This is the employment enrollment kit for NH Communications, Inc. We are looking forward to having you as part of the NH team!

We are required to document a great deal of information to enable us to send you on jobs, issue your paychecks, and protect your private information according to the instructions you provide here. Please review this document, and answer all questions. You will be able to save and return without losing your progress by using a link that will be sent to your email address. When finished, click 'Submit' to send your completed employment enrollment to us. Unanswered questions could prevent or delay your start of employment, so please be thorough.

By submitting your information, you are giving us permission to verify all claims made, such as work history, etc. Untrue statements are cause for immediate dismissal, even if they are discovered at a later date.

We are thankful you are choosing to join us, and will do our best to process this information so you can get started as soon as possible!

Pre-employment: All new hire employees that are required to drive NH Communications, Inc. vehicles will not be allowed to drive any company vehicle until employer has received a negative drug and alcohol test result from employer's choice of medical facility and a background check on their driver's
license.

 Post-Accident: as soon as practicable following any accident involving a company vehicle, employee will be required to test for drug and alcohol at employers choice of medical facility.

 Random drug/alcohol testing: drivers will be randomly tested, with company abiding to state regulations. All employees will have an equal chance of being tested each time selections are made. K-2 is part of our drug testing and is not acceptable per our mas requirments. If employee tests positive for k-2 or any other illegal drug they will be terminated immediately.

 Reasonable suspicion: Employer has the authority to request an employee to submit to a drug/alcohol test whether it is from a random or reasonable suspicion testing.

 Follow up: If a substance abuse professional had determined that employees needs assistance for the misuse of drugs or alcohol, employer will ensure the employee is subject to follow-up testing. There will be a minimum of 6 test conducted in the 1st 12 months and employee may on be subject to this test for
a maximum of 60 months.

Cell phones are not to be used while driving. Pull over to talk or text.

All employees of NH Communications must adhere to the NH Communications Cell Phone and Driving Policy. NH Communications Cell Phone and Driving Policy complies with the 3 January 2012 U.S. Department of Transportation rule regarding cell phone usage by CDL operators. NH Communications Cell Phone and Driving Policy also complies with Texas House Bill No. 62 (relating to the use of a wireless communication device while operating a motor vehicle) effective on 1 September 2017.

Employees whose job responsibilities include driving and who use a cell phone for business use, are expected to refrain from using their phone while driving. Allow voice mail or your passenger to handle calls whenever possible. Safety must come before all other concerns.

Regardless of the circumstances, including slow or stopped traffic, employees are strongly encouraged to pull off to the side of the road and safely stop the vehicle before placing or accepting a call.

If cell phone use is unavoidable and pulling over is not a safe option,

• You must have a hands free device, an after-market wired or wireless headset, an after-market bluetooth system or a hands free bluetooth equipped vehicle.
• This device must have one button activation
• The driver is not required to reach for the phone to activate
• Driver can maintain two hands on the steering wheel during hands free cell phone use

Activities not Allowed

• Reading, sending, or replying to text messages while moving
• Hands free calling while in school zones

Employees are responsible for payment of civil penalties in the event a citation is issued. If an employee is cited by any enforcement agency for cell phone use violations or if an employee is observed using a hand held device and the use is confirmed by one or more supervisory or management employees of NH Communications, the employee will be subject to disciplinary action up to and including termination. Correspondingly, any supervisor or management
personnel found to allow, encourage, pressure, or threaten adverse action against an employee for complying with this policy shall be subject to disciplinary action up to and including termination.

1. An MVR (Motor Vehicle Record) will be conducted for each employee who
operates a company owned vehicle. The MVR will be conducted when the
employee is hired and every 6 months thereafter. The employee must
meet eligibility requirements to be authorized to operate a company
vehicle. (See MVR policy for eligibility requirements)

2. Company mechanics are the ONLY authorized personnel to conduct any
maintenance on a company owned vehicle UNLESS the employee is
instructed by the Fleet Manager or company mechanic. If an employee
who is not a company mechanic conducts any maintenance or repairs on a
company owned vehicle without the instruction of a company mechanic or
Fleet Manager, he/she will be subject to termination.

