EMPLOYEE ONBOARDING

Welcome to WSI{comma} {firstName}

We are thrilled that you will be joining us soon. Please complete the following forms before your first day of employment. You will receive confirmation once all forms have been completed.

1. Employee information
2. Medical information
3. Employee policies
4. Confidentiality and noncompetition agreement
5. Rights to inventions agreement
6. Anti harassment policy
7. Code of conduct
8. Occupational health and safety policy
9. Safe driving contract
10. Service technician guide
11. Work performed, time, job, and service tickets

Estimated time to complete: 35 minutes

EMPLOYEE ONBOARDING

Step 1 of 14

EMPLOYEE INFORMATION

Employee onboarding for {name}

FOR INTERNAL USE ONLY

Employee information

Please review the employee's onboarding documents and complete the fields below

Medical information form

Rights to inventions agreement

Confidentiality and noncompetition agreement

Anti harassment policy

EMPLOYEE ONBOARDING

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MEDICAL INFORMATION

This questionnaire may be used to identify a worker’s physical ability to perform the job he/she has been conditionally hired for and/or to analyze or evaluate workers’ compensation claims submitted in the future.

Notice N.M. Stat Ann, 52-1-28.3 (1991 W.C. Act): False statements and/or representations made on this questionnaire may cause forfeiture of workers’ compensation act provided, the worker knowingly and willfully concealed information or made a false representation of (his/her) medical condition.

EMPLOYEE ONBOARDING

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EMPLOYEE POLICIES

The Statement of Employment Policies describes important information about WSI and I understand that I should consult the Human Resources Department regarding any questions not answered in the Statement of Employment Policies. I have entered into my employment relationship with WSI voluntarily and acknowledge that there is no specified length of employment. Accordingly, either WSI or I can terminate the relationship at will, with or without cause, at any time, so long as there is no violation of applicable federal or state law.

Since the information, policies, and benefits described here in are necessarily subject to change, I acknowledge that revisions to the Statement of Employment Policies may occur, except to WSI’s policy of employment–at-will. I understand that revised information may supersede, modify, or eliminate existing policies. Only the Chief Executive Officer (CEO) of WSI has the ability to adopt any revisions to the policies in this Statement of Employment Policies.

Furthermore, I acknowledge that this Statement of Employment Policies is neither a contract of employment nor a legal document. I have received the Statement of Employment Policies including: (1) Consent to Searches, Inspections, and Analysis, (2) Agreement Regarding Company Equipment, (3) Assignment of Wages for Payroll Advances, and (4) Purchase of Safety Shoes and Glasses. I understand that it is my responsibility to read and comply with the policies contained in this Statement of Employment Policies and revisions made to it.

View the employment policies handbook

EMPLOYEE ONBOARDING

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CONFIDENTIALITY AND NONCOMPETITION AGREEMENT

Section 1: Recitals
A. Employee and the Company are in, or are entering into, a mutually beneficial employment relationship.
B. During Employee’s employment with the Company, Employee may become familiar with or have access to various trade secrets and certain confidential, proprietary information owned by the Company.
C. Because of the nature of the Company’s confidential information, Employee understands that Employee’s execution and observance of the terms of this Confidentiality Agreement is a condition of employment.
D. As a condition of Employee’s employment, the Company requires Employee to enter into the covenants set forth in this agreement.

Section 2: Restriction on competition
Employee agrees that Employee shall not, directly or indirectly, at any time during or within one year following the end of Employee’s employment with the Company, whether the employment was terminated voluntarily or involuntarily, contribute any knowledge of Employee to any work involving a product, process, apparatus, or service that is the same as or similar to a competing product, process, apparatus, or service produced or offered by the Company within the San Juan Basin, Permian Basin, or within 250 miles of any Company facility. This restriction shall not apply if Employee’s termination is involuntary and not for cause.

Section 3: Limitation of restriction on competition
If Employee furnishes to the Company clear and convincing written evidence, including assurances from Employee and Employee’s new employer, that it is unlikely that in the course of Employee’s proposed work Employee would disclose, base judgments upon, or use any secret, proprietary confidential information or proprietary “know-how” of the Company, then Employee shall be permitted to engage in such proposed work. Upon request, the Company shall give Employee written consent to such proposed work if Employee has furnished the necessary evidence.

