Work History/Historial de Trabajo

(please list the most recent job/por favor anote el empleo mas reciente)

Dates Employed/Fechas Trabajadas:

Dates Employed/Fechas Trabajadas:

Month/Mes Year/Ano to/a Month/Mes Year/Ano

Please mark the following if you have AT LEAST 3 MONTHS of experience:

The following are physical requirements pertaining to the job(s} for which you are applying. These recognized, bonafide physical requirements an ESSENTIAL FUNCTIONS of the job and are in addition to the skills, certification, years of experience or other qualifications required to perform he job(s) for which you have applied. This information will be used to determine appropriate job placement. It shall not be used to disqualify an otherwise qualified person. During an 8-hour shift. can you perform the following essential job functions with or without a reasonable accommodation?

The Company recognizes the employee's right to privacy; however, the Company is committed to providing a safe, efficient and productive work environment for all employees. In keeping with this commitment, employees and job applicants may be asked to undergo a drug/alcohol screening to determine the use of such substances. To further promote this goal, the Company will not tolerate the possession of or use of alcohol or drugs while on the Company's premises, or at any jobsite or to assigned client location at any time. Employees are required to report to work in appropriate mental and physical condition perform their jobs in a satisfactory manner. While on the Company's premises, or at any jobsite or assigned client location, and while conducting Company related business activities which may occur off the Company's premises, no employee of New View Staffing, Inc. shall use, possess, distribute, sell or be under the influence of alcohol or drugs (except for the use of physician prescribed medication when the employee's supervisor has been advised of such prescribed use The legal use of prescribed drugs is permitted on the job only if it does not impair an employee's ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the workplace.

Drug and alcohol tests may be conducted in any of the following situations: POST OFFER: As a pre-qualification to assuming any position, prospective employees may be required to submit to a drug/alcohol test. POST ACCIDENT: Any current employee who is involved in an incident or accident while on duty, whether on or off the Company's premises, or while performing services at an assigned client location, may be required to undergo a drug/alcohol test. FITNESS FOR DUTY: This test may be required if significant and observable changes in an employee's performance, appearance, behavior, speech, etc. provides reasonable suspicion and probable cause to believe that the employee is under the influence of drugs or alcohol while on the Company's time or premises, or while performing services at an assigned client location which could result in injury to the employee or fellow employees, or subject the Company to legal exposure, or public embarrassment, the Company may require the employee to submit to a drug test. "Probable cause" shall exist when an employee's ability to perform their job duties is impaired. "Impaired" means that the employee's motor senses or judgment are or may be affected. Probable cause shall also exist if an employee is involved in either a job related accident or violation of a safety rule or standard, which did or could have resulted in serious injury or property damage. Failure to submit to a drug test in any of the above-situations may result in immediate withdrawal of an offer of employment and/or immediate termination of the employee's employment.

I UNDERSTAND THAT THE COMPANY WILL REQUIRE A DRUG SCREEN AND/OR ALCOHOL TEST UNDER THIS POLICY WHENEVER I AM INVOLVED IN AN ON-THE-JOB ACCIDENT OR INJURY UNDER CIRCUMSTANCES THAT SUGGEST POSSIBLE INVOLVEMENT OR INFLUENCE OF DRUGS OR ALCOHOL IN THE ACCIDENT OR INJURY EVENT, AND I AGREE TO SUBMIT TO ANY SUCH TEST.

