EMPLOYEE HAND BOOK

A Manual of Employee Benefits & Personnel Policies

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Welcome and Purpose 4
At-will Employment Statement 5
Mission Statement 6
Americans with Disabilities Policy 7
Employment Termination Policy 8
Equal Employment Opportunity 9
I-9 Immigration Reform Policy 10
Code of Ethics Policy 11 - 12
Complaint Policy 13
Disciplinary Action Policy 14
Drug-free Workplace Policy 15
Drug and Alcohol Testing Policy 16-19
Harassment Policy 20
Sexual Harassment Policy 21
Standards of Conduct Policy 22
Violence in the Workplace Policy 23
Weapons in the Workplace 24
Workplace Bullying Policy 25
Diversity Policy 26
Employment Taxes 27
Federal Family and Medical Leave Policy 28-36
Funeral Leave Policy 37
Lunch Policy 38
Nursing Mothers Policy 39
Paid Time Off Policy 40-41
Personal Leave Policy 42-43
Sick Time Policy 44
Vacation Policy 45
Emergency Action Plan 46-48
Facility Access & Visitors Policy 49
General Computer Usage Policy 50
Recording Devices Prohibited Policy 51
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Anti-discrimination Policy 52
Attendance and Standard Working Hours Policy 53
Background Check Policy 54
Business Expense Reimbursement Policy 55-56
Confidential Information & Company Prop. Policy 57-58
Conflicts of Interest Policy 59
Dress Code (General) 60-61
Driving While on Company Business Policy 62
Employee Classification Policy 63
Employee Fraternization Policy 64
Improper Payments and Gifts Policy 65
Injury & Illness Reporting Policy 66
Online Social Networking Policy 67-68
Open Door Policy 69
Overtime Pay Policy 70
Pay 71
Direct Deposit Policy 72
Personal Records Policy 73
Safety Policy 74
Severe Weather Policy 75
Smoke-free Environment Policy 76
Workers’ Compensation Policy 77
Receipt of Staffing 101 Group Employee Handbook 78
Receipt of Harassment Policies 79

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Welcome and Purpose
The Staffing 101 Group Employee Handbook establishes policies, procedures, benefits and working
conditions that will be followed by all employees as a condition of their employment with the agency.

Staffing 101 Group strives to provide an employee-friendly environment in which goal-oriented

individuals thrive. Our company commitment to serving customers and providing quality products and
services is unwavering. These policies, procedures and working conditions provide a work
environment in which both customer and employee interests are served.

We value our employee’s talents, skills and abilities and seek to foster an open, cooperative and
dynamic environment in which we can all excel. Staffing 101 Group provides an environment where
employees are encouraged to bring ideas and challenges to any level of management.

Staffing 101 Group is an equal opportunity employer. Religion, age, gender, national origin, sexual
orientation, race or color does not affect employment decisions including hiring, promotion,
development opportunities, pay or benefits. We offer fair treatment of employees based on merit and
comply with all applicable federal, state and local labor laws.

Employment with Staffing 101 Group is on an “at-will” basis, which means that either an employee or
Staffing 101 Group may terminate the employment relationship at any time, for any reason, with or
without cause. This handbook is not a contract of employment nor is it intended to create contractual
obligations for the company of any kind or alter the at-will employment relationships between Staffing
101 Group and our employees. Only a written agreement, signed by one of the owners of Staffing
101 Group can change the at-will nature of the employment of any individual.

The policies and procedures outlined will be applied at the discretion of Staffing 101 Group
management. As such, Staffing 101 Group may deviate from the policies, procedures, benefits and
working conditions described in this handbook. The company may also withdraw or change the
policies, procedures, benefits and working conditions described in this handbook at any time, for any
reason. While it is our goal to provide employees with notice of such changes, prior notice is not
required before a change is implemented. Throughout an employee’s employment with Staffing 101
Group , it is his or her responsibility to remain up to date on company policies, procedures, benefits
and work conditions—both published and unpublished.

No provision in this handbook can be waived without written permission from Staffing 101 Group ’s
President, or designee. Please review the policies, procedures, working conditions and benefits
described in this handbook. You will be asked to affirm that you have read, understand, agree to,
abide by and acknowledge your receipt of this employee handbook.

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At-will Employment Statement
This handbook contains only general information and guidelines. It is not intended to be
comprehensive or to address all of the possible applications of, or exceptions to, the general policies
and procedures described. For that reason, if you have any questions concerning eligibility for a
particular benefit or the applicability of a policy or practice to you, you should address your specific
questions to the Human Resources Department.

Neither this handbook nor any other Staffing 101 Group document confers any contractual right,
either expressed or implied, to remain in Staffing 101 Group 's employ. Nor does it guarantee any
fixed terms and conditions of your employment. Your employment is not set for any specific time and
may be terminated at will, with or without cause and without prior notice by Staffing 101 Group, or you
may resign for any reason, at any time. While there may be a disciplinary process in place, in certain
situations, the Company may make the decision to terminate you without first taking these disciplinary
steps.

No supervisor or other representative of Staffing 101 Group (except the owners, in writing) has the
authority to enter into any agreement of employment for any specified period of time, or to make any
agreement contrary to the above.

The procedures, practices, policies and benefits described here may be modified or discontinued from
time to time. We will make every attempt to inform you of any changes as they occur.

Some of the subjects described here are covered in detail in official benefit policy documents. You
should refer to those documents for specific information since this handbook only briefly summarizes
those benefits. Please note that the terms of the written insurance policies are controlling.

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Mission Statement
We believe that at the heart of all successful relationships is trust and loyalty, and at Staffing 101
Group, these qualities are the cornerstone of our philosophy. With over 16+ years of training and
experience in the industry, our executives and support staff could not be where we are today without
embracing integrity as our guiding principle. We have seen the ugly in this business, and we choose
different. We know there is a better way to connect people and shape lives, and that is exactly why
we are here.

Staffing 101 Group will take the time to really understand the needs and wants of our employees, our
clients and potential candidates. We will invest in people because ultimately we know that is the best
investment we can make in ourselves. The inspirational Maya Angelou once said,
“I’ve learned that people will forget what you said, people will forget what you did, but people will
never forget how you made them feel.”

At Staffing 101 Group, this is the type of lasting impression we want to leave with all those we are
fortunate to cross paths with.

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Americans with Disabilities Policy
The Americans with Disabilities Act (ADA) is a federal law that prohibits employers with 15 or more
employees from discriminating against applicants and employees with disabilities. It also requires
employers to provide reasonable accommodations to applicants and employees who are qualified for
a job, with or without reasonable accommodations, so that they may perform the essential job
functions of the position.

Staffing 101 Group complies with all applicable laws concerning the employment of individuals with
disabilities and acts in accordance with regulations and guidance issued by the Equal Employment
Opportunity Commission (EEOC). The company does not discriminate against qualified individuals
with disabilities in regard to application procedures, hiring, advancement, discharge, compensation,
training or other terms, conditions and privileges of employment.

When a job applicant with a disability requests accommodation that can be reasonably provided
without creating an undue hardship or causing a workplace safety risk, he or she will be given the
same consideration for employment as any other applicant.

Staffing 101 Group will reasonably accommodate qualified individuals (candidates and employees)
with disabilities so that they can perform the essential functions of a job, unless the requested
accommodations result in the following:

• A direct threat to the safety or well-being of the individuals or others in the workplace and the
threat cannot be eliminated by reasonable accommodation; or

• An undue hardship to Staffing 101 Group .

Individuals who are currently using illegal drugs are excluded from coverage under the company ADA
policy.

The Human Resources department is responsible for implementing this policy, including the resolution
of reasonable accommodation, safety, direct threat and undue hardship issues. Contact them with any
questions or requests for accommodation.

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Employment Termination Policy
Termination of employment is an inevitable part of personnel activity within any organization, and
many of the reasons for termination are routine. Below are examples of some of the most common
circumstances under which employment is terminated:

• Resignation—voluntary employment termination initiated by an employee

• Termination—involuntary employment termination initiated by Staffing 101 Group

• Layoff—involuntary employment termination initiated by Staffing 101 Group for non

disciplinary reasons

If you wish to resign, we ask that you notify your manager of your anticipated departure date at least
two weeks in advance. Of course, as much notice as possible is appreciated by Staffing 101 Group
and your co-workers. This notice should be in the form of a written statement.

If you fail to report to work for three consecutive days without informing management of the planned
absence, we will assume that you have voluntarily resigned.

Any outstanding financial obligations owed to Staffing 101 Group will be deducted from your final
check. If your final check does not sufficiently cover the money owed to the company, you will remain
liable for that amount.

A meeting between you and your immediate manager will take place prior to your last day of work
(permanent employees). Parking passes, office keys, company equipment and building passes must
be returned at this time, along with all other company and client property and confidential information
where applicable.

If you leave Staffing 101 Group in good standing, you may be considered for re-employment.

Except as required by law or by separate agreement, employee salary and benefits will end on the
date of termination.

Upon resigning from Staffing 101 Group , you should continue to provide the company with an
accurate address for at least one year for tax purposes.

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Equal Employment Opportunity
Staffing 101 Group provides equal employment opportunities to all employees and applicants for
employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In
addition to federal law requirements, Staffing 101 Group complies with applicable state and local laws
governing nondiscrimination in employment in every location in which the company has facilities. This
policy applies to all terms and conditions of employment, including recruiting, hiring, placement,
promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender
identity or expression, national origin, age, genetic information, disability or veteran status is expressly
prohibited.

We are committed to a diverse workforce. We value all employees’ talents and support an
environment that is inclusive and respectful. We are strongly committed to this policy and believe in
the concept and spirit of the law.

We are committed to ensuring that:

o All recruiting, hiring, training, promotion, compensation and other employment-related

programs are provided fairly to all persons on an equal opportunity basis;

o Employment decisions are based on the principles of equal opportunity. All personnel actions
such as compensation, benefits, transfers, training, and participation in social and
recreational programs are administered without regard to any characteristic protected by
state, federal or local law;

o Employees and applicants will not be subjected to harassment, intimidation, threats,

retaliation, coercion or discrimination because they have exercised any right protected by
law; and

o Reasonable accommodations will be made for disabilities and religious beliefs.

We believe in and practice equal opportunity. The owners serve as our Equal Opportunity Coordinator
and has overall responsibility for assuring compliance with this policy. All employees are responsible
for supporting the concept of equal opportunity and diversity and assisting our Company in meeting its
objectives.

Please contact Staffing 101 Group’s Management with questions or concerns.

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I-9 Immigration Reform Policy
The Immigration Reform and Control Act of 1986 requires employers to hire and retain only individuals
who are authorized to work in the United States.

To enforce these guidelines, IRCA requires an employer to verify a potential employee’s eligibility by
completing the Employment Verification Form (Form I-9). By completing Form I-9, the employer is
certifying that it has viewed documents proving that the potential employee is authorized to live and
work in the United States.

All employees are asked to provide original documents verifying their right to work in the United
States and to sign a verification form (Form I-9). If an individual cannot verify his or her right to work
within three days of hire, Staffing 101 Group must terminate his or her employment.

Please contact Staffing 101 Group’s Management with questions or concerns.

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Code of Ethics Policy
Staffing 101 Group maintains specific policies in an attempt to assist employees in adhering to
certain standards of conduct. These policies are in place to preserve the Company’s reputation and
prevent adverse consequences to all parties involved.

Antitrust Laws

Antitrust laws are relevant to many business decisions, and those who engage in illegal actions
against such laws are subject to fines and imprisonment. Management will help guide employees in
abiding by antitrust decrees applicable to the Company. The Company intends to comply with all U.S.
antitrust laws applicable to normal business operations and will hold employees responsible for
abiding by these laws as well.

In compliance with Section I of the Sherman Antitrust Act:

o No employee may enter into an agreement (expressed or implied, formal or informal, written
or oral) with any competitor restricting any of the following conditions or business offering:

• Prices

• Costs

• Profits

• Offerings of products and services

• Terms of sale conditions

• Production or sales volume

• Production capacity

• Market share

• Quote decisions

• Customer selection

• Sales territories

• Distribution methodology

o No employee may enter into an agreement with a purchaser or lessee restricting the right of
the purchaser or lessee to determine the price to resell or lease the product in question.
Employees may also not enter in such agreements when the Company is the purchaser or
lessee in the agreement.

The following situations may be in violation of antitrust laws under certain circumstances. Employees
may not enter into these agreements without consulting legal counsel in advance and obtaining
clearance to enter into such agreements.

o Agreements with customers or suppliers regarding the sales or purchases of reciprocal

purchases or sales by customers or suppliers.

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 o Agreements with purchasers or lessees of products of the Company that would restrict
customers from using or reselling products as they choose to do so.

o Agreements with any party that would restrict all parties involved to manufacture a product or
provide a service to a third party.

Exchange of Information with Competitors

Communication with competitors would be an infringement of antitrust laws, specifically if the
communication is accompanied by some action. The prohibitions of this policy are intended to avoid
antitrust infringements. Under this policy, no employee may discuss information on any subject with a
competitor or another third party acting on behalf of a competitor to remain compliant with Section I of
the Sherman Antitrust Act, unless the Company’s legal counsel determines that the communication
would not violate antitrust laws.

