New Team Member Checklist

I, the undersigned employee, in consideration of my hiring by Now Labor Solutions as an at-will staffed employee of Now Labor Solutions, acknowledge and agree to the following: I have been hired as an at-will employee of Now Labor Solutions which is an employee staffing company and there is no contract of employment which exists between me and the client to which I have been assigned, nor between Now Labor Solutions and me. I understand and agree that either Now Labor Solutions or I can terminate our employment relationship at any time, as I am an at-will employee. I also agree that I may be assigned to an affiliated Now Labor Solutions company and employed by such company at any time at the sole and complete discretion of Now Labor Solutions and without my consent or agreement. I understand that the client to which I am assigned at all times remains obligated to pay me my regular hourly rate of pay if I am a non-exempt employee and to pay me my full salary if I am an exempt employee even if Now Labor Solutions is not paid by the client to which I am assigned. I have been informed and I agree that if my assignment with any Now Labor Solutions client to which I am assigned ends for any reason, I must report back to Now Labor Solutions within Twenty Four (24) hours for possible reassignment and that unemployment benefits may be denied me if I fail to do so. In recognition of the fact that any work injuries which might be sustained by me are covered by state workers' compensation statutes, and to avoid the circumvention of such statutes which might result from suits against the customers or clients of Now Labor Solutions or against Now Labor Solutions based on the same injury or injuries, and to the extent permitted by law, I hereby waive and forever release any rights I might have to make claims or bring suit against any client or customer of Now Labor Solutions or against Now Labor Solutions for damages based upon injuries which are covered under such workers' compensation statutes.

In the case that Now Labor Solutions client maintains policies providing paid leave benefits such as vacation, sick leave, PTO, or severance pay, Client Company is solely responsible for paying any accrued benefits under such policies during employment and at the time of termination. Now Labor Solutions does not provide, and has no policy providing, vacation or other paid leave benefits. To the extent paid leave benefits are paid through Now Labor Solutions's payroll to Employee, it is solely as a payroll service on behalf of Client Company. Similarly, to the extent Client Company provides other benefits pursuant to policies to which Now Labor Solutions is not a party, such as stock options, bonuses, profit sharing, retirement benefits, and so forth, Client Company is solely responsible for providing the benefits prescribed by those policies.

• Unless exempt, the employee identified on this notice is entitled to minimum requirements for paid sick leave under state law which provides that an employee: a.May accrue paid sick leave and may request and use up to 5 days or 48 hours of accrued paid sick leave per year; b.May not be terminated or retaliated against for using or requesting the use of accrued paid sick leave; c.Has the right to file a complaint against an employer who retaliates or discriminates against an employee for
• Requesting or using accrued sick days;
• Attempting to exercise the right to use accrued paid sick days;
• Filing a complaint or alleging a violation of Article 1.5 section 245 et seq. of the California Labor
• Code;
• Cooperating in an investigation or prosecution of an alleged violation of this Article or opposing any policy or practice or act that is prohibited by Article 1.5 section 245 et seq. of the California Labor Code.

The following applies to the employee identified on this notice: (Check box) Accrues paid sick leave only pursuant to the minimum requirements stated in Labor Code §245 et seq. with no other employer policy providing additional or different terms for accrual and use of paid sick leave. . Accrues paid sick leave pursuant to the employer’s policy which satisfies or exceeds the accrual, carryover, and use requirements of Labor Code §246. Employer provides no less than 48 hours (or 5 days) of paid sick leave at the beginning of each 12-month period. . The employee is exempt from paid sick leave protection by Labor Code §245.5 (State exemption and specific subsection for exemption):

Employee agrees to abide by the policies of Now Labor Solutions, including but not limited to policies contained in any applicable Employee Handbook. Employee understands that eligibility and coverage for Now Labor Solutions benefits is controlled by the terms and conditions of the applicable Plan Documents.

I hereby authorize the release of any and all medical, hospital, vocational and psychological records and other information related to my injury, illness or worker’s compensation claim (hereinafter collectively referred to as “Medical Information”) to Now Labor Solutions, its employees, agents and authorized representatives. I hereby permit Now Labor Solutions to review and obtain copies of any and all Medical Information and to discuss pertinent Medical Information with professionals involved in my health care treatment. I hereby give Now Labor Solutions permission to release the Medical Information to healthcare providers, third party administrators, federal or state court, Workers’ Compensation Boards, employers, insurers and any other party who may be involved with my claim, treatment or vocational rehabilitation, or as required by law. Further, pursuant to Title 42 Section 1395y, carriers are required to share claimants’ Medical Information to enable the Centers for Medicare & Medicaid Services, formerly known as Healthcare Financing Administration (CMS) to determine eligibility for benefits. I hereby give Now Labor Solutions permission to discuss, disclose and release any Medical Information with or to CMS in connection with my claim. I hereby release Now Labor Solutions from any liability or loss due to the release of any Medical Information. I understand that all information released will be handled confidentially and in accordance with all applicable laws. I also understand that this authorization shall stay in effect until the closure of the claim file. I certify that this authorization has been made voluntarily and that the information given herein is accurate to the best of my knowledge. A photocopy of this authorization shall have the same validity as the original.

