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Full Steam Staffing    

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TABLE OF CONTENTS  

Introduction

At-Will Employment Relationship

Employment Categories

Equal Employment Opportunity Policy (California Employees Only)

Policy Prohibiting Harassment, Discrimination and Retaliation (CA Employees Only)

Open Door Policy

Temporary Employee Assignments/Assignment Procedures

Job Abandonment on Temporary Assignments - No Call No Show

Attendance and Punctuality

Temporary Employee - Hours/Merit Pay

Pay Rates/Timesheets/Pay Periods/Paydays

Meal and Rest Period Policy (California Employees Only)

Confidentiality

Electronic Communications and Social Media

Lactation Accommodation

Health Insurance

State Disability Insurance (California and New Jersey Employees Only)

Paid Family Leave Benefits (California Employees Only)

Standards of Conduct

Drug & Alcohol Abuse Policy (California, Illinois, Oregon, Texas, & Washington Employees Only)

Bulletin Boards

Solicitation/Collections/Distributions

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Security

Violence-Free Workplace

Paid Sick Leave (California Employees Only)

Family Care or Medical Leave of Absence

California Family Rights Act (“CFRA”) (California Employees Only)

Pregnancy Leave of Absence (California Employees Only)

Military Leave

Military Spousal/Registered Domestic Partner Leave (California, Illinois, Oregon, and Washington Employees Only)

Work-Related Injury Leave

Domestic Violence, Sexual Assault, Stalking Leave and Accommodation (California and Oregon Employees Only)

Time Off to Appear at a Child’s School/Child Care Provider (California Employees Only)

Jury Duty

Voting (California, Illinois, Massachusetts, and Texas Employees Only)

Witness Duty

Cellular Telephone/Electronic Communication Devices

Recovery Periods (California Employees Only)

Smoking Policy

Safety 18

Safety and Health Rules

Reporting Unsafe Conditions and Work Related Accidents and Injuries

Emergency Procedures

Personal Protective Equipment (“PPE”)

Bloodborne Pathogens Awareness

Warning Tags, Signs, and Labels

Initial HazCom Training

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Proper Lifting and Carrying

Machinery and Equipment

Mobile Powered Equipment

Tools

Hazardous Substances

Working from Elevations and in Excavation

Office Safety Rules

Management Rights Clause

In Closing

RECEIPT OF EMPLOYEE HANDBOOK EMPLOYEE ACKNOWLEDGEMENT

ACKNOWLEDGMENT OF AT-WILL

MEAL AND REST PERIOD POLICY ACKNOWLEDGMENT

 

 

 

   

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Policies and Procedures  

Introduction This Employee Handbook is designed to summarize Full Steam Staffing LLC’s (“Full Steam Staffing” or the “Company”) personnel policies and benefits for employees and to acquaint employees with many of the rules concerning employment with the Company. Compliance with the Company’s policies is a condition of employment. This Handbook supersedes all previous employment policies, written and oral, express and implied. With the exception of the at-will employment policy, which can only be changed in a writing signed by the Chief Executive Officer, the Company reserves the right to modify, rescind, delete or add to the provisions of this Handbook from time to time in its sole and absolute discretion. The Company will notify employees of any significant changes that affect them. This Handbook is not a binding contract between the Company and its employees, nor is it intended to alter the at-will employment relationship between the Company and its employees. The Company reserves the right to interpret the policies in this handbook and to deviate from them when, in its discretion, it determines it is appropriate. 

This Handbook applies to all temporary employees regardless of their work site. It is our intent to comply with all applicable state and federal laws. To the extent any of the policies in this Handbook are inconsistent with a particular state’s laws, the law of the state in which you are working will govern. 

At-Will Employment Relationship Employment with the Company is at-will, unless otherwise specified in a written employment agreement signed by the Chief Executive Officer. This means employment with the Company is not for any specified period and may be terminated by you or the Company at any time, with or without cause or advance notice. In connection with this policy, the Company reserves the right to modify or alter the terms of your employment, in its sole discretion, with or without cause or advance notice, including termination, demotion, promotion, transfer, reclassification, compensation, benefits, duties, location(s) of work, or reassignment. In addition, the Company reserves the right to exercise its managerial discretion in imposing any form of discipline it deems appropriate. No person other than the Chief Executive Officer of the Company has the authority to enter into an agreement that alters the at-will relationship. To be valid, such agreement must be specific, in writing, and signed by the Chief Executive Officer of the Company. 

Employment Categories Temporary Employees: Temporary employees are those employees who are hired to provide temporary services to the Company’s clients on an as-needed and temporary basis.   Administrative Employees: Administrative employees are those employees who work on a regular basis at the Company’s corporate, branch, or onsite offices and assist in the administration of the Company.   

Equal Employment Opportunity Policy (California Employees Only) The Company shall recruit, hire, train, and promote in all job titles without regard to race, religion, color, national origin, ancestry, sex (including pregnancy, childbirth or related medical conditions and breastfeeding), gender, gender identity, gender expression, sexual orientation, age, physical disability, mental disability, marital status, military or veteran status, genetic information or any other basis protected by law. All personnel actions such as compensation, benefits, Company-sponsored training, apprenticeships, internships, volunteer opportunities, transfer, demotion, termination, layoff, and return from layoff, shall be administered without regard to race, color, religion, sex, gender, gender identity, gender expression, national origin, ancestry, physical disability, mental disability, age, medical condition, genetic information, marital status, military and veteran 

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status, sexual orientation, or any other basis protected by law. Additionally, the Company will provide registered domestic partners with all rights and benefits as required by law.  

Policy Prohibiting Harassment, Discrimination and Retaliation (California Employees Only) The Company is committed to providing a work environment free of sexual harassment as well as harassment and discrimination based on such factors as age, race, color, religion (including religious dress and grooming practices), sex, pregnancy, childbirth, or related medical conditions, gender, gender identity, gender expression, national origin, ancestry, physical disability, mental disability, military or veteran status, marital status, sexual orientation, genetic information, or any other basis protected by local, state or federal laws. All harassment claims are to be reported to the Human Resources Department immediately at 909-947-3755, extension 309, or HR@fullsteamstaffing.com. The Company expects everyone to behave professionally and respectfully in the workplace. The Company prohibits unwelcome, harassing or discriminatory conduct by employees, managers, supervisors, or other third parties towards other employees, interns, apprentices, volunteers, non-employees with whom the Company has a business, service, or professional relationship, or other persons with whom employees come into contact, even if such conduct does not rise to the level of harassment or discrimination as defined by law.  The California Fair Employment and Housing Act and Title VII of the 1964 Civil Rights Act prohibit harassment and discrimination in the workplace. There will be no retaliation against any employee who, in good faith, files such a complaint, or participates in a workplace investigation. As a preventative measure, the Company will investigate all complaints of harassment, discrimination, or retaliation and take disciplinary action as required to remedy the situation.    Guidelines 

Sexual Harassment is one form of prohibited harassment. Sexual harassment is defined by law to include the following: 

Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:  

● Submission to that conduct is made either explicitly or implicitly a term or condition of an individual’s employment (example: a promise of continued employment or a threat of termination based on submission); or  

 ● Submission to or rejection of the conduct is used as a basis for employment decisions affecting the individual (example: 

poor job evaluations or failure to increase income as a result of rejection of such conduct); or   

● Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment (example: lewd comments, dirty jokes, nude pictures, obscene gestures, etc.). 

 Specific examples of conduct prohibited under this policy are presented below. These examples are provided to illustrate the kind of conduct prohibited by this policy. This list is not exhaustive.  

● Verbal conduct such as epithets, derogatory jokes, comments or slurs based on an individual’s protected characteristic;  

● Unwanted sexual advances, invitations or comments, comments about a person’s sexuality or sexual experience;  

● Visual conduct such as derogatory and/or sexually-oriented posters, photography, cartoons, drawings or gestures;  

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● Physical conduct such as assault, unwanted touching, pinching, patting, grabbing, brushing against, poking, blocking normal movement or interfering with work because of sex, race or any other protected characteristic described above; and/or 

 ● Threats and demands to submit to sexual requests as a condition of continued employment, or to avoid some other 

loss, and offers of employment benefits in return for sexual favors.   Behavior that does not rise to the level of illegal harassment as defined by law may still be unacceptable in the workplace and a                                               violation of this policy subjecting an employee to disciplinary action up to and including termination. 

Abusive conduct is defined as conduct of an employer or employee in the workplace, with malice, that a reasonable person                                       would find hostile, offensive, and unrelated to an employer’s legitimate business interests. It may include repeated infliction of                                   verbal abuse, such as the use of derogatory remarks, insults, and epithets, verbal or physical conduct that a reasonable person                                       would find threatening, intimidating, or humiliating, or the gratuitous sabotage or undermining of a person’s work performance. 

Complaint Procedure 

Individuals who believe that that they have been the victim of or who have observed harassment, including sexual harassment,                                     or of discrimination, retaliation, or abusive conduct should immediately report this conduct to the on-site supervisor, the local                                   branch office, or Human Resources Department, or any member of management, verbally or in writing. Supervisors must                                 report complaints of harassment, discrimination, retaliation, or abusive conduct, to the Human Resources Department at (909)                               947-3755, extension 309. All complaints will be investigated. Investigations will be timely, impartial, fair, and thorough.                               Investigations will be as confidential as possible under the circumstances. Investigations will be as confidential as possible under                                   the circumstances. Information obtained during the process will be only shared with those individuals on a need-to-know basis.                                   Employees are prohibited from impeding an investigation, and the Company will not allow retaliation against any employee                                 participating in an investigation. The Company will provide all parties appropriate due process and reach conclusions based on                                   the evidence collected. When the investigation discloses a violation of this policy, appropriate remedial action will be taken and                                     feedback given to the complaining employee. Employees who feel they have not received satisfaction after utilizing this                                 procedure may contact the California Department of Fair Employment and Housing or the federal Equal Employment                               Opportunity Commission and seek remedies through these agencies.  The Company will not tolerate any form of retaliation against any employee for engaging in protected activity, such as making a good faith complaint of harassment, discrimination, retaliation, or abusive conduct or for cooperating in an investigation. Employees who believe they have been subjected to retaliation should immediately report the matter to the on-site supervisor, the local branch office, the Human Resources Department or any member of management.    Please contact your on-site supervisor, the Company’s local branch office or the Human Resources Department if you have any questions about this policy or require further information.  

Open Door Policy   Relationships can often suffer because people fail to communicate with each other. The Company believes that work-related problems, questions, or complaints can best be resolved by frank and prompt discussion between the employee and management. If an employee has a work-related issue that needs resolution, the employee should discuss the issue privately with the employee’s immediate supervisor, or for temporary employees they should discuss the issue with an administrative employee at the local branch office. If the matter is personal in nature and the employee does not feel comfortable discussing the matter with the employee’s immediate supervisor or an administrative employee at the local branch office, the employee should discuss 

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the matter with the next level of management up to and including the President of the Company. Employees shall be able to address employment related issues with management without fear of retribution. 

