Rules and Regulations

This packet was prepared so that you understand what is expected of you as a representative of Provide Staffing Services, LLC. Our expectation is that this will help you be successful on your assignment as a temporary associate for Provide Staffing Services, LLC We encourage you to discuss any work related questions with us and notify your immediate supervisor with any questions regarding your job duties. Good luck and we look forward to working with you!

Equal Opportunity Employer

Provide Staffing Services, LLC provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. Provide Staffing Services, LLC complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Provide Staffing Services, LLC expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Provide Staffing Services, LLC employees to perform their expected job duties is absolutely not tolerated.

At Will Policy

Your employment with Provide Staffing Services, LLC is a voluntary one and is subject to termination by you or Provide Staffing Services, LLC at will, with or without cause, and with or without notice, at any time. Nothing in these policies shall be interpreted to be in conflict with or to eliminate or modify in any way the employment-at-will status of [company name] employees.

This policy of employment-at-will may not be modified by any officer or employee and shall not be modified in any publication or document. The only exception to this policy is a written employment agreement approved at the discretion of the President or the Board of Directors, whichever is applicable.

These personnel policies are not intended to be a contract of employment or a legal document.

Minimum Age

Associates working for Provide Staffing Services, LLC must be at least 18 years old.

Your Personnel File

Employee files are maintained by the Human Resources Department and are considered confidential. Managers and supervisors other than the Human Resources Director and his or her subordinates may only have access to personnel file information on a need-to-know basis.

A manager or supervisor considering the hire of a former employee or transfer of a current employee may be granted access to the file, or limited parts of it in accordance with anti-discrimination laws.

Personnel files are to be reviewed in the Human Resource Department, even by managers and supervisors. Personnel files may not be taken outside of the department, even by managers and supervisors.

Representatives of government or law enforcement agencies, in the course of their duties, may be allowed access to file information. This decision will be made at the discretion of the Company or the Human Resource Department in response to the employee’s request, a valid subpoena, or valid court order.

Personnel file access by current employees and former employees upon request will generally be permitted within 3 days of the request.

Note: please be advised that company policy may be subject to state requirements. Check with a Knowledge Center representative for additional resources.

Sexual Harassment and Other Prohibited Forms of Employee Harassment

It is the policy of Provide Staffing Services, LLC to provide a workplace free of harassment, intimidation, or coercion based upon a person’s sex, race, color, creed, religion, national origin, marital status, sexual orientation, age, disability status with regard to public assistance, or membership on a local human rights commission.

Such harassment violates the law, creates an offensive work environment, decreases productivity, adversely affects positive working relationship, increases costs to the company and tarnishes the image of the company and everybody associated with it.

If investigation of a complaint of harassment produces evidence that such harassment has occurred, appropriate disciplinary action, up to and including termination of employment will be taken.

Prohibited Harassment

No employee of Provide Staffing Services, LLC may engage in verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of that person’s sex, race, color, religion, national origin, marital status, sexual orientation, age, disability, status with regard to public assistance, or membership on a local human rights commission (Protected classification) if the conduct:

• Has the purpose or effect of unreasonable interfering with the person’s work performance, or otherwise adversely affects that person’s employment opportunities

Below are some examples of prohibited harassment, but note they are not the only example of prohibited harassment.

• Epithets, slurs, or negative stereotypes
• Intimidating or hostile acts based upon protected classification
• Written or graphic material than denigrates or shows hostility or aversion to person or protected classification that is posted or circulated on Provide Services

Sexual Harassment

One form of prohibited harassment is sexual harassment. Sexual harassment of any employee by another employee, supervisor, manager, customer, client, vendor, or any other person in connection with the employment will not be tolerated. Sexual harassment is defined as:

• Making unwelcome sexual advances or request for sexual favors or other verbal or physical conduct of a sexual nature a condition of an employee’s obtaining employment or continuing employment
• Making submission to or rejection of such conduct the basis for employment decisions affecting an employee
• Creating an intimidating, hostile or offensive working environment or other substantially interfering with and individuals employment by such conduct
• Retaliating against an employee for complaining about such conduct.