To protect the health and safety of all our employees, Now Labor Solutions. enforces a " Zero Tolerance Drug/Alcohol Policy" which prohibits the possession, sale, use or being under the influence of alcohol or drugs during company time, other than the use of prescribed medications that will not impede in performing work duties. Violation of this policy will subject you to immediate dismissal

1) the event that I am involved in a job-related accident, that requires medical attention, and that I may be suspended until the results of the test are known. 2)Any work-related injuries requiring a doctor's attention will be drug and alcohol screened. I understand that a positive test will exonerate Now Labor Solutions and its workers compensation carrier from any liability as a result of said accident as well as possible termination of employment. 3)Any employee whose test indicates the presence of any controlled substances regardless of the amount (unless prescribed in writing by a medical doctor) shall be terminated for a serious misconduct of company policy. 4)Any employee whose blood alcohol level tests turns out to be .05% or higher shall be deemed under the influence of alcohol and will be terminated for a serious misconduct of a company policy. 5)I will hold the doctor, hospital staff, Now Labor Solutions, harmless for the taking of any and all samples and testing. 6)Now Labor Solutions also reserves the right to require employee testing for illegal or controlled drugs or alcohol, based on reasonable suspicion and I as an employee specifically agree to post- accident drug testing in any situation where it is allowed by law 7)Any employee on duty or on company property who possesses, sells, receives, or is determined to have measurable levels of any illegal drug, or sufficient alcohol to impair performance in their blood or urine, will be subject to immediate discharge, and in appropriate situations, referred to law enforcement authorities. I understand that failure or refusal to cooperate with any of the above-prescribed procedures for any reason shall constitute serious misconduct of the policies of Now Labor Solutions, and I will be subject to immediate termination of employment.

I understand as an employee of Now Labor Solutions, I may be required to be drug and alcohol tested in

1.All injuries, no matter how minor, must be reported within 24 hours to Now Labor Solutions representative AND client site. 2.An Incident/Injury reports must be completed within 24 hours of incident/injury. 3.Employee will visit an occupational doctor within the MPN currently assigned to Now Labor Solutions. 4.Employer will accommodate injured worker while on modified restrictions status while under a primary treating physician until they are released to Full Duty. 5.Employee is to notify Now Labor Solutions of any medical changes in status or treatment.

If you believe that you have been subjected to or witnessed any unlawful harassment, discrimination, or retaliation, you should immediately report such conduct to your supervisor. If you do not feel comfortable reporting harassment or discrimination to your supervisor, you should report the harassment and/or discrimination to Now Labor Solutions Human Resources Employee. In addition, if an employee observes harassment or discrimination by another employee, supervisor, manager, or nonemployee, the employee should immediately report the incident to the Human Resources Department. Employees may be assured that they will not be penalized in any way for reporting a harassment or discrimination problem. It is unlawful for employers to retaliate against employees who oppose practices prohibited by the California Fair Employment and Housing Act (“FEHA”), or who file complaints or otherwise participate in an investigation, proceeding, or hearing conducted by the California Department of Fair Employment and Housing (“DFEH”) or the Fair Employment and Housing Commission (“FEHC” Similarly, KBS prohibits employees form hindering its internal investigations or its internal complaint procedure. All complaints of unlawful harassment or discrimination that are reported to management or to the Human Resources Department will be investigated as promptly as possible through a fair and thorough investigation by an impartial qualified HR representative. Now Labor Solutions will conduct its investigation in a manner that provides all parties appropriate due process and reasonable conclusions that are based on the evidence collected, including by documenting and tracking its investigation. Corrective action will be taken where warranted and based on the documented evidence. All complaints of unlawful harassment or discrimination will be treated with as much confidentiality as possible, consistent with the need to conduct an adequate investigation. Supervisors and/or managers who witness harassment, discrimination, or retaliation, or who receive reports of harassment, discrimination, or retaliation, must immediately report such conduct to the Human Resources Department. Failure to do so for supervisors and/or managers may result in disciplinary action

Violations of this Policy - Violation of this policy will subject an individual to disciplinary action, up to and including immediate termination. Additionally, under California law, employees may be held to be personally liable for harassing conduct that violates the

Retaliation Prohibited – Now Labor Solutions prohibits retaliation against those who report, oppose or participate in an investigation of alleged violations of this policy. Participating in an investigation of alleged wrongdoing in the workplace includes:

1.Filing a complaint with a federal or state enforcement or administrative agency. 2.Participating in or cooperating with a federal or state enforcement agency that is investigating of the company regarding alleged unlawful activity. 3.Testifying as a party, witness or accused regarding alleged unlawful activity. 4.Associating with another employee who is engaged in any of these activities. 5.Making or filing an internal complaint with the company regarding alleged unlawful activity. 6.Providing informal notice to the company regarding alleged unlawful activity. Now Labor Solutions strictly prohibits any adverse action or retaliation against an employee for participating in an investigation of alleged violation of this policy. If an employee feels that he or she is being retaliated against, the employee should immediately Now Labor Solutions Human Resources Employee. In addition, if an employee observes retaliation by another employee, supervisor, manager or nonemployee, he or she should immediately report the incident to the individuals above.

By initialing, this page below and signing this employment agreement form I authorize deductions when applicable to be made out of my paycheck for tools, uniforms, health insurance, errors in payroll, garnishments, overpayments, bank fees for stop payment of a lost or damaged check, and any other work-related deductions. The amount deducted from my last paycheck may be greater than the amount shown for each paycheck in accordance with the applicable labor law.