EMPLOYEE RELATIONS POLICY WITH ACKNOWLEDGMENT

New View Staffing Inc (the "Company") is committed to providing a work environment that is free of discrimination. In keeping with this commitment, the Company maintains a strict policy prohibiting unlawful discrimination and retaliation. This policy applies to all employees of the Company, including supervisors and non-supervisory employees. The policy also prohibits unlawful discrimination and retaliation by non-employees of the Company with whom employees come into contact, including clients, customers, vendors and any other person doing business with the Company. All aspects of employment with the Company will be governed on the basis of merit, competence and qualifications and will not be influenced in any manner by an individual's race, ancestry, color, religious creed (including religious dress and grooming practices), national origin, marital status, sex (including sexual harassment), sexual orientation, gender, gender identity, gender expression, disability (physical or mental including HIV/AIDS diagnosis), pregnancy (including breastfeeding and conditions related to breastfeeding), medical condition (cancer and genetic characteristics), age (40 or over), military and veteran status, or exercising the right to any legally provided leave of absence in the application of any policy, practice, rule or regulation. All decisions made with respect to recruiting and hiring, evaluations and promotions for all job classifications will be based solely on individual qualifications as related to the requirements of the position. Likewise, all other personnel matters such as compensation, benefits, transfers, lay-offs, training, educational opportunities and programs will be administered free from any illegal discriminatory practices.

The Company is also committed to providing a work environment that is free of harassment, including sexual harassment.

B.POLICY AGAINST HARASSMENT, INCLUDING SEXUAL HARASSMENT

Sexual harassment includes: Unwanted sexual advances; Offering employment benefits in exchange for sexual favors; Making or threatening reprisals after a negative response to sexual advances; Visual conduct: leering, making sexual gestures, displaying of sexually suggestive objects or pictures, cartoons or posters; Verbal conduct: making or using derogatory comments, epithets, slurs, and jokes; Verbal sexual advances or propositions; Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual, suggestive or obscene letters, notes, or invitations Physical conduct: touching, assault, impeding or blocking movement; and Further, the Company prohibits abusive conduct ("bullying"): Any form of abusive conduct by an employee in the workplace, with malice, that a reasonable person would find hostile, offensive, and unrelated to the Company's business interest.

Any form of discrimination, retaliation or harassment, including sexual harassment, is absolutely prohibited. Any incident of possible discrimination, retaliation or harassment should be brought immediately to the attention of the Human Resources Department of the Company, either verbally or writing, which will thoroughly investigate the matter. Supervisors who receive complaints of discrimination, retaliation or harassment from their employees are required to forward those complaints to the Human Resources Department. The Company will conduct a fair, impartial, and thorough investigation by qualified personnel that provides all parties appropriate due process. The investigation shall be conducted confidentially to the extent confidentiality is possible. The Company will document and track the progress of the investigation. The Company will make a reasonable determination, after reviewing all the evidence collected, concerning whether misconduct occurred. The investigation will be completed in a timely manner and the employee who filed the complaint will receive a timely response. If misconduct is found to have occurred, appropriate remedial measures will be taken. Disciplinary action, up to and including discharge, will be taken against any employee who is found to have engaged in conduct prohibited by this policy. No employee shall be subjected to any form of retaliation for reporting any violation of this policy truthfully and in good faith, or for participating in any investigation conducted pursuant to this policy.

In addition, the Company will take all reasonable steps to prevent or eliminate sexual harassment by non- employees including customers, clients and suppliers who are likely to have workplace conduct with our employees.

Legal Name of Hiring Employer: Is hiring employer a staffing agency/business (e.g., Temporary Services Agency; Employee Leasing No Yes Company; or Professional Employer Organization [PEO])?

If the hiring employer is a staffing agency/business (above box checked "Yes"), the following is the other entity

for whom this employee will perform work:

Salary Day Other (provide specifics): Does a written agreement exist providing the rate(s) of pay? (check box)Yes

If yes, are all rate(s) of pay and bases thereof contained in that written agreement?

(If the employee has signed the acknowledgment of receipt below, it does not constitute a "voluntary written agreement" as required under the law between the employer and employee in order to credit any meals or lodging against the minimum wage. Any such voluntary written agreement must be evidenced by a separate document

Eligibility: All employees who have worked 30 or more days in California within a year of their employment with the company or at the time this policy becomes effective.