Solicitation and Distribution

To avoid disruption of your work and to protect you from unnecessary annoyance, soliciting membership or contribution, distributing printed material or conducting personal business on Company or Clients property is limited to the following rules:

• Employees must not solicit and or distribute literature to fellow co-workers during work or while in working areas
• Soliciting an employee or distributing literature to an employee by a non-employee is prohibited at all times on Company or Client property.

Workplace Violence Policy

Provide Staffing Services, LLC performs at its best when all employees coexist and support an open exchange of ideas and utilize constructive methods of conflict resolution. Provide Staffing Services, LLC is committed to creating and maintaining an environment free from disruptive, threatening and violent behavior.

Provide Staffing Services, LLC will not ignore, condone, or tolerate disruptive, threatening or violent behavior by any Provide Staffing Services, LLC employee, service provider, client, or visitor. Employees engaged in such behavior will be subject to disciplinary action, up to and including termination. Some disruptive, threatening, or violent behavior is prohibited under criminal or civil law. When appropriate, Provide Staffing Services, LLC will refer cases for civil action or criminal prosecution.

Definitions

• Workplace Violence: Any physical assault, threatening behavior, verbal abuse, or intimidation occurring in the work environment.
• Disruptive Behavior: Disturbs, interferes with, or prevents normal work functions or activities.
• Threatening Behavior: Includes any physical actions short of actual contact. (Ex: aggressive posture, blocking someone’s path, or verbal or written threats to someone or their property).
• Violent Behavior: Physical assault with or without weapons; any behavior that a reasonable person would interpret as being violent. (Ex: throwing items, slamming doors, pounding on furniture). Any threat of bodily harm

Examples of Prohibited Conduct (not limited to only the below list of examples)

• Threatening to return with a weapon and doing bodily harm
• Aggressive physical contact
• Yelling or shouting profanity or verbal abuse
• Any direct or indirect threats toward a person or property
• Possessing weapons on Company or Clients property
• Preventing someone from moving freely about
• Any inappropriate gestures
• Refusing identification when being asked

Please report any disruptive or threatening behavior to your supervisor and a Provide Staffing Services, LLC office representative at 901-505-0005 If a situation requires immediate assistance call security or the local Police department

Provide Staffing Services, LLC strives to maintain a safe, healthful, and productive working environment for its employees. Our policy is to provide a work environment that is free from illegal drugs and or alcoholic beverages. If you are under the influence of drugs or alcohol on the job you pose a serious safety threat to yourself and those around you. The possession, use or sale of an illegal drug or alcoholic beverage on the premises of a work facility is not allowed.

Possession is defined as have illegal drugs and/or alcoholic beverages in your car, locker, office, or anywhere on Company property.

Drug and Alcohol Policy

Pre-Employment Drug Screening

Provide Staffing Services, LLC may use, at its discretion, pre- employment (post offer) screening practices in making employment decisions

On-the-Job Use, Distribution, Possession or Sale of Drugs or Alcohol

Alcohol: Possession or consumption of alcohol by any employee on Company premises or during their scheduled work shift is prohibited.

Legal Drugs: The use of any legally obtained drug by any employee while performing Company business, or while in a Company facility is prohibited to the extent that being under the influence may affect the safety of employees, co-workers, or the public. If you are prescribed legal drugs, you should inform management if taking the drug might pose a threat to your safety, or the safety of others. The Company will determine what, if any action should be taken.

Illegal Drugs: The use, possession, purchase, sale or distribution of an illegal drug by any employee while performing Company business or while on Company property is strictly prohibited.

Disciplinary measures: Violation of this policy can result in disciplinary action up to and including termination from the Company.

Drug and Alcohol Screening

Provide Staffing Services, LLC may require a blood test, urinalysis, hair sample, or other drug alcohol screening of any employee. An employee’s consent to submit to such a test is required as a condition of employment, and the employee’s refusal to consent may result in disciplinary action up to and including termination. Drug and/or Alcohol screenings may take place during pre-employment, upon finding a reasonable suspicion and/or on a random basis. The company also requires post- accident testing when any company equipment is involved, company property is damaged, or when an injury occurs. Failing a drug test, or a drug test which indicates any tampering by an employee or applicant, will result in termination and ineligibility for employment by the employee or applicant.

