the leave on seniority and benefits can be obtained by
contacting their @Work representative.

Returning to Work. The CFRA contains a guarantee of reinstatement to the same or to a comparable position
at the end of the leave, subject to any defense allowed under the law. The PDL contains a guarantee of
reinstatement to the same position in most instances, subject to defenses under the law. If an employee's
anticipated return to work date changes and it becomes necessary for the employee to take more or less leave
than originally anticipated, the employee must provide the Company with reasonable notice (i.e., within 2

18
business days) of the employee's changed circumstances and new return to work date. If employees give the
Company unequivocal notice of their intent not to return to work, they will be considered to have voluntarily
resigned and the Company's obligation to maintain health benefits (subject to COBRA requirements) and to
restore their positions will cease.

IV. OVERTIME
When operating requirements or other needs cannot be met during regular working hours, employees will be
required to work overtime assignments. All overtime work must receive prior authorization. Overtime assignments
will be distributed as equitably as practical to all employees qualified to perform the required work.

Any non-exempt employee who works overtime will be compensated in accordance with state and federal
overtime requirements. For all hours worked in excess of eight (8) hours in one day or forty (40) hours in one
week, or for the first eight (8) hours on the seventh consecutive day in the same workweek, employees will be
paid at one and one-half (1½) times their regular rate of pay. Employees will be paid double-time for hours
worked in excess of twelve (12) in any workday or in excess of eight (8) on the seventh consecutive day of the
workweek. There may be exceptions to these standards where allowed by law.

Overtime pay is based on actual hours worked. Vacations, holidays, sick days or any leave of absence will not be
considered hours worked for purposes of performing overtime calculations. Failure to work scheduled overtime
or overtime worked without prior authorization from your @Work representative may result in disciplinary action,
up to and including possible termination of employment.

V. BREAKS & MEAL PERIODS

Rest Breaks. Non-exempt employees who work at least three and one half (3½) hours per day are provided
one (1) 10-minute rest break for every four hours or major fraction thereof worked. For purposes of this policy,
"major fraction" means any time greater than two (2) hours. For example, if an employee works more than six
hours, but no more than ten (10) hours in a workday, he or she is provided and should take two (2) 10-minute
rest breaks: one during the first half of the shift and a second rest break during the second half of the shift. If
an employee works more than ten (10) hours but no more than fourteen (14) hours in a day, he or she is provided
and should take three (3) 10-minute rest breaks, and so on.

Rest breaks should be taken as close to the middle of each work period as is practical. Employees do not need
to obtain approval from or notify their @Work representative when taking a rest break. Employees are encouraged
to take their rest breaks; they are not expected to and should not work during their rest breaks. Non- exempt
employees are paid for all rest break periods. Accordingly, employees do not need to clock out when taking a
rest break.

Meal Periods. Employees who work more than five (5) hours in a workday are provided an unpaid, off-duty
meal period of at least thirty (30) minutes. If six (6) hours of work will complete the day's work, they may
voluntarily waive their meal period in writing. See your @Work representative to sign and submit a form that
waives this right to a meal period (for working no more than six (6) hours in a day). Employees who work more
than ten (10) hours in a day are entitled to a second unpaid, off-duty 30-minute meal period. If an employee
works no more than twelve (12) hours, the employee can waive his or her second meal period, but only if the
first one was not waived in any manner. Any waiver of the second meal period must be in writing and submitted
before the second meal period. See your @Work representative to sign and submit a form that waives this right
to a second meal period, as explained above. Employees who work more than twelve (12) hours may not waive,
and should take, their second unpaid, off- duty 30-minute meal period.

Employees are responsible for scheduling their own meal period, but it should begin no later than the end of the
fifth hour of work. For example, an employee who begins working at 8 a.m. must begin his or her meal period
no later than 1:00 p.m. Employees entitled to a second meal period should schedule it so it begins no later than
the end of their tenth hour of work. When scheduling meal periods, employees should try to anticipate their work
flow and deadlines. Employees are encouraged to take their meal periods; they are not expected to work during
their meal periods.