Eligible temporary employees are now entitled to receive Sick Pay through the Healthy Workplace Healthy Family Act of 2014 (AB 1522) as included on your Wage Theft Protection Act of 2011 - Notice to Employee- Labor code section 2810.5

The employee's signature on this notice merely constitutes acknowledgement of receipt.

Labor Code section 2810.5(b) requires that the employer notify you in writing of any changes to the information set forth in this Notice within seven calendar days after the time of the changes, unless one of the following applies: (a) All changes are reflected on a timely wage statement furnished in accordance with Labor Code section 226; (b) Notice of all changes is provided in another writing required by law within seven days of the changes.

Employees that are scheduled to work more than five (5) hours must take a thirty (30) minute uninterrupted meal period, off the clock, no later than the end of the fifth hour of work. Employees are entitled to be relieved of all their duties and free to take care of personal matters during that time. Employees that have a six (6) hour shift may voluntarily waive the meal period if they execute a Six Hour Shift Waiver Form. Please see the Human Resource Department.

The Company provides a paid ten (10) minute rest period for every four (4) hours of work or major fraction thereof. An employee who works between three and a half (3 1/2) to six (6) hours is entitled to one (1) ten minute break, an employee who works over six (6) hours is entitled to a second ten minute break. An employee that works less than three and a half 1/2) hours is not entitled to receive a paid ten (10) minute rest period. Please check with your supervisor for the appropriate time to take a meal and rest breaks.

Meal periods and rest periods may not be waived to leave early nor may they be consolidated for a longer break or meal period. It is against Company policy for any employee to perform work during meal or rest periods. It is against Company policy to return to work before the end of a 30 minute meal period or ten minute rest break. It is also against Company policy for employees to work "off the clock," that is, perform work without recording it as time worked on their timesheets.

Employees working more than ten (10) hours are entitled to a second meal period before the end of the tenth hour of work, unless the employee voluntarily executes a Twelve Hour Shift Waiver Agreement and has taken the first meal period.

The undersigned acknowledges that he or she has read and understands the foregoing Meal and Rest Period Policy.

("Employee") New View Staffing, Inc. (the "Company") and hereby agree that any and all disputes, claims or controversies arising out of or relating to this Mutual Agreement to Arbitrate Claims (the "Agreement"), the employment relationship between Employee and Company or otherwise concerning, relating to or arising out of the services provided by Employee to clients of Company, or the termination of the employment relationship, that are not resolved by their mutual agreement, shall be resolved by final and binding arbitration by a neutral arbitrator, in the State of California. This Agreement includes any claims that the Company may have against the Employee, or that Employee may have against the Company or against any of their respective officers, directors, employees, agents, or parent, subsidiary, or affiliated entities. The terms of this Agreement supersede any prior or subsequent oral discussions or agreements you may or have had with the Company about arbitration or resolving disputes with the Company. The claims covered by this Agreement include, but are not limited to, claims for wrongful termination; breach of any contract or covenant, express or implied; breach of any duty owed to Employee by Company or to Company by Employee; personal, physical or emotional injury; fraud, misrepresentation, defamation, and any other tort claims; wages or other compensation due; penalties; benefits; reimbursement of expenses; discrimination or harassment, including but not limited to discrimination or harassment based on race, sex, pregnancy, religion, national origin, ancestry, age, marital status, physical disability, mental disability, medical condition, or sexual orientation; retaliation; violation of any federal, state or other governmental constitution, statute, ordinance or regulation (as originally enacted and as amended), including but not limited Title VII of the Civil Rights Act of 1964 ("Title VII"), Age Discrimination in Employment Act of 1967 ("ADEA"), Americans with Disabilities Act ("ADA"), Fair Labor Standards Act ("FLSA"), Employee Retirement Income Security Act ("ERISA"), Consolidated Omnibus Budget Reconciliation Act ("COBRA"), Family and Medical Leave Act ("FMLA"), California Fair Employment and Housing Act ("FEHA"), California Family Rights Act ("CFRA"), California Labor Code, California Civil Code, and the California Wage Orders. This Agreement shall not apply to any dispute if an agreement to arbitrate such dispute is prohibited by law. Nothing in this Arbitration and Class Action Waiver section, however, restricts Employee's right, if any, to file in court a representative action under California Labor Code Sections 2698, et seq., but parties agree that any such representative action shall be stayed pending the outcome of any and all arbitrable claims. SUBJECT TO THE ABOVE PROVISO, THE