Section 4: Confidential information
Employee acknowledges that all of the Company’s product specifications, product planning information, customer lists, financial information, records, and the other items detailed in attached Exhibit A and any supplements or additions to Exhibit A (collectively “Confidential Information”) are assets of the Company. Employee understands that the Confidential Information is confidential, that dissemination of the Confidential Information would be detrimental to the business of the Company, and that the Confidential Information is the exclusive property of the Company. Company may present Employee supplements to Exhibit A as additional Confidential Information is developed.

Section 5: Restrictions on confidential information
Employee shall not, during the term of Employee’s employment by the Company or at any time thereafter, directly or indirectly furnish or divulge any Confidential Information to any person, firm, or Company, whatsoever, or use Confidential Information in any way except as may be necessary for the fulfillment of Employee’s duties as an employee of the Company.

Section 6: Return of confidential information
Upon termination of Employee’s employment with the Company, Employee shall immediately return to the Company all Confidential Information belonging to the Company including, but not limited to, computer readable disks or tapes, originals and copies of any of the information detailed on Exhibit A as supplemented or amended, as well as drawings, documents, records, reports, notes, memoranda, customer lists, plans, drawings, and any other document containing Confidential Information. Employee shall also return such items at any time during Employee’s employment upon the request of the Company.

Section 7: Specific performance
If Employee should breach this Agreement, the damage caused to the Company may not be quantifiable in money damages. Therefore, this Agreement may be specifically enforced in equity, and Employee hereby waives the claim or defense that the remedy at law is adequate for a breach of any of the terms and provisions of this Agreement. If Company seeks injunctive relief (whether for temporary restraining order or preliminary injunction), then Employee waives any requirement that Company post a bond. The substantially prevailing party in any litigation concerning this Agreement shall be entitled to its attorney’s fees and costs.

Section 8: Consideration
As consideration for the conditions and restrictions in this Agreement, Company has extended an offer of employment to Employee. This document is not an employment agreement and it does not make Employee anything other than an employee at will.

Section 9: Miscellaneous
The terms of this Agreement may only be modified or waived in writing signed by both parties. This agreement supersedes any prior or contemporaneous oral or written agreement concerning the subject matter of this Agreement. Exclusive jurisdiction for disputes arising under this Agreement shall be in the courts of New Mexico. This Agreement is to be construed in accordance with the laws of the State of New Mexico.

EMPLOYEE ONBOARDING

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RIGHTS TO INVENTIONS AGREEMENT

Section 1: Notice to company of invention
I will promptly advise the Company of each new apparatus, tool, process, technical development, or invention, and all related know‐how, designs, techniques, trade secrets, artwork or written works, software or other copyrightable or patentable works, or improvements to any of these (collectively, “Invention”), whether or not patentable, that is made or conceived by me, either alone or with others, during the term of my employment and which is related to my work for Company, or which results from any work I might do for Company at the Company’s request. I will promptly submit to my employment supervisor a written disclosure of each Invention briefly describing its nature, use, and operation.

Section 2: Assignment of rights in inventions
A. I agree that all Inventions that are: (a) developed by me using equipment, time, supplies, facilities or trade secrets of the Company; or (b) result from work performed by me for the Company; or (c) developed by me and which relate to the Company’s current or anticipated business operations, will be the Company’s exclusive property and are hereby assigned by me to the Company. I will, without further consideration, assign in writing to Company (or Company's nominee) all my rights, title, and interest in each Invention, whether or not patentable, and will, at all times during my employment and after its termination for any reason, assist Company in every proper way (but entirely at Company’s own expense) to obtain, for the Company or its nominee's own benefit, patents or other forms of protection for each Invention in any and all countries. From time to time on request, I will execute all papers and do all proper things that may reasonably be required to protect and maintain the rights of the Company or its nominee in an Invention, whether or not patented.
B. I will disclose to the Company any and all Inventions, improvements or discoveries actually made, or copyright registration or patent applications filed, within 3 months after my employment with the Company ends. I hereby assign to the Company my entire right, title and interest in such Inventions, improvements and discoveries, whether made individually or jointly, which relate directly to the subject matter of my employment with the Company during the 6 month period immediately preceding the termination of my employment.

Section 3: Invention as trade secret
I understand and agree that all information relating to each Invention shall be considered proprietary information and that I will keep in confidence and trust all proprietary information, and I will not use or disclose any proprietary information without the written consent of the Company, except as may be necessary in the ordinary course of performing the duties as an employee of the Company. Notwithstanding the foregoing, it is understood that, at all such times, Employee is free to use information which is generally known in the trade or industry (not as a result of a breach of this Agreement) and his/her own skill, knowledge, know‐how and experience to whatever extent and in whatever way Employee wishes.