During a meal period, employees are relieved of all duties and should not work during this time. When taking a

19
meal period, employees should completely stop working for at least thirty (30) minutes. Employees are prohibited
from working "off the clock" during their meal period. Those employees who use a time clock must clock out for
their meal periods. Employees are expected to clock back in and promptly return to work at the end of any meal
period. Employees who record their time manually must accurately record their meal periods by recording the
beginning and end of each work period. Unless otherwise directed by their @Work representative in writing,
approval from or notification to their @Work representative when taking a meal period is not required.

General Requirements for Rest Periods and Meal Breaks. All rest breaks and meal periods must be taken
outside employees' work areas. Employees should not visit or socialize with employees who are working while
taking their rest break or meal period. Employees may leave the premises during meal periods. Employees are
required to notify their @Work representative immediately if they believe they are being pressured or coerced by
any manager, supervisor, or other employee to forego any portion of a provided rest break or meal period.

Summary Chart. Below is a chart that summarizes the rest breaks and meal periods provided to employees:

Hours of Work Meal Periods and Rest Breaks

0 to 3.4 (less than 3.5) 0
3.5 to 4.0 One 10-minute paid rest break
More than 4.0 up to 5.0 One 10-minute paid rest break
One 10-minute paid rest break and one 30 minute unpaid meal period
More than 5.0 up to 6.0
(unless first meal period is mutually waived)
More than 6.0 up to 10.0 Two 10-minute paid rest breaks and one 30 minute unpaid meal period
Three 10-minute paid rest breaks and two 30 minute unpaid meal periods
More than 10.0 up to 12.0
(unless second meal period is mutually waived)
More than 12.0 up to 14.0 Three 10-minute paid rest breaks and two 30 minute unpaid meal periods

VI. CALIFORNIA PAID SICK LEAVE

Eligibility. Pursuant to the Healthy Workplaces, Healthy Families Act, the Company provides paid sick leave to
employees who work for the Company in California for thirty (30) or more days within a year.

Accrual. Employees begin accruing paid sick leave at the start of employment, whichever is later. Paid sick leave
will accrue at the rate of one (1) hour for every thirty (30) hours worked, up to a total maximum accrual of six
(6) days or forty-eight (48) hours. Employees who are exempt from overtime pursuant to the executive,
administrative, and professional exemptions under California law are assumed to work forty (40) hours in each
workweek unless their normal workweek is less than forty (40) hours, in which case paid sick leave accrues based
upon that normal workweek. For purposes of this policy, for employees hired on or before July 1, 2015, the year
is the consecutive 12-month period beginning July 1st and ending on June 30th. For employees hired after July 1,
2015, the year is the consecutive 12-month period beginning on the employee's date of hire.

Usage. Employees can use accrued paid sick leave beginning on the 90th day of employment. Paid sick leave
may be used in minimum increments of two (2) hours. An exempt employee may use up to five (5) days or forty
(40) hours of paid sick leave in any year. A non-exempt employee may use up to three (3) days or twenty-four
(24) hours of paid sick leave in any year.

Paid sick leave may be used for the following reasons:

1) For diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee
or an employee's family member (meaning a child (including biological, adopted, or foster child, stepchild,
legal ward, or a child to whom the employee stands in loco parentis, all regardless of age or dependency
status); spouse; registered domestic partner; parent (including biological, adoptive, or foster parent,
stepparent, or legal guardian of an employee or the employee's spouse or registered domestic partner,

20
 or a person who stood in loco parentis when the employee was a minor child); grandparent; grandchild;
or a sibling); or
2) For an employee who is a victim of domestic violence, sexual assault, or stalking:
a) To obtain or attempt to obtain a temporary restraining order, restraining order, or other injunctive relief;
b) To help ensure the health, safety, or welfare of the victim or the victim's child;
c) To seek medical attention for injuries caused by domestic violence, sexual assault, or stalking;
d) To obtain services from a domestic violence shelter, program, or rape crisis center as a result of domestic
violence, sexual assault, or stalking;
e) To obtain psychological counseling related to an experience of domestic violence, sexual assault, or
stalking; or
f) To participate in safety planning and take other actions to increase safety from future domestic violence,
sexual assault, or stalking, including temporary or permanent relocation.