3. All employees who are assigned a company owned vehicle will be
responsible for completing a weekly Driver Vehicle Inspection Report
(DVIR). The report should notate any deficiency the employee notices
along with the employee’s first and last name, unit number, and mileage.
This report should be turned in Monday of every week. If the employee will
be off on Monday they are to turn in their report on their last working day
before the due date.

4. When a company owned vehicle needs repair or maintenance the
employee will complete a DVIR indicating the needed repair/maintenance
and turn it in to a mechanic for the work to be done.

5. All employees who operate a company owned vehicle will be required to
obey all traffic laws and rules both on public roadways and on locations.

The following process is for all employees who will be driving company vehicles
(DOT regulated and Non DOT regulated) for NH Communications.

New Hires: a driving record will be run on the prospective employee. When the
driving record is received it will be reviewed to ensure the driver is eligible to
operate a company vehicle.

NH Communications will follow the criteria set by Mountain States Indemnity who provides our insurance coverage.

A driver will be ineligible to drive a company vehicle if they have a total of 3
violations in the previous 3 years from the date of which their driving record is
run. A violation is one of the following:

• A moving violation
• A crash (at fault)

Current Employees: A driving record will be conducted every 6 months for DOT
regulated drivers and every 12 months for all employees who operate company
vehicles.

The criteria will be followed for semi-annual and annual driving records. If an
employee is disqualified from driving a company vehicle due to his/her driving
record they will not be allowed to operate a company vehicle until one of the
following occurs:

• The employee clears up their license — suspended, revoked, expired, etc.
• The employee has to have at least one violation fall off their driving record (a violation will fall off a driving record after 3 years and 2 months) and not have any additional violations since their previous MVR was run.

SR-22s, DWIs, and DUls stay on a driving record for 5 years. These are automatic disqualifications.

Consumer reports may be obtained as part of the NH Communications, Inc. (Company) evaluation of my job application/employment. The reports may be obtained by West Texas Insurance Exchange, Inc. or other authorized agent, and may include my driving record, an assessment of my insurability under the Company's insurance coverages or other consumer reports. By signing this disclosure, I hereby authorize the Company to procure such reports and additional reports about me from time to time, as it deems appropriate, to evaluate my insurability or for other permissible purposes.

Authorized Company:
NH Communications, Inc
PO Box 949
Andrews, TX 79714

This authorizes NH Communications, Inc (the “Company”) to send credit entries (and appropriate debit and adjustment entries), electronically or by any other
commercially accepted method, to my (our) account(s) indicated below and to other accounts I (we) identify in the future (the “Account’). This authorizes the financial institution holding the Account to post all such entries. I agree that the ACH transactions authorized herein shall comply with all applicable U.S. Law. This authorization will be in effect until the Company receives a written termination notice from myself and has a reasonable opportunity to act on it.

To authorize direct deposit, you must sign below. Your typed full name will be counted as an electronic signature.

From time to time, it is necessary to issue paper checks and hand them directly to any employee. If the employee is unavailable, additional persons can be granted permission to pick up their checks. Provide one or two names if you wish to grant that permission now. Changes to your permissions may be made to your supervisor, or by calling or visiting the NH office and talking with a staff member in the accounting department.

If necessary, use the IRS form or estimator at this link: https://www.irs.gov/forms-pubs/about-form-w-4 to find the number of dependents to claim on your federal tax form. Place that number below to claim your tax deduction. If your case requires special treatment (items from Step 4 of the W-4 form), print and fill the W-4 form and send it to the office staff.

I understand and agree that my employer, NH COMMUNICATIONS, INC. (the “Company”), may deduct money from my pay from time to time for reasons that fall into the following categories:

1. my share of the premiums for the Company's group medical/dental plan;
2. any contributions I may make into a retirement or pension plan sponsored, controlled, or managed by the Company;
3. installment payments on loans or wage advances given to me by the Company, and if there is a balance remaining when I leave the Company, the balance of such loans or advances;
4. installment payments on loans from using Company funds for my own personal purchases, including the value of merchandise or services that I purchase or have purchased for personal, non-business reasons using Company store credit, my employee charge account or credit card, an account or credit card assigned to another employee, or a general company account or credit card, regardless of whether such purchase was authorized, and if there is a balance remaining when I leave the Company, the balance of such store credit or charges or that receipts with no proof of legitimate work purchases with amount will be deducted in full the following payroll and could result in a write up or termination ;
5. if I receive an overpayment of wages for any reason, repayment to the Company of such overpayments (the deduction for such a repayment will equal the entire amount of the overpayment, unless the Company and I agree in writing to a series of smaller deductions in specified amounts);
6. the cost to the Company of personal long-distance calls I may make, or messages I may send, using Company phones (land lines or cell phones) or Company accounts, of personal faxes sent by me using Company equipment or Company accounts, or of non-work related access to the Internet or other computer networks by me using Company equipment or Company accounts;
7. the cost of repairing or replacing any Company supplies, materials, equipment, money, tools, gloves or other property that I may damage (other than normal wear and tear), lose, fail to return, or take without appropriate authorization from the Company during my employment (except in the case of misappropriation of money by me, I understand that no such deduction will take my pay below minimum wage, or, if I am a salaried exempt employee, reduce my salary below its predetermined amount);
8. the cost of Company uniforms and of cleaning the uniforms (the Company will deduct only the actual price it pays for uniforms and cleaning costs);
9. the reasonable cost or fair value, whichever is less, of meals, lodging, and other facilities furnished to me by the Company in connection with my employment;
10. administrative fees in connection with court-ordered garnishments or legally-required wage attachments of my pay, limited in extent to the amount or amounts allowed under applicable laws;
11. if I take paid vacation or sick leave in advance of the date I would normally be entitled to it and I separate from the Company before accruing time to cover such advance leave, the value of such leave taken in advance that is not so covered;
12. the value of any time off for absences to which paid leave is not applied (except in the case of those who are paid a fixed salary for fluctuating workweeks, non-exempt salaried employees will have all such unpaid leave deducted from their salary, while exempt salaried employees will experience salary reductions only in units of a full day or week at a time, depending upon the exact nature of the absence, unless partial-day deductions are specifically allowed under federal law); and
13. if my employer pays any insurance premiums or retirement system contributions ("payments") on my behalf that I would normally make under the applicable Company benefit plan, the amount of such payments made by the Company, such payments being an advance of future wages payable to me.

I agree that the Company may deduct money from my pay under the above circumstances, or if any of the above situations occur. I further understand that the Company has stated its intention to abide by all applicable federal and Texas wage and hour laws and that if I believe that any such law has not been followed, I have the right to file a wage claim with appropriate Texas and federal agencies.

I also agree that if I terminate employment prior to my final payment for any of the above expenses, I authorize the Company to deduct any unpaid expense amount from any wages/salary owed to me at the time of termination of employment.
 
I understand that this agreement concerning my compensation and benefits does not modify the at will employment relationship between myself and the Company and does not constitute a commitment by the Company to employ me for any particular length of time and does not restrict either the Company or myself from ending the employment relationship at any time for any reason, with or without notice.

I have received information that tells me how to get health care under my employer's workers' compensation insurance.

If I am hurt on the job and live in a service area described in this information, I understand that:

1. I must choose a treating doctor from the list of doctors in the network. Or, I may ask my HMO primary care physician to agree to serve as my treating doctor. If I select my HMO primary care physician as my treating doctor, I will call Texas Mutual at (800) 859-5995 to notify them of my choice.

2. I must go to my treating doctor for all health care for my injury. If I need a specialist, my treating doctor will refer me. If I need emergency care, I may go anywhere.

3. The insurance carrier will pay the treating doctor and other network providers.

4. I might have to pay the bill if I get health care from someone other than a network doctor without network approval.

5. Knowingly making a false workers’ compensation claim may lead to a criminal investigation that could result in criminal penalties such as fines and imprisonment.

[if you need the complete form and instructions, use this link: https://www.uscis.gov/i-9]

ANTI-DISCRIMINATION NOTICE: It is illegal to discriminate against work-authorized individuals. Employers CANNOT specify which document(s) an employee may present to establish employment authorization and identity. The refusal to hire or continue to employ an individual because the documentation presented has a future expiration date may also constitute illegal discrimination.

Section 1. Employee information and Attestation (Employees must complete and sign Section 1 of Form I-9 no later than the first day of employment, but not before accepting a job offer.)

I am aware that federal law provides for imprisonment and/or fines for false statements or use of false documents in connection with the completion of this form.