Attendance and Tardiness

Absenteeism and tardiness have a negative impact on productivity, quality of service, and morale. Provide Staffing Services, LLC expects its employees to be present for their scheduled shift and to call Provide Staffing Services, LLC at 901-505-0005 if for any reason they cannot be at work at the scheduled time. It is also very important to contact your immediate supervisor to let them know of your absence or tardiness. Within your first 90 days you are expected to be present for work when scheduled, no exceptions.

Employees are expected and required to report to their assignment locations at the time their work schedule is set to begin. Tardiness, unexcused absences, or failure to report to work as required will result in termination. Each employee is responsible for communicating with Provide Staffing Services, LLC and their direct supervisor when being absent or tardy. You are expected to notify Provide Staffing Services, LLC and your immediate supervisor one hour prior to the start of your shift. If either party in unavailable, you are to leave a voicemail with your name, contact number, where you are working, reason for your absence or tardy, and how long you expect to be out. This information will allow us to assist our customers on their workload to see if temporary replacements are required.

Excessive absenteeism, regardless of the reason(s), will be evaluated on a case by case basis to determine the need for appropriate action to be taken, which could include termination from the company. An employee who is absent without notice or authorization, no call/no show, will be considered to have abandoned his/her job and will automatically be terminated unless the employee can provide verifiable evidence of extenuating circumstances’.

A no call/no show is considered a voluntarily quit and will be grounds for you to no longer be considered for employment by Provide Staffing Services, LLC

Discharge and Discipline

It is Provide Staffing Services, LLC policy that any conduct we view that interferes with, or affects employment, is ground for disciplinary action ranging from a verbal warning, written warning, and possible immediate termination. The severity of the conduct will be what determines the action taken as well as actions taken for similar conduct in the past. Below is a list of possible reasons for Counseling or Termination. This is not an all-inclusive list and other actions may apply.

• Unauthorized personal use of cellular phones during scheduled work hours
• Excessive absenteeism or tardiness ( this varies from client to client)
• Fighting on company property or inciting a fight
• Working overtime without authorization
• Allowing non workers on company property( visitors are not allowed unless permission by client is given)
• Walking off job or leaving work area during scheduled shift
• Working off the clock or instructing others to work of the clock
• Substandard performance or conduct
• Sexual harassment or any other form of harassment, discrimination, or other inappropriate conduct
• Use of profane or abusive language in the workplace
• Violation of company dress code
• Unapproved absence from work
• Taking unauthorized or extended breaks
• Falsifying yours or someone else’s timecard or any other company record
• Unauthorized use of equipment, or using equipment that you are not certified to operate
• Solicitation on Company property
• Eating or drinking in unauthorized areas
• Parking in unauthorized areas
• Not following tobacco policy at assigned customer
• Failure to report an accident involving yourself or any equipment you may be operating
• Violation of Drug and Alcohol policy
• Sleeping on the job
• Insubordination
• Possession of weapons on company property or sponsored events

Employment of Relatives

Provide Staffing Services, LLC does not have a nepotism policy, but we do have some general guidelines when it comes to working with a family member;

• Employees may not work under the supervision of any family member
• If you are offered an assignment with a customer and you know a family member is working there, please inform Provide Staffing Services, LLC. Some of our customers

Family member is defined as one of the following: relationships by blood -- parent, child, grandparent, grandchild, brother, sister, uncle, aunt, nephew, niece, first cousin; and relationships by marriage – husband, wife (as defined by state law), step-parent, stepchild, brother-in-law, sister-in-law, father-in-law, mother-in-law, son-in-law, daughter-in-law, half-brother, half-sister, uncle, aunt, nephew, niece, spouse/partner of any of the above and cohabitating couples/significant others.

Personal Appearance

This policy is intended to establish guidelines for the personal appearance of employees while at work. We expect you to maintain a neat, clean, and well groomed appearance while at work. You represent Provide Staffing Services, LLC and we expect you to abide by the following guidelines. Each customer has their own personal appearance and you will be expected to adhere to their policies as well. While a list is provided, it is not all-inclusive, and other items may not be allowed.