When participating in trade associations and other meetings with competitors, employees may not
attend:

o Unauthorized meetings with competitors.

o Meetings where the communication with competitors is in violation of the paragraph above.

o Meetings for trade associations held to discuss business without adhering to the formal rules
established by the trade association for its meetings.

Employees must recognize that participating in development and product certification events
impacting competitors or suppliers may initiate antitrust violations. Consult with the Company’s legal
counsel before attending any event that may develop standards or certify products with competitors.

Violations of this Policy

If an employee violates this policy, he or she may be subject to termination or other disciplinary action
to prevent future violations. The following individuals may be subject to disciplinary action or
termination:

• Employees who are in direct violation of this policy.

• Employees who deliberately withhold information concerning the violation of this

policy or fail to report a violation of this policy.

• Management personnel who fail to report violation of this policy by their subordinates.

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Complaint Policy
Staffing 101 Group strives to be responsive to our employees’ concerns. We understand that
problems, misunderstandings and frustrations may arise from time to time. Therefore, we encourage
open communication. Any concerns employees have should be promptly reported to management so
that a solution may be devised. To facilitate this, an employee may use the procedure outlined in this
policy to resolve or clarify his or her concerns.

All complaints should be made in good faith.

Step 1: The employee should discuss the situation with Staffing 101 Group’s Management.
Management should respond to the employee within five working days of meeting with the employee
about this issue.

Step 2: If the employee is dissatisfied with the decision received, he or she may appeal the decision.
Appeals must be submitted, in writing, to Staffing 101 Group’s Management within five days of
receiving the decision.

Staffing 101 Group’s Management may meet with the parties involved to facilitate a resolution. The
final decision will be provided to the employee both in writing and orally. The decision cannot be
appealed beyond this step.

Examples of some complaints employees may have:

• Suggestions for improvement

• Concerns about working conditions
• Issues with co-workers
• Concerns about treatment at work
If an employee fails to appeal from one step to the next within the time limit of five working days, the
issue will be considered settled based on the last decision provided.
Staffing 101 Group reserves the right to impose disciplinary action for any conduct it considers
disruptive or inappropriate. The circumstances of each situation may differ, and the level of
management action may vary depending on the factors of the situation.

No Staffing 101 Group employee will be subject to retaliation for filing a complaint under this policy.

When a complaint is voiced, management will do its best to remedy the situation. Every employee
may not be satisfied with every solution; however, employee input is valued and Staffing 101 Group
wants to foster an environment where all employees feel comfortable reporting their concerns.

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Disciplinary Action Policy
Disciplinary actions may entail verbal, written and final warnings, suspensions and termination. Not all
of these actions may be followed in all instances. Staffing 101 Group reserves the right to exercise
discretion in discipline. Prior warning is not a requirement for termination. All disciplinary actions will
be documented; documentation will be placed in personnel files.

Staffing 101 Group reserves the right to take any disciplinary action the company considers
appropriate, including termination, at any time. In addition to those situations discussed elsewhere in
this handbook, listed below are some examples where immediate termination could result. This list is
general in nature and is not intended to be all inclusive:

o Discourtesy to a customer, vendor or the general public resulting in a complaint or loss of

good will

o Refusal or failure to follow directions from management; insubordination

o Breach of confidentiality relating to employer, employee, customer or vendor information

o Altering, damaging or destroying company/customer property or records, or another

employee’s property

o Dishonesty

o Providing false or misleading information to any company/customer representative or in any

company records, including the employment application, benefits forms, time cards, expense
reimbursement forms and similar records

o Fighting or engaging in disorderly conduct on the company’s or a customer’s premises or off-

site while representing the company

o Violations of any of company’s employment policies including, but not limited to,
confidentiality, security, solicitation, insider trading, conflict of interest and code of conduct

o Conduct or performance issues of a serious nature

o Failure of a drug or alcohol test

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Drug-free Workplace Policy
We recognize alcohol and drug abuse to be potential health, safety and security problems. It is
expected that all employees will assist in maintaining a work environment free from the effects of
alcohol, drugs or other intoxicating substances. Compliance with this Drug-free Workplace Policy is a
condition of employment.

Employees are prohibited from the following when reporting for work, while on the job, on Company or
customer premises or surrounding areas or in any vehicle used for Company business:

o The unlawful use, possession, transportation, manufacture, sale, dispensation or other

distribution of an illegal or controlled substance or drug paraphernalia

o The unauthorized use, possession, transportation, manufacture, sale, dispensation or other

distribution of alcohol

o Being under the influence of alcohol or having a detectable amount of an illegal or controlled
substance in the blood or urine (“controlled substance” means a drug or other substance as
defined in applicable federal and state laws on drug abuse prevention)

Any employee violating these prohibitions will be subject to disciplinary action up to and including
termination.

Any employee convicted under any criminal drug statute for a violation occurring while on the job, on
Company or customer premises or in any vehicle used for Company business must notify the
Company no later than five days after such a conviction. A conviction includes any finding of guilt or
plea of no contest and/or imposition of a fine, jail sentence or other penalty.

Drug and alcohol testing will be carried out in compliance with any applicable state and federal laws
and regulations.

Disciplinary action will be taken for drug-related crimes, regardless of whether they happened during
working hours or on an employee’s own time.

We recognize that employees suffering from alcohol or drug dependence can be treated. We
encourage any employee to seek professional care and counseling prior to any violation of this policy.

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Drug and Alcohol Testing Policy
Staffing 101 Group is committed to protecting the safety and well-being of all employees in our
workplace. We recognize that alcohol abuse and drug abuse pose a significant threat to our goals.
We have established a drug-free workplace policy that balances our respect for individuals with the
need to maintain an alcohol- and drug-free environment.

Any individual who conducts business for Staffing 101 Group or applies for a position with the
company is covered by our drug-free workplace policy. Our policy includes, but is not limited to, full-
time employees, part-time employees, temporary employees, volunteers, contractors, interns and
applicants. Our drug-free workplace policy is intended to apply whenever anyone is representing or
conducting business for Staffing 101 Group. Therefore, this policy applies during all working hours,
whenever an individual is conducting business or representing the company, and while an individual is
on call, on company property and at company-sponsored events.

It is a violation of this policy to use, sell, possess, trade and/or offer to sell alcohol, illegal drugs or
intoxicants. In accordance with the federal Drug-Free Workplace Act, individuals convicted of a
criminal drug violation, including misdemeanors, occurring on company property or company time
must notify Staffing 101 Group within five calendar days of the conviction. This includes any findings
of guilt, pleas of “no contest” and impositions of fines, jail sentences or other penalties. The company
will take appropriate action within 30 days of notification. Federal contracting agencies will be notified
when appropriate.

Disciplinary Actions

Employees who test positive for drugs and/or alcohol, or who refuse to submit to testing, will be
subject to disciplinary action(s), up to and including termination. No employee who tests positive for
drugs and/or alcohol will be allowed to return to work until he or she has done the following:

• Signed the Rehabilitation Agreement form

• Successfully completed an assessment and/or treatment for drug and/or alcohol abuse

• Received certification from a qualified medical professional that he or she is free from drug
and/or alcohol use

• Taken a drug and/or alcohol test, received negative test results and consented to follow-up
testing

Testing

Employees are subject to drug and alcohol testing at any time, with or without notice.

To ensure accuracy and fairness, all testing will be conducted according to Substance Abuse and
Mental Health Services Agency (SAMHSA) guidelines, where applicable and will include a screening
test; a confirmation test; the opportunity for a split sample; review by a Medical Review Officer,
including the opportunity for employees who test positive to provide a legitimate medical explanation,
such as a physician's prescription, for the positive result; and a documented chain of custody.

All drug-testing information will be maintained in separate confidential records.

• Pre-employment Testing: Job applicants may be required to take and pass a drug and/or
alcohol test before he or she may officially be hired by Staffing 101 Group . Each applicant
will be notified that a drug and/or alcohol test is required as part of the interview process and
that any and all job offers are contingent upon successfully passing a drug and/or alcohol test.
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 • Periodic Group Testing: Employees may periodically be required to submit a specimen for an
unannounced drug and/or alcohol test. Employees will be given short notice of the test and
will be told when the testing will occur.
• Random Testing: Every employee has the chance of being selected to provide a specimen for
a drug and/or alcohol test. Such random testing will take place annually. Selection for testing
will be done to ensure that the selection of individuals is done at random.
• Reasonable Suspicion Testing: If there is suspicion that an employee is under the influence of
drugs and/or alcohol while on company property or time, the employee will be required to take
a drug and/or alcohol test. Reasonable suspicion will be based on observable instances or
actions such as, but not limited to, the following:
o Dangerous conduct

o Unexplained decrease in job performance

o Hostile interpersonal relations

o Possession of drug paraphernalia

o Noticeably reduced short-term memory

o Physical symptoms (including bloodshot eyes, slurred speech and vomiting)

o Anxiety

o Inability to concentrate

• Post-accident Testing: Every employee who is directly involved in, or whose actions
contributed to, an accident on the job must submit to a drug and/or alcohol test as soon as
possible after the incident occurs. Accidents include all Occupational Health and Safety
Administration (OSHA) recordable incidents, actions or omissions that result in near-miss
accidents and accidents involving injury requiring first aid or off-site medical attention.
Accidents also include property damage caused by human error.

• Follow-up Testing: Employees who have tested positive for drugs and/or alcohol, and
employees who have attended drug and/or alcohol-related counseling may not return to work
until they have been evaluated by a medical professional in a substance abuse treatment
facility and have successfully passed a drug and/or alcohol test. Employees who return to
work will be subject to follow-up tests, all of which will be unannounced.

Any employee who tests positive will be immediately removed from duty.

Each of the following actions constitutes a refusal to submit to testing:

• Failure to provide an adequate urine, blood, breath or saliva specimen for a drug and/or
alcohol test without a valid medical explanation

• Tampering with, adulterating or diluting a specimen

• Refusing to sign a Chain of Custody form at the testing facility

Employees do have the option to refuse to submit to drug and/or alcohol tests; however, doing so will
constitute a violation of this policy. Refusal to take a drug and/or alcohol test will also be considered a
positive test result, which subjects the employee to disciplinary action(s). Job applicants who refuse to
submit to drug and/or alcohol testing will be not considered for employment.

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Collection of Specimens and Testing

Staffing 101 Group subscribes to the collection and testing procedures outlined by SAMHSA. This
protocol protects the privacy and confidentiality of the employee. Under certain circumstances,
protocol requires that specimen donors provide a fresh specimen in the presence of a witness;
however, this only occurs if there is suspicion of any of the following:

• The specimen is not from the donor

• The specimen was altered or tampered with

• The collection is part of a post-treatment monitoring program

• The donor adulterated the previous specimen

All specimens collected for drug and/or alcohol testing will be processed using employees’ Social
Security numbers as identification to ensure confidentiality.

Necessary Forms

Specimens will be tracked using a Custody and Control Form from the point of submission through
destruction. Employees submitting specimens will be required to sign the Custody and Control Form.
If an employee does not sign this form, a retest will be requested. An employee who refuses to sign
after it is requested of him or her will be considered as having refused testing and will be subject to
disciplinary action.

Laboratory Testing

All drug and/or alcohol testing will be conducted in a laboratory certified by Department of Health and
Human Services (HHS), according to the following procedures: (1) specimens will be screened for
amphetamines, benzoylecgonine (cocaine), opiates, phencyclidine (PCP) and tetrahydrocannabinol
(THC or marijuana); and (2) test results will be confirmed by gas chromatography/mass spectrometry
(GC/MS). Staffing 101 Group reserves the right to test for other substances as well.

No specimen will be considered positive until it has been confirmed at the level established by HHS. If
no established levels have been set by HHS for a tested substance, Staffing 101 Group will hold the
testing facility responsible for establishing an acceptable level.

Test results for alcohol revealing a blood alcohol content of .04 or greater will be considered positive.

Results

Positive test results will be reported to the Medical Review Officer (MRO), who will then contact the
employee to discuss the results. Should the MRO be unable to contact the employee, he or she will
contact Staffing 101 Group for assistance. If the MRO cannot make contact with the employee within
five days of testing or the results reveal a major safety concern, the MRO may disclose positive test
results to Staffing 101 Group . At that point, Staffing 101 Group reserves the right to take the
employee off active duty until the MRO is able to contact the employee. When the MRO does contact
the employee, and only if he or she can provide a viable reason for why the test came back positive,
then the positive test result will be reported to Staffing 101 Group as negative.

Use of Prescription Medications

Nothing in this policy prohibits the appropriate use of prescription medication as legally prescribed by
a licensed physician. If an employee is taking prescription medication with potential side effects that
may infringe on the safety of the employee or others, he or she must notify Staffing 101 Group .
Failure to do so may result in disciplinary action, up to and including termination.
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Staffing 101 Group may contact the employee’s physician to investigate whether it is necessary to
impose restrictions on job duties as a result of the employee’s use of prescription medication. If
Staffing 101 Group and the physician determine that the employee should be removed from
performing his or her job duties, Staffing 101 Group will notify the employee immediately.

Confidentiality

Results of all drug and/or alcohol testing will be kept separate from employee personnel files and
treated as confidential information. No results, whether positive or negative, will be shared with
anyone outside of the employee’s direct supervisory chain of command, except when necessary for
treatment or physician confirmation purposes.