Temporary Employee Assignments/Assignment Procedures Temporary employees will be offered assignments based on availability as well as their experience and skills. Usually, temporary employees will know about assignments a day or two in advance. Some opportunities, however, start right away. Temporary employees who accept an assignment should record all important information about the new assignment so they will be prepared for a good start.  Temporary employees have the option to accept or decline any assignments offered to them. However, temporary employees are expected to complete all assignments they accept. When temporary employees are unable to report to work or complete an assignment for any reason, including illness or emergency, temporary employees must notify the Company immediately, not the client, so that the Company may obtain a replacement. When an assignment with a client ends, the temporary employee is to contact the Company within 24 hours. The end of a particular assignment does not terminate employment with the Company as temporary employees remain employed and eligible for placement with another client. If a temporary employees fails to contact the Company within 24 hours of end of an assignment, the temporary employee may be considered to have voluntarily resigned employment with the Company, and unemployment benefits may be denied.  Points to Remember ● Arrive on time every day to show your professionalism and commitment to quality performance. ● Dress appropriately for the assignment. The Company’s Personnel Coordinator will outline the client’s dress code. ● Comply with the Meal Period and Rest Break Policy and other important rules concerning attendance and more. ● While you are on duty, direct any incoming personal calls to the Company, and we will pass messages on to you. Client 

telephones should not be used to make or receive personal calls. ● If you desire a full-time position with a client, or are offered one while on assignment, notify the Company immediately. 

Job Abandonment on Temporary Assignments - No Call No Show  Temporary employees who accept a temporary or temp-to-hire assignment with the Company represent that they are able to complete the assignment. If for any reason a temporary employee is unable to complete an assignment, the temporary employee must notify the Company immediately. Failure to report to an assignment as scheduled with no call-in may be interpreted as job abandonment and considered a voluntary resignation.  

Attendance and Punctuality The Company relies on all employees to productively contribute to its success and profitability. Continual absence and/or tardiness interfere with the Company’s conduct of business and place a burden on other employees. Regular attendance and punctuality are expected of all employees.    Temporary employees working on an assignment must notify the Full Steam Staffing office two hours prior to their scheduled arrival time. In addition, if temporary employees anticipate being absent, late or needing to leave early because of unavoidable obligations, they will notify the Full Steam Staffing office immediately.  Administrative employees must notify their supervisor or Human Resources at least two (2) hours prior to their normal start time, or in the case of an unexpected emergency, as soon as reasonably possible.    An employee who is absent without notifying management may be considered to have voluntarily resigned from the assignment and/or voluntarily resigned from the Company.   

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 A healthcare provider’s release may be required, at the Company’s discretion, for any absence due to illness or injury. Absences of three or more working days in length may require documentation from a healthcare provider provided to Human Resources to substantiate the need for leave. Failure to comply with such requests may be cause for disciplinary action, up to and including termination. The Company may also request a corroborating statement from a Company appointed healthcare provider at Company expense.  

I have read and understand the policies regarding Job Abandonment and Absenteeism. By signing the  Receipt of Employee Handbook Acknowledgment, I acknowledge that I understand and will comply with the Job Abandonment and Attendance Punctuality policies of Full Steam Staffing. 

Temporary Employee - Hours/Merit Pay  Depending on your assignment and the clients you work for, there may be various Merit Pay Programs available. Please consult with your Full Steam Staffing representative for eligibility requirements. 

Pay Rates/Timesheets/Pay Periods/Paydays Employees are are paid for the hours worked. For temporary employees, the pay rate is determined before the temporary employee begins the assignment and can vary from one assignment to the next.    Compensation for overtime will be paid to nonexempt employees in accordance with applicable state and federal laws. Overtime is a requirement of employment when necessary. Exempt employees are compensated for job completion and do not receive overtime pay. All overtime must be pre-approved by an employee’s supervisor.  For employees working at Full Steam Staffing’s branch office, normal operating hours are: 8 :00 a.m. to 5 :00 p.m or as needed by the operations. While the normal work week consists of 40 hours, the Company makes no guarantee of 40 hours of work per week, but will make every effort to provide that work.   

 Only those hours that are actually worked will be included when determining a non-exempt employee’s overtime pay. Paid time off, for example, is not hours worked and are therefore not counted in making overtime calculations. Employees must obtain advance authorization before working overtime. Working “off the clock” is never permitted.  The Company regularly reviews employee performance and pay status. The Company also makes all state and federally required payroll deductions. The Company also provides Workers’ Compensation insurance to all employees.    All non-exempt employees are required by the Company to prepare time cards indicating hours worked and absences during each pay period (i.e., sick leave, vacation, unexcused absence, etc.). All time cards are to be filled in on a daily basis. Time cards shall not reflect an automatic listing of scheduled hours, but must reflect actual hours worked, regardless of whether or not actual hours are the same as scheduled hours. Rest periods are with pay and are not recorded on the employee’s time card. Meal periods are without pay and should be recorded. No “corrections” of original time card entries are permitted on time cards without a supervisor’s approval. Each employee must sign the time card in ink, at the END of the pay period, and then submit it to their supervisor for approval. The supervisor should sign the card indicating approval after verifying the accuracy of the card.    Temporary employees must use a new timesheet for every assignment worked. For a continuing assignment, temporary employees should all hour worked on the weekly timesheet and submit a new timesheet each week. If the client utilizes a time and attendance system (e.g. electronic time clock), temporary employees should record the time they begin work, begin the meal period, return to work from the meal period, and conclude work for the day.   

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It is imperative that time records be submitted to payroll on time. Temporary employees must submit time cards at the end of each assignment or every Friday. Failure to turn in time records by the deadline could affect the issuing of your paycheck in a timely fashion, and could lead to disciplinary action. All time records must be approved by an internal employee’s supervisor. For payroll purposes, an internal employee’s work week is from 12:01 a.m. Sunday to midnight Saturday. All internal employees are subject to required deductions for federal, state and local taxes.  Time cards are official Company documents. Falsifying or altering time cards or completing the time card of another temporary employee are grounds for disciplinary action, up to and including termination. Temporary employees must timely deliver the timesheet to Full Steam Staffing’s offices. Failure to deliver the timesheet by the appropriate time may delay the processing and issuance of your paycheck.    For most temporary employees, the Company’s paydays are every Friday, for the one-week pay period that ends the previous Sunday. The payroll period begins at 12 a.m. Monday and ends the following Sunday at 11:59 a.m. Paychecks will generally be available the following Friday unless different arrangements are made with a personnel coordinator prior to the issuance of the paycheck. Temporary employees with work assignments that have different paydays and payroll periods will be notified of such.    For administrative employees, the Company’s paydays are every Friday. The payroll period begins at 12 a.m. Monday and ends the following Sunday at 11:59 a.m. For administrative employees, paychecks will be available in the Branch office where the employee is assigned or paid via direct deposit unless different arrangements are made with a personnel coordinator prior to the issuance of the paycheck. Administrative employees with work assignments that have different paydays and payroll periods will be notified of such.    If a payday should fall on a Company recognized holiday, or on a weekend, paychecks will be distributed the preceding business day. 

Meal and Rest Period Policy (California Employees Only) The Company provides non-exempt employees in California with an uninterrupted meal period of at least 30 minutes each day. During this period, employees are relieved of their work duties, and the Company relinquishes control over the employees’ activities. Non-exempt employees must record on their time records the actual time they begin and end each meal period.An employee’s meal period must commence before the end of the fifth hour of the employee’s shift, unless six (6) hours will complete the workday. If six (6) hours will complete the day, then the meal period may be waived by mutual consent of the Company and the employee. An employee working more than ten (10) hours is provided a second unpaid meal period of thirty (30) minutes unless twelve (12) hours will complete the workday. If twelve (12) hours will complete the day, then the second meal period may be waived by mutual consent of the Company and the employee only if the first meal period was not waived. Meal period waivers should be in writing. A form may be obtained from the supervisor. 

The Company also authorizes and permits non-exempt employees to take rest periods, which insofar as practicable shall be in                                     the middle of each work period. The authorized rest period shall be based on the total hours worked daily at the rate of ten (10)                                                 minutes net rest time per four (4) hours or major fraction thereof, as indicated in the following chart: 

Hours Worked Ten Minute Period  3.5 – 6   1  6 – 10   2  10 – 14   3  14 – 18 4  18 – 22 5  22 – 24  6 

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Rest periods may not be added to meal periods to extend the time, nor may rest periods be used to make up for tardiness or                                                 leaving work early. 

The Company will permit employees a reasonable opportunity to take their meal and rest periods and will do nothing to impede                                         or discourage employees from taking their meal and rest periods. If an employee is unable to take a complete meal or rest                                           period, or if the employee is not relieved of all work duties during the meal or rest periods, the employee must inform the                                             employee’s supervisor or Human Resources on the same day. Failure to report a rest or meal break that an employee wanted                                         but could not take may result in discipline, up to and including termination. Similarly, failure to report an incomplete or not                                         fully relieved rest or meal period may result in discipline, up to and including termination. Working “off-the-clock” is never                                     permitted. 

Confidentiality  During the course of employment with the Company, employees may be given, or have access to, confidential and/or trade secret information pertaining to the Company’s business or the business of the Company’s clients. All confidential information is disclosed or revealed to employees with the understanding that such information is considered to be secret and proprietary to the Company and its clients and is a valuable commercial asset of the Company and its clients. As such, during and subsequent to the time of employment with the Company, employees are not to make use whatsoever, directly or indirectly, of the Company or client’s confidential information except for the purposes specified by the Company and/or its clients or required to perform their job for the Company. Employees may not remove such information from the Company or its client’s in any form or medium, nor may they use such information in connection with work performed for their personal benefit or for the benefit of any other person, firm, or corporation. Employees may not reveal, disclose, identify, or otherwise provide confidential information to any other person, firm, corporation, or other entity, including the general public. 

Employees shall not be held criminally or civilly liable under any federal or state trade secret law for the disclosure of a trade secret that is made: in confidence to a federal, state or local government official, either directly or indirectly, or to an attorney, and solely for the purpose of reporting or investigating a suspected violation of law; or is made in a complaint or other document filed in a lawsuit or other proceeding if such filing is made under seal. 

Electronic Communications and Social Media The Company and its client’s electronic communication and information systems including, but not limited to, electronic mail (“e-mail”), voice mail, and computer system are Company or client property and should be used for Company or client purposes only during working time. Nothing should be entered into these systems without good reason. Further, an employee may not retrieve information from the Company or client’s computer system for personal purposes or for use outside the employee’s duties for the Company or its client. All such use of the Company or client’s computer system is unauthorized. 

The Company and its clients reserve the right to: 1) Monitor and retrieve information from their respective systems to ensure that its property is being used for appropriate business purposes only; and 2) Disclose or use any information found in these systems. Employees do not have a personal privacy right in any matter created, received, sent, or stored in the Company or a client’s systems. Finally, employees should not disclose the Company or client’s confidential, trade secret, and/or proprietary information from these systems to unauthorized persons. Such information includes, but is not limited to, business and product plans; customer and dealer lists; technical data; unpublished costs, prices, and discounts; and estimates and financial projections. 

The Company’s Social Media Policy applies to employees who use/participate in the following: 

● Multi-media and social networking websites including, but not limited to, LinkedIn, Facebook, and YouTube;

● Blogs and Micro-blogs such as Twitter; and

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● Wikis, such as Wikipedia, and any other site where text can be posted.   All of these activities are referred to as “Internet Postings” in this Policy. 