PARTIES HEREBY WAIVE ANY RIGHTS THEY MAY HAVE TO TRIAL BY JURY IN REGARD TO ARBITRABLE CLAIMS. THE PARTIES FURTHER WAIVE ANY RIGHTS THEY MAY HAVE TO PURSUE OR PARTICIPATE IN A CLASS OR COLLECTIVE ACTION PERTAINING TO ANY ARBITRABLE CLAIMS BETWEEN EMPLOYEE AND THE COMPANY.

3.In arbitration, each side in the dispute presents its case, including evidence, to a neutral third party called an "arbitrator," rather than to a judge or jury. The arbitrator is either an attorney or a retired judge. The parties are entitled to be represented by their own legal counsel in the arbitration proceeding. After reviewing the evidence and considering the arguments of the parties, the arbitrator makes a decision (award) to resolve the dispute. The arbitrator's decision is final and binding which means there will be no trial by a judge or jury or an appeal of the arbitrator's decision. Arbitration normally is more informal and much speedier and less expensive than a lawsuit. Because of the large number of cases awaiting

Trial in many courts, a dispute normally can be heard much more quickly by an arbitrator than by a judge or jury. 4.By signing this Agreement, the parties agree that any arbitration shall be conducted before a single neutral arbitrator selected by the parties and shall be conducted under the JAMS Employment Arbitration Rules & Procedures ("JAMS Rules") then in effect. Employees may obtain a copy of the JAMS Rules by accessing the JAMS website at www.jamsadr.com. By signing this Agreement, the Employee acknowledges that he/she has had an opportunity to review the JAMS Rules before signing this Agreement. The arbitration shall take place in or near the city in which the Employee is or was last employed by the Company. 5.The arbitrator shall have the authority to order such discovery by way of deposition, interrogatory, document production, or otherwise, as the arbitrator considers necessary to a full and fair exploration of the issues in dispute, consistent with the expedited nature of arbitration. The arbitratoris authorized to award any remedy or relief available under applicable law that the arbitrator deems just and equitable, including any remedy or relief that would have been available to the parties had the matter been heard in a court. Nothing in this Agreement shall prohibit or limit the parties from seeking provisional remedies under California Code of Civil Procedure section 1281.8, including, but not limited to, injunctive relief from a court of competent jurisdiction. 6.The arbitrator shall have the authority to provide for the award of attorney's fees and costs if such award is separately authorized by applicable law. Employees shall not be required to pay any cost or expense of the arbitration that he or she would not be required to pay if the matter had been heard in a court. The decision of the arbitrator shall be in writing and shall provide the reasons for the award unless the parties agree otherwise. This Agreement is enforceable under and subject to the Federal Arbitration Act, 9 U.S.C. Sec 1 et. seq. (the "FAA" 7.The Company reserves its right to amend or modify this Agreement at any time at its sole and absolute discretion provided that the Employee is provided with written notice of the same. 8.The parties agree that there is good and valuable consideration for the execution of the Agreement, including but not limited to, Employee's continued employment with Employer, the requirement that the agreement to arbitrate all claims is mutual between the parties, and other good and valuable consideration.

9.In the event that any provision of this Agreement is held to be void, null, unlawful, or unenforceable, the remaining portions will remain in full force and effect.