NOTE: Staffing 101 Group may disclose the results of a drug and/or alcohol test to decision-makers in
a lawsuit, grievance or other proceeding initiated by or on behalf of the employee.

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Harassment Policy
Staffing 101 Group is committed to providing a workplace free from discrimination, harassment and
retaliation. Therefore, Staffing 101 Group will not tolerate harassment of any type based on race,
color, religion, sex (including pregnancy), national origin, age (40 or older) disability, or genetic
information and other characteristics protected under state, federal or local laws. Such conduct in any
form is prohibited in the workplace, at work-related functions or outside of work if it affects employees
in the workplace. This policy applies to all employees, clients, customers, guests, vendors and
persons doing business with Staffing 101 Group .
All employees must ensure they understand this policy and their obligations. Whether an employee’s
conduct violates this policy will be based how an employee’s conduct is received and whether a
reasonable person would find the conduct to be in violation of the policy.
Harassment is defined as unwelcome conduct that is based on race, color, religion, sex (including
pregnancy), national origin, age (40 or older), disability or genetic information. Harassment becomes
unlawful where:
• Enduring the offensive conduct becomes a condition of continued employment; or
• The conduct is severe or pervasive enough to create a work environment that a reasonable
person would consider intimidating, hostile or abusive.
Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing
discrimination charges, testifying or participating in investigations, proceedings or lawsuits under
these laws, or, for opposing employment practices that they reasonably believe discriminate against
individuals, in violation of these laws.
Petty slights, annoyances and isolated incidents (unless extremely serious) will not rise to the level of
illegality. To be unlawful, the conduct must create a work environment that would be intimidating,
hostile or offensive to reasonable people.
Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name-calling,
physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or
pictures, and interference with work performance. Harassment can occur in a variety of
circumstances, including, but not limited to, the following:
• The harasser can be the victim's supervisor, a supervisor in another area, an agent of the
employer, a co-worker or a non-employee.
• The victim does not have to be the person harassed, but can be anyone who is affected by
the offensive conduct.
• Unlawful harassment may occur without economic injury to, or discharge of, the victim.
Appropriate performance reviews, counseling or discipline by your manager do not constitute
harassment.
If you feel that you are being harassed, you should take the following steps:
• Tell the harasser that his or her actions are not welcome and that they must stop, if you feel
comfortable enough to do so.
• Report the incident immediately to Staffing 101 Group’s Management.
• Report any additional incidents or retaliation that may occur to Staffing 101 Group’s
Management.
All reports will be investigated immediately and thoroughly. Complaints and actions taken to resolve
complaints will be handled as confidentially as possible. Appropriate actions will be taken to stop and
remedy such conduct, including interim measures during a period of investigation.
Retaliating or discriminating against an employee who reports a suspected incident of harassment or
who cooperates in an investigation is prohibited. Employees who violate this policy or retaliate against
an employee in any way will be subject to disciplinary action, up to and including termination.
20
Sexual Harassment Policy
Staffing 101 Group prohibits sexual harassment of all kinds. This policy applies not only to
employees, but also to clients, customers, guests, vendors and anyone else doing business with
Staffing 101 Group . Any employee who feels that he or she has been a victim of sexual harassment,
or who believes that he or she has witnessed sexual harassment, should (if possible) directly and
immediately inform the harasser that the conduct is unwelcome and that he or she must stop. The
victim should also notify Staffing 101 Group’s Management immediately.

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, offensive
remarks about a person’s sex, and other verbal or physical conduct of a sexual nature. Such activities
are illegal when:

• Submission is made a term or condition, either explicitly or implicitly, of an individual’s

employment

• Submission to or rejection by an individual is used as a factor in decisions affecting that

individual’s employment

• Their purpose or effect of interferes with an individual’s work performance or creates an

intimidating, hostile or offensive work environment

Sexual harassment includes many forms of offensive behavior, including the harassment of a person
of the same gender as the harasser. The harasser can be the victim’s supervisor, an agent of the
employer, a supervisor in another area, a co-worker or a non-employee. The victim does not have to
be the person harassed but could be anyone affected by the offensive conduct. Examples of sexual
harassment include, but are not limited to, the following:

• Unwelcome sexual flirtation, advances or propositions

• Verbal comments related to an individual’s gender or sexual orientation

• Explicit or degrading verbal comments about another individual or his or her appearance

• The display of sexually suggestive pictures or objects in any workplace location, including
transmission or display via computer

• Any sexually offensive or abusive physical conduct

• The taking of or the refusal to take any personnel action based on an employee’s submission
to or rejection of sexual overtures

• Displaying cartoons or telling jokes which relate to an individual’s gender or sexual orientation

It is important to Staffing 101 Group that all employees are protected from harassment. Any incidents
that are perceived as harassment will be investigated and appropriate action will be taken by Staffing
101 Group.

21
Standards of Conduct Policy
Staffing 101 Group adopts this policy to ensure orderly operations and to provide the best possible work
environment. Staffing 101 Group expects employees and others who may be engaged to provide services from
time to time (such as temporary personnel, consultants and independent contractors) to adhere to these standards
of conduct while on company premises, attending company functions or otherwise performing work-related activity
and representing Staffing 101 Group .

Staffing 101 Group is responsible for providing a safe and secure workplace and strives to ensure that all
individuals associated with our company are treated in a respectful and fair manner. While not intended to list all
the forms of behavior that are considered unacceptable, the following are examples of conduct that may result in
disciplinary action:

o Theft or inappropriate removal or possession of property

o Falsification of records, including timekeeping

o Working under the influence of alcohol or illegal drugs

o Possession, manufacture, sale, transfer, distribution or use of alcohol or illegal drugs in the workplace,
while representing the company, or while operating employer-owned vehicles or equipment

o Fighting or threatening violence in the workplace

o Immoral actions or intimidating others

o Boisterous or disruptive activity in the workplace

o Negligence or improper conduct leading to damage of company, customer or co-worker’s property

o Insubordination or other disrespectful conduct

o Violation of safety or health rules

o Sexual or other unlawful or unwelcome harassment or touching

o Excessive absenteeism or any absence without notice

o Unauthorized use of telephones or other company equipment

o Using company equipment for purposes other than business

o Unauthorized disclosure of confidential information

o Violation of personnel policies

o Unsatisfactory performance or conduct

Any employee who deviates from these rules and standards will be subject to disciplinary action, up to and
including termination of employment.

22
Violence in the Workplace Policy
It is Staffing 101 Group policy to provide a workplace that is safe and free from all threatening and
intimidating conduct. Therefore, the company will not tolerate violence or threats of violence of any
form in the workplace, at work-related functions or outside of work if it affects the workplace. This
policy applies to company employees, clients, customers, guests, vendors and persons doing
business with Staffing 101 Group .

It is a violation of this policy to engage in any conduct, verbal or physical, that intimidates, endangers
or creates the perception of intimidation or intent to harm persons or property. Examples include but
are not limited to the following:

o Physical assaults or threats of physical assault, whether made in person or by other means
(e.g., in writing or by phone, fax or email)

o Verbal conduct that is intimidating and has the purpose or effect of threatening the health or
safety of another individual

o Any other conduct or acts that management believes represent an imminent or potential
danger to safety or security

Anyone with questions or complaints about behaviors that fall under this policy may discuss them with
a supervisor or a Human Resources representative. The company will promptly and thoroughly
investigate any reported occurrences or threats of violence. Violations of this policy will result in
disciplinary action, up to and including immediate termination. When such actions involve non-
employees, the company will take action appropriate for the circumstances. When appropriate, the
company will also take any legal actions available and necessary to stop the conduct and protect the
company, our employees and property.

23
Weapons in the Workplace Policy
Unless prohibited by state law, Staffing 101 Group prohibits the possession of firearms or any other
lethal weapon on Company property, in a vehicle being used on Company business, in any company-
owned or leased parking facility or at a work-related function. This applies to all employees, visitors
and customers on Company property, even those who are licensed to carry weapons.

Some examples of prohibited weapons include:

o Firearms (pistols, revolvers, shotguns, rifles and bb guns)

o Knives (switchblades, gravity knives or any knife with a blade longer than three inches)

o Metal knuckles

o Bows and arrows

o Tasers

We prohibit weapons to ensure the safety and security of all employees and persons visiting the
Company. Any employee found in violation of this policy will be subject to disciplinary action, up to and
including immediate termination. If you have questions or concerns regarding this policy, please
contact Staffing 101 Group’s Management.

24
Workplace Bullying Policy
Staffing 101 Group is committed to providing a safe and healthy work environment for all employees.
As such, the company will not tolerate bullying of any kind and will deal with complaints accordingly.
This policy applies to employees while working, attending work functions and traveling on business.
Bullying is defined as repeated inappropriate behavior, either direct or indirect, whether verbal,
physical, or otherwise, conducted by one or more persons against another or others, at the workplace
or in the course of employment. Such behavior violates Staffing 101 Group policies, which state that
all employees will be treated with dignity and respect.

Bullying can be intentional or unintentional. However, when an allegation of bullying is made, the
intention of the alleged bully is irrelevant and will be given no consideration when a complaint is
investigated. It is the effect of the behavior that will be considered.

Bullying can be:

• Verbal bullying: slandering, ridiculing or maligning a person or his or her family or associates;
persistent name-calling that is hurtful, insulting or humiliating; using a person as the butt of
jokes; abusive and offensive remarks.

• Physical bullying: pushing, shoving, kicking, poking, tripping, assaulting or threatening to

assault, damaging a person’s work area or property.

• Gesture bullying: nonverbal threatening gestures; glances that can convey threatening
messages.

• Exclusion: unintentionally disregarding a person or excluding a person from work-related

activities.

The following are examples of some, not all, behavior that may constitute or contribute to evidence of
bullying:

• Repeatedly singling out a person.

• Pointing at or raising your voice at an individual, whether in public or private.

• Shutting a person out; not allowing him or her to speak or express him- or herself (ignoring or
interrupting); interfering with email or other forms of communication; not including him or her
in meetings.

• Humiliation in any form; verbal or obscene gestures, personal insults or offensive nicknames.

• Constant criticism unrelated or minimally related to job performance; public reprimand.

• Hampering an individual’s ability to do his or her work; assigning menial tasks not aligned with
normal job duties; taking credit for another’s work or ideas.

• Spreading rumors or gossiping about another.

Bullying can have devastating results to the individual and the workplace. If you are subjected to
bullying, or witness or suspect bullying is taking place, report it to your supervisor and/or to Human
Resources immediately. All suspected incidents of bullying will be thoroughly investigated and
disciplinary measures will be taken accordingly.

25
Diversity Policy
We encourage and welcome diversity, recognizing it as a key competitive advantage. The value of
different backgrounds and perspectives should not be overlooked. Having a diverse workforce assists
us in looking at all situations from a variety of angles and encourages the development of innovative
ideas and solutions. Embracing and understanding what each employee’s background and
perspective can contribute gives us a competitive edge.

Some types of diversity are as follows:

• Life experience

• Work experience

• Perspective

• Culture

• Ethnicity

• Gender

• Age

Respecting each individual and recognizing the value that we each bring to our team is essential. By
creating a supportive environment that allows everyone to perform to his or her potential, we achieve
success.

26
Employment Taxes
As an employee of Staffing 101 Group , you are responsible for paying federal, state and local taxes.
This includes income, Social Security and Medicare taxes. These taxes will be automatically
withdrawn from each of your paychecks at a rate that is determined by the number of deductions you
claim on the W-4 Form.

The employment taxes above will continue to be deducted from your paycheck until changes are
made to the number of deductions you claim.

27
Federal Family and Medical Leave Policy
As an employee of Staffing 101 Group, you may be eligible to take unpaid family and medical leave
under the federal Family and Medical Leave Act (FMLA). This policy provides an introduction to the
rights and provisions of the federal FMLA. An FMLA summary that is based on the Department of
Labor’s (DOL’s) model notice is attached to this policy and further explains the FMLA. If you have
questions regarding the FMLA, please contact Staffing 101 Group’s Management.

Eligibility

To be eligible for leave, you must have been employed by the Company for at least 12 months. In the
12 months immediately preceding the beginning of the leave, you must also have worked at least
1,250 hours to qualify for federal FMLA. In addition, you must work in an office or work site where 50
or more employees are employed within 75 miles of that office or work site.

Amount of Leave Available

Eligible employees may take up to a total of 12 weeks of FMLA leave within a rolling 12-month period,
measured backward from the date an employee uses any FMLA leave, for any combination of the
following reasons:

o The birth of an employee’s newborn child or the placement of a child with the employee for
adoption or foster care

o To care for the employee’s spouse, child or parent with a serious health condition

o The employee has a serious health condition that makes the him or her unable to perform the
functions of their job

o A qualifying exigency that arises because the employee’s spouse, child or parent is a covered
military member on covered active duty (or has been notified of an impending call or order to
covered active duty)

Where leave is taken to care for a covered service member with a serious injury or illness, a spouse,
child, parent or next of kin may take up to 26 weeks of unpaid FMLA leave during a single 12-month
period. Eligible employees are limited to a total of 26 workweeks of FMLA-protected leave during that
12-month period. For example, an employee cannot take 26 workweeks of FMLA leave to care for a
covered service member and then take 12 more weeks for other FMLA qualifying reasons.