Common sense is the best guide if you decide to post information in any way relating to the Company or its clients. If you are unsure about any particular posting, please contact Human Resources for guidance. 

Your Internet Postings should not disclose any information that is confidential or proprietary to the Company, its clients, or to any third party that has disclosed information to the Company or its clients. Your postings should respect copyright, privacy, fair use, financial disclosure, and other applicable laws. Such postings may not infringe upon the Company or its client’s brand name, logo, trademarks, or other intellectual property. 

Because you are legally responsible for your postings, you may be subject to liability if your posts are found defamatory, harassing, or in violation of any other applicable law. You may also be liable if you make postings which include confidential or copyrighted information (music, videos, text, etc.) belonging to third parties. All of the above mentioned postings are prohibited under this policy. The Company and its clients shall not be liable, under any circumstances, for any errors, omissions, loss, or damages claimed or incurred due to any of your Internet Postings. 

If a member of the news media or blogger contacts you to comment on an Internet Posting on behalf of the Company or a client, please refer that person to Human Resources. 

Under no circumstances may Internet Posting interfere with your job duties. Non-exempt employees may not access Company or client email, the Internet, or make Internet Postings for business purposes during non-working time unless specifically authorized by the employee’s supervisor. Violation of this policy may result in disciplinary action up to and including termination. 

Lactation Accommodation Upon request, employees who wish to express milk for their infant child will be provided a reasonable amount of break time for that purpose. The break time will, to the extent possible, run concurrently with any paid break time already provided, and to the extent additional time is needed, the time will be unpaid. When expressing milk, employees may use their office or an available room near their work area for privacy. To ensure privacy, employees should make arrangements for these breaks with their supervisor. 

Health Insurance Employees are eligible for medical benefits in accordance with the Affordable Care Act (ACA). Please consult with your Full Steam Staffing representative or Human Resources for more information on the health insurance provide. 

State Disability Insurance (California and New Jersey Employees Only) California and New Jersey employees who suffer a non-job related or off-the-job illness or injury may be eligible for benefits. under are covered by California State Disability Insurance (“SDI”) or the New Jersey Temporary Disability Benefits law. This insurance is paid for through deductions mandated by state law. Disability benefits are payable when an employee cannot work because of illness or injury unrelated to the employee’s employment with the company or when the employee is entitled to temporary workers’ compensation at a rate less than the daily disability benefit amount. For more information regarding disability benefits or to submit a claim for disability benefits, employees should contact the California Employment Development Department or the New Jersey Department of Labor and Workforce Development. 

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Paid Family Leave Benefits (California Employees Only) 

Employees who take time off to care for a parent, child, grandparent, grandchild, sibling, parent-in-law, spouse, or domestic                                   partner may be eligible for benefits through the California Employment Development Department for up to six weeks.                                 Employees should contact the Human Resources Department for additional information.

Standards of Conduct The Company has established workplace standards of performance and conduct as a means of maintaining a productive and cohesive working environment. The Company expects all employees to observe these workplace standards while at work. These standards are not intended to restrict an employee’s legitimate rights but are intended to promote the safety and well-being of Company employees. These standards apply equally to all employees. Conduct that is dangerous to others, dishonest, unethical, illegal, and/or abusive will not be tolerated.   

Violations of Full Steam Staffing’s Standards of Conduct will be grounds for disciplinary action which may include, but it not limited to, the following : verbal reprimany, written reprimand, suspension, demotion, or termination. The Company reserves the right to impose these disciplinary measures as it deems appropriate.  

It must be remembered that the Company employs its employees at-will which permits the Company to change the terms and conditions of employment with or without notice, with or without cause, including, but not limited to, termination, demotion, promotion, transfer, compensation, benefits, duties, and locations of work. Accordingly, either the employee or the Company can terminate the employment relationship at any time with or without cause at either party’s option with or without notice. 

As it is impossible to list every reason why an employee may be subject to disciplinary action, the following list of offenses is not all-inclusive, but merely provides guidance to our employees concerning conduct that may be cause for disciplinary action, up to and including termination: 

● Accepting a work assignment and then not reporting to work as scheduled without notifying the Company in advance; ● Unauthorized possession, use, or removal of property belonging to the Company or any of its clients; ● Failure to comply with all safety rules and regulations, including the failure to wear safety equipment when instructed; ● Reporting to work under the influence of alcohol, illegal drugs (as defined by state or federal law), or in possession of 

either item on Company premises or work sites of the Company’s clients; ● Bringing onto Company or client property firearms, ammuniciation, weapons; or explosives,  ● Fighting, scuffling, or indulging in horseplay; ● Failure to contact the Company within 24 hour of the ending of an assignment; ● Violation of the Company’s policies prohibiting harassment, discrimination, or retaliation; ● Violation of any Company policy; ● Failure or refusal to comply with a supervisor’s instruction; ● Falsifying records, including but not limited to time records, claims pertaining to injuries occurring on Company premises 

or work sites of client companies, or the employee’s personnel records, including employment application; ● Disclosing confidential information without authorization ; ● Engaging in behavior that is offensive to other employees, including distributing or displaying offensive materials; ● Unauthorized and/or excessive absenteeism or tardiness; ● Deficient work performance; ● Gambling; ● Threatening, intimidating, coercing, harassing, or interfering with fellow employees, client employees, customers or 

vendors or engaging in harmful gossip.  ● Leaving work before end of a scheduled shift without permission; ● Neglect of job responsibilities and duties, including incompetence; 

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● Failing to immediately report to a supervisor any injury, no matter how slight; ● Violating any criminal law which has some bearing on work performed for the Company; ● Performing activities other than Company or client work during working time; ● Engaging in non-business use of Company or client company telephone or Internet during working time; ● Engaging in non-business use of personal cellular telephones during working time, including but not limited to, texting, 

instant messaging, blogging, and posting; ● Failing to observe dress rules; ● Engaging in relationships with other employees which may be considered a conflict of interest or create a problem of 

supervision, safety, security, or morale; ● Impeding an internal or external investigation, or retaliating against any employee for participating in an internal or 

external investigation.   

This policy is written to comply with applicable law and will not be applied in a manner that restricts the flow of concerted employee communication about terms and conditions of employment. 

Drug and Alcohol Abuse Policy (California, Illinois, Oregon, Texas, and Washington Employees Only)  While it is not the Company’s intent to infringe upon the private lives of its employees, the Company has the responsibility to provide a safe and hazard free workplace. Therefore, all employees are expected to arrive at work fit for duty and to remain so for the remainder of the work period.   No employee may enter Company or client premises while under the influence of, or have in the employee’s possession, any intoxicating beverage or behavior altering drug of any kind. Likewise, the use, sale, transfer or possession of alcohol, illegal drugs (as defined under state or federal law), or controlled substances on the job, on Company or client company property, in Company or client company vehicles, or in personal vehicles while on Company or client company business is prohibited. (Employees using medication prescribed by a licensed physician may be required to provide management with proof that such medication is safe to take while the employee is on duty. Management will have sole discretion as to whether or not it will be safe for those employees to remain on duty.) 

Employees are strictly forbidden to consume alcoholic beverages or illegal drugs during work time, break times or meal periods,                                     nor may they return to work after such breaks or meal periods under the influence of such substances. 

Although marijuana may be obtained under California, Illinois, Oregon and Washington law for certain purposes, marijuana is                                 still illegal under federal law. As such, use, sale, possession, or being under the influence of marijuana, whether prescribed or                                       recreational, during working time, while on Company property, or while performing Company business, violates the Company’s                               Drug and Alcohol Abuse Policy. 

Management reserves the right to require and conduct drug or alcohol tests whenever reasonable suspicion exists that an                                   employee is under the influence of alcohol or drugs or where a client requires pre-assignment drug testing.  

Employees who are convicted of a drug related crime occurring in the workplace must notify the Company within five (5) days                                         of the conviction. 

California employees who voluntarily come forward to management, prior to a situation requiring testing and who cooperate                                 with the Company with regard to treatment, may not be subject to discipline. A California employee who requests a leave of                                         absence to enter a drug or alcohol rehabilitation program will be reasonably accommodated with an unpaid leave of absence, as                                       required by law, to enroll in such a program if such an accommodation is not an undue hardship on the Company. California                                           employees voluntarily entering a drug or alcohol rehabilitation program may be required to provide medical validation of                                 satisfactory completion of the program. California employees returning to work following satisfactory completion of a                             rehabilitation program may be subject to drug or alcohol tests without prior notice for up to one (1) year following the return                                           

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date. A recurrence of a positive drug or alcohol test following return to work may lead to disciplinary action up to and including                                             termination. 

Failure to comply with these work rules may lead to disciplinary action up to and including termination.

Bulletin Boards  The Company provides bulletin boards at each branch office in order to keep our employees informed on a variety of subjects. Only authorized personnel are permitted to post, alter or remove anything on these boards. Unauthorized materials will be removed. 

Solicitation/Collections/Distributions  In order to avoid disruption of Company operation, employees may not solicit during working time. Employees also may not distribute literature during working time. Non-employees may not solicit or distribute at any time on Company property. 

Working time includes the working time of both the employee doing the soliciting and distributing and the employee to whom the soliciting and distributing is being directed. Working time does not include break periods, meal periods, or any other specified periods during the workday when employees are not engaged in performing their work tasks. 

Security To protect Company and Client property and to ensure the safety of all employees, the Company, and our clients, the Company reserves the right to conduct inspections of all work and non-work areas, including items such as desks, computers, files, lockers, equipment, and any area on Company or client premises. Employees should have no expectation of privacy with respect to items brought onto Company or client property and/or stored in Company or client facilities. Inspection may be conducted at any time, without notice, at the discretion of the Company or its client. 

In addition, for security purposes, the Company may also inspect or search any property and/or person on Company or client premises includuing, but not limited to, personal vehicles, parcels, purses, handbags, backpacks, briefcases, lunch boxes or any other possessions or articles brought on to the Company or client property. These inspections and searches may occur at any time without prior notice. Persons entering the premises who refuse to cooperate in an inspection conducted pursuant to this policy may not be permitted entry. Failure to comply with this policy may result in disciplinary action, up to and including discharge.   

Violence-Free Workplace The Company is committed to providing a work environment free from violence. The Company maintains a zero-tolerance policy for any acts or threatened acts of violence, including hostile behavior, physical or verbal abuse, or, unless it is required by the nature of the employee’s position. Possession or use of weapons, firearm, ammunition, or explosives of any kind, on Company property or while conducting Company business is prohibited consistent with local state law. Employees who engage in such prohibited conduct will be subject to disciplinary action, up to and including, immediate termination of employment, and may also be subject to civil or criminal liability. 

If you feel you have been subjected to behavior prohibited by this policy or witness or have knowledge of any actions that could be perceived as violent, you should report the incident immediately to your Supervisor or Human Resources at 909-947-3755. All complaints will be investigated promptly and appropriate action taken. Corrective action will be imposed for engaging in any potentially violent or threatening activities. You may also contact the appropriate law enforcement authorities if you have reason to believe there is an immediate threat to your safety and/or the safety of others. Reports or incidents warranting confidentiality 

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will be handled appropriately and confidentiality will be maintained to the extent possible. You will not be retaliated against for reporting, in good faith, any conduct prohibited by this policy. 