10.Notwithstanding the unavailability of class or collective arbitration under this Agreement, nothing herein is intended to limit an employee's rights that exist under Section 7 of the National Labor Relations Act and Employee will not experience any retaliation for exercising such rights.

Full-Time and Part-Time Employees

All employees who have worked 30 or more days in California within a year of their employment with the company or at the time this policy becomes effective.

Use of Sick Time Eligible employees will accrue one hour of sick time for every 30 hours worked up to a maximum accrual of 48 hours. After successfully completing 90 days of employment, eligible employees may begin to use paid sick time under this policy in increments of a minimum of two hours, up to a maximum of hours accured to date. Accrued, unused time under this policy will carry over each year up to a maximum accrual of 80 hours. Leave under this policy may be used in connection with the diagnosis, care or treatment of an existing health condition for, or the preventive care of, an employee or an employee's immediate family member. "Family member" for purposes of this policy includes spouses, registered domestic partners, children (regardless of age), parents (including step-parents and parents-in-law), grandparents and siblings. Leave under this policy may also be used for employees who are the victims of domestic violence, sexual assault or stalking. Employees requesting time off under this policy should provide as much advanced notice to The Company as practicable, and employees who take more than three days of leave will be required to provide appropriate documentation to The Company in support of the leave taken. Unused time under this policy is not paid out at the time of separation from employment. However, employees who are re-employed with the company within a year of separation will have their accrued unused bank of time off under this policy made available to them. Leave under this policy may run concurrently with leave taken under other applicable policies as well as under local, state or federal law, including leave taken pursuant to the California Family Rights Act (CFRA) or the Family and Medical Leave Act (FMLA For more information regarding leave under this policy, contact The Company.

I understand under California Labor Law, after a work period of 5 hours, I am entitled to receive an unpaid meal break of not less than 30 minutes.

Voluntary Waiver of Meal Periods on Shifts Over 5 hours and up to 6 hours

Iunderstand that anytime I work a shift over 5 hours long, I will be provided with a duty-free and unpaid meal period of at least 30 minutes. I understand that I can voluntarily agree to waive my first meal period if I do not work more than 6 hours on that shift.

By Initializing this box, I voluntarily agree to waive my meal period when I work shifts over 10

work shifts of this length. I also understand that I must take a second meal duty-free meal break of at least 30 minutes when I work over 12 hours in one day, regardless of this waiver. I acknowledge that have read this waiver, understand it, and voluntarily agree to it. I further understand that I may revoke this waiver at any time by providing advance notice in writing. This waiver will remain in effect for the duration of my assignment or until it is revoked by me, in writing.

Employee Handbook Acknowledgement Receipt

Iattest to have received, read and understood my NEW VIEW STAFFING employee handbook. I understand and agree that it is my responsibilities to read and familiarize myself with the policies and procedures contained in the handbook. The employee handbook describes important information about NEW VIEW STAFFING policies and procedures, and I understand that I should consult with the Human Resources Department regarding any questions not answered in the handbook. I understand that except for employment At-Will status, any and all policies or practices can be changed at any time by the Company. NEW VIEW STAFFING reserves the right to change my hours, wages, and working conditions at any time. I understand and agree that other than the President/CEO of NEW VIEW STAFFING, no manager, supervisor, or representative of the Company has authority to enter into any agreement, express or implied, for employment for any specific period of time, or to make any agreement for employment other than At-Will; only the President/CEO has the authority to make any such agreement and then only in writing, signed by the President/CEO I understand and agree that nothing in the employee handbook creates or is intended to create a promise or representation of continued employment and that employment at NEW VIEW STAFFING is employment At-Will; employment may be terminated at the will of either the Company or myself. My signature certifies that I understand that the foregoing agreement on At-Will status is the sole and entire agreement between NEW VIEW STAFFFING and I concerning the duration of my employment and the circumstances under which my employment may be terminated. It supersedes all prior agreements, understandings, and representations concerning my employment with NEW VIEW STAFFING.