WEBSTER HOME CARE

Agreement: (Please read the following statement carefully.)

I certify that all Information on this application and any other material provided by me is true and complete. I agree that falsified information, misrepresentations or omissions on this application, or any accompanying resume or other materials will disqualify me from consideration for employment and will be considered justification for dismissal whenever discovered. Unless otherwise noted, I authorize this Company or its agent to Investigate and/or verify all information in this application, Including contacting all persons, schools, current employer (If applicable), previous employers and other individuals or entities named herein (and those named on accompanying resume, If any I hereby authorize my former employers and other third parties named in this application to release information pertaining to my work record, habits, and performances. In doing so, I hereby release them and their agents from all liability which may flow from the release of such Information. I understand that if I am hired my employment will be on an at-will basis, for no definite term. As such, I understand that I will enjoy the right to terminate my employment at any time, and that I will similarly enjoy the right to terminate my employment, at any time, with or without cause. This status can only be modified by a written document setting forth such modification, signed by both me and an authorized representative of. I further acknowledge that I am expected to abide by all Company rules, regulations, and policies, written or unwritten, but that such rules, regulations and policies do not create a contract between me and the Company or otherwise restrict the right of either party to terminate the employment relationship.

Webster Home Care, is requesting all the available criminal offender record information on the following Individual from the Criminal History Systems Board pursuant to Chapter 6-81720 that mandates agencies which employ-or accept as a volunteer or refer for employment any individual who will provide care, treatment, education, training, transportation, delivery of meals, instruction, counseling, supervision, recreation or other services in a home or in a community based setting for any elderly person or disabled person or who will have any direct or indirect contact with such elderly or disabled persons or access to such person's files shall obtain all available CORI from the Criminal History Systems Board prior to employing such individual, accepting such individual as a volunteer or referring such Individual for employment.

All Unlawful Harassment Prohibited

Webster Home Care strictly prohibits and does not tolerate unlawful harassment against employees or any other covered persons because of race, color, religion, creed, national origin, ancestry, sex (including pregnancy), gender (including gender identity, gender nonconformity and status as a transgender or transsexual individual), age, sexual orientation, age (40 and over), physical or mental disability (including mental illness), citizenship, genetic information, domestic violence victim status, past, current, or prospective service in the uniformed services, or any other characteristic protected under applicable federal, state, or local law.

All Webster Home Care employees, other workers, and representatives (including clients, visitors and vendors) are prohibited from harassing employees and other covered persons based on that individual's sex or gender (including pregnancy and status as a transgender or transsexual individual) and regardless of the harasser's sex or gender. Sexual harassment means any harassment based on someone's sex or gender. It includes harassment that is not sexual in nature (for example, offensive remarks about an individual's sex or gender), as well as any unwelcome sexual advances or requests for sexual favors or any other conduct of a sexual nature, when any of the following is true: Submission to the advance, request, or conduct is made either explicitly or implicitly as a term or condition of employment. Submission to or rejection of the advance, request, or conduct is used as a basis for employment decisions. Such advances, requests, or conduct have the purpose or effect of substantially or unreasonably interfering with an employee's work performance by creating an intimidating, hostile or offensive work environment.

Webster Home Care will not tolerate any form of sexual harassment, regardless of whether it is: Verbal (for example, epithets, derogatory statements, slurs, sexually related comments, or jokes, unwelcome sexual advances, or requests for sexual favors Physical (for example, assault or inappropriate physical contact Visual (for example, displaying sexually suggestive posters, cartoons or drawings, sending Inappropriate adult-themed gifts, leering, or making sexual gestures Online (for example, derogatory statements or sexually suggestive postings on any social

media platform including Facebook, Twitter, Instagram, Snapchat, etc. This list is illustrative only and not exhaustive. No form of sexual harassment will be tolerated.

Harassment is prohibited both at the workplace and at employer-sponsored events.

Webster Home Care's anti-harassment policy applies equally to harassment based on an employee's race, color, religion, creed, national origin, ancestry, age (40 and over), physical or mental disability, citizenship, genetic information, past, present, or prospective service in the uniformed services, or any other characteristic protected under applicable federal, state, or

local law. Such harassment often takes a similar form to sexual harassment and includes harassment that is:

Verbal (for example, epithets, derogatory statements, slurs, derogatory comments, or jokes Physical (for example, assault or inappropriate physical contact Visual (for example, displaying derogatory posters, cartoons, drawings, or making derogatory gestures Online (for example, derogatory statements or sexually suggestive postings in any social media platform-including Facebook, Twitter, Instagram, Snapchat, etc

This list is illustrative only, and not exhaustive. No form of harassment will be tolerated. Harassment is prohibited both at the workplace and at employer-sponsored events. Complaint Procedure If you are subjected to any conduct that you believe violates this policy or if you witness any such conduct, you must promptly speak to, write, or otherwise contact your direct supervisor or the Human Resources Department as soon as possible. Webster Home Care will directly and thoroughly Investigate the facts and circumstances of all claims of perceived harassment and will take prompt corrective action, if appropriate. Additionally, any manager or supervisor who observes harassing conduct must report the conduct to the Human Resources Department so that an investigation can be made and corrective action taken, if appropriate.