Paid Sick Leave (California Employees Only) Under California law, employees are guaranteed paid sick leave under certain conditions. Sick pay may be earned by one of the two following methods:    Accrual Method - Employees will accrue one hour of paid sick leave for every 30 hours worked, up to a maximum of 48 hours.                                               Use of paid sick leave will be limited to three days per year (24 hours for employees on 5/8 workweek schedules or 30 hours for                                                 employees on 4/10 Alternative Workweek Schedules). Employees can begin using accrued paid sick leave time after they have                                   worked 90 days. Under the accrual method, unused, accrued sick time will carry over to the next year until the maximum                                         balance of 48 hours of sick leave is accrued.  Bank Method - At the beginning of each calendar year (January 1), all employees will automatically have receive three paid sick                                         days (24 hours for employees on 5/8 workweek schedules or 30 hours for employees on 4/10 Alternative Workweek Schedules)                                     that will be immediately available for use through the end of the calendar year (December 31). New hires will receive three paid                                           sick days and may being using available paid sick days after the 90 day of employment. Under the bank method, employees are                                           not permitted to carry over unused hours from one year to the next. For example, no unused Paid Sick Leave hours will be                                             carried over from 2017 to 2018.    Administrative employees will accrue paid sick leave as set forth above. For temporary employees, the method used will                                   depend on the client. Full Steam Staffing will advise temporary employees at the time the employee receives the assignment the                                       method of paid sick leave the client uses. Under both methods, temporary employees will receive up to three days of paid sick                                           leave will be available for use per year. Full Steam Staffing defines the year as a 12-month period beginning January 1st and                                           ending December 31st.    Employees who work an Alternative Workweek Schedule (for example, a 4/10 Workweek) are entitled to 30 hours of paid sick                                       leave. These employees are entitled to three days of paid sick leave (at 10 hours per day) because a regular workday for an                                             employee on an Alternative Workweek Schedule is 10 regular hours.  Upon written or oral request, employees may use sick leave for the following purposes: (1) Diagnosis, care, or treatment of an existing health condition, or preventive care for, an employee or an employee’s family member; or (2) For an employee who is a victim of domestic violence, sexual assault, or stalking.    “Family member” means any of the following: (1) A child, which means a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis, regardless of age or dependency status; (2) A biological, adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child; (3) A spouse; (4) A registered domestic partner; (5) A grandparent; (6) A grandchild; and (7) A sibling.  Sick leave can be taken in minimum increments of two hours. Non-exempt employees who take time off due to illness or injury                                           of less than two (2) hours will not be paid for such time off.  For nonexempt employees, sick leave will be calculated based on the regular rate of pay for the work week in which the                                           employee uses sick leave. For exempt employees, sick leave will be paid at the rate being earned at the time the sick leave is                                               taken.  

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If the need for Paid Sick Leave is foreseeable, the employee needs to provide reasonable advance notification. If the need for                                         Paid Sick Leave is not foreseeable, the employee needs to provide notice of the need for the Leave as soon as is practicable.  Employees will not be disciplined for attendance reasons for use of paid sick leave, provided the employee has not exhausted all                                         of their available paid sick leave for the year. Some cities and counties have additional sick leave requirements. Full Steam Staffing complies with all applicable local laws.                                   Please see Human Resources for more information.   Unused sick leave will not be paid out upon termination. Employees falsifying the need for paid sick leave are subject to                                         disciplinary action up to and including termination of employment. 

When permitted by law, leave under this policy will run concurrently with leave taken under other applicable policies as well as                                         under local, state, or federal law, including a leave taken pursuant to the California Family Rights Act (CFRA) or the Family and                                           Medical Leave Act (FMLA). Sick leave benefits will be integrated with benefits provided under State Disability Insurance. In no                                     event shall the combination of disability benefits, plus sick leave benefits, exceed regular earnings. 

Family Care or Medical Leave of Absence 

Under the federal Family Medical Leave Act (“FMLA”), an unpaid leave of absence may be granted to employees who have                                       worked for the Company for at least one (1) year, a minimum of 1,250 hours in the 12 months preceding the leave, and who are                                                 employed at a work site where 50 or more employees are employed by the Company within 75 miles of that work site. Such                                             employees may be eligible for a leave where they have a bona fide need to care for a seriously ill parent, spouse or child, or for                                                   the birth or adoption of a child, or the placement of a foster child. In addition, eligible employees may be granted an unpaid                                             leave of absence caused by their own serious health condition which prevents them from working. Eligible employees may                                   qualify for Military Caregiver Leave or Military Qualifying Exigency Leave under the FMLA, as defined below. All leaves under                                     this policy are referred to as “Medical or Family Care LOA.” Unless stated otherwise, the maximum allowable time for any                                       Medical or Family Care LOA under this policy is 12 weeks per a rolling 12 month period.    Employee Notice 

Employees must provide sufficient information for the Company to determine if the leave may qualify as a Medical or Family                                       Care LOA, as well as the expected timing and duration of the leave. Sufficient information may include that the employee is                                         unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or                                     continuing treatment by a health care provider, or circumstances that support the need for Military Caregiver Leave or Military                                     Qualifying Exigency Leave as indicated below. Employees also must inform the Company if the requested leave is for a reason                                       for which Medical or Family Care LOA was previously taken or certified. When possible, the Company requests 30 days’ notice                                       of the need for leave in order to plan for work coverage. If 30 days’ notice is not possible, then employees must provide as                                               much notice as practicable under the circumstances and must follow the Company’s call-in and/or attendance policies.    Company Notice 

Once an employee provides sufficient information, the Company will notify the employee (a) whether he or she is eligible for                                       Medical or Family Care LOA and, if so, (b) whether any additional information is required, and (c) the employee’s rights and                                         responsibilities regarding such a leave. The Company will also notify an eligible employee who has requested Medical or Family                                     Care LOA if the requested leave will be designated as FMLA protected leave and counted against the employee’s leave                                     entitlement.   

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If the Company determines an employee is not eligible for Medical or Family Care LOA, the Company will provide at least one                                           reason for ineligibility. The Company will also inform the employee if it determines that the requested leave does not qualify for                                         FMLA protection. 

Employees not eligible for a Medical or Family Care LOA may be eligible for an unpaid leave of absence due to their own                                             disability or medical condition, which will be assessed by the Company on a case-by-case basis. The Company cannot guarantee                                     reinstatement to employment at the conclusion of such a leave.  Serious Health Condition 

To qualify for a Medical or Family Care LOA, an employee must have a serious health condition. A serious health condition is                                           an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or                                         continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions                                     of the employee’s job, or prevents the qualified family member from participating in school or other daily activities. The FMLA                                       definitions of “serious injury or illness” for current servicemembers and veterans are distinct from the FMLA definition of                                   “serious health condition.” 

Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than three (3)                                         consecutive calendar days combined with at least two (2) 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.  Certification of Need for Medical or Family Care LOA 

The Company may require an attending health care provider’s certification of the employee or family member’s serious health                                   condition. The Company may also require periodic recertification supporting the need for leave. In any case in which the                                     Company has reason to doubt the validity of any medical certification provided to support an employee’s request to take                                     Medical or Family Care LOA because of the employee’s own serious health condition, the Company may require the opinion of                                       a second and third health care provider consistent with State and federal law. 

 Military Qualifying Exigency Leave 

Eligible employees under FMLA may be provided up to twelve (12) weeks of leave in a rolling 12 month period when the                                           employee has a qualifying exigency arising out of the fact that a spouse, son, daughter, or parent is on covered active duty or call                                               to active duty status in the National Guard or Reserves or Armed Forces. “Qualifying exigency” is defined by law as: (1)                                         short-notice deployment, (2) military events and related activities, (3) childcare and school activities, (4) financial and legal                                 arrangements, (5) counseling, (6) rest and recuperation, (7) post-deployment activities, (8) parental care, and (9) additional                               activities where the Company and employee agree to the leave. Time off for Military Qualifying Exigency Leave counts towards                                     the 12-week maximum allowable time for Medical or Family Care LOA under FMLA.   

 Military Caregiver Leave 

Eligible employees under FMLA may be provided up to 26 weeks (one-half year) of leave during a single 12-month period to                                         care for a covered servicemember. A covered servicemember is the employee’s spouse, son, daughter, parent, or next of kin                                     (meaning “nearest blood relative” or person “specially designated”) who is a current member of the armed forces, including a                                     member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, therapy, is otherwise in                                 outpatient status, or is otherwise on the temporary disability retirement list, for a serious injury or illness, and includes veterans                                       who were members of the Armed Forces, National Guard or Reserves, any time during the past five (5) years, who is                                         undergoing medical treatment, recuperation, or therapy for a serious injury or illness, and was discharged or released under                                   

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conditions other than dishonorable. An employee may take a maximum combined total of 26 weeks of leave for Military                                     Caregiver Leave and Medical or Family Care Leave or Military Qualifying Exigency Leave in a single 12-month period. 

 During Medical or Family Care LOA 

When an employee is taking an unpaid Medical or Family Care LOA, the employee may elect, or the Company may require, the                                           use of accrued but unused vacation time and/or available sick time, except where the employee is receiving paid leave benefits                                       (State disability insurance, workers’ compensation), then the employee and the Company must agree on the use of sick and/or                                     vacation time to supplement such benefits. In order to use any accrued paid leave time, employees must comply with the                                       Company’s normal paid leave policies. 

During a Medical or Family Care LOA, the Company will continue to pay all applicable group health insurance premiums which                                       it ordinarily pays on behalf of the employee. Employees must continue to pay the employee portion of the insurance premium                                       during the leave of absence. Failure by an employee to make his or her premium payment may result in a loss of benefits. If the                                                 employee fails to return from this leave, in some circumstances, the Company may attempt to recoup the cost of the insurance                                         premiums paid on behalf of the employee during the leave.   

Employees need not use their Medical or Family Care LOA entitlement in one block. Such a leave may be taken intermittently                                         or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for                                   planned medical treatment so as not to unduly disrupt the Company’s operations.   

 Returning to Work from Medical or Family Care LOA 

Employees returning to work upon conclusion of the Medical or Family Care LOA will be returned to their original position or                                         to an equivalent position with equivalent pay and benefits, provided such job would have been available had the employee not                                       taken the leave. Prior to returning to work, where the leave of absence is for the employee’s own serious health condition, the                                           employee must provide the Company with certification from the attending health care provider indicating the employee is able                                   to resume his or her work. 

Failure to return to work from a Medical or Family Care LOA on the designated date may be interpreted as the employee’s                                           voluntary resignation. If the employee returns to work outside of the legally allotted time for such a leave, the employee will                                         only be reinstated if there is an available open position which they are qualified to fill. 

 FMLA Protections 

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

It is unlawful for employers to interfere with, restrain, or deny the exercise of any right provided under the FMLA or to                                           discharge or discriminate against any person for opposing any practice made unlawful by either law or for involvement in any                                       proceeding under or relating to the FMLA. The FMLA does not affect any federal or State law prohibiting discrimination, or                                       supersede any State or local law or collective bargaining agreement which provides for greater family or medical leave rights. If                                       employees believe that they have been aggrieved, they may file a complaint with the U.S. Department of Labor or may bring a                                           private lawsuit against an employer.