Under the federal FMLA, spouses employed by the Company are jointly entitled to a combined total of
12 weeks of leave for the birth of a newborn child, for the placement of a child for adoption or foster
care and to care for a parent who has a serious health condition. The federal FMLA does not cover
care for parents-in-law. Spouses employed by the Company are jointly entitled to a combined total of
26 weeks of leave to care for a covered service member.

28
Types of Leave Available

Birth or Placement for Adoption or Foster Care: FMLA leave is available to eligible male and female
employees for the birth of a child or for the placement of a child with the employee for purposes of
adoption or foster care. FMLA leave must be completed within 12 months of the birth or placement.
This type of leave may not be taken intermittently or on a reduced schedule unless the Company
agrees to this request. See below for more details on non-continuous leave.

Serious Health Condition of Employee: If, as an eligible employee, you experience a serious health
condition as defined by the FMLA, you may take medical leave under this policy (see “Definitions” for
the definition of serious health condition). A serious health condition generally occurs when you:

o Receive inpatient care in a hospital, hospice or nursing home

o Suffer a period of incapacity accompanied by continuing outpatient treatment or care by a

health care provider

o Have a history of a chronic condition that may cause episodes of incapacity

The following provisions apply to leave for the serious health condition of an employee:

o Non-continuous leave—Medical leave may be taken all at once or, when medically necessary,
intermittently or on a reduced leave schedule (see below).

o Certification process—The need for leave must be documented by your treating health care
provider through our medical certification process (see below).

o Fitness-for-duty statement—A fitness-for-duty statement will be required in order for you to

return from a medical leave. Failure to provide the statement will result in a delay in your
return to work.

Serious Health Condition of Immediate Family Member: If, as an eligible employee, you need family
leave in order to care for your child, spouse or parent who experiences a serious health condition as
defined by the FMLA (see “Definitions” for definitions of child, spouse, parent and serious health
condition), you may take a leave under this policy.

o Non-continuous leave—Leave may be taken all at once or, when medically necessary,
intermittently or on a reduced leave schedule (see below).

o Certification process—The need for leave must be documented by the family member’s
treating health care provider through our medical certification process (see below).

Qualifying Exigency Because of Active Duty: If, as an eligible employee, you need family leave
because of any qualifying exigency arising out of the fact that your spouse, son, daughter or parent is
on covered active duty in the Armed Forces (including the National Guard or Reserves), or has been
notified that they will be called or ordered to covered active duty in the Armed Forces (including the
National Guard or Reserves), you may take family leave under this policy. (See “Definitions” for a
definition of qualifying exigency)

o Non-continuous leave— Family leave for any qualifying exigency arising out of the covered
active duty of a family member may be taken all at once, intermittently or on a reduced leave
schedule (see below).

o Certification process—The need for leave must be documented through our certification
process (see below).

29
Service Member Family Leave: If, as an eligible employee, you need family leave to care for a
covered service member who is your spouse, child, parent or next of kin and who is undergoing
medical treatment, recuperation or therapy, is otherwise in outpatient status or is otherwise on the
temporary disability retired list for a serious injury or illness, you may take up to 26 weeks of unpaid
leave during a single 12-month period under this policy. (See “Definitions” for a definition of covered
service member and serious injury or illness)

Effective March 8, 2013, an eligible employee may take service member family leave to care for a
covered veteran who is the employee’s spouse, child, parent or next of kin and who is undergoing
medical treatment, recuperation or therapy for a serious injury or illness. (See “Definitions” for a
definition of covered veteran)

o Non-continuous leave—Service member family leave may be taken all at once or, when
medically necessary, intermittently or on a reduced leave schedule (see below).

o Certification process—The need for leave must be documented by the family member’s
treating health care provider through our medical certification process (see below).

Notifying the Company of the Need for Family or Medical Leave

Generally, an application for leave must be completed for all leave taken under this policy. A non-
emergency leave should generally be requested from Human Resources at least 30 days, or as soon
as practical, in advance of the date the leave is expected to begin. In cases of emergency, you (or
your representative, if you are incapacitated) should give verbal notice as soon as possible, and the
application form should be completed as soon as practical. Failure to provide adequate notice may, in
the case of foreseeable leave, result in a delay or denial of leave. It is your responsibility to notify your
manager and Human Resources of absences that may be covered by the FMLA.

You must provide sufficient information regarding the reason for an absence for the Company to know
that protection may exist under this policy. Failure to provide this information will result in delay or
forfeiture of rights under this policy. This means the absence may then be counted against your record
for purposes of discipline for attendance or similar matters.

Medical Certification Process

In addition to an application for leave, you will be required to complete a medical certification form
when leave is for a family member’s or your own serious health condition. The certification form needs
to be signed by the health care provider. The short-term disability certification may be sufficient where
the information required is duplicative. These forms are available from Human Resources. Second or
third certifications from health care providers and periodic recertification at the Company’s or your
expense may be required under certain circumstances.

We may also require periodic reports during federal FMLA leave regarding your status and intent to
return to work.

Military Family Leave Certifications

In addition to an application for leave, you will be required to complete a Certification of Qualifying
Exigency for Military Family Leave form when leave is for a qualifying exigency. A copy of the military
member’s active duty orders or other military documentation may also be required to substantiate
your need for FMLA leave.

If you request leave to care for a covered service member with a serious injury or illness, you will be
required to complete a medical certification form, which must be signed by the service member’s
health care provider. The certification form will request additional information, such as information
regarding the relationship between you and the covered service member, to substantiate your need
for FMLA leave.

30
Substituting Paid Leave for Unpaid Leave

Federal FMLA leave is unpaid. The Company requires you to substitute vacation days according to
the schedule below. You may also choose to substitute additional paid or unpaid leave that you have
accrued.

When you substitute vacation days or other paid leave, the absence will be counted against your
entitlement to FMLA leave under this policy and will not extend your leave. In other words, you are
using your paid leave concurrently with your FMLA leave.

Eligible Vacation Remaining Required Substitution

Less than 5 days None

5-8 days 3 days

9-12 days 5 days

13-16 days 7 days

17-20 days 9 days

When an employee is absent due to a work-related illness or injury that meets the definition of a
serious health condition, the absence will be counted against the employee’s entitlement under this
policy. In other words, the employee is using FMLA leave concurrently with the workers’ compensation
absence. An employee is not required to substitute paid time off for an absence covered under
workers’ compensation.

You may be paid for all or part of a medical leave to the extent you are eligible for benefits such as
short-term disability. An employee is not required to substitute paid time off for an absence covered
under a disability benefit plan.

Non-Continuous Leave

Intermittent or reduced leave will be permitted only when it is medically necessary or for a qualifying
exigency, as explained above. In all cases, the total amount of leave taken in a calendar year should
not exceed your total allotment as defined earlier in this policy.

Intermittent and reduced schedule leave must be scheduled with minimal disruption to an employee’s
job. To the extent possible, medical appointments and treatments related to an employee’s or family
member’s serious health condition should be scheduled outside of working hours or at such times that
allow for a minimal amount of time away from work.

If you request non-continuous federal FMLA leave which is foreseeable based on planned medical
treatment for yourself, a family member or a covered service member, you may be required to transfer
temporarily to an available alternative position offered by the Company for which you are qualified and
which better accommodates recurring periods of leave than your regular employment position. You
will be entitled to equivalent pay and benefits, but will not necessarily be assigned the same duties in
the alternative position. This provision may also apply if the Company approves a non-continuous
leave for the birth of a child or the placement of a child for adoption or foster care.

31
Benefit Continuation during Leave

The Company will maintain your group health plan coverage and certain other employment benefits
(such as group life insurance, AD&D insurance and health and dependent flexible spending accounts)
during your FMLA leave on the same terms as if you had continued to work, if these benefits were
provided to you before the leave was taken. You will be required to pay your regular portion of
premiums – contact Human Resources for an explanation of your options.

Benefits that are accumulated based upon hours worked will not accumulate during the period of
FMLA leave.

In some instances, the Company may recover premiums it paid to maintain health plan coverage for
an employee who fails to return to work from FMLA leave.

Returning to Work

If the reason for FMLA leave is for your own serious health condition, you will be required to present a
fitness-for-duty certification immediately upon return to work.

If you wish to return to work before the scheduled expiration of FMLA leave, you must notify the
Company of the change in circumstances as soon as possible, but no later than two working days
prior to your desired return date.

If you exhaust all leave under this policy and are still unable to return to work, you must notify the
Company as soon as possible. Your situation will be reviewed to determine what rights and
protections might exist under other Company policies.

Rights upon Return from Leave

Upon return from family or medical leave, you will be returned to the position you held immediately
prior to the leave, if the position is vacant. Certain exceptions exist for key employees, as defined by
law. If the position is not vacant, you will be placed in an equivalent employment position with
equivalent pay, benefits and other terms and conditions of employment.

The law provides that an employee on leave has no greater rights than the employee would have had
if the employee had continued to work. Therefore, you may be affected by a layoff, termination or
other job change if the action would have occurred had you remained actively at work.

Other Types of Leave

If you do not qualify for the types of leave described in this policy, the Company may approve a
personal leave of absence, depending on your circumstances. Except where mandated by law, we
cannot guarantee that benefits will continue or that your position will remain open in your absence.

Definitions

“Spouse”— A husband or wife as defined or recognized under state law for purposes of marriage in
the state in which the marriage was entered into. This definition also includes an individual in a same-
sex or common law marriage that was entered into in a state that recognizes these marriages. An
opposite-sex, same-sex or common law marriage that was entered into outside of any state will be
recognized if the marriage is valid in the place where it was entered into and the marriage could have
been entered into in at least one state.

“Parent”—A biological parent, adoptive parent, stepparent, foster parent or an individual who provides
or provided day-to-day care or financial support to the child. Parent does not include a parent-in-law
under this law.

32
“Child”—A biological, adopted or foster child, stepchild, legal ward or a child who is receiving day-to-
day care or financial support from the employee and is under the age of 18. Child also includes a
person 18 years of age or older who is incapable of self-care because of a mental or physical
disability. For military family leave, the child does not have to be a minor (under the age of 18) and
can be of any age.

o “Incapable of self-care”—The child requires active assistance or supervision to provide daily

self-care in three or more “activities of daily living,” or “instrumental activities of daily living,”
including adaptive activities such as caring appropriately for one’s grooming and hygiene,
bathing, dressing, eating or instrumental activities such as shopping, taking public
transportation or maintaining a residence.

o “Physical or mental disability”—A physical or mental impairment that substantially limits one
or more major life activities of the individual.

“Covered Service Member”— A 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 otherwise on the temporary disability retired list for a serious injury or illness.

“Covered Veteran”—An individual who is undergoing medical treatment, recuperation or therapy for a
serious injury or illness and who was a member of the Armed Forces (including a member of the
National Guard or Reserves), and was discharged or released under conditions other than
dishonorable at any time during the five-year period prior to the first date the eligible employee takes
FMLA leave to care for the covered veteran.

“Next of Kin”—Used with respect to an individual, this means the nearest blood relative of that
individual, other than the spouse, parent or child.

“Serious Health Condition”—Illness, injury, impairment, or physical or mental condition that involves:

o Inpatient care in a hospital, hospice or residential medical care facility.

o A period of incapacity of more than three consecutive calendar days (including any
subsequent treatment or period of incapacity relating to the same condition) that also
involves: 1) treatment two or more times within 30 days of the first day of incapacity, unless
extenuating circumstances exist, by or under the orders of a health care provider; or 2)
treatment by a health care provider on at least one occasion which results in a regimen of
continuing treatment under the supervision of a health care provider. The first (or only) visit
must occur in person within seven days of the first day of incapacity.

o Any incapacity due to pregnancy or for prenatal care.

o Chronic conditions requiring periodic treatment by or under the supervision of a health care
provider, which continue over an extended period of time and may cause an episodic rather
than a continuing period of incapacity (for example, asthma, diabetes and epilepsy).

o Permanent or long-term conditions requiring supervision for which treatment may not be
effective (for example, Alzheimer’s, a severe stroke or the terminal stages of a disease).

o Multiple treatments by or under the supervision of a health care provider either for restorative
surgery after an accident or other injury or for a condition that would likely result in a period of
incapacity of more than three calendar days in the absence of medical intervention or
treatment, such as cancer (chemotherapy), severe arthritis (physical therapy) or kidney
disease (dialysis).

“Serious Injury or Illness”—can be:

33
 o In the case of a member of the Armed Forces, including a member of the National Guard or
Reserves, an injury or illness incurred by the member in the line of duty on active duty in the
Armed Forces (or existed before the beginning of the member’s active duty and was
aggravated by service in the line of duty on active duty in the Armed Forces) and that may
render the member medically unfit to perform the duties of the member’s office, grade, rank or
rating.

o In the case of a veteran who was a member of the Armed Forces, including a member of the
National Guard or Reserves, an injury or illness incurred by the member in the line of duty on
active duty in the Armed Forces (or existed before the beginning of the member’s active duty
and was aggravated by service in the line of duty on active duty in the Armed Forces) and
that manifested itself before or after the member became a veteran and is:

▪ A continuation of a serious injury or illness that was incurred or aggravated when the
covered veteran was a member of the Armed Forces and rendered the
servicemember unable to perform the duties of the servicemember’s office, grade,
rank or rating;

▪ A physical or mental condition for which the covered veteran has received a U.S.
Department of Veterans Affairs Service-Related Disability Rating (VASRD) of 50
percent or greater, and such VASRD rating is based, in whole or in part, on the
condition precipitating the need for servicemember family leave;

▪ A physical or mental condition that substantially impairs the covered veteran’s ability
to secure or follow a substantially gainful occupation by reason of a disability or
disabilities related to military service, or would do so absent treatment; or

▪ An injury, including a psychological injury, on the basis of which the covered veteran
has been enrolled in the Department of Veterans Affairs Program of Comprehensive
Assistance for Family Caregivers.