Section 4: Agreement binding on assigns and representatives
This Agreement shall inure to the benefit of and be enforceable by Company’s successors and assigns and shall be binding upon me and my legal representatives.

EMPLOYEE ONBOARDING

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ANTI HARASSMENT POLICY

It is illegal under state and federal law for any employee, male or female, to sexually harass another employee. WSI strictly prohibits sexual harassment in the workplace. In addition, harassment based on other protected characteristics such as race, national origin, religion, disability or age will also not be tolerated. The purpose of this policy is to stress strong opposition to harassment of any type and identify the complaint procedures available to complainants, as well as the disciplinary penalties that can be imposed for sexually harassing conduct or behavior by any employee, vendor, contractor or other persons with whom WSI interacts with as part of their jobs.

The following guidelines further explain the policy in effect:

1. Sexual harassment includes any unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature in the workplace or between employees. Such harassment may also occur where tolerance of such actions is made a condition of employment that interferes with an individual’s work performance or simply creates an intimidating, hostile or offensive work environment for others.

2. Sexual harassment may occur between employees of different genders or the same gender. Conversations of a sexual nature, discussions about sexual topics, jokes with sexual connotations, cartoons, photographs, e-mails, faxes or written documents containing sexual overtones, all may be considered offensive or intimidating by others, and be harassing in nature. Such matters are also inappropriate in the workplace.

3. Similarly, such actions or words directed at another person’s race, national origin, age, religion or disability may also be harassment and will not be tolerated.

4. It is illegal and against WSI policy for any employee, male or female, to harass another employee, or to create a hostile working environment by either committing or encouraging harassment. Examples of harassing behaviors include: (a) Physical assaults on another employee, including but not limited to, rape, sexual battery, molestation or attempts to commit these assaults; (b) Intentional physical conduct that is sexual in nature, including but not limited to, touching, pinching, patting or brushing up against another employee’s body; (c) Unwanted sexual advances, propositions or sexual comments, including making sexual gestures, jokes or innuendoes in the presence of any other employee; (d) Posting, displaying or circulating by e-mail or otherwise pictures, posters, calendars, graffiti, objects or other materials that are sexual in nature or pornographic.

5. The creation of an intimidating, hostile or offensive working environment may include such actions as persistent sexual comments or the display of obscene or sexually-oriented photographs or drawings. WSI will determine whether such actions constitute sexual harassment, based on a review of the facts and circumstances of each situation.

6. WSI will not condone any sexual harassment of employees or harassment of employees based on other characteristics. All employees, including managers, supervisors and foremen, will be subject to severe discipline, up to and including discharge, for any act of sexual or other harassment.

7. Any employee who feels that he or she has been the subject of sexual harassment, or harassment based on other characteristics, should report the behavior to his or her supervisor, human resources or to the safety officer.

8. Supervisors, human resources, safety officer or any officer of the company who receives a complaint of harassment or who becomes aware of a situation which could constitute harassment will promptly and confidentially advise the human resource department of the complaint or situation. Human resources shall promptly notify the Chief Executive Officer and, if warranted, coordinate a review and resolution of the complaint. A thorough investigation will follow and will include documentation of the complaint or situation and what investigative steps were taken. Confidentiality will be maintained as much as reasonably possible.

9. It is illegal to retaliate against or discipline an employee who makes a charge of sexual or other harassment unless the charge is found fraudulent.

10. WSI is extremely serious about not allowing harassment to occur or to go unaddressed. WSI has a zero tolerance attitude toward harassment and will deal promptly and effectively with any employee who engages in sexual or other harassment.

EMPLOYEE ONBOARDING

Step 7 of 14

CODE OF CONDUCT

Please select the checkbox next to each statement to indicate that you have read and understand each statement.

Work requirements

Employee responsibilities

Cell phone requirements

Customer, company, and safety policies

Inventory required to be stocked on truck

Tools and equipment

Training and education

EMPLOYEE ONBOARDING

Step 8 of 14

OCCUPATIONAL HEALTH AND SAFETY POLICY

Senior Management is highly committed to matters of health and safety within the organization. Having the overall responsibility and accountability for the protection of workers, management will integrate processes and requirements into the organization’s business processes as needed. It is management’s job to communicate decisions and processes within the organization and among interested parties – both internal and external. Management shall review policies and procedures on at least an annual basis to ensure health and safety information is being communicated and disseminated within the organization.

Employees are key to the establishment and compliance of the OH&S policies. Employees will hold the same responsibility as management in committing to strong health and safety practices within the organization.