California Family Rights Act (“CFRA”) (California Employees Only) An unpaid leave of absence may be granted to California employees who have worked for Company for at least one (1) year and a minimum of 1250 hours in California during the 12 months period immediately prior to the date CFRA leave is to commence. Such employees may be eligible for a leave where they have a bona fide need to care for a seriously ill parent, spouse or child, or 

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for the birth or adoption of a child, or the placement of a foster child. The maximum allowable time for such a leave is 12 weeks per rolling 12-month period. CFRA will run concurrently with time off under the FMLA when applicable.  All requests for leaves of absence should be received, if possible, at least thirty (30) days prior to the start of the leave. The Company may require an attending health care provider’s certification of the employee or family member’s serious health condition. The Company may also require periodic recertification supporting the need for leave. In any case in which the Company has reason to doubt the validity of any medical certification provided to support the employee’s request to take a CFRA-qualifying leave, the Company may require the opinion of a second and third health care provider consistent with federal law.   Returning employees should notify the Company at least two (2) work days prior to return. Prior to returning to work, where the leave of absence is for the employee’s own serious health condition, the employee must provide a medical release from the healthcare provider stating that the employee is released to return to work. Employees failing to return on the assigned date may be considered to have voluntarily resigned.   For more information regarding CFRA or to request a leave, employees should contact the Human Resources Department. 

Pregnancy Leave of Absence (California Employees Only) 

A pregnancy-related leave of absence will be granted to employees in California in accordance with the regulations of the                                     California Department of Fair Employment and Housing. Employees disabled due to pregnancy are eligible for a maximum of                                   four (4) months leave per pregnancy upon medical certification of the health care provider that the employee is disabled due to                                         pregnancy. Additionally, if the health care provider certifies a transfer to lighter duty, the Company will attempt to provide light                                       duty if possible. Upon return from the leave of absence, the employee will be returned to her same position; however, in certain                                           circumstances, reinstatement may be impossible. Such circumstances may include being in a layoff situation, a plant closure, or                                   if the employee’s absence would substantially undermine the Company’s ability to operate the business safely or efficiently. 

The Company may require the employee to take all available sick leave, and employees who are eligible for vacation may opt to                                           take all accrued vacation during the leave. Pregnancy leaves of absence will run concurrently with time off under the FMLA but                                         will not be counted against an employee’s time off available under the CFRA. 

The Company will continue to pay all applicable group insurance premiums which it ordinarily pays on behalf of the employee                                       during the leave of absence. The employee must continue to pay the employee portion of the insurance premium during the                                       leave of absence. Failure by the employee to make this premium payment may result in a loss of benefits. At the conclusion of the pregnancy-related leave of absence, a medical certification from the health care provider stating the employee is released to return to work will be required. All requests for pregnancy-related leaves of absence should be received, if possible, at least thirty (30) days prior to the start of the leave. Returning employees should notify the Company at least five (5) work days prior to return. Employees failing to return on the assigned date may be considered to have voluntarily resigned. 

Military Leave Military leaves are available to employees who enter, voluntarily or involuntarily, the Armed Forces of the United States, including the National Guard, the state military forces, or the reserve components of the same, to participate in active or inactive duty or training. Such leave will be granted in accordance with applicable state and federal law, and employees returning from military leave will be reinstated in accordance with applicable law. Unless prohibited by military necessity, you must notify the Company of your need for leave and provide a copy of your official military orders as far in advance as possible. For further information about your rights and obligations regarding military leave or to request a military leave, please contact the Human Resource Department. 

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Military Spousal/Registered Domestic Partner Leave (California, Illinois, Oregon, and Washington Employees Only)  

In addition to the military leave under the Family Medical Leave Act (“FMLA”), employees in California, Illinois, Oregon, and Washington, may have additional leave rights when a family member is deployed to qualifying active duty. Additionally, the employee may be required to submit written documentation to the Company certifying that the employee’s spouse or registered domestic partner will be on leave from deployment. 

Work-Related Injury Leave In case of work-related injuries, employees are entitled to receive leave and benefits in accordance with applicable law. An employee who suffers an injury while on the job or a work-related illness must report it immediately to the employee’s immediate supervisor and the Human Resources Department.  

Domestic Violence, Sexual Assault, Stalking Leave and Accommodation (California and Oregon Employees Only)  An employee who is a victim of domestic violence, sexual assault, or stalking may take time off in order to obtain judicial relief to help ensure the health, safety or welfare of the employee or the employee’s child. An employee may also take time off for any of the following: 

1. To seek medical attention for injuries caused by domestic violence, sexual assault, or stalking;  

2. To obtain services from a domestic violence shelter, program or rape crisis center as a result of domestic                                   violence, sexual assault, or stalking;  

3. To obtain psychological counseling related to an experience of domestic violence, sexual assault, or stalking; or  

4. To participate in safety planning and take other actions to increase safety from future domestic violence, sexual                                 assault, or stalking.  

If an employee needs time off under this policy, the employee should notify the employee’s supervisor as soon as possible. If                                         advance notice is not possible, the employee may be required to provide appropriate written certification of the reason for the                                       absence. Certification may be provided by any of the following:  

o A police report indicating that the employee was a victim of domestic violence, sexual assault or stalking; 

o A court order protecting or separating the employee from the perpetrator of an act of domestic violence, sexual                                   assault or stalking, or other evidence from the court or prosecuting attorney that the employee appeared in                                 court; or 

o Documentation from a medical professional, domestic violence, sexual assault or stalking victim advocate,                         health-care provider, or counselor that the employee was undergoing treatment for physical or mental injuries                             or abuse resulting in victimization from an act of domestic violence, sexual assault or stalking; or 

o A copy of a notice to appear in court. 

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An employee has the right to take time off from work to seek help to protect the employee or employee’s children or                                           the health, safety or welfare, of the employee or employee’s children. An employee can take time off to get a                                       restraining order or other court order. 

This leave is unpaid by the Company, but an employee may use any accrued vacation or sick time for such time off.   

Reasonable Accommodation 

The Company will provide reasonable accommodations to employees who are victims of domestic violence, sexual assault or                                 stalking, for the employees’ safety while at work. A reasonable accommodation may include the implementation of safety                                 measures, such as a transfer, reassignment, modified schedule, changed work telephone, changed work station or installed lock;                                 assistance in documenting domestic violence, sexual assault or stalking that occurs in the workplace; an implemented safety                                 procedure; or another adjustment to the employee’s job duties and position.  

To request an accommodation under this policy, an employee should contact the Human Resources Department. The                               Company will engage in an interactive process with the employee to identify possible accommodations, if any, that are effective                                     and will make reasonable accommodations unless an undue hardship will result. 

The Company will make reasonable efforts to maintain the confidentiality of any employee an accommodation, and will not tell                                     co-workers or anyone else about requests for accommodation unless necessary to provide the employee with the                               accommodation. 

No Retaliation or Harassment 

The Company will not treat an employee differently or terminate the employee’s employment for any of the following reasons:  ● An employee is a victim of domestic violence, sexual assault, or stalking. ● An employee requested leave time to seek assistance under this policy. ● An employee asked for assistance or changes in the workplace to ensure safety at work.

Time Off to Appear at a Child’s School/Child Care Provider (California Employees Only) 

Employees who are employed at a work site with 25 or more employees and who give reasonable advance notice to their                                         supervisor will be granted time off without pay to (1) appear at their child’s school or child care provider when the parent is                                             required to do so by the school or child care provider, or (2) up to 40 hours per year to visit the school or child care provider of                                                       their child(ren). An employee will be granted a maximum of eight (8) hours per month of time off under this policy. 

Documentation from the school or child care provider verifying the visit must be provided to the employee’s supervisor upon                                     returning to work. 

Jury Duty The Company encourages employees to serve on jury selection or jury duty when called. An employee who is called to perform jury duty shall be given time off as required by applicable state law. Employees should notify their supervisor of the need for time off for jury duty as soon as a notice or summons from the court is received and provide proof of the summons in advance.   

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Voting (California, Illinois, Massachusetts, and Texas Employees Only) The Company accommodates flexible scheduling for employees in California, Illinois, Massachusetts, and Texas on election days as required by applicable state law. 

Witness Duty An employee subpoenaed or otherwise requested to testify as a witness by the Company will receive paid time off for the entire period of witness duty. Employees will be granted unpaid time off to appear in court as a witness when subpoenaed to do so by a party other than the Company.  

Cellular Telephone/Electronic Communication Devices The Company requires that employees act responsibly when using cellular telephones. Common courtesy dictates that employees not use cellular telephones in the common areas of the office so as not to disturb other employees during working time. Further, employees who utilize cellular telephones in the office should place the ringers on vibrate or other silent notification so the work of other employees is not interrupted. 

Employees must adhere to all federal, state or local rules and regulations regarding the use of cellular telephones and electronic communication devices while driving. Accordingly, employees must not use cellular telephones or electronic communication devices if such conduct is prohibited by law, regulation, or other ordinance. 

Employees should not use hand held cellular telephones or electronic communication devices while driving for business purposes. Employees whose job responsibilities include regular driving and, who choose to accept or make business calls during that time, are required to use hands-free telephone equipment to facilitate the provisions of this policy. Contact Human Resources to receive more information about this essential equipment. 

Employees may not use an electronic communication device while driving to write, send, or read a text-based communication, including but not limited to, text messages, instant messages, or electronic mail. 

Employees whose job responsibilities do not specifically include driving as an essential function, but who may use a cellular telephone for calls related to Company business, are also required to abide by the provisions above. Under no circumstances are employees allowed to place themselves or others at risk to fulfill business needs. 

Employees who are charged with traffic violations resulting from the use of a cellular telephone or electronic communication device while driving will be solely responsible for all liabilities that result from such actions. Violations of this policy will be subject to discipline up to and including termination. 

Recovery Periods (California Employees Only) The Company provides employees recovery periods as required by law. Recovery period means a cooldown period afforded to an employee to prevent heat illness.   

Employees suffering from heat illness, believing a preventative recovery period is needed, or feeling the need to protect themselves from overheating, shall be provided access to an area with shade that is either open to the air or provided with ventilation for a period of no less than five minutes. Such access to shade shall be permitted at all times.   

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Cooling measures other than shade may be provided if such measures are at least as effective as shade in allowing employees to cool. The Company will not require an employee to work during a recovery period mandated by law. 

Smoking Policy The Company has established a non-smoking policy inside any and all of its buildings. The Company permits smoking in outside designated areas only. Employees who smoke in non-smoking areas may be subject to disciplinary action up to and including termination. The Company’s prohibition against smoking includes e-cigarettes and other vapor-producing devices. 