Aliens authorized to work must provide only one of the following numbers to complete form I-9.

I attest, under penalty of perjury, that I have assisted in the completion of Section 1 of this form and that to the best of my knowledge the information is true and correct.

Employer Information:

1. Federal Employer ID (FEIN): 274879912

3. Employer's Name: NH COMMUNICATIONS

4. Employer's Address: PO BOX 949

5. Employer's City: ANDREWS

6. State: TX

7. ZIP Code: 79714

11. Employer's Telephone: 432-524-3979

13. New Hire Contact Person: JOSHUA MOORE

1. Ticket numbers must be given to get a P.O. number by a designated Purchasing Supervisor. No exceptions unless approved by a manager or supervisor.
2. Have all information ready when you request the P.O: store, company, location/site name, and ticket number
3. You must send in a list of all materials for that job site to your acting supervisor or manager, and the materials on receipt must match the list of materials sent in.
4. EVERY RECEIPT MUST HAVE A P.O.
5. All receipts must be attached to their corresponding tickets

Failure to comply with any part of this policy is grounds for disciplinary action, including dismissal.

The purpose of this Administrative Policy regarding electronic vehicle and equipment tracking via GPS (Global Positioning System) of Company owned and Company leased vehicles and equipment is to provide guidance, notification and to obtain employee consent where applicable.

The utilization of Electronic Tracking Technology allows NH Communications to monitor vehicle and equipment performance, location, elevation, and velocity in conjunction with accurate date and time stamp of data. The utilization of Electronic Tracking Technology will allow NH Communications greater asset management to include:

• Measuring productivity
• Manage Company resources effectively
• Assisting in prudent route management
• Real time location of employees and equipment
• Providing aid to vehicles that break down
• Locating stolen vehicles and equipment
• Ensuring compliance with safety regulations by confirming that employees are not speeding or otherwise violating traffic laws
• NH Communications can utilize GPS tracking data as part of its internal investigation when involving NH Communications equipment or personnel

“Electronic Tracking Technology” means a technological method or system used to observe, monitor, or collect information, including telematics, Global Positioning System (GPS), wireless technology, or location-based technologies. Electronic Tracking Technology may include event data recorders (EDR), sensing and diagnostic modules (SDM), or other systems that are used for the purpose of identifying, diagnosing, or monitoring functions related to the potential
need to repair, service, or perform maintenance on an NH Communications owned or leased vehicle and/or to capture safety systems-related data for retrieval after a collision or similar incident has occurred.

NH Communications may utilize data collected through Electronic Tracking Technology as part of a disciplinary investigation or discipline of its employees pertaining to the issue or abuse of their vehicles, inappropriate use of time, speeding or other misconduct.

If a privately-owned vehicle is leased by NH Communications, and the owner declines the installation of a GPS tracker, this vehicle will not receive a fuel card.

All employees of NH Communications must adhere to the NH Communications Confidentiality and Non-Disclosure Policy. NH Communications realizes that employees will be given access to and required to use confidential information during their employment with NH Communications. You may from time to time have assignments and job duties that give you access to confidential information of NH Communications, or of a Client. NH Communications requires
employees to maintain as confidential, information regarding other employees, job assignments, Clients (including any agent or employee of a Client), and vendors.

Confidential information is information that is not publicly available and includes, but is not limited to, the following:

• Names of Clients and vendors of NH Communications
• Information related to a Client or vendor’s business, such as customer lists, unique company processes, and details regarding contracts and relationships with vendors and other third-parties
• Financial information of a Client or vendor, such as balance sheets, business gains or losses, and banking information
• Marketing information and materials not available to the public
• Human resources and payroll information
• Legal documents
• Trade secrets
• Any medical information regarding employees, customers, Clients, or any third party
• Names of employees, job duties and policies and procedures of NH Communications or of a Client

This list of confidential information is not exhaustive, and NH Communications expects you to exercise common sense and discretion to determine whether information is confidential. You are not to disclose confidential information unless that disclosure is required within the scope of your job assignment. Confidential information may be written, unwritten and/or electronically stored.

Clients may require an employee to complete a Confidentiality Agreement if an assignment is anticipated to expose the employee to confidential information of a Client. If, however, such information is provided as a function of a position, and a Confidentiality Agreement hasn't been provided, NH Communications expects employees to keep confidential information in the strictest confidence on behalf of NH Communications and all Clients.