Employees will be notified of their available paid sick leave each itemized wage statement.

Notice. Notice to your @Work representative may be given orally or in writing. If the need for paid sick leave is
foreseeable, the employee must provide reasonable advance notification. If the need for paid sick leave is
unforeseeable, the employee must provide notice of the need for the leave as soon as practicable. Employer may
require the employee to present doctor note before or after taking the sick leave.

Payment. Eligible employees will receive payment for paid sick leave, at the same wage as the employee
normally earns during regular work hours unless otherwise required by applicable law, by next regular payroll
period after the leave was taken. Use of paid sick leave is not considered hours worked for purposes of calculating
overtime.

Carryover & Payout. Accrued paid sick leave carries over from year to year, but is subject to the accrual cap
of six (6) days or forty-eight (48) hours. Accrued but unused paid sick leave under this policy will not be paid at
separation.

Enforcement & Retaliation. Retaliation or discrimination against an employee who requests paid sick days or
uses paid sick days, or both, is prohibited, and employees may file a complaint with the Labor Commissioner
against an employer who retaliates or discriminates against the employee.

If employees have any questions regarding this policy, they should contact their @Work representative.

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 Affordable Care Act and Work Opportunity Credit

Also Required:
Complete online form below from Home or at our office when coming in for interview.
1. Complete IRS Form 8850 | Work Opportunity Credit:
https://secure.taxcreditmgmt.com/custom/gmemployees

2. Sign up or Decline Health Insurance options: www.essentialstaffcare.com/atwork

(Enroll or decline coverage at bottom of webpage – Required under ACA – Affordable Care Act)
This plan is only available when we have more than 50 employees.

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 RECEIPT OF EMPLOYEE HANDBOOK

This Employee Handbook, including any applicable state supplement, is an important document intended to help
you become acquainted with the Company. This document contains management guidelines only; it is not the
final word in all cases. Individual circumstances may call for individual attention.

Because the Company’s operations may change, the contents of this Handbook may be changed at any time,
with or without notice, in an individual case or generally, at the sole discretion of management

Please read the following statements and sign below to indicate your receipt and acknowledgment of this
Employee Handbook.

I have received and read a copy of the Company’s Employee Handbook. I understand that the policies, rules and
benefits described in it are subject to change at the sole discretion of the Company at any time.

I further understand that my employment is terminable at will, either by myself or the Company, regardless of
the length of my employment or the granting of benefits of any kind.

I understand that no contract of employment other than "at will" has been expressed or implied, and that no
representative of the Company other than the National Director of Risk Management is authorized to provide any
employee or employees with an employment contract or special arrangement concerning terms or conditions of
employment and that any such agreement must be in writing and signed by the National Director of Risk
Management.

I understand that my signature below indicates that I have read and understand the above statements and that
I have received a copy of the Company’s Employee Handbook.

Name (Print) Signature

Date

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 RECEIPT OF NON-HARASSMENT POLICY

To avoid any potentially inappropriate conduct in the workplace, it is the Company’s policy to prohibit intentional
and unintentional harassment of any individual by another person on the basis of race, color, creed, religion,
national origin, ancestry, citizenship status, age, disability or handicap, sexual orientation, marital status, veteran
status, genetic information, or any other characteristic protected by applicable federal, state, or local laws. Such
conduct will not be tolerated by the Company. The purpose of this policy is not to regulate our employees’
personal morality, but to ensure that no one harasses another individual in the workplace, including while on
Company premises, while on Company business (whether or not on Company premises) or while representing
the Company.

Harassment, for purposes of this policy generally is defined as unwelcome verbal, visual or physical conduct that
demeans or shows hostility or aversion towards an individual because of these protected characteristics, and that
(1) has the purpose or effect of creating an intimidating, hostile or offensive working environment; or (2) has the
purpose or effect of unreasonably interfering with an individual’s work performance; or (3) otherwise adversely
affects an individual’s employment opportunities. Harassment can be verbal (including slurs, jokes, insults,
epithets, gestures or teasing), graphic (including offensive posters, symbols, cartoons, drawings, computer
displays, or e-mails) or physical conduct (including physically threatening another, blocking someone’s way, etc.)
that denigrates or shows hostility or aversion towards an individual because of any protected characteristic. Such
conduct violates this policy, even if it is not unlawful. Anybody, regardless of position or title, whom the Company
determines has engaged in harassment of any kind in violation of this policy, will be subject to prompt appropriate
corrective action, up to and including discharge.