Safety  The Company’s primary concern is for the safety and welfare of its employees. To accomplish this goal, guidelines have been established that recognize the responsibility of Full Steam Staffing, our clients, and you, our employee. Full Steam Staffing’s responsibility is to promote a safe and healthy workplace for all of our employees. Because the Full Steam Staffing client and its on-site supervisor control the workplace, clients must demonstrate a commitment to accident-free workplaces. Only employees who will take the responsibility to work safely and observe Full Steam Staffing and client safe work practices will be assigned work.  When applicable, Full Steam Staffing’s clients will provide temporary employees with site specific and/or job-specific training.   Our team approach to accident prevention and safe work practices will help create a working environment that promotes safety, health, and the professionalism that you and our clients have the right to expect.  General Guidelines Safety rules and safe work practices are designed to protect your safety, but they are only as effective as your willingness to cooperate. These guidelines are a condition of your continued employment. Know these guidelines and consider them required elements of your job assignment. Failure to abide by these policies may result disciplinary action, up to and including termination of your job assignment.  Safety Do’s 

● Do know the safe work practices of each job assignment as provided by your client supervisor. ● Do pay attention to your work and your surroundings. Avoid horseplay and be alert to moving equipment and all 

machinery.  Safety Prohibitions 

● Do not use any vehicle for work purposes without written permission from Full Steam Staffing. ● Do not use any kind of cellular telephones or other mobile technology devices while driving, even when using the 

hands-free telephone equipment. If you receive a call while you are driving, let it go to voicemail or wait until you have safely stopped the vehicle to answer it.  

● Do not accept duties that require the handling of money or other valuables without written permission from Full Steam Staffing. 

● Do not use or be under the influence of alcohol, illegal drugs, or controlled substances on the job or on a client’s premises. Anyone who violates this policy or who reports to work under the influence of any of these substances will be subject to disciplinary action, up to and including termination of employment. 

Safety and Health Rules 1) All employees shall follow the Company’s safety and health rules, render every-possible aid to safety operations, and report 

all unsafe conditions or practices to the management. 

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2) Supervisors shall insist on employees observing and obeying every rule, regulation, and order as is necessary to the safe conduct of the work, and shall take such action as is necessary to obtain observance. 

3) All employees shall be given accident prevention instructions. 4) Any employee known to be under the influence of drugs or intoxicating substances, which impairs the employee’s ability to 

safely perform the assigned duties, shall not be allowed to remain on the job while in that condition. 5) Horseplay, scuffling, and other acts which tend to have an adverse influence on the safety or well being of employees are 

prohibited. 6) Work shall be well planned and supervised to prevent injuries in the handling of material and in working with equipment. 7) No employee shall knowingly be permitted or required to work while his/her ability or alertness is so impaired by fatigue, 

illness, or other causes that might unnecessarily expose the employee or others to injury or damage property. 8) Employees shall not enter voids, chambers, tanks, or other similar places that receive little ventilation, unless and until it has 

been determined that it is safe to enter. 9) Employees shall be instructed to ensure that all guards and other protective devices are in their proper places and adjusted, 

and shall report deficiencies promptly. 10) Workers shall not handle or tamper with any electrical equipment, machinery, or air or water lines in a manner not within the 

scope of their duties, unless they have received instructions from their supervisor. 11) All injuries shall be reported promptly to the supervisor so that arrangements can be made for medical or first aid treatment. 12) When lifting heavy objects, the large muscles of the leg instead of the smaller muscles of the back shall be used. 13) Inappropriate footwear or shoes with thin or badly worn soles shall not be worn. 14) Materials, tools, or other objects shall not be thrown from buildings or structures until proper precautions are taken to 

protect others from falling objects. 15) Employees shall cleanse thoroughly after handling hazardous substances, and follow special instructions for those products. 16) Before leaving any job, be sure it is in a safe condition. 17) Work shall be arranged so that employees are able to face a ladder and use both hands while climbing. 18) Gasoline shall not be used for cleaning purposes. 19) No burning, welding, or other source of ignition shall be applied to any enclosed tank or vessel until it has first been 

determined that no possibility of explosion exists and authority for the work is obtained from their supervisor. 20) Any damage to scaffolds, falsework, or other supporting structures shall be immediately reported to the supervisor and 

repaired before use. 

Reporting Unsafe Conditions and Work Related Accidents and Injuries   ● Temporary employees must contact Full Steam Staffing immediately if they are asked to perform duties other than those 

specified by their assignment. ● Temporary employees should report any unsafe conditions immediately to their on-site client supervisor as well as their Full 

Steam Staffing Personnel Coordinator. ● Temporary employees should notify their on-site client supervisor and ask for instructions if they are unsure of any job task 

they are asked to perform. ● Temporary employees should notify their on-site client supervisor if they observe another employee engaged in an unsafe 

act. ● Temporary employees should report any accident or injury that resulted from job-related duties to their on-site supervisor 

and seek first aid. The injury shall be reported to the on-site client supervisor no later than the end of the shift on which the temporary employee suffered the injury. Temporary employees should also contact the Full Steam Staffing office immediately – by using office voicemail –but no later than the end of the shift to report a work related injury. 

● All employees are advised of their right to access relevant exposure and medical records which the Company is required to maintain under Occupational Safety and Health Administration’s (“OSHA”) Access to Exposure and Medical Records and Record-keeping standards, or similar state requirements. This includes injury and illness records (i.e., OSHA 300 Logs). See Human Resources for more information. 

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● Employees have the right to report work-related injuries and illnesses. Full Steam Staffing is prohibited from discharging or in any manner discriminating against employees for reporting work-related injuries and illnesses. 

Emergency Procedures The on-site client supervisor will inform temporary employees of the location of emergency exits as well as evacuation assembly points. In the event of an emergency, temporary employees are to follow the instructions of the on-site client supervisor. Employees may not use fire extinguishers or other fire fighting equipment nor become involved in rescue operations. 

Personal Protective Equipment (“PPE”) Industrial and construction assignments frequently require the use of personal safety equipment. When these conditions exist at your job assignment, you will be informed of the type of equipment required and how to use and care for it. The on-site client supervisor will provide the equipment. It is your responsibility to use it as instructed without exception. Failure to wear required safety equipment may result in disciplinary action, up to and including termination of employment. Examples of safety equipment you may be required to wear are as follows:  Hard hats – protection from overhead hazards. Safety Glasses/Goggles – protection from airborne particles, sparks, and some splashes. Safety Shoes (to be provided by employee) – protection from objects falling on feet and sharp objects penetrating shoe soles. Hearing Protection – protection from high-level noise exposure. Gloves – depending on type of glove, protection from harmful liquids, heat, or surface contact hazards.   Boots and Aprons – protection from wet environments. Dust Masks – Full Steam Staffing temporary employees are not permitted to do tasks which require respirators. Dust masks or particle masks are permissible and recommended only for nuisance dust exposures. Welding Hoods – only ANSI approved welding hoods that meet eye tint requirements will be accepted.  

PPE Training - Hearing Protection Hearing is a valuable resource and employees should take precautions to protect from noise exposure that could potentially cause employees to lose even a portion of that resource. Hearing protection devices are a common item of Personal Protective Equipment (“PPE”). Here are some types of hearing protectors that temporary employees may see at their worksites:  Foam Ear Plugs: These come in a variety of sizes and types as shown below. Normally, these plugs are compressed with the fingers and then inserted directly into the ear canal, and then they expand and form a sound reduction barrier to reduce the effects of the surrounding noise. Since there are such a wide variety of these plugs, you should always read the directions on the package to assure that you insert them correctly and they are suitable for use in your work environment. Remember to always wash your hands before inserting the plugs. Handling the plugs with dirty hands can result in ear infection. 

Ear Muffs: These are used in many industrial applications, especially where the exposures are for short periods and employees want protection that can be put on and taken off easily. Ear Muffs are only effective when they are adjusted to fit snugly around your ears. There are muffs that are specifically designed for use with hard hats and other types of PPE that may be needed on your job site. Always consult with your supervisor if you have questions about the use and care of your PPE. 

 

Back Belt Safety There are a variety of Back Belts on the market and each is just a bit different. One thing is true about all of them: Back belts are not designed to help you lift more! These belts are designed to assist you in utilizing proper lifting technique and good body mechanics. The belt should be worn in accordance with the manufacturer’s instructions. 

 

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This photo is typical of many brands. The waist belt should be closed as shown when wearing the belt to prevent the loose ends from being caught up in machinery, storage shelves, etc. For this belt, the elastic support panels should be tightened immediately prior to the lifting activity and loosened when the activity is completed. Wearing the belt properly will make it more difficult for you to bend at the waist, which is a habit to be avoided when lifting.  A quick summary of rules for Back Belts: ● Read the manufacturer’s instructions and follow them for the wearing and care of the belt. ● The belt does not make you stronger or able to lift a greater load, so do not use it for that purpose. ● The belt is not a substitute for good lifting technique. Practice the proper technique when lifting. ● Stand close to the object. ● Bend at the knees and keep your back as straight as possible. ● Use the large muscles of the legs to lift, rather than bending at the waist and lifting with your back muscles. If you have any questions about the use of the belt or about proper lifting techniques, ask your supervisor.   

Eye Protection Eye injuries are tragic. They often leave the victim in pain and can even result in a total loss of sight! One of the most tragic things about eye injuries is that most are preventable. Using eye protection is just good sense. Do not take a chance on losing one of the ability to see by wearing the appropriate safety equipment.  

                 Hand Protection Hand and finger injuries are among the most common injury types in industry. These injuries often result when workers handle materials. Chemical burns, cuts and abrasions, and splinters are common hand injuries. Using the right type of gloves can help to reduce employees’ chances of suffering a hand/finger injury. Here are some types of gloves that may be useful in the injury prevention effort:  

For handling chemicals, employees must consult the SDS sheet for the chemical product to assure that employees are using the correct glove. Just because the gloves appear to be rubber or plastic and seem to be “leakproof,” that 

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does not mean that they will provide protection against the hazards associated with the chemical you are using. If an employee has any doubts, consult with a supervisor. 

For handling metal and wood where splinters or sharp edges may be present, leather or Kevlar gloves are often used. These gloves are cut resistant and come in a variety of sizes and styles. 

For light material handling and to protect against cold temperatures, cotton gloves may be suitable. Consult with your supervisor to assure that you have the type of glove that is best suited to provide protection from the hazards at your job location.  I have read and understand the information contained in this PPE Training. I agree to use any PPE given to me by Full Steam Staffing only as instructed in this PPE Training. By signing the Receipt of Employee Handbook Acknowledgment, I acknowledge that I understand and will comply with the PPE Training. 