The OH&S handbook describes important information about WSI, and I understand that I should consult the Safety Department regarding any questions not answered in this handbook.

Since the information, policies, and benefits described here are subject to change, I acknowledge that revisions to this handbook may occur, except to WSI’s policy of employment –at-will. I understand that revised information may supersede, modify, or eliminate existing policies. Only the Chief Executive Officer (CEO) of WSI can adopt any revisions to the policies in this handbook.

View the occupational health and safety handbook

EMPLOYEE ONBOARDING

Step 9 of 14

SAFE DRIVING CONTRACT

As an operator of a company vehicle, rental vehicle on Company business or my personal vehicle on behalf of the Company, I am responsible for the safe operation of that vehicle. Additionally, I will abide by the following rules:

1. All incidents involving a vehicle operated on company business, no matter how minor, must be reported as soon as possible to your immediate supervisor.

2. All drivers must possess and maintain a valid driver’s license when operating a vehicle on company business and shall report any change in status to their supervisor immediately.

3. Drivers must utilize a spotter or initiate a 360 degree walk-around; drive with their lights on; and, unless doing so would create a greater hazard, back-in/pull-through when parking.

4. The driver is responsible for ensuring all occupants wear seat belts.

5. The use, possession, and distribution of illegal drugs, deadly weapons or unauthorized explosives in vehicles while on Company business are prohibited. The operation of a vehicle on company business while under the influence of alcohol, illegal drugs, or medications having an intoxicating effect, is also prohibited. Prescribed medication shall be in the original container while in the vehicle.

6. The driver must be responsible for the safe operating condition of the vehicle, including necessary equipment, and shall report any condition which cannot be corrected to their supervisor.

7. Drivers must operate vehicles in a prudent manner and comply with applicable DOT regulations, company policy and applicable laws pertaining to areas in which vehicles are operated. The Company has the discretion to reduce speed limits or restrict the manner of operation when applicable.

8. Unauthorized use of a company vehicle or the transportation of unauthorized persons is prohibited, except in emergencies.

9. Drivers shall comply with local and state laws concerning the use of cell phones or personal communication devices. At no time will the driver use a cell phone, tablet, notepad or any communication device while operating the vehicle in motion. Drivers shall determine a safe and appropriate time to make, text, or answer calls.

10. The driver is responsible for transporting occupants in an authorized manner. Occupants must not exceed the capacity of the vehicle.

EMPLOYEE ONBOARDING

Step 10 of 14

SERVICE TECHNICIAN GUIDE

Section 1: Basic function
1.1  The primary responsibility of the Field Service Technician / Flowback Technician is to assist the Field Service Department (Shop Manager and/or Operations Manager) or their delegate in personally performing field service work as required. Duties include assembling required equipment for each job and reporting its use on their tickets for billing purposes. This position is responsible for meeting the goals established by the Company, and the time frames required by our customers.

Section 2: Education requirements
2.1  Education: High School graduate or equivalent required.
2.2  Licensing, registration, and/or certification: None required.

Section 3: Experience and skills requirements
3.1  Experience in oil field service operations is required. 
3.2  Drilling, completion, or casing crew experience is preferred.
3.3  Ability to communicate customer requirements to supervisor for direction.
3.4  Ability to coordinate activities with supervisor with respect to daily responsibilities.
3.5  Knowledge sufficient to provide all required information on all forms, log sheets, and time/job tickets.

Section 4: Physical requirements
4.1  Body positions: Sitting, standing and bending.
4.2  Body movements: Walking, bending, reaching, climbing stairs, lifting, and ability to move around heavy machinery and equipment. Ability to lift up to 100 pounds using correct lifting techniques.
4.3  Body senses: Adequate vision for reading printed material and completing Company and customer required paperwork. Sufficient hearing for communication at a variety of noise levels.

Section 5: Mental requirements
5.1  Mathematics: Basic math skills.
5.2  Language: Ability to communicate clearly with employees, management, customers, vendors, and members of industry.
5.3  Mechanical: Basic understanding of the use and application of tools and equipment.

Section 6: Exposure and condition requirements
6.1  Long and irregular hours.
6.2  Weather and climate conditions encountered in an outside oil field environment.
6.3  Exposure to moving mechanical equipment.
6.4  Shop environment.
6.5  Exposure to a variety of noise levels.

Section 7: Reporting relationships
7.1  The Field Service Technician / Flowback Technician reports to the Shop Manager and/or Operations Manager.