“Qualifying Exigency”—includes:

o Short-notice deployment (seven days or less)

o Military events and related activities

o Child care and school activities

o Financial and legal arrangements

o Counseling

o Rest and recuperation (up to 15 days)

o Post-deployment activities

o Parental care

o Additional activities agreed to by the Company and the employee

34
 EMPLOYEE RIGHTS AND RESPONSIBILITIES
UNDER THE FAMILY AND MEDICAL LEAVE ACT

Basic Leave Entitlement

FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employ-
ees for the following reasons:
• For incapacity due to pregnancy, prenatal medical care or child birth;
• To care for the employee’s child after birth, or placement for adoption or foster care;
• To care for the employee’s spouse, son, daughter or parent, who has a serious health condition; or
• For a serious health condition that makes the employee unable to perform the employee’s job.

Military Family Leave Entitlements

Eligible employees whose spouse, son, daughter or parent is on covered active duty or call to covered active
duty status may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigen-
cies may include attending certain military events, arranging for alternative childcare, addressing certain finan-
cial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration
briefings.

FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave
to care for a covered servicemember during a single 12-month period. A covered servicemember is: (1) a cur-
rent 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 otherwise on the temporary
disability retired list, for a serious injury or illness*; or (2) a veteran who was discharged or released under con-
ditions other than dishonorable at any time during the five-year period prior to the first 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.*

*The FMLA definitions of “serious injury or illness” for current servicemembers and veterans are dis-
tinct from the FMLA definition of “serious health condition”.

Benefits and Protections

During FMLA leave, the employer must maintain the employee’s health coverage under any “group health plan”
on the same terms as if the employee had continued to work. Upon return from FMLA leave, most employees
must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment
terms.

Use of FMLA leave cannot result in the loss of any employment benefit
that accrued prior to the start of an employee’s leave.

Eligibility Requirements
Employees are eligible if they have worked for a covered employer for at least 12 months, have 1,250 hours of
service in the previous 12 months*, and if at least 50 employees are employed by the employer within 75 miles.

*Special hours of service eligibility requirements apply to airline flight crew employees.

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 fam-
ily 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 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 employer’s operations. Leave due to qualifying
exigencies may also be taken on an intermittent basis.

Substitution of Paid Leave for Unpaid Leave

Employees may choose or employers may require use of accrued paid leave while taking FMLA leave. In order
to use paid leave for FMLA leave, employees must comply with the employer’s normal paid leave policies.

35
Employee Responsibilities
Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable.
When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally
must comply with an employer’s normal call-in procedures.

Employees must provide sufficient information for the employer 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 em-
ployee 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 mili-
tary family leave. Employees also must inform the employer if the requested leave is for a reason for which
FMLA leave was previously taken or certified. Employees also may be required to provide a certification and
periodic recertification supporting the need for leave.

Employer Responsibilities
Covered employers must inform employees requesting leave whether they are eligible under 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 the ineligibility.

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

Unlawful Acts by Employers

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

Enforcement
An employee 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.

FMLA section 109 (29 U.S.C. § 2619) requires FMLA covered employers to post the text of this notice.
Regulation 29 C.F.R. § 825.300(a) may require additional disclosures.

36
Funeral Leave Policy (permanent employees)
Staffing 101 Group has taken into consideration the personal needs that arise from the death of an
immediate family member. In the event of such a loss, an employee will be allowed up to three days of
leave with full pay until and including the day of the funeral. Funeral leave will not count against
accrued paid time off (PTO), vacation or sick leave. Funeral leave pay will not be granted to
employees attending a funeral during periods when they are not at work for other reasons, such as
vacation, holidays and illness.

Immediate family includes: a father, mother, spouse, child, sister, brother, mother-in-law, father-in-law,
brother-in-law, sister-in-law, grandparent or any relative who lives with the employee.

Employees should notify their supervisor of the need to use funeral leave. Within a reasonable period
of time, the employee may be required to provide verification of need, such as an obituary.

37
Lunch Policy
Employees are allowed an unpaid 30-minute lunch break after 6 hours of work (break can be taken
sooner if allowed). The schedule for meal periods should be established based on work requirements
at job location. Staggered meal periods may be necessary to ensure the continuity of operations and
services. Supervisors should make sure that each location is adequately staffed and that someone
with authority to resolve minor problems is available at all times.

38
Nursing Mothers Policy
As part of our family-friendly policies and benefits, Staffing 101 Group accommodates mothers who
wish to express breast milk during the workday when separated from their newborn children.

For up to one year after the child’s birth, nursing employees will be provided with reasonable break
time to express breast milk during the workday. Nursing mothers who are returning from maternity
leave should speak with their managers or Staffing 101 Group’s Management regarding their needs.
Supervisors and Staffing 101 Group’s Management will work with employees to develop a break
schedule that is reasonable, accounts for needs that may vary from day to day and creates the least
amount of disruption to the Company’s operations.

Staffing 101 Group will provide a private area, other than a bathroom, for nursing employees to
express breast milk. Nursing mothers must request/reserve the room by contacting Jessica Cruz.
Employees working offsite or in other locations will be accommodated with a private area as
necessary. (permanent employees)

If you have any further questions or concerns regarding this policy, please contact Staffing 101
Group’s Management.

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Paid Time Off Policy
Staffing 101 Group believes that employees should have opportunities to enjoy time away from work
to help balance their lives. For this reason, we provide a Paid Time Off (PTO) program to all (if
applicable: and part-time) employees.

PTO provides employees the freedom to decide how to use their personal time off. Staffing 101 Group
believes this program offers more generous time off with pay than traditional vacation, sick and
personal time packages. Employees can use their PTO days in a number of different ways; for
example:

o As vacation

o For personal business

o For periods of illness

o For doctor or dental appointments

o For personal emergencies

o For family emergencies

o In the event of severe weather or adverse driving conditions

PTO does not replace the Company holiday schedule. We will continue to have compensated
holidays each year.

Eligibility for PTO (permanent employees)

All (if applicable) employees are eligible to earn PTO on a monthly basis. Employees earn PTO by
working at least 40 hours per week.

PTO Accrual

Employees accrue PTO hours after 3 months of employment. After that point, full-time employees will
accrue PTO hours each pay period. Accrued PTO is available for immediate use.

Use and Management of PTO (permanent employees)

Staffing 101 Group encourages employees to use their PTO responsibly and, whenever possible, to
schedule time for vacations or personal leave appointments in advance. Every time-off request will be
evaluated and subject to approval depending on staffing needs at the time. Staffing 101 Group
understands there may be occasions, such as sudden illness, when you may not be able to give
sufficient advance notice. In those situations, however, be sure to inform your supervisor as soon as
possible.

PTO also includes time off for unexpected emergencies or illness. Do not use PTO to cover time
missed from work due to tardiness, except in the case of severe weather.

Types of Non-PTO Leave (permanent employees)

40
Situations that require time off such as jury duty, bereavement and workers’ compensation will not be
charged against your accrued PTO. Note: See separate policies on those topics to address these
situations.

PTO Tracking (permanent employees)

Staffing 101 Group has an automated PTO tracking system to keep a record of your accrued PTO
balance. The amount of PTO time accrued, used and available will be itemized on your paycheck stub
each month for your records.

List of Paid Company Holidays (permanent employees)

o New Year’s Day

o Good Friday

o Memorial Day

o Independence Day

o Labor Day

o Thanksgiving

o Day after Thanksgiving

o Christmas Eve

o Christmas Day

PTO for Temporary Employees

All (if applicable) employees are eligible to earn PTO on a monthly basis. Employees earn PTO by
working at least 40 hours per week.

PTO Accrual

Employees accrue PTO hours after 120 days of employment. After that point, full-time employees will
accrue PTO hours each pay period. Accrued PTO is available for immediate use. Rate of accrual is 1
hour earned for every 30 hours worked with a maxiumum of 40 hours per calendar year. Unused
PTO can be carried over to the next year but cannot exceed a total of 40 hours per year.

PTO Tracking (temporary employees)

Staffing 101 Group has an automated PTO tracking system to keep a record of your accrued PTO
balance. The amount of PTO time accrued, used and available will be available upon request.

41
Personal Leave Policy (permanent employees)
Staffing 101 Group complies with all federal and state leave laws. However, when these laws do not
apply or an employee does not meet the eligibility requirements, the company will consider an
employee’s request for a personal leave. Each leave request will be considered on an individual
basis.

An eligible employee who has completed at least 12 months of service and who is in good standing
(is not under a Performance Improvement Plan or has not experienced any disciplinary action within
the previous six months) may request personal leave.

Leave approval or denial is done at the discretion Staffing 101 Group’s Management. Personal leave
is not granted for engaging in employment outside of Staffing 101 Group , pursuing an independent
business venture or as additional leave after FMLA (or Non-FMLA) Medical Leave. This leave policy
does not allow for intermittent leave.

Pay Status

An employee who is taking personal leave must exhaust all accrued time off prior to being placed in
an unpaid leave status.

While using any form of paid time off, an employee will continue to accrue time off. When all paid time
off banks are exhausted, the leave will be unpaid. No additional paid time off will be accrued during a
period of unpaid leave.

Paid time off accrual will restart upon the employee's return to paid status.

Employee Benefits While on Leave

While an employee is on approved leave, Staffing 101 Group will continue the employee's health
benefits at the same level and under the same conditions as if the employee had continued to work,
as long as the employee continues to pay the employee portion of the health care premium.

While on paid leave, the employer will continue to make payroll deductions to collect the employee's
share of the premium.

While on unpaid leave, the employee must make this payment by arrangement approved by
employee and Staffing 101 Group’s management in writing. The payment must be received by the
first day of every month. If full payment is not postmarked your benefits will be terminated.

If the employee fails to return to work as scheduled, Staffing 101 Group may require the employee to
reimburse Staffing 101 Group the amount it paid for the employee's health insurance premium during
the leave. Exceptions may be made, at management’s discretion, if the reason for not returning as
scheduled is the continued serious health issue of the employee's family member or a circumstance
beyond the employee's control. If the reason for not returning to work is the employee’s own serious
health issue, the employee must inform the company immediately. Upon receipt of this notice, the
employee will be provided information pertaining to FMLA (or non-FMLA) leave options.

Job Restoration

There are no job restoration rights associated with personal leave. However, Staffing 101 Group will
make every attempt to reinstate an employee to the same position or a position with equivalent status,
pay, benefits and other employment terms upon his or her return. In the event this cannot be done,
42
the employee will receive written notice from Staffing 101 Group’s management as soon as the
determination has been made and no later than the employee’s scheduled return date.

Returning to Work

Employees are expected to be able to return to work by the end of their approved leave. If an
employee on leave plans to return to work sooner than scheduled, the employee must notify his or her
supervisor within two business days in advance of reporting to work.

Failure to Return to Work

Any employee who fails to return to work as scheduled will be considered to have voluntarily
terminated his or her employment with Staffing 101 Group . Employees who exceed their leave
without approved extension may be subject to disciplinary action up to and including termination
according to company attendance policies.

Attendance and Personal Leave

Absences while on approved personal leave will not be counted as occurrences of absenteeism under
the company’s attendance policy. However, employees may be subject to discipline up to and
including employment termination if, during their leave, they engage in activities inconsistent with the
stated purpose for the leave. For example, employees may be prohibited from engaging in other
employment during leave. Misrepresentations or any act of dishonesty related to the leave will also be
grounds for discipline up to and including employment termination.

Failure to Follow Policy Requirements

Failure to comply with this leave policy will result in denial of the leave request. Absence without leave
approval will subject the employee to disciplinary action up to and including employment termination.

43
Sick Time Policy
Staffing 101 Group understands that, at times, employees will need to be absent from work due to
illness or other medical reasons.

If you are unable to report for work because of illness or for any other reason, please contact your
supervisor and Staffing 101 Group’s management. Explain that you will be absent and when you
expect to return to work. You must keep your supervisor and Staffing 101 Group’s management
updated regarding the status of your return at all times.

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Vacation Policy
Staffing 101 Group believes that vacation time is vital in keeping employee morale high.

Regular full- and part-time employees begin accruing vacation leave on the date that employment
begins, however, no paid vacation days will be granted until the third month of employment is
completed. Each employee will accrue leave hours on a monthly basis, and will be required to take
five consecutive business days of vacation each calendar year in order to meet internal control and
security requirements. Vacation may be taken in half-day increments of time. Vacation not used by the
end of the calendar year will be forfeited.