Bloodborne Pathogens Awareness OSHA’s standard “Occupational Exposure to Bloodborne Pathogens” (29 C.F.R. § 1910.1030) was designed to limit occupational exposure to human blood and other potentially infectious materials in the workplace. This standard covers all employees who, because of performing their job duties, may reasonably have an anticipated exposure to human blood, unfixed tissues, or contact with blood and other potentially infectious materials. "Good Samaritan" acts (for example, assisting a co-worker with a nosebleed) are not considered occupational exposure under this standard.  Bloodborne Pathogens  According to OSHA, bloodborne pathogens are microorganisms that are present in human blood and can cause disease in humans. Two pathogens of concern are the Hepatitis B Virus (“HBV”) and the Human Immunodeficiency Virus (“HIV”); however, there are many other pathogens, which can be transmitted through blood (i.e. T. cruzi, Malaria).   Hepatitis B (“HBV”): Over one million people in the U.S. are carriers of HBV and an additional 300,000 people become infected each year. In 1983, 17,000 healthcare employees were infected by contact with blood and body fluids of infected patients. This number has dropped dramatically to 400 in 1995, due to the increased use of the HBV vaccine. HBV dangers can be reduced by: wearing PPE, using disinfectants to clean the work surfaces, washing hands and using puncture-resistant sharps containers.  Symptoms: Hepatitis symptoms include jaundice (yellow hue to the skin and eyes), loss of appetite, nausea, and elevated liver function tests.     Hepatitis B Vaccine: All employees are encouraged to be vaccinated against HBV if there is a risk of exposure to blood or other potentially infectious material.  The vaccine is administered in a series of three shots. The second shot is given one month after the first, and the third given six months after the initial dose. Employees who decline the Hepatitis B vaccine must sign an Informed Refusal Form. At any time after a worker initially declines to receive the vaccine, he or she may opt to take it.   Human Immunodeficiency Virus (“HIV”): HIV is the virus, which causes the disease, “Acquired Immune Deficiency Syndrome,” or as it is more commonly known, AIDS. AIDS weakens a person’s immune system, therefore weakening the body’s ability to fight off infections. In the healthcare and laboratory setting, HIV is much less contagious than HBV, but whereas there is a HBV vaccine, HIV is incurable and ultimately leads to death. Once a person becomes infected with HIV, it may be years before AIDS develops.  

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 Symptoms: Symptoms of AIDS include fatigue, fever, weight loss, pneumonia, nausea, night sweats, rashes, mouth sores, sore throat, and swollen lymph glands.  Modes of Transmission: HIV and HBV are transmitted through contact with infected human blood and other potentially infectious body fluids, including:  ▪ semen  ▪ vaginal secretions ▪ cerebrospinal fluid ▪ synovial fluid ▪ pleural fluid ▪ pericardial fluid ▪ peritoneal fluid ▪ amniotic fluid ▪ saliva in dental procedures ▪ body fluid that is visibly contaminated with blood ▪ unfixed tissue or organ (other than intact skin from a human, living or dead) ▪ HIV-containing tissue cultures ▪ HIV- or HBV-containing culture medium or other solutions ▪ Blood or other tissues from experimental animals infected with HIV or HBV.  

In laboratories and clinical settings, transmission is most likely to occur due to: accidental needle stick, cut from contaminated glass, razor, scalpel, etc., contact with damaged skin (open sores, acne, cuts, abrasions, blisters), or contact with mucous membranes (eyes, nose and mouth). According to the Center for Disease Control, all blood and body fluids must be considered infectious; therefore, they have set up “Universal Precautions” which are recommendations that are enforced by OSHA to protect workers from infection. 

 Protecting yourself from Bloodborne Pathogens:  When working with human blood or other potentially-infectious material, it is important to take steps to protect yourself. Engineering controls (i.e. biological safety cabinets, safety syringes, centrifuge cups, mechanical pipe fitting devices, etc.), will minimize any risk of infection along with the following precautions:   ▪ Assume that all blood or blood-related products are infectious. Follow “Universal Precautions.” ▪ Wear PPE (gloves, lab coats, goggles, mask).  ▪ Replace torn or defective PPE. ▪ Remove PPE before leaving the work area.  ▪ Use biological safety cabinets to contain procedures that generate aerosols. ▪ Handle all materials carefully to minimize potential for splashing and spraying. ▪ DO NOT mouth pipette - use mechanical devices. ▪ Clean contaminated areas with a solution of 10% bleach in water. ▪ Never bend or cut needles or recap them using a two-handed technique. ▪ NEVER eat, drink, smoke, apply cosmetics or lip balm, or insert/remove contact lenses in the lab. ▪ Wash hands with soap and water: before gloving, after gloves are removed, after contact with each patient, before leaving 

the laboratory or medical office, before eating, or after your hands have touched a potentially contaminated surface. ▪ Dispose of infectious waste properly. 

 

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Decontamination  Always keep your work area neat and orderly. Clean and disinfect the medical or laboratory environment with a 10% Clorox solution in water or an equivalent disinfectant. At the end of each work shift, clean all equipment and surfaces that may have been exposed to blood and other infectious agents using the appropriate disinfectants. Medical or laboratory instruments should be disinfected with approved hospital disinfectants (tuberculocidal at recommended dilutions) or in autoclaves. 

Spill Clean Up 

▪ Spills of bodily fluids in your work area are to be cleaned up by individuals who have up to date Bloodborne Pathogen training. 

▪ Wear appropriate PPE (gloves, lab coat, etc.), carefully covering the spill with paper towels. ▪ Gently pour fresh appropriate disinfectant solution around the edges of the towels.  ▪ Wait 10 minutes to ensure proper contact time.  ▪ Wipe up the spill from the perimeter in, placing contaminated towels in an autoclave bag. ▪ Wipe down the area again with fresh disinfectant. 

 Sharps Needle stick or other puncture injuries often occur when cleaning or disposing of sharp instruments and needles. Sharps containers must be located close to work area where sharps are used. Sharps containers must be puncture-resistant, leak-proof, labeled, and color-coded. They must NOT be overflowing.  The following items must be disposed as sharps: all types of needles, syringes, pasteur pipettes, glass culture dishes, glass blood vials, glass pipettes, scalpel blades, surgical staples, slides, cover slips, lancets, tweezers, and razor blades. 

Warning Tags, Signs, and Labels  The biohazard symbol warns of actual or potential presence of biological hazards. It must be displayed on equipment (refrigerators, incubators, etc.), containers (sharps and infectious waste), and rooms that contain, or are contaminated with, hazardous biological agents. Labels must have the biohazard symbol visibly displayed on a fluorescent orange or red background.   Emergency Procedures ▪ If an exposure occurs, wash the affected area for 15 minutes with soap and water.  ▪ If a splash occurs to the eyes or mucous membranes, flush the affected area with running water for at least 15 minutes.  ▪ Immediately report any potential exposure and visit the occupational health clinic.  

I have read and understand the information contained in this Bloodborne Pathogens Awareness Training. By  signing the Receipt of Employee Handbook Acknowledgment, I acknowledge that I understand and will comply with the procedures regarding Bloodborne Pathogens Awareness Training. 

 

Initial HazCom Training Hazard Communication Standard Right to Know  Employees of Full Steam Staffing have the right to know the properties and potential safety and health hazards of substances to which they may be exposed. Such knowledge is essential to reducing the risk of occupational illness and injury.  

Goals of Right to Know:  ● To help employees reduce the risks involved in working with hazardous materials  

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● To transmit vital information to employees about real and potential hazards of substances in the work place  ● To reduce the incidence and cost of illness and injury resulting from hazardous substances  ● To promote employer's need and right to know  ● To encourage a reduction in the volume and toxicity of hazardous substances 

 

Hazardous Substance A hazardous substance is any substance that is a physical hazard or a health hazard. 

(a) “Health Hazard ” means any chemical or biological substance or agent that is listed in the OSHA’s list of Toxic and Hazardous Substances, 29 C.F.R. Part 1910, Subpart “Z,” and any other substance including, but not limited to, chemicals that are carcinogens, toxic or highly toxic agents, reproductive toxins, irritants, corrosives, sensitizers, hematopoietic system, and agents that damage the lungs, skin, eyes or mucous membranes, and any substance for which a Safety Data Sheet has been provided by the manufacturer as a hazardous material, or such substances deemed by the Commissioner, based on documented scientific evidence, that poses a threat to the health of an employee. 

(b) “Physical Hazard ” means a chemical that is a compressed gas, explosive, flammable, an organic peroxide, an oxidizer, pyrophoric, unstable (reactive) or water-reactive, and is contained in OSHA’s list of Hazardous Materials, 29 C.F.R. Part 1910, Subpart “H,” and any substance for which a Safety Data Sheet has been provided by the manufacturer as a hazardous material, or such substances deemed by the Commissioner, based on documented scientific evidence that poses a threat to the safety of an employee.   Identifying Hazardous Substances  Every container of hazardous substance must bear a label showing the chemical name and the Chemical Abstract Service number (CAS #) or the manufacturer's label. In addition, many containers will have pictorial labels suggesting the protective measures required in handling the substance.  Other labels and placards will utilize a numbering system of 0-4 to determine the seriousness or the hazard of the substance in the three categories of Health, Flammability, and Reactivity. ln all cases, a 0 means the least threat while a rating of 4 means the greatest danger.   How to Determine Which Substances Are in Your Place  The client you are assigned to will provide site-specific training on the Chemical Information List (“CIL”). In addition, the client will train and explain the extent of the hazard of each substance on the CIL, and protective measures required in using the chemical, locate the Safety Data Sheet (“SDS”) for each substance. The SDS will provide an in-depth analysis of the substance along with all precautions necessary to handle the substance safely.   Chemical Information List/Safety Data Sheets  CIL is the list of all hazardous substances in a specific location. Every substance on the CIL will have a SDS on file at your assigned work location.  It is very important to know how to read and understand the SDS. It is designed and written in sections:   Section I 

Product Identification (Chemical Name and Trade Names)  

Section II Hazardous Ingredients (Components and Percentages)  

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Section III Physical Data  (Boiling point, density, solubility in water, appearance, and color, etc.)  

Section IV Fire and Explosion Data  (Flash point, extinguisher media, special fire fighting procedures, and unusual fire and explosion hazards)  

Section V Health Hazard Data (Exposure limits, effects of overexposure, emergency and first aid procedure  

Section VI Reactivity Data  (Stability, condition to avoid, incompatible materials, etc.)  

Section VII Spill or Leak Procedures (Steps to take to control and clean up spills and leaks and waste disposal methods)  

Section VIII Control Measures (Respiratory protection, ventilation, protection for eyes or skin or other protective equipment)  

Section IX Special Precautions  (How to handle and store, steps to take in a spill, disposal method, and other precautions) 

 

Appropriate Work Practices  It is strongly suggested that you read the SDS for every substance you come in contact with and utilize the control measures (protective measures) and the special precautions delineated on the SDS. When in doubt, consult with your supervisor.  Emergency Procedures Report all spills and avoid contact with substances unless you have the proper protective equipment. 

If you are exposed to a substance that requires you to have protective equipment—when you do not have the required protective equipment—seek medical attention and file a written report of the exposure with your supervisor. The record of the exposure will be kept permanently and will be available to you.  Emergency 911  To report emergencies, contact your supervisor or Dial 911 This number will provide access to fire, police, ambulance, or emergency services.  Acronyms You May Wish to Become Familiar With: OSHA Occupational Safety & Health Act  EPA Environmental Protection Agency  NRC National Response Center (Coast Guard)  DOT Department of Transportation  NIOSH National Institute of Safety & Health MSHA Mine Safety & Health Act  

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TSCA Toxic Substance Control Act  CFR Code of Federal Regulations  CAS Chemical Abstract Service (number)  ACGIH American Conference of Governmental Industrial Hygienist  SARA Superfund Amendments Reauthorization Act  TLV Threshold Limit Value  TWA Time Weighted Average PEL Personal Exposure Limit  UEL Upper Explosion Limit  LEL Lower Explosion Limit  PPE Personal Protective Equipment  PPM Parts Per Million  PPB Parts per Billion  Mg/l Milligrams per liter 

CIL and SDS are the key sources to determine which substances are in the workplace and how to avoid exposure to hazardous substances. CIL's and SDS's are available at the client facility to which you are assigned.  