An employee who feels that he or she has been subjected to conduct which violates this policy should immediately
report the matter to their @Work representative. An employee who is either unsure of the appropriate person to
whom to raise an issue of perceived harassment or who has not received a satisfactory response within five (5)
business days after reporting any incident of perceived harassment should contact the National Director of Risk
Management.

Every report of perceived harassment will be promptly, thoroughly and impartially investigated as the Company
considers appropriate, and corrective action will be taken where appropriate as determined by the Company in
its reasonable discretion. Employees are required to cooperate in all investigations conducted pursuant to this
policy. Violation of this policy may result in disciplinary action, up to and including discharge, as determined by
the Company in its reasonable discretion. The identity of individuals who report a perceived violation of this policy,
as well as any information obtained during the Company’s investigation, will be kept confidential to the extent
possible, consistent with a thorough and impartial investigation with relevant legal requirements, but
confidentiality cannot be guaranteed. In addition, the Company will not allow any form of retaliation against
individuals who report unwelcome conduct to management in good faith or who cooperate in the investigations
of such reports in accordance with this policy.

I have read and understood the Company’s Non-Harassment Policy.

Name (Print) Signature

Date

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 RECEIPT OF SEXUAL HARASSMENT POLICY

It is the Company’s policy to prohibit harassment of any employee by any supervisor, employee, customer, or
vendor on the basis of sex or gender, including on the basis of gender identity, gender expression, or transgender
status. Such conduct will not be tolerated by the Company. The purpose of this policy is not to regulate our
employees’ personal morality, but to ensure that no one harasses another individual on the basis of sex or gender
in the workplace, including while on Company premises, while on Company business (whether or not on Company
premises) or while representing the Company.

While it is not easy to define precisely what types of conduct could constitute sexual harassment, examples of
prohibited behavior include, but are not limited to: unwelcome sexual advances; requests for sexual favors;
obscene gestures; displaying sexually graphic magazines, calendars, or posters; sending sexually explicit e-mails;
verbal or physical conduct of a sexual nature, such as uninvited touching of a sexual nature; sexually-related
comments, and depending upon the circumstances, improper conduct also can include sexual joking; vulgar or
offensive conversation or jokes; commenting about an employee’s physical appearance; conversation about an
employee’s or someone else’s sex life; teasing or other conduct directed toward a person because of his or her
sex or gender which is sufficiently severe or pervasive to create an unprofessional and hostile working
environment. Such conduct violates this policy, even if it is not unlawful. Anybody, regardless of position or title,
whom the Company determines has engaged in sexual harassment of any kind in violation of this policy, will be
subject to prompt appropriate corrective action, up to and including discharge.

An employee who feels that he or she has been subjected to conduct which violates this policy should immediately
report the matter to their @Work representative. An employee who is either unsure of the appropriate person to
whom to raise an issue of perceived harassment or who has not received a satisfactory response within five (5)
business days after reporting any incident of perceived harassment should contact the National Director of Risk
Management.

Every report of perceived sexual harassment will be promptly, thoroughly and impartially investigated as the
Company considers appropriate, and corrective action will be taken where appropriate as determined by the
Company in its reasonable discretion. Employees are required to cooperate in all investigations conducted
pursuant to this policy. Violation of this policy may result in disciplinary action, up to and including discharge, as
determined by the Company in its reasonable discretion. The identity of individuals who report a perceived
violation of this policy, as well as any information obtained during the Company’s investigation, will be kept
confidential to the extent possible, consistent with a thorough and impartial investigation with relevant legal
requirements, but confidentiality cannot be guaranteed. In addition, the Company will not allow any form of
retaliation against individuals who report unwelcome conduct to management in good faith or who cooperate in
the investigations of such reports in accordance with this policy.

I have read and understood the Company’s Non-Harassment Policy.

Name (Print) Signature

Date

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