• Sandals, flip flops, or any other opened toed shoes are not allowed
• No halter tops
• Hair and jewelry should be worn so that it will not be caught in any machinery
• No baggy clothing allowed. For safety reason all clothing must fit appropriately
• No article of clothing can display nudity or contain suggestive writing or obscenities
• Shorts may not be allowed at some customer facilities. This will be covered during your customer orientation
• Any clothing deemed see through will not be allowed

Safety Awareness

It is the responsibility of every Provide Staffing Services, LLC employee to keep the workplace safe and free from accidents. Each employee is expected to familiarize themselves with the safety policy of their assigned customer, and to follow those rules without exception. Failure to follow the company safety policy will result in disciplinary action, up to and including termination. Below are some steps each employee should take when assigned to a customer facility.

• Familiarize yourself with all safety policies, rules, and procedures at your assigned job
• When assigned to a position, make sure you have been trained and are capable of doing the work without injury to yourself or others. If you find that you are unable to perform the required duties, notify your supervisor and Provide Staffing Services, LLC immediately. (901-505-0005)
• Report all accidents and injuries to your manager as soon as possible. Minor injuries, scratches, cuts, and or any other wounds should be given immediate treatment.
• Familiarize yourself with all emergency exits, alarm boxes, and fire extinguisher locations
• Keep the following areas clear and free from obstruction. Emergency exits, electrical boxes, fire extinguishers, first aid kits, and all forklift and walking aisles
• Practice good housekeeping. Downtime should be filled by performing housekeeping unless directed by management to do otherwise.
• Use proper lifting techniques. Bend your knees, grasp load firmly, and lift using your legs while keeping your back straight. Always ask for assistance on bulky items, or those that are over 30 lbs.

Personal Visits

Personal Visits at your job assignment are not allowed at any time

Smoking

Smoking is only allowed in authorized areas during the permitted times provided by management. Make sure you know where the designated areas are and what times you are allowed to smoke. If you are caught smoking in an authorized area, or at an unauthorized time, you will be terminated.

Cell Phones

No cell phones, radios, Ipods, MP3 players, or other electronic devices are permitted on the warehouse floor at any time. Personal cell phones should be turned off and stored in lockers if provided, or left in your vehicle. Many companies do not allow cell phones to be brought into their facility at all, so make sure you know the company policy you are assigned to. Personal cell phone calls are allowed during scheduled breaks, in designated areas. Use of inappropriate language will not be tolerated.

Pay Schedule

Provide Staffing Services, LLC pays our hourly employees on a weekly basis. The pay week usually begins on Monday and ends Sunday. Checks are distributed to employees based on their workweek schedule. As a general rule, checks will not be distributed until after 08:00 AM on Fridays.

Lunch and Breaks

One unpaid Lunch Period: You will receive 30 minutes to an hour depending on business need. The employee cannot waive a minimum 30 minute uninterrupted break.

Paid Break Periods: One 10-15 minute break before lunch and one 10-15 minute break after lunch. When working a 12 hour shift you will receive an additional 10 minute break period

Your supervisor will determine the exact time of the break period. Employees are not to go beyond designated break and lunch times. Please do not leave early, or return late to your designated work area.

Time Clock

It is the responsibility of the employee to ensure they have completed a time sheet or time card for the pay period. Failure to comply will result in the delay of your paycheck. Under no circumstances should another employee record your time, or you theirs. Falsifying a timecard will result in immediate termination.

Do not clock in or out more than 7 minutes before or past your shift start and end time.

Working off the clock can result in your immediate termination.

Receipt of Employee Handbook

I have received my copy of the Employee Handbook. The employee handbook describes important information about Provide Staffing Services, LLC, and I understand that I should consult the President or Human Resources regarding any questions not answered in the handbook. I have entered into my employment relationship with Provide Staffing Services, LLC voluntarily and acknowledge that there is no specified length of employment. Accordingly, either I or Provide Staffing Services, LLC can terminate the relationship at will, with or without cause, at any time, so long as there is not violation of applicable federal or state law.

