Employee Handbook

A THRIVINGCOMMUNITY

Employee Handbook

Welcome

Welcome to Snelling Staffing Services!

You are now a member of a proud team of skilled employees that

is relied upon by fine companies all over America. Because we

are a people business, you represent Snelling every time you

are on assignment. Your professionalism, job performance, atti-

tude and appearance will help ensure that clients will continue to

call Snelling, and in many cases, ask for you by name.

We have outlined our expectations of you as a Snelling employee,

in order for us to maintain a positive and mutually beneficial work-

ing relationship.

Snelling Staffing Services is committed to providing

professional staffing solutions to corporations and individuals

by maintaining excellent service and implementing innovative

measures to remain on the leading edge of our industry.

We are morally and ethically bound to continue to change

and improve our service to enable others to achieve the

success they desire.

Our company firmly believes that its continued success is

dependent on its staff and maintenance training, education

and certification program that insures we are experts in

the staffing industry.

Mission Statement

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Policies & Procedures Receipt of Employee Handbook

Equal Employment Opportunity Policy

Since our inception and long before it became the law of the land, it wasand is the practice of the Company to provide equal employment oppor-tunities to all employees and job applicants, without regard to race, sex,age, color, marital status, religion, veterans status, disability, national ori-gin, or other protected classes as provided by applicable law.

As a Snelling employee, you have the flexibility to accept or declineany assignments you are selected for.

You are required to call in on a weekly basis to speak with a PersonnelManager regarding your availability.

You are expected to complete all assignments you accept.

If you are unable to report to work or complete an assignment for anyreason, illness, emergency, etc., immediately notify your Snellingsupervisor, not the client, in order for us to obtain a replacement.

We have an answering machine on after hours and weekends.Please leave a message and a Personnel Manager will return your callthe following business day.

Contact Snelling Staffing Services when your assignment ends, within 24 hours. If you fail to make such contact, you may be considered to have left work voluntarily without cause, and un-employment benefits may be denied.

If for any reason you are not interested in continuing an assignmentthat you have accepted, we require a 24 hour notice in order to finda replacement for the client.

You will be offered assignments based on availability as well as yourexperience and skills. Usually, you will know about assignments a dayor two in advance. Some opportunities, however, start right away.When you accept an assignment, you should record all important infor-mation, so you will be prepared for a good start.

Assignment Procedures

Assignments

After reading this handbook, we hope that you unthe importance Snelling places on your safety and heSnelling, the customer, and our temporary employeecommitment to work place safety, everyone benefits.that Snelling will continue to monitor our customers’ smance as well as yours. Remember, violation of Sneclients’ safety policies is cause for immediate dismisseveryone’s business, make sure it’s yours.

We stress the need to read and understand all the coof this handbook. Before signing, if there are any arenot understand, please have your Supervisor explainyou. By signing below, you acknowledge that you haunderstand and received a copy of this Employee Ha

You also acknowledge that you understand the provistained in this handbook may be changed, modified orany time. You further understand that neither this nor any other communication by any management retive is intended to, in any way, create a contract of e

Employee Signature_____________________________

Snelling Supervisor_____________________________

Date_________________________________________

Policies & Procedures

Tips For Success

Arrive on time every day to show your professionalism and com-mitment to quality performance.

Dress appropriately for the assignment. Your Personnel Manager willoutline the client’s dress codes and other important rules concerning smoking, breaks, and more.

Direct all incoming emergency personal calls to the Snelling office,and we will pass messages on to you. Client phones should not beused to make or receive personal calls.

Many of our Field Employees are offered positions to work directly forthe client companies they are assigned to. If this should happen toyou and you desire a full-time position, or are offered one while onassignment, please let us know immediately.

Dress for success, make sure your attire is appropriate for theassignment.

Be sure to eat only at scheduled break times and in the areas that areprovided.

Avoid bringing personal items to work, i.e. radio, CD’s or pictures.

Client phones should not be used to make or receive personal calls.

Refrain from the following:

We pride ourselves on being known as a staffing service that providescompanies with the most qualified and professional Field Employees. Our image enables us to continually place our employees at the mostprestige’s companies in the Detroit metropolitan area. As a Field Rep-resentative of Snelling and a member of our team we depend heavilyon you to continue to project that professional and responsible imagein the workplace. In order to continue the success that we all desireit is imperative for you to abide to the following work decorum:

Welcome Aboard!

Your orientation is now finished. We are excited to have you joinus as a Snelling field employee, and look forward to a mutuallybeneficial relationship in meeting and exceeding your personalexpectations. We want to emphasize that as your employer, wewill attempt to help further your career growth, no matter what jobfunction you have. It is very important to us that you are happy,and that your career needs are being met.