All employees are required to submit a written request for vacation leave at least one month prior to
the date they wish their vacation to begin. This form should be submitted to the employee’s
supervisor, who will forward it to Human Resources for approval. Supervisors will resolve situations
with multiple leave requests within a department by considering factors such as:

o Departmental staffing needs

o Seniority

o Length of desired vacation

o Elapsed time since employee’s last five-day (or longer) vacation

Permanent employees are permitted 2 weeks paid vacation per employment year. If an employee
requires more vacation than is allotted, Staffing 101 Group’s management must determine whether or
not it is allowable to provide the employee more vacation without pay. For each continuous year of
employment, an additional eight hours of vacation time will accrue.

If your employment is terminated, either voluntarily or involuntarily, you will not be paid for unused
vacation leave.

Please contact Staffing 101 Group’s management with all questions or concerns.

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Emergency Action Plan
Staffing 101 Group recognizes that our people drive our business. As our most critical resource,
employees are safeguarded through training, provision of appropriate work surroundings, and
procedures that foster protection of health and safety. No duty, no matter what its perceived result, is
more important than employee health and safety.

General Guidelines in an Emergency

Stay calm and think through your actions. Know important emergency numbers, such as:

o Fire/Police/Ambulance 911

Be aware of your surroundings:

o Know where stairwell exits are located—in corporate HQ there are 2 stairwell exits on each
floor, located at each of the hallway.

o In the event of an emergency, use only stairs—do not take elevators.

o Do not hesitate to call or alert others if you believe that an emergency is occurring.

Fire Evacuation:

o Employees will be notified of a fire by either the fire alarm system or a paged announcement.

o Upon hearing the alarm, immediately evacuate the building using the closest stairwell exit—
do not use the elevators or delay evacuation to gather personal belongings, finish a phone
call or wait for friends.

o At Corporate HQ notify Emergency Floor Leaders or their backups.

Floor Leaders/Backups:

o Emergency Floor Leaders should be the last persons to leave the area—they should check in
conference rooms, restrooms and offices to ensure all employees have evacuated, then close
all doors after clearing an area.

o Any employee with mobility, visual, hearing or other conditions that may hinder them from
becoming aware of an emergency or evacuation should disclose their condition to Human
Resources so that special assistance can be provided should an emergency occur.

o At corporate HQ upon exiting the building, report to Raymond Aviles Jr or Jessica Cruz for
headcount confirmation.

o If an employee or known guest or visitor is missing, immediately report the missing person’s
name to Raymond Aviles Jr or Jessica Cruz who will in turn report it to the proper company
and civil authorities.

o All employees who are not members of a response team should stay together in the
designated location so periodic updates on the situation can be communicated—do not go
home, wait in your car, return to the building or go to another building unless directed.

46
If You Discover a Fire:

o Alert other persons in the immediate hazard area.

o Activate the nearest fire alarm, call 911 and page an emergency announcement, if possible.

o If you have been trained to use a fire extinguisher, follow the P.A.S.S. instructions:

• Pull the safety pin.

• Aim the nozzle at the base of the fire.

• Squeeze the operating lever.

• Sweep side to side, covering the base of the fire.

o When using a fire extinguisher, always stay between the fire and an exit—never feel that
using a fire extinguisher is required, and if the fire is too hot, too smoky or you are frightened,
evacuate immediately.

Medical Emergency:

o Upon discovering a medical emergency, call 911.

o Stay with the ill or injured person, being careful not to come into contact with any body fluids
unless properly trained and protected.

o At Corporate HQ send one person to alert Staffing 101 Management so they can notify family
members of the ill or injured person.

o Employees in the immediate vicinity of the emergency, but not involved in the emergency
effort, should leave the area.

Severe Weather:

o In the event severe weather conditions occur at a time when you have not yet reported to
work and you are able to do so safely, you should report to work as usual unless otherwise
notified.

o For Corporate HQ employees Staffing 101 Group’s Management will monitor the weather—if
a severe weather warning is issued, they will immediately page an announcement. For
temporary employees you will be called, texted and/or emailed.

o Employees should immediately seek shelter in the main hallways. Exit stairways and
designated areas away from all windows.

Workplace Violence:

o Any employee who feels that he or she has been threatened should immediately report the
incident to their supervisor and Staffing 101 Group’s Management.

o If you observe anyone exhibiting threatening behavior or making threatening statements,

warn others in the area and immediately notify their supervisor and Staffing 101 Group’s
Management—stay away from the person exhibiting the threatening behavior.

o Depending upon the level of concern, 911 may be called immediately.

47
o Never attempt to confront any person exhibiting threatening behavior.

o If you have reason to believe that events in your personal life could result in acts of violence
occurring at work, you are strongly urged to confidentially discuss the issue with Staffing 101
Group’s Management so that a prevention plan can be developed.

48
Facility Access & Visitors Policy
Staffing 101 Group cares about the safety and security of its employees (temporary and permanent).
In an effort to maintain the maximum safety and security possible at a minimum inconvenience to you,
we have guidelines in place regarding facility access and visitors.

At corporate HQ the entry door to the office is to remain locked at all times outside of normal business
hours. Business hours are Monday through Friday from 830 a.m. until 5:30 p.m unless otherwise
directed.

The main entryway to the building is open Monday through Friday from 7 a.m. until 11 p.m.

Please do not allow visitors without prior approval.

49
General Computer Usage Policy
Staffing 101 Group is committed to accomplishing its business objectives in a secure and timely
manner. Each employee must assist in achieving this goal while safeguarding corporate information
where applicable. The basic regulations for using any company computer systems are as follows:

o Computers are for business use only

o The company may access any information created, transmitted or stored on its information
systems

o Copying or downloading software of any kind is prohibited without prior permission

o Internet is for business use only

o The company provides email accounts to its employees for business use

o Any email of an offensive, pornographic or otherwise inappropriate nature is prohibited—

violations may result in disciplinary action

o Company proprietary information must be protected

Please use the computers responsibly and contact Human Resources with any questions regarding
appropriate usage.

50
Recording Devices Prohibited Policy
Staffing 101 Group respects the privacy of its employees and strives to protect all confidential
Company information.

Staffing 101 Group prohibits the use of any recording device on company/customers property or
during working hours unless specifically permitted by the company. The use of picture phones or any
other camera or device that may capture visual images without the management’s prior written
permission is also prohibited. More specifically, the use of picture phones or other recording of visual
images is prohibited in restrooms and any other area where members of the public or co-workers
would expect a reasonable degree of privacy and in any areas in which sensitive or closely guarded
corporate or business materials are used or housed.

Any employee found in violation of this policy will be subject to disciplinary action and may also be
subject to prosecution to the fullest extent permitted under the law.

51
Anti-discrimination Policy
Staffing 101 Group does not discriminate against anyone based on race, color, sex, religion, national
origin, age (40 or older), disability status or any other trait that is protected under local, state or federal
law. In addition, any kind of discrimination that is based on a protected trait is not allowed in the
workplace. We are an equal opportunity employer and we are dedicated to a policy of non-
discrimination in all aspects of employment and company business. This policy applies not only to
personnel decisions, but also to all aspects of business.

We ask that you respect those around you—co-workers, customers and management alike.

Reports of discrimination will be investigated and disciplinary measures may be taken.

52
Attendance and Standard Working Hours Policy
Absenteeism and tardiness place a burden on both co-workers and Staffing 101 Group . We expect
that every employee (temporary or permanent) will be regular and punctual in attendance. This means
being in the office/job assignment, ready to work, at the starting time each day. When you are unable
to work due to illness or an accident, please promptly notify your supervisor and Staffing 101 Group’s
Management when directed. In the event your immediate supervisor is unavailable, you must speak with
a manager. Leaving a message with another staff member or on voicemail does not constitute an
accepted notification of absence. If you do not report for work and Staffing 101 Group is not notified of
your status, it will be assumed after two consecutive days of absence that you have voluntarily
resigned or if you’re a temporary employee and you no call/show to a job assignment you are
voluntarily resigning and you will be removed from the payroll.

If you become ill at work or must leave the office/job assignment for some other reason before the end
of the workday, be sure to inform your supervisor and Staffing 101 Group’s Management of the
situation.

You will be compensated for authorized absences according to the provisions described in this
handbook. Authorized absences beyond the time allowed under that policy are authorized without
compensation.

In the event of severe weather, we remain open for business during regularly scheduled working
hours. You are expected to report for work or to your job assignment in severe weather if it is at all
possible to do so safely. In the event we close due to weather, someone in your work group will
contact you. Please keep your work group and manager informed on how to reach you on such
occasions. See also Severe Weather Policy.

Standard working hours will be told to you upon the start of your employment/job assignment.

If you will be absent from work during standard working hours for any reason, you must contact your
supervisor and Staffing 101 Group’s Management as soon as possible to avoid disciplinary action.

53
Background Check Policy
Staffing 101 Group carefully selects quality employees for its Corporate Hq and its customers.
Background checks help to ensure that new employees have the skills for the job and have performed
well in the past.

Staffing 101 Group may conduct background checks on all job candidates after a contingent offer of
employment has been accepted. A background check may also be completed during reassignment or
promotion of an employee. A third-party administrator will be used to conduct the background checks,
and all background checks will be compliant with applicable laws, such as the Fair Credit Reporting
Act.

The information that may be collected includes, but is not limited to:

o Criminal background

o Employment history

o Education

o Credit

o Professional and personal references

Criminal background checks may not be used as the sole reason for denying employment, unless it is
job-related. Regardless, the company has the right to make the final decision about employing an
individual after the background check is complete.

Checking professional and personal references is an important part of the background check process.
This provides the company with information on the potential employee’s work ethic, skills and
performance.

Information obtained from the background check process, including information from professional and
personal references, will be used by the company only as part of the employment process and will be
kept confidential by Staffing 101 Group’s Management.

54
Business Expense Reimbursement Policy
Staffing 101 Group will reimburse employees for all necessary and reasonable travel expenses
related to the normal conduct of business. The following policies and procedures have been
established to administer uniform guidelines for reimbursement of business related travel, meals and
entertainment expenses. While this policy provides many answers and useful guidance, it cannot
address every possible situation. If you have any questions regarding the business nature or
reimbursement of expenses, check with your supervisor before you commit to spending any funds.
The most useful guide to cost-effective business travel is to spend money as if it were your own.

Auto Allowance and Mileage

Employees receive reimbursement for direct business mileage. Employees may receive either a
monthly auto allowance or a direct mileage reimbursement based on an evaluation of the use of their
personal automobile for purposes of conducting company business. Auto allowances are paid on a
monthly basis. Direct mileage is reimbursed at the current IRS standard rate, and is paid upon
submission of a signed and supervisor approved “Monthly Mileage Report” form. Because it is more
cost effective than direct mileage reimbursement, Staffing 101 Group prefers that employees rent an
automobile if round-trip mileage on a business trip will be more than 200 miles. See section on “Car
Rentals” below.

The use of a personal automobile for business-related travel is only authorized if the automobile is
covered by a current insurance policy with limits not less than $500,000 for bodily injury and $500,000
for property damage. Any damages, repair costs or maintenance costs incurred by an employee in the
use of their privately owned vehicle in conjunction with company business is the sole responsibility of
the employee.

Car Rentals

Staffing 101 Group suggests the use of mid-size vehicles unless a larger vehicle is necessary and
justifiable for business purposes. Collision and liability insurance coverage should not be purchased
when renting a car for domestic business purposes. The car rental needs to be made in both the
name of Staffing 101 Group and the name of the employee to be covered by the company’s insurance
policy. Staffing 101 Group ’s insurance carrier Bankers Insurance and Staffing 101 Group’s
Management should be contacted immediately in the event of any accident or damage with a rented
vehicle.

Air Travel

Reservations for all domestic air travel can be made by the employee either online or directly with the
various airlines. It is expected that employees make every effort to minimize the cost of air travel,
including considering Saturday night stays or departures out of airports. For any tickets, it is requested
that employees attach to their expense report a copy of the search results that show the lowest fare
available. All trips involving a Saturday night stay must be pre-approved by the Staffing 101 Group’s
Management.

Spousal Travel

Travel expenses related to an employee’s spouse are not reimbursable by the company.

Lodging

The selection of overnight lodging should be guided by considerations of safety, quality and
reasonableness of room rates. Again, the most useful guide to cost effective accommodations is to
spend money as if it were your own. When rooms are guaranteed for late arrival and the trip is
55
cancelled or other lodging is secured, the reservation must be cancelled to avoid being billed for a “no
show.” Hotels may require either a 24- or 48-hour cancellation notice to avoid these charges. The cost
of in-room movies is not reimbursable.

Business Meals

Employees will be reimbursed for reasonable and actual expenses for meals incurred while on
business trips away from their normal business hours. All original receipts must be included with the
employee’s travel and expense report. Any employee expense report received without the receipts will
be returned to the employee. Reasonable meal expenses are outlined below:

o Breakfast TBD

o Lunch TBD

o Dinner TBD

Business meals are reimbursable expenses for new employee orientations, major anniversaries (e.g.,
5, 10, 15 years of service, etc.), training sessions, meals with prospective new hires and department
or team lunch meetings where business is conducted. Lunches for department or team meetings
should be reasonable, both in terms of cost and frequency. The guideline for reimbursement of tips on
business meals is 15 percent.

Submittal of Monthly Expense Report Forms

It is the employee’s responsibility to prepare and submit a Monthly Expense Report to receive
reimbursement for business related expenses. Expense Reports should be submitted on at least a
monthly basis to ensure proper matching of expenses with the appropriate accounting period.