Any employee determined to be in violation of NH Communications Confidentiality and Non-Disclosure Policy will be subject to disciplinary action up to and including termination.

The purpose of this policy is to establish controls and aid in the prevention and detection of fraud and theft against NH Communications, employee or customer property. NH Communications does not tolerate any type of theft. As such, we expect all incidents of employee theft to be reported immediately to your supervisor or management representative, along with any data or information you have observed or obtained. NH Communications further retains the right to use video cameras and audio recording methods as well as software to identify and detect employee fraud or theft.

Failure to comply with this policy subjects an employee to disciplinary action, which may include immediate termination. NH Communications will pursue criminal prosecution if the results of an investigation indicate criminal activity.

For purposes of this policy, the terms fraud (or fraudulent) and theft are defined below.

Definitions and Examples of Fraud and Theft:

Fraud or fraudulent means an intentional deception designed to obtain a benefit or advantage or to cause denial of some benefit that is lawfully due. Examples of fraud include:

• Forgery or alteration of a check, bank draft, or any other financial document
• Theft of a check or other diversion of a payment made to NH Communications
• Improper or dishonest handling of funds, supplies, or other assets
• improper handling or reporting of financial transactions
• Profiteering as a result of insider knowledge of NH Communications operations
• Selling or using confidential NH Communications information in the conduct of an outside business activity

Theft is the unauthorized removal or misappropriation (i.e. unauthorized storage, transfer or use) of Employee, NH Communications or Customer property. Such property may include, but is not limited to:

• Product
• Personal possessions
• Software
• Waste material (to include excess copper and aluminum wire)
• Equipment and tools
• Trade secrets

Responsibility to Report Known and Suspected Fraud or Theft:

Each employee is required to report any known or suspected fraud or theft to the employee's supervisor or member of NH Communications management.

NH Communications management will determine the merits of a report of known or suspected fraud or theft.

To the extent possible, the identity of an employee or complainant who reports known or suspected fraud or theft will be protected to the full extent allowed by law. NH Communications will not tolerate any form of retaliation against individuals providing information concerning known or suspected fraud or theft.

Guidelines for Handling a Report of Known or Suspected Fraud or Theft:

The reporting individual shall utilize the following guidelines:

• Donot contact the suspected individual in an effort to determine facts or demand restitution.
• Allow NH Communications management to conduct the investigation. Do not further investigate the allegations.
• Observe strict confidentiality. Do not discuss the case, facts, suspicions, or allegations with anyone unless specifically asked to do so by NH Communications management
  
  
  

Responsibility of NH Communications management and Guidelines for the Investigation of Known and Suspected Fraud or Theft:

On receiving a report of known or suspected fraud or theft, NH Communications management shall document the report and conduct a preliminary investigation to determine the credibility of the report. If the report is credible, NH Communicaitons management shall follow the investigation guidelines provided below.

NH Communications management shall make every effort, within the limitations of Texas Public Records Law, to protect the right and the reputations of everyone involved in a report of suspected fraud or theft, including the individual who in good faith alleges perceived misconduct, as well as the alleged violator(s). NH Communications shall make every effort to protect the identity of a person who in good faith reported the suspected fraud. However, disciplinary action may be taken as provided by this policy if a report is made in bad faith.

On determining that a report is not credible or is not a report of fraud or theft, NH Communications management shall document this determination and report the determination to the person(s) reporting the perceived misconduct and the alleged violator(s). NH Communications management is responsible for reporting confirmed fraud or theft to the proper law enforcement officials.

Any required investigative activity shall be conducted without regard to the suspected wrongdoer’s length of service, position/title, relationship to NH Communications, or any other perceived mitigating circumstance.

Disciplinary Action:

Failure to comply with any part of this policy is grounds for disciplinary action, which may include immediate termination.

Any employee who:

• has engaged in any form of fraud or theft
• suspects or discovers fraudulent activity and fails to report his or her suspicions as required by this policy
• intentionally reports false or misleading information

is subject to disciplinary action, which may include termination.

Any supervisor who does not submit to NH Communications management each and every report of suspected fraud or theft made by an employee or other person is subject to disciplinary action, including immediate termination.