Section 8: Authority
8.1  The Field Service Technician / Flowback Technician has the authority, granted by the Shop Manager and/or Operations Manager; to fulfill the responsibilities of the position within the guidelines established by the company and in accordance with all applicable laws and regulations.

Section 9: Responsibilities and duties
9.1  To assist in the efficient operation of Field Service jobs.
9.2  To maintain customer service and quality standards for all products and services provided.
9.3  To follow Company policy with respect to quality control standards.
9.4  To assist in the efficient maintenance of assigned equipment and facilities.
9.5  To assist in ensuring the security of all assigned assets.
9.6  To be available on 24 hour call for field service work according to the department on-call schedule.
9.7  To perform jobs in a timely, responsible and professional manner.
9.8  Be aware of and compliant with the tasks listed on job task sheet.
9.9  Attend all requested and/or required training and education seminars or classes.
9.10  Call on and maintain relationships with designated customers.
9.11  Pull and help build equipment for field service jobs.
9.12  Complete FSO on location prior to leaving and verify all information from well location sign. Get signature from Company Rep, when possible.
9.13  Turn in daily all required forms, log sheets, and time and job tickets.
9.14  Keep assigned vehicles stocked with required inventory.
9.15  Perform field service work as required in a timely and professional manner.
9.16  Ensure all required job materials and tools are loaded before leaving the shop.
9.17  Communicate the status of ongoing field service jobs to the Shop Manager and/or Operations Manager.
9.18  Assist other field service employees in their jobs to meet the goals established by the Company, and the time frames required by our customers.
9.19  To ensure a safe and healthy environment for all shop and field employees.
9.20  Observe all WSI Enterprises Inc. and customer safety policies and procedures.
9.21  Report all accidents, near misses, and job hazards to the safety department.
9.22  Ensure preventative and required maintenance on assigned company vehicle is completed in a timely manner.
9.23  Ensure preventative and required maintenance on assigned communication devices is completed in a timely manner.
9.24  Maintain a professional appearance, attitude and demeanor at all times.
9.25  To perform all other duties in the best interest of the company or as directed by the Shop Manager and/or Operations Manager.

Section 10: Measurements of performance
10.1  Perform Field Service work in a timely and professional manner.
10.2  Company established quality control guidelines are consistently followed.
10.3  Works well with and is respectful to others in positions of authority.
10.4  Customer service quality standards are consistently met.
10.5  Delivery is executed as scheduled and customer orders are correct.
10.6  Communicates the status of ongoing Field Service jobs to supervisor.
10.7  Responds to cell phone and/or pager in a timely manner.
10.8  Is on time for work and maintains a professional attitude at all times.
10.9  Performs all duties, which need to be performed, even when not directly assigned.
10.10  Respects the confidentiality of Company information.
10.11  Completes FSO on location prior to leaving and verifies all information from well location sign.

EMPLOYEE ONBOARDING

Step 11 of 11

WORK PERFORMED, TIME, JOB, AND SERVICE TICKETS

The Work Performed, Time & Job Tickets, and Field Service Orders are forms used by the ‘Company’ in the normal daily operations of the business. These forms will be referred to throughout this section as ‘the document(s) or form(s)'.

The purpose of completing the documents is to record the activities of a job, bill customers for services performed, track costs by job, and pay employees for time worked.

The appropriate form is to be completed for the type of work performed. Each form is to be completed in its entirety including the employee’s signature. The forms will be used to determine the employee’s time for payroll purposes. Employees will also be required to clock in and out using the time clock to verify the authenticity of the documents submitted. The time card will only be used to ‘balance’ the Work Performed tickets and will not be used to pay employees. In addition, upon termination of employment for any reason, this procedure is to be completed and reviewed with the payroll department to ensure that terminated employees are paid for the time they worked.

All forms are required to have a ‘Job Number’ for processing. Job Numbers are posted on the board in the operations department. JIF stands for Job Initiation Form. When performing work, individual JIF#’s are issued for customer jobs. All ‘Shop’, ‘Welding’ and ‘Machining’ JIF’s are issued for in-house work and duties performed.

Employees will be issued a Work Performed book. If you go out to the field, an FSO Book will also be issued to you. These books are numerically controlled forms that are assigned. The forms are to be used in consecutive order. Employees are responsible for the forms issued to them, completing the forms properly and completely, and turning them in when due.

All forms relating to the current workday are to be turned in at the close of each workday, before the employee leaves for the day. Forms that are incomplete will be returned to the employee for corrections and are to be turned in for processing the same day. Documents that do not meet the requirements or are not turned in may not be eligible for payroll purposes.