For business related meals and entertainment expenses to be deductible, IRS regulations require that
the amount and date of expense, specific business purpose, name, title and company of people
entertained, and name and location of the establishment where the event took place and time of the
business discussion (for example, before, during or after the event) and entertainment be
documented on the expense form.

All claimed expenses must have an original receipt. All Monthly Expense Report forms must be
signed by the employee and approved by his or her supervisor before being submitted to Accounts
Payable for processing.

56
Confidential Information and Company Property Policy
During your employment at Staffing 101 Group , you may have access to confidential and proprietary
data, which is not generally known by competitors or within the company’s field of business. This
information (hereinafter referred to as “Confidential Information”) includes, but is not limited to:

• Data relating to the Company’s

marketing and servicing programs;

• Procedures and techniques;

• The criteria and formula used by the

Company in pricing its products and
services;

• Lists of customers and prospects;

• The identity, authority and

responsibilities of key contacts at
Company accounts;

• The composition and organization of

accounts’ businesses;

• The peculiar risks inherent in their

operations;

• Sensitive details concerning the

structure, conditions, and extent of
their existing products and services;

• Contract expiration dates;

• Commission rates;

• Service arrangements;

• Proprietary software, Web

applications and analysis tools; and

• Other data showing the particularized

requirements and preferences of the
accounts.

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This Confidential Information is a valuable asset of the Company, developed over a long period of
time and at substantial expense. To protect the Company’s interest in this valuable asset, you must:

(a) Not use any such Confidential Information for your personal benefit or for the benefit of any
person or entity other than the Company, and
(b) Use your best efforts to limit access to such Confidential Information to those who have a need to
know it for the business purposes of the Company.
In addition, you should minimize those occasions on which you take documents, computer disks or a
laptop containing such Confidential Information outside the office. On those occasions where it is
necessary, consistent with the best interests of the Company and doing your job effectively, to take
documents, computer disk or a laptop containing Confidential Information outside the office, all
appropriate precautionary and security measures should be taken to protect the confidentiality of the
information.

During the course of your employment with the Company, you will be provided with and will generate
correspondence, memoranda, literature, reports, summaries, manuals, proposals, contracts,
customer lists, prospect lists, and other documents and data concerning the business of the
Company. Any and all such records and data, whether maintained in hard copy or on a computer or
other medium, is the property of the Company, regardless of whether it is or contains Confidential
Information. Upon termination of your employment at the Company, you are required to return all such
records to the Company and may not retain any copy of such records or make any notes regarding
such records. We reserve the right to search for such information and property in personal items while
on Company premises such as vehicles, purses, briefcases, etc.

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Conflicts of Interest Policy
All employees have a duty to further the company’s aims and goals, and to work on behalf of its best
interest. Employees should not place themselves in a position where their actions or personal
interests may be in conflict with those of Staffing 101 Group . Examples include: soliciting or profiting
from the company’s client or prospect base or other company asset for personal gain; acting on behalf
of Staffing 101 Group in servicing or obtaining a client, and limiting the best solution for the client or
prospect for personal financial gain; and acting as director, officer, employee or otherwise for any
business or institution with which Staffing 101 Group has a competitive or significant business
relationship without the written approval of the chief executive officer.

Employees should report to their manager any situation or position (including outside employment by
an employee or any member of an employee’s immediate household) which may create a conflict of
interest with Staffing 101 Group .

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Dress Code (General)
Staffing 101 Group believes that your pride in both yourself and the company is reflected in your
appearance and in the image you create. We feel that our business image is important and, therefore,
request that our employees maintain standards of dress and appearance appropriate to both the
organization as a whole and your individual position responsibilities. Dress, grooming, personal
cleanliness and professional behavior standards contribute to the professional image we strive to
present to our customers and visitors. Therefore, while performing duties for the Staffing 101 Group ,
employees are expected to dress in attire appropriate to the business environment and to behave in a
professional manner at all times to best represent our business. Temporary Employees will be told the
their dress code based on their assignment. The below is for Corporate Employees

Guidelines

Due to the nature of our business and our continuous client contact, the employees at Staffing 101
Group followed a traditional business attire dress policy in the past. Our formal dress guidelines now,
however, include a more relaxed dress or “Business Appropriate” dress, which we feel is in the best
interest of Staffing 101 Group , our employees and our clients (please see below for details).

Employees may dress according to the requirements of their position, however, our beliefs regarding
business appropriate dress is that business is always first. This means that employees should keep
their day’s schedule in mind. We recognize that different levels of dress may be appropriate for
different occasions. As a general rule, when meeting with clients, prospects or outside visitors,
traditional business attire should always be worn except where it doesn’t make good business sense.

All employees should select their business attire for meetings and contact outside of the office by the
type of function that will be attended. Also, on occasion there may be a specific business reason to
require that all employees dress in traditional business attire. In such instance, this will be
communicated to employees in advance and they will be required to dress accordingly.

Our business appearance and image is important to us. However, we respect individual preference
and choice in dress and appearance. We are confident that employees will use their best judgment in
following our dress and attire guidelines. We ask that at all times employees make certain that their
appearance is well groomed and clean and that clothing is appropriate, neat, clean and well-fitting.
While relaxed business attire is acceptable within the stated guidelines, we want to be sure our
environment does not jeopardize professionalism and productivity.

Appropriate Business Attire and Appearance Guidelines

o For men, traditional attire includes a business suit, jacket or blazer and tie.

o For women, traditional attire includes a business suit, jacket or blazer with a sweater or
blouse along with a skirt or pants. Business dresses or coordinated ensembles are also
considered traditional attire for women.

o For men, relaxed business attire includes dress or sport shirts with collars or ties, polo shirts,
tailored slacks, khakis or chinos, dress corduroy slacks and business shoes with socks.

o For women, relaxed business attire includes dress shirts, polo shirts, blouses, sweaters,
traditional split skirts, casual dresses, skort outfits, tailored slacks, khakis or chinos, dress
corduroy slacks or stirrup pants of dress slack material and business shoes (heels, flats or
other casual shoes) with socks or nylons with skirts, dresses or skorts. Jeans are okay as
long as no rips/tears. T-shirts/sweatshirts that are plain or non-offensive are permissible.

Inappropriate Attire and Appearance Guidelines

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 o Casual shorts, leggings, jogging suits or sweat suits

o Tank tops or oversized shirts

o Sundresses, capri pants (or pedal pushers) or other trendy wear including exceptionally short
dresses or skirts and crop tops

o Clothing made of leather or spandex

o Any clothing item displaying an offensive comment or graphic illustration or logo clothing
including sport teams, cartoon characters, etc., unless otherwise specified.

o Jewelry (or other objects of personal expressions) that is distracting, large or represents an
unprofessional image as determined by Staffing 101 Group such as large chains, facial
jewelry, nose rings, etc.

o Dirty, ragged, ungroomed, sexually provocative, revealing or see-through clothing or

appearance

o Any other attire or appearance Staffing 101 Group deems to be inappropriate in the business
environment

If an employee is unclear about dress and appearance guidelines, he or she is encouraged to consult
with Human Resources. If an employee reports to work in questionable attire or appearance, a
notification and discussion will occur with the employee to advise and counsel him or her regarding
the inappropriateness of the attire. Depending upon the circumstance, the employee may also be sent
home with directions to return to work in proper attire. It is expected that any work time lost will be
made up by the employee. Continued or frequent departures from these guidelines will not be
permitted and employees who appear for work inappropriately dressed or groomed repeatedly will be
subject to disciplinary action.

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Driving While on Company Business Policy
Distracted driving plays a role in many motor vehicle accidents. We are not only concerned about your
welfare as a Staffing 101 Group employee, but also the welfare of others who could be put in harm’s
way.

As a driver, your first responsibility is to pay attention to the road. When driving on Staffing 101 Group
business or driving while conducting business on behalf of the company in any other capacity, the
following applies:

Cellphone Use

Cellular phone use while driving is a common, often harmful, distraction. We are concerned about
your safety as well as the safety of others. For this reason, the use of cell phones while driving is
discouraged. Do not accept or place calls unless pulled over. If you must use your cellphone while
driving, please use good judgment: keep the call short, you must use a hands-free device, get to know
your phone and its features, and suspend conversations during hazardous driving conditions (rain,
snow, ice, fog, glare, heavy traffic, etc.). Texting while driving is also prohibited.

Obey the Law

Staffing 101 Group is not responsible for any moving traffic violations, tickets for parking violations or
violation of any other city ordinances or state or federal laws regarding your driving habits and
operation and care of your personal motor vehicle. Any tickets issued are the employee’s
responsibility, even if the ticket is issued while conducting business for Staffing 101 Group .

Other Safe Driving Precautions

o Use your best judgment when road conditions are poor. Limit or avoid driving when rain or
snow threatens your safety.

o Make an effort to avoid distractions such as eating, applying makeup, paying too much
attention to your radio or CD player, etc.

o Do not drive if your ability to drive safely is impaired by the influence of medications.

o Laptop computers should never be used at any time while driving.

o Be sure to properly adjust the mirrors and familiarize yourself with the vehicle’s controls
before operating.

o Be concerned for your coworkers’ safety. Ask them to call you back at a safer time if they call
you while they are driving.

As a business against drunk driving, be responsible when entertaining clients. Abide by the law and
use a designated driver if you are under the influence of alcohol or notify Staffing 101 Group’s
Management to make arrangements for transportation.

Employees who drive for company business must have a current, valid driver’s license and required
insurance.

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Employee Classification Policy
Employees are classified as either exempt or non-exempt for pay administration purposes, as
determined by the federal Fair Labor Standards Act (FLSA).

The definitions of the worker classification categories can be summarized as follows:

Exempt—Employees who meet any of the FLSA’s exemption standards, including managerial,
supervisory, professional, sales or administrative employees.

Non-exempt—Employees whose positions do not meet the FLSA exemption standards. Overtime
work is prohibited without specific supervisor authorization for these employees.

In addition, each individual’s employment status is defined as one of the following:

Full-time - Employees who work at least [insert number] hours per week are considered full-time.
Such full-time employees are eligible for benefits after applicable requirements for length of service
have been met.

Staffing 101 Group may supplement its regular work force with temporary or part-time employees to
help compensate for workload, employee absences or other situations. Management will determine
which positions are permanent and which are considered temporary or seasonal.

Part-time - Employees who work fewer than [insert number] hours per week are considered to be
part-time. Employees who work [insert number] hours or fewer per week, or who work on a temporary
project basis, will receive all legally mandated benefits (such as workers’ compensation and Social
Security benefits), but are ineligible for other benefit programs.

Temporary - Temporary employees are individuals engaged to work either part time or full time on
Staffing 101 Group ’s payroll, but have been hired with the understanding that their employment will
be terminated no later than the completion of their specific assignment. This category includes interns
and co-op students. Such employees may be either “exempt” or “non-exempt” but are not eligible for
Staffing 101 Group benefits except as mandated by law.

Independent contractors - Consultants, freelancers and independent contractors are not employees
of Staffing 101 Group . The distinction between employees and independent contractors is crucial
because employees may be entitled to participate in the company’s benefits programs, while
independent contractors are not. In addition, Staffing 101 Group is not required to satisfy income,
Social Security, Medicare or unemployment tax withholdings or payment requirements for
independent contractors.

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Employee Fraternization Policy
Staffing 101 Group wants to preserve a working environment that has clear boundaries between
personal and professional relationships. This is believed to be the best practice for conducting
business in a professional manner. This policy establishes clear boundaries with regard to how
relationships develop at work and within the confines of the work area.

o During working hours and in work areas, employees of Staffing 101 Group are expected to
keep all personal interactions limited and at a professional level to avoid distracting or
offending others.

o Employees are prohibited from engaging in any physical interactions that would be seen as
inappropriate in the work area. What constitutes inappropriate conduct is in the discretion of
the company.

o Employees who engage in personal relationships with others and allow these relationships to
negatively affect the working environment will be subject to disciplinary action. If said
employees fail to change their behavior after disciplinary action takes place, they may be
subject to termination.

o Romantic relationships between supervising, managing or executive employees and

subordinates are strictly prohibited. If a relationship does develop between a supervising
employee and his or her subordinate, management should be notified immediately so that a
department transfer may be considered.

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Improper Payments and Gifts Policy
We prohibit the solicitation, acceptance, offer or payment to any person or organization of any bribe,
kickback or similar consideration, including money, services, goods or favors (other than goods or
favors which are nominal in amount and not prohibited by any federal, state or local law). Do not
accept or give gifts, gratuities, entertainment or favors of such value or significance that their receipt
might reasonably be expected to interfere with the exercise of independent and objective judgment in
making or participating in the business decisions of Staffing 101 Group or the party with whom the
company is dealing.

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Injury & Illness Reporting Policy
Staffing 101 Group is committed to establishing and maintaining a comfortable and safe working
environment for all employees.

Safety is often taken for granted in an office environment. Safety is everyone’s responsibility.

All work-related injuries and illnesses must be reported immediately to Staffing 101 Group’s
Management, even if you are not sure whether they are truly work-related. Small, seemingly
insignificant injuries left untreated can result in serious conditions.

Staffing 101 Group’s Management will complete an Incident Report based on the information you
provide. Report injuries and illnesses immediately so that we can investigate and incorporate
corrective action to prevent more injuries.