I understand and agree that, other than the President of Provide Staffing Services, LLC or designated representative of the company, no manager, supervisor, or representative of Company XYZ has any authority to enter into any agreement for employment other that at-will; only the President of the company has the authority to make any such agreement and then only in writing signed by the President of Provide Staffing Services, LLC. This manual and the policies and procedures contained herein supersede any and all prior practices, oral or written representations, or statements regarding the terms and conditions of your employment with Provide Staffing Services, LLC. By distributing this handbook, the Company expressly revokes any and all previous policies and procedures which are inconsistent with those contained herein. I understand that, except for employment at-will status, any and all policies and practices may be changed at any time by Provide Staffing Services, LLC, and the company reserves the right to change my hours, wages and working conditions at any time. All such changes will be communicated through official notices, and I understand that revised information may supersede, modify, or eliminate existing policies. Only the President of Provide Staffing Services, LLC has the ability to adopt any revisions to the policies in this handbook.

I understand and agree that nothing in the Employee Handbook creates, or is intended to create, a promise or representation of continued employment and that employment at Provide Staffing Services, LLC is employment at-will, which may be terminated at the will of either Provide Staffing Services, LLC or myself. Furthermore, I acknowledge that this handbook is neither a contract of employment nor a legal document. I understand and agree that employment and compensation may be terminated with or without cause and with or without notice at any time by Provide Staffing Services, LLC or myself.

I have received the handbook, and I understand that it is my responsibility to read and comply with the policies contained in this handbook and any revisions made to it.

General Safety Rules

Proper work attire is required.

Shoes: No open toed shoes are permitted. Industrial steel toed boots must be work unless authorized by your immediate supervisor.

: Lose fitting or baggy clothing is not allowed due to the use of machinery in our customers facilities. Dangling jewelry is not allowed. Remove rings when operating machinery.

: Long hair must be worn in a way that it remains behind the neck and shoulders to prevent entanglement with machinery.

• Must wear appropriate safety shoes if required. Must wear hard hat in areas designated as hard hat areas. Must wear any of the listed PPE if required. Safety glasses or goggles, gloves, safety belts etc… If you do not have these items contact Provide Staffing Services, LLC
• Don’t operate any equipment in which you feel it is unsafe, or that your are not properly trained. Notify your supervisor with questions
• Obey all company rules, governmental regulations, signs, marking and instructions. Pay particular attention to those that directly apply to you. If you are not sure what applies to you ask your supervisor.
• Use proper lifting techniques: bend your knees, grasp load firmly, and lift the load with your legs keeping your back as straight as possible. Never lift the load while twisting as this can cause serious back injuries. If the lift is too heavy always ask for assistance.
• No horseplay. Horseplay is not tolerated and can cause serious injury to your and those around you.
• Always use the right equipment and tools when performing a job task
• Remain alert around moving equipment
• Perform general housekeeping duties throughout your day to keep your work area free of obstruction and trash.
• Report unsafe conditions or unsafe actions by others immediately to your supervisor.
• Report any accident, personal injury, or damage to property to your supervisor immediately

I have been provide general safety rules and understand them. I also understand that failure to comply with these, or any other safety rules can result in disciplinary actions up to and including my termination.

Hazard Communication

OSHA hazard regulations state every employee must:

• Be informed of all hazardous materials they may be exposed to in the workplace
• Must have access to a list of all hazardous materials kept in the workplace. Material Safety Data Sheets (MSDS) must be kept on file for each hazardous material, a written program to inform and train employees in safe handling.
• Each employee is to be trained in the identification, labeling, and handling of hazardous materials to which you may be exposed

The occupational hazard communication responsibility rests with the employer in control of each workplace. If you have any questions relative to hazardous materials on your assignment, or wish to be informed of their hazardous material program, please ask your immediate supervisor.

General Safety Practices

I have read and fully understand the safety policy and agree to the terms stated on the policy. I understand that failure to comply with this policy can lead to disciplinary action up to and including my termination.