Proper Lifting and Carrying Lifting & Carrying Do’s - Do use approved lifting techniques: face the load, make sure your feet are on level firm ground, bend your knees, grasp the load securely, and raise the load keeping your back as straight as possible. 

- Do use the leg muscles to lift the load, never the back. - Do warm up stretches before lifting, especially after any period of inactivity. Many back injuries can be prevented this way.  Lifting & Carrying Don'ts - Do not lift while your body is twisted, especially the lower back. - Do not block your vision with the load, especially while moving. - Do not lift more than 40 pounds unassisted. 

Machinery and Equipment - Always notify your supervisor at the client site and Full Steam Staffing office immediately if you believe the machinery or equipment you are asked to operate is unsafe. 

- Always wear required personal protective equipment. - Never operate any equipment or machinery until you have received specific instructions on safe operating procedures, safety devices, and equipment guards from your on-site supervisor. 

- Never attempt to tamper with or bypass any machine safety device or guard. - Never operate any machinery that has broken or defective safety devices or guards. Notify your on-site client supervisor immediately if such a condition exists. 

- Never Assume the power is turned off to any piece of equipment. Your on-site client supervisor will inform you of your restrictions as an affected employee under the customer’s Lockout/Tagout Program. 

- Never place any part of your body into the point of operation of any machine. - Never attempt to perform maintenance or service on any of the client’s equipment. 

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- Never wear loose clothing, rings, and jewelry or allow hair to dangle when operating machinery. 

Mobile Powered Equipment - Do not operate any forklift devices, pallet jacks, tractors, construction equipment, or mobile powered machinery unless you 

have the approval of your Full Steam Staffing Personnel Coordinator. - Do notify your Full Steam Staffing office immediately if you are directed by the client to operate any forklift or other mobile 

powered machinery without the prior approval of your Full Steam Staffing Personnel Coordinator. - You must pass the client’s equipment operator certification testing program before approval will be given by a Full Steam 

Staffing Personnel Coordinator to operate any mobile powered equipment. 

 Tools - Always use the correct tool for the task. - Always make sure there are no signs of physical damage to hand held electrical equipment. Always check to see that the cord is not damaged and the plug has no exposed wiring or missing prongs. 

- Always wear safety glasses or goggles when using any pressurized air system. - Never use damaged tools. - Never attempt to use any tools that you are unfamiliar with until you have received instruction and authorization. 

Hazardous Substances Hazardous substances come in many forms. They can be flammable gases or liquids, caustics, pressurized gases, fuels, fumes, etc. Your on-site client supervisor will provide information to you about any hazardous substances in your work area. All of this information will be contained in the customer’s Hazard Communication Program. If you are not provided this information before you start work notify your Full Steam Staffing office immediately.  The Hazard Communication Program will address: - How to detect the presence or release of chemicals. - Health and physical hazards associated with the chemicals. - Methods to protect yourself from exposure. - How to use the customer’s container labeling program as well as the SDS for hazardous substances. * Remember that you have the right to read the SDS for the materials in your area. This information sheet will provide physical property information as well as precautionary health and safe handling information. 

Working from Elevations and in Excavation You will not do any of the following work.    o Full Steam Staffing employees are never permitted to work in or near any trench, ditch, or other excavation that is more than 

4 feet deep. o Employees are never permitted to work on a roof or scaffold. You must have the approval of your Full Steam Staffing 

Personnel Coordinator before you use any type of ladder. o Employees are not allowed to work from elevated areas unless that area is protected by full perimeter protection such as walls 

or complete guardrails. o Asbestos – never remove or handle any type of asbestos containing material. o Confined Space Entry – never enter into any vessel, tank, pit, tunnel, tower, crawl-space, oven or any other enclosed space. 

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o Electricity – never work on or near exposed energized electrical wiring or components. o Hazardous Waste – never handle or work near hazardous waste material. o Respirators – never work in an area that requires the use of a respirator. o Spray Painting / Sandblasting and spray coating operations. o Traffic – never work on or near roadways carrying auto, truck and other traffic. o Unjamming or Maintenance of Industrial Machinery – never put any part of your body into a machine for any purpose 

including servicing, repair, or unjamming. o Water – never work on or near rivers, lakes, ponds, canals or the ocean.  If you are asked or directed to do any of the above-listed tasks, contact your Full Steam Staffing Personnel Coordinator immediately. Also if you are asked to work from a ladder, cherry picker, scaffold, roof, near a trench, ditch or other excavation, contact the Full Steam Staffing office immediately. 

Office Safety Rules Although offices are relatively safe workplaces, accidents do occur, and usually in two main categories: Slip/Trip/Falls and Lifting. o Wear safe shoes to work, low heels, and closed toes. o Keep floor areas around your workstation free of boxes, extension cords, loose rugs, spilled liquids or other slip or trip 

hazards. o Keep desk and file drawers closed when not in use. o Always walk, do not run. Use handrails on stairs or ramps. o Never climb on top of desks, chairs, or shelves. Use the proper stepladder or ask for assistance. o Avoid lifting loads over 40 lbs. in weight. If lifting is required, use the safe lifting procedure with a straight back, bend at 

knees, firm grip, and lift with legs. o Never try to move heavy office furniture by yourself. Get help. o Avoid bending at the waist or excessive twisting of the back – turn your feet in the direction you want to go and use the safe 

lifting procedure. o Know the location of first-aid kits, fire extinguisher, and how to report fires or accidents or other emergencies.  Questions/Comments/Concerns Should you have any questions, comments, or concerns, contact the Company’s local branch office. 

Management Rights Clause For the efficient and smooth operation of the Company, management reserves the right to schedule work and hours, manage the business, and direct the work force as necessary. 

In the event of staffing problems, employees may be temporarily transferred to other departments or given additional job responsibilities. Employees are expected to accept these alternate assignments and responsibilities. 

In Closing  This Handbook has only briefly described some of the policies, benefits and procedures of the Company. If an employee has any questions, the employee should approach the employee’s supervisor for assistance. 

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Because conditions change and future work situations are unpredictable, management reserves the right to add, delete, modify or change the contents of this Handbook, except for the “at-will” policy. Any future revisions to the statements contained in this Handbook will be distributed to all employees as soon as reasonably possible. 

The policies and procedures set forth in this Handbook supersede any prior policies and/or procedures established to the contrary.   

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 WWW.FULLSTEAMSTAFFING.COM  

 RECEIPT OF EMPLOYEE HANDBOOK EMPLOYEE ACKNOWLEDGEMENT  

 I acknowledge that I have received a copy of Full Steam Staffing’s (the “Company”) Employee Handbook (“Handbook”) and understand that it contains important information on the Company’s policies, procedures, safety, and training. I understand and agree that the policies described in the Handbook are intended as a guide only and do not constitute a contract of employment. I specifically understand and agree that the employment relationship between the Company and me is at-will and can be terminated by the Company or me at any time, with or without cause or notice.    Furthermore, the Company has the right to modify or alter the terms of my employment and impose any form of discipline it deems appropriate at any time. Nothing in this handbook is intended to modify the Company’s policy of at-will employment. The at-will employment relationship may not be modified except by a specific written agreement signed by the Company’s Chief Executive Officer.    This is the entire agreement between the Company and me regarding this subject. All prior or contemporaneous inconsistent agreements are superseded. I understand that, with the exception of the at-will employment policy, the Company reserves the right to make changes, rescind, delete or add to any policies, procedures and benefits at any time at the Company’s sole and absolute discretion with or without prior notice. I further understand that the Company reserves the right to interpret its policies or to vary its procedures, as it deems necessary or appropriate.  I acknowledge that I am expected to read, understand, and adhere to all the policies and familiarize myself with the material of this Handbook. Before signing, if there are any areas, you do not understand, please have the Company’s local branch office staff explain them to you. By signing this below, I acknowledge that I have received a copy of the Handbook and I am expected to have read, understand and adhere to the policies in this Handbook and that I have had an opportunity to ask questions about the policies in this Handbook. I also acknowledge that the Company has reviewed any safety and training materials in this Handbook with me.   Further, by my signature below, I acknowledge that I understand and will comply with the Job Abandonment and Absenteeism policies. I also acknowledge that I understand the training provided regarding Personal Protective Equipment and Bloodborne Pathogens and agree to comply with the training provided.   

  ___________________________________________________________ Employee Print Name 

 _______________________________________ Date________________ Employee Signature 

 _______________________________________Date________________ Full Steam Staffing Representative

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ACKNOWLEDGMENT OF AT-WILL  I acknowledge that my employment at Full Steam Staffing (“Company”) is “at-will,” meaning that the terms of employment may be changed with or without notice, with or without cause, including, but not limited to termination, demotion, promotion, transfer, compensation, benefits, duties, and location of work. There is no agreement express or implied between the Company and me for continuing or long-term employment. Accordingly, either I or the Company may terminate the employment relationship at any time with or without notice, with or without cause. While supervisors and managers have certain hiring authority, no supervisor or manager or representative of the Company has any authority to alter the at-will relationship.  ___________________________________________________________ Employee Print Name 

 _______________________________________ Date________________ Employee Signature 

  

   

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MEAL AND REST PERIOD POLICY ACKNOWLEDGMENT Full Steam Staffing (the “Company”) authorizes and permits non-exempt employees to take rest periods, which insofar as practicable shall be in the middle of each work period. The authorized rest period shall be based on the total hours worked daily at the rate of ten (10) minutes net rest time per four (4) hours or major fraction thereof, as indicated in the following chart:  Hours Worked Ten Minute Rest Periods  3.5 – 6   1  6 – 10   2  10 – 14   3  14 – 18 4  18 – 22 5  22 – 24 6  Rest periods may not be added to meal periods to extend the time, nor used to make up for tardiness or leaving work early. Employees are relieved of their work duties and the Company relinquishes control over the employees’ activities during their rest periods.  Non-exempt employees are also provided an uninterrupted 30 minute unpaid meal period each day. During this meal period, employees are also relieved of their work duties and the Company relinquishes control over the employees’ activities.  An employee’s meal period must commence before the end of the fifth hour of the employee’s shift, unless six (6) hours will complete the workday. If six (6) hours will complete the day, then the meal period may be waived by mutual consent of the Company and the employee. An employee working more than ten (10) hours is provided a second unpaid meal period of thirty (30) minutes unless twelve (12) hours will complete the workday. If twelve (12) hours will complete the day, then the second meal period may be waived by mutual consent of the Company and the employee only if the first meal period was not waived.  The Company will permit employees a reasonable opportunity to take their meal and rest periods and will do nothing to impede or discourage employees from taking their meal and rest periods. If employees believe they are impeded from taking their meal and rest periods, they must notify their supervisor, or Human Resources immediately so the matter may be properly addressed.  I understand that a violation of these requirements constitutes a violation of the Company’s policies and therefore, I may be subject to disciplinary action up to and including termination. I acknowledge that I have read this policy, I understand the rules regarding meal and rest periods, and I agree to adhere to its provisions.     ___________________________________________________________ Employee Print Name 

  _______________________________________ Date________________ Employee Signature  

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