If you see any potential hazards that need attention, notify Staffing 101 Group’s Management
immediately.

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Online Social Networking Policy
Staffing 101 Group is committed to maintaining a good relationship with its employees and the marketplace.
The way the public views Staffing 101 Group is vital to maintaining business, gaining new business, retaining
first-class employees, recruiting new employees and marketing our products and services.

While Staffing 101 Group has no intention of controlling employee actions outside of work, employees
should practice caution and use discretion when posting content on the Web. Employees have the right to
use social media for personal expression on their own time, and Staffing 101 Group will not violate
employee privacy by attempting to access content that has not been made available publicly. This policy
serves as a notice on the practice of social networking for all employees to read and understand. As more
concerns develop and legislation is released, this policy is subject to change.

The purpose of this policy is to:

o To guarantee a constructive relationship between the company and its employees

o To manage risk and preserve Staffing 101 Group ’s positive reputation

o To discourage the use of company time for personal social media activities

o To promote awareness among employees of the number of individuals who can access information
presented on social networking sites

Definitions
Social networking and social media refer to any activity that involves interaction in online communities. This
interaction includes, but is not limited to, browsing profiles and photos, reading messages sent through social
networking forums and participating in instant messaging services.

A social networking site is any website that links individuals electronically and provides a forum where users
can connect and share information. These websites can be tailored to specific interests or to certain types of
users. Examples of popular social networking sites include Facebook, Twitter, Tumblr, Instagram, Vine,
Flickr, Friendster, Classmates.com, LinkedIn, Xanga and Bebo. The list of social networking sites is
constantly growing and changing because of the nature of the Web.

A social networking profile is a user’s personalized page within a specific social networking site, usually
containing personal information such as name, birthday, photo and interests.

Micro-blogging is the practice of publishing your recent whereabouts, thoughts or activities on a social
networking site for other users to see. While not all social networking sites use micro-blogging, this is a
primary focus of sites such as Twitter and Facebook.

Business purposes is considered using a social networking site for the company’s gain, usually as a task or
assignment given by a manager or supervisor. This can be done either through a specific company account
on a given social networking site or through a personal account set up for the purposes of recruiting or
marketing for Staffing 101 Group .

The term Working Hours includes any time employees are being paid to conduct company business.
Standard working hours are from [insert hour] to [insert hour], Monday through Friday. This timeframe may
vary based on job type and responsibilities.

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Procedures
Prohibited Use
It is important that employees use their time at work for business purposes. Employees are not blocked from
access to social networking sites on Staffing 101 Group computers because, under some circumstances,
social networking is a powerful business tool that can be channeled to gain positive publicity for the company
and to connect with clients. However, access to such websites should follow company policy. The following
actions are prohibited during working hours:

o Using social networking sites to conduct personal or non-company business with a company
computer or device.

o Browsing social networking sites for non-company business on company time with a company
computer or device.

o Reading e-mail alerts regarding personal social networking account activity or using Staffing 101
Group e-mail to correspond with personal social networking contacts.

o Updating information, uploading photos or otherwise engaging with one’s personal social
networking profile for non-business purposes with a company computer or device.

o Micro-blogging for a non-business purpose on a social networking site throughout the day, whether
it is on a company-provided computer or a personal smart phone device.

Prohibited Conduct
Having your own individual social networking account and using it on your own time is certainly permissible.
However, keep in mind that some actions on your personal site are visible for the entire social networking
community and may no longer be considered private matters. Staffing 101 Group has put it in place a set of
conduct guidelines to protect its brand and prevent the unwanted disclosure of confidential information.
Please follow these guidelines:

o Do not use micro-blogging features to disclose trade secrets, publish internal reports, provide tips
based on inside information or participate in other activities that may be considered insider trading.

o We urge you to consider resolving workplace grievances internally. If you choose to address a
grievance using social media, we recommend you refrain from posting comments and materials that
could be viewed as malicious, obscene, threatening, intimidating or that could create a hostile
environment on the basis of race, sex, disability, religion or any other status protected by law.

o We also recommend you refrain from posting any opprobrious, reckless or maliciously untrue
comments. These communications may not be protected by law.

o Do not impersonate Staffing 101 Group or its employees, make statements on behalf of Staffing
101 Group without authorization, or make statements that can be construed as establishing Staffing
101 Group ’s official position or policy on any particular issue.

As stated above, the purpose of this policy is to protect Staffing 101 Group ’s brand and prevent the
disclosure of confidential information. It is not Staffing 101 Group ’s intent to interfere with its employees’
legal rights. Whenever state or federal law govern an area of social media participation, Staffing 101 Group
policies should be interpreted as to comply with them.

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Open Door Policy
To foster an environment where employees and management feel comfortable communicating with
and voicing concerns to one another, the company uses an Open Door Policy. Basically, this policy
means that all of the managers’ doors are open to all of the employees, and employees are free to
talk with management at any time. Please consider the following in regard to this policy:

You are responsible for addressing concerns with a manager, from complaints to suggestions and
observations. Addressing these concerns allows the company to improve and explain practices,
processes and decisions.

We recommend that you first discuss concerns with your immediate supervisor, but the Open Door
Policy also gives you the option of discussing them with higher management. All of these parties will
be willing to listen to the issue and assist in a resolution.

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Overtime Pay Policy
Staffing 101 Group must compensate all hourly, non-exempt employees one-and-a-half times their
regular wage rate for all hours worked in excess of 40 hours each week.

The company’s workweek begins on Monday and ends on Sunday unless otherwise noted.

At times, employees will be asked to work overtime to complete necessary work tasks. The
employee’s supervisor will notify the employee as early as possible regarding scheduling needs.

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Pay
The standard workweek at Staffing 101 Group starts on Monday and ends on Sunday unless other-
wise noted. Employees will be paid on a weekly basis. Regular payday occurs on Friday. If paydays
fall on a holiday, employees will be paid on the last workday prior to the regularly scheduled payday.

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Direct Deposit Policy
It is the policy of Staffing 101 Group to issue employee payments through electronic direct deposit as
an option. Direct deposit provides many benefits for employees, including greater security and faster
access to funds.

Employee payments will be electronically deposited directly into one or more checking or savings
accounts designated by each employee. Accounts must be established with financial institutions, such
as banks or credit unions that support direct deposit.

The payroll office or Staffing 101 Group’s Management will assist employees with completing the
necessary documentation as well as answering any questions or concerns about direct deposit.

NOTE: It is each employee’s responsibility to review his or her payroll stub for accuracy of personal
information and payment information. Employees must immediately notify Payroll Services or Staffing
101 Group’s Management if there has been an overpayment of wages. Employees are not entitled to
keep wage overpayments and Staffing 101 Group may recoup overpaid amounts from future
payments.

NOTE: Employees must notify Payroll Services and Staffing 101 Group’s Management when there is
any change to bank accounts that affect direct deposit.

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Personnel Records Policy
Staffing 101 Group strives to keep accurate and up-to-date personnel records.

Employee personnel files may include the following:

o Employee demographic information

o Job application

o Position description

o Resume

o Training records

o Salary history

o Disciplinary action records

o Performance reviews

o Coaching and mentoring records

To ensure the accuracy of your personnel records, please notify us immediately if any of the following
changes:

o Name

o Address

o Telephone number

o Marital status

o Dependent status

o Tax status

Personnel records are confidential and are not available to anyone outside of the company, unless
you have personally authorized their release. A release may not be necessary when reporting certain
information as required by law or when an authorized governmental agency inspects files. Access to
employee medical files is governed by HIPAA compliance regulations.

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Safety Policy
Staffing 101 Group wants to ensure that our employees remain safe and injury-free at all times. The
company intends to comply with all applicable safety laws. In order to guarantee that accidents are
avoided whenever possible, we expect our employees to refrain from horseplay, careless behavior
and negligent actions. It is the company’s policy to maintain a safe and secure working environment
for all employees and customers.

While working, employees must observe safety precautions for their safety and for the safety of
others. All work areas must be kept clean, and free of clutter and debris. Any hazards or potentially
dangerous conditions must be corrected immediately or reported to a supervisor.

If you are involved in an accident, you must:

o Report the accident to your supervisor or to Staffing 101 Group’s Management immediately

o Obtain any necessary medical treatment

o Fill out an Incident Report, regardless of the severity of the injury

o If you must seek additional medical treatment, obtain your supervisor’s and Staffing 101
Group’s Management consent before leaving the premises

Employees who fail to comply with this procedure may be subject to disciplinary action.

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Severe Weather Policy
Unless you are informed otherwise, always assume that Staffing 101 Group is open for business
during normal hours. Use common sense and your best judgment, however, when traveling to work in
severe weather.

Some types of severe weather include blizzards, hurricanes and tornadoes.

If the company is not going to open for the day, either you will be emailed, called or texted.

75
Smoke-free Environment Policy
Staffing 101 Group is a smoke-free environment. Smoking, chewing, use of e-cigarettes/pipes and
other tobacco and nicotine products is not permitted at any time in company work areas or vehicles,
or in customer work areas or vehicles.

If smoking is allowed outside of the building, smokers should be considerate of colleagues, customers
and members of the public. Help to maintain a clean entryway by depositing cigarettes in appropriate
containers and staying far enough away from doors so that smoke does not blow into the building.

Employees who smoke or chew must observe the same guidelines as non-smokers for the frequency
and length of break periods.

This policy applies equally to all employees, customers and visitors.

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Workers’ Compensation Policy
Staffing 101 Group will provide workers’ compensation, a type of accident and injury insurance that
compensates an employee for lost wages, medical expenses and permanent impairment that results
from an injury arising out of or in the course of work. Employees must report any work-related injury or
disease immediately (or as soon as practicable) to their supervisor and Staffing 101 Group’s
Management so that the necessary paperwork can be completed in a timely manner. Please note that
under state laws, employees who fail to report work-related injuries in a timely manner may see a
reduction or denial of their workers’ compensation benefits.

If an employee is able to return to work after an injury or illness for which he or she was receiving
workers’ compensation, the employee must provide documentation from his or her medical provider
that either outlines any work-related restrictions or verifies that the employee is able to complete all
job-related tasks. In the event that an employee is able to return to work under restrictions, the
company will make every reasonable effort to accommodate the employee’s work ability and job
responsibilities. If and when the medical provider removes all work restrictions, the employee is
expected to perform his or her regular duties and will no longer receive workers’ compensation
benefits.

FMLA leave and workers’ compensation leave may be taken concurrently.

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Receipt of Staffing 101 Group Employee Handbook
I acknowledge that I have received a copy of the Staffing 101 Group Employee Handbook. I agree to
read it thoroughly, including the statements describing the purpose and effect of the handbook.

I understand that this handbook is designed to introduce employees to the organization, familiarize
them with Company policies, provide general guidelines on work rules, disciplinary procedures and
other issues related to employment with Staffing 101 Group , and to help answer many of the
questions that may arise in connection with employment at Staffing 101 Group .

I understand that this handbook and any other provisions contained in it do not constitute a guarantee
of employment or an employment contract, express or implied. I understand that Staffing 101 Group
is an “at will” employer and as such, employment with Staffing 101 Group is not for a fixed term or
definite period and may be terminated at the will of either party, with or without cause, and without
prior notice. No supervisor or other representative of the company (except the President, in writing)
has the authority to enter into any agreement of employment for any specified period of time, or to
make any agreement contrary to the above.

In addition, I understand that this handbook states Staffing 101 Group policies and practices in effect
on the date of publication. I understand that nothing contained in the handbook may be construed as
promising future benefits or a binding contract with Staffing 101 Group for benefits or for any other
purpose. Personnel policies are applied at the discretion of Staffing 101 Group . Staffing 101 Group
reserves the right to change, withdraw, apply or amend any of our policies or benefits, including those
covered in this handbook, at any time. Staffing 101 Group may notify employees of such changes via
email, by posting on the Company’s intranet, portal or website, or via a printed memo, notice,
amendment to or reprinting of this handbook, but may, in its discretion, make such changes at any
time, with or without notice and without a written revision of this handbook.

By signing below, I acknowledge that I have received a copy of the Staffing 101 Group Employee
Handbook, and I understand that it is my responsibility to read and comply with the policies contained
within it and any revisions made to it. Furthermore, I acknowledge that I am employed at will and that
this handbook is neither a contract of employment nor a legal document.

_______________________________________ 08/03/2021
______________________

Signature Date

Rosetta Hinds
_______________________________________________________________

Please print your full name

Please sign and date one copy of this notice, and then return it to Staffing 101 Group’s Management.
Retain a second copy for your reference.

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Receipt of Harassment Policies
As described in the Anti-harassment Policy and the Sexual Harassment Policy, harassment is
prohibited at Staffing 101 Group .

By signing below,

• I acknowledge that I have received a copy of the Staffing 101 Group Anti-harassment Policy
and Sexual Harassment Policy, and I understand that it is my responsibility to read and
comply with both policies and any revisions made to them.

• I acknowledge that retaliating or discriminating against an employee who reports a suspected

incident of harassment or who cooperates in an investigation is prohibited.

• I acknowledge that employees who violate this policy or retaliate against an employee in any
way will be subject to disciplinary action, up to and including termination.

______________________________________ 08/03/2021
_____________________________

Signature Date

Rosetta Hinds
________________________________________________

Print your full name

79