In addition to the above, if you believe you have been subjected to sexual harassment, you may file a formal complaint with either or both government agencies set forth below. Using our complaint process does not prohibit you from filing a complaint with these agencies. Each of

the agencies has a short time period for filing a claim (EEOC - 300 days; MCAD - 300 days If you wish to file a formal complaint, you may contact:

The United States Equal Opportunity Commission (EEOC) at John F. Kennedy Federal Building,

475 Government Center, Boston, MA 02203, (t) 1-800-669-4000.

The Massachusetts Commission Against Discrimination (MCAD) at 1 Ashburton Place, Suite 601, Boston, MA 02108, (t) 1-617-994-6000.

No one will be subject to, and Webster Home Care prohibits, any form of discipline, reprisal, intimidation, or retaliation for good faith reporting of incidents of harassment of any kind, pursuing any harassment claim or cooperating in related investigations. Webster Home Care is committed to enforcing this policy against all forms of harassment. However, the effectiveness of our efforts depends largely on employees telling us about inappropriate workplace conduct. If employees feel that they or someone else may have been subjected to conduct that violates this policy, they should report it immediately. If employees do not report harassing conduct, Webster Home Care may not become aware of a possible violation of this policy and may not be able to take appropriate corrective action.

Any employee, regardless of position or title, whom the Human Resources Department determines has subjected an individual to harassment or retaliation in violation of this policy, will be subject to discipline, up to and including termination of employment.

The Human Resources Department is responsible for the administration of this policy. If you have any questions regarding this policy or questions about harassment that are not addressed in this policy, please contact the Human Resources Department. This policy is not intended to restrict communications or actions protected or required by state or federal law. 9784375v1

Acknowledgement of Receipt and Review Follows

I, the undersigned, , acknowledge that on the date indicateed below, I received and read a copy of the Webster Home Care's Anti-Harassment Policy and understand that it is my responsibility to be familiar with and abide by it's terms. 

Webster Home Care has a legal and ethical responsibility to safeguard the privacy of all residents/clients, and to protect the confidentiality of their health Information. In the course of my employment at Webster Home Care, I may come into possession of confidential client information even though I may not be directly involved in providing resident services.

I understand that such information must be maintained with strict confidence. As a condition of my employment, I hereby agree that, unless directed by my supervisor/administrator/owner, I will not at any time during or after my employment at Webster Home Care: Disclose any client information to any person whatsoever. Permit any person to examine or make copies of any resident/client reports or other documents prepared by me, coming into my possession, or under my control. I will not use resident/client Information other than as necessary in the course of my employment.

When resident/client information must be discussed with other members of the health care team in the course of my work, I will use discretion to ensure that such conversation cannot be overheard by others who are not involved in the resident's care.

I understand that violation of this agreement may result in corrective action in accordance with the Employee Handbook.

Sexual Harassment is a form of discrimination, in the United States, that violates Title VII of the Civil Rights Act of 1964.

Sexual Harassment occurs when one employee makes continued, unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature, to another employee, against his or her wishes. According to a current Issue update from the U.S. Equal Employment Opportunity Commission (EEOC), sexual harassment occurs," when submission to or rejection of this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance or create and intimidating,

hostile or offensive work environment."

Examples of Sexual Harassment:

Sexual Harassment can occur in a variety of situations. These are examples of sexual harassment, not intended to be all inclusive:

Unwanted jokes, gestures, offensive words on clothing, and unwelcome comments on Touching and any other bodily contact such as scratching or patting a coworker's back, grabbing an employee around the waist, or interfering with an employee's ability to move. Repeated requests for dates that are turned down or unwanted flirting. Transmitting or posting emails or pictures of a sexual or other harassment-related nature. Displaying sexually suggestive objects, pictures, or posters. Playing sexually suggestive music.

When an employee complains to a supervisor, another employee, or the Human Resources office, about sexual harassment, an immediate Investigation of the charge should occur. Supervisors should Immediately involve Human Resources Staff. Employees need to understand that they have an obligation to report sexual harassment concerns to their supervisor or the Human Resources office.