Communication is a two way street. We expect you to communi-cate to us when you have questions, comments, or concerns.Likewise, you may expect the same from us. By doing so, wewill be able to proactively avoid problems that otherwise mayoccur during employment with us.

Please read and sign the Receipt of Employee Handbook at theend of this handbook. Thank you for joining the Snelling team.

Welcome aboard!

The use of cell phones or headsets during working hours

The use of client company computers to send or receive anypersonal e-mail.

The use of client companies computers to create any personaldocuments.

Copying or downloading any files onto client companies computers.

Accessing any unauthorized internet sites while on assignment.

Time Sheets & Payroll

As a Snelling employee, you are paid for the hours you actuallywork on assignment. The pay rate is determined before youbegin the assignment and can vary from one assignment to thenext. We regularly review your performance and pay status. Wealso take care of all state and federally required payroll deduc-tions and unemployment insurance, and we match SocialSecurity contributions and provide workers’ compensation insur-ance.

Use a new Time Sheet for every assignment you work. For acontinuing assignment, use a new Time Sheet each week. Fill inall information using a ballpoint pen and press firmly so all copiesare legible.

Each Friday, or at the end of each assignment, both you and theclient company supervisor must sign the Time Sheet. Then leavethe “client copy” with the client company supervisor, and keep the“employee copy” for your files. Without a signed and approvedTime Sheet, you cannot be paid - there are no exceptions. Youare responsible for mailing your signed and completed time sheetto:

Snelling Staffing ServicesP.O. Box 214159

Auburn Hills, MI 48321

Substance Abuse

General Policy

Snelling believes that maintaining a workplace that is free fromthe effects of drug and alcohol abuse is the responsibility of allpersons involved in our business, including Snelling’s franchisees,employees, and clients.

The use, possession, sale or transfer of illegal drugs or alcohol oncompany property, in company vehicles, or while engaged incompany activities is strictly forbidden. Also, being under theinfluence of drugs or alcohol while on company property, in com-pany vehicles, or while engaged in company activities is strictlyforbidden. A violation of this policy will result in disciplinary actionup to and including immediate termination.

Additionally, consistent with the law, drug and alcohol screeningtests will be given after accidents or near misses, upon reason-able suspicion of alcohol or drug use, when a client requires pre-assignment testing, or under any other circumstances which war-rant a test. Further, where an employee is suspected of keepingdrugs or alcohol in his or her locker, we may ask the employee toopen the locker. If the employee refuses or is unavailable, wemay search the contents of the locker.

A complete copy of Snelling’s policy on Substance Abuse is avail-able at any time for review by contacting your Snelling supervisor.

Mail your time sheet every Friday to ensure that it will bereceived no later than 4:00 p.m. on Tuesdays. Time slips that arein the P.O. Box by 4:00 p.m. on Tuesday will be processeddepending on the method of payroll you select.Time slips notreceived by Tuesday afternoon will sit in the box until the follow-ing Tuesday pickup. Lost or stolen paychecks will be reissued 15business days from the check date and no sooner.

How You Are Paid

In an effort to provide more timely and flexible payroll servicesto our employees Snelling has the following options availableto you:

Pay Card and Direct Deposit Options:

Both are a free service that allows you quick and easy accessto your payroll funds.

With the Pay Card you are able to withdrawl your total payeach week at any Chase Bank. Just like cashing your checkonly without any check cashing fee.

Both Pay Card and Direct Deposit employees will have thierpayroll processed on Wednesdays and the money is availablewithin 24 hours of the transfer.

If any errors occur in your payroll Snelling will be able to cor-rect them within 24 to 48 hours versus the 15 business daywaiting period for paper checks.

With Pay Card and Direct Deposit there is no uncertainty withthe Post Office, no lost mail, no chance of your check beingdelivered to the wrong address!

Paper Checks:

If you opt for a traditional paper check your payroll is handledin the following manner:

Paper paychecks are processed once a week on Thursdayand they are mailed out on Friday of each week. You willrecieve your check by Monday or Tuesday of the week follow-ing your submission of your time card.

Lost or Stolen Checks:

Notify your Snelling Supervisor as soon as you may have anissue with your pay check.

Lost or stolen paychecks will be reissued 15 business daysfrom the check date unless you opt to pay a $25.00 check can-

celing fee to expedite the process.

Harassment Policy

If you feel comfortable doing so, advise the person(s) doing theharassing that their behavior is offensive to you. Ask them torefrain from whatever they are doing or saying.

If the harassment continues, or if you are uncomfortable approachingthe person doing the harassing, take up the matter with theimmediate on-site supervisor, and your Snelling supervisor.

If the immediate supervisor is part of the problem, or is aware of theproblem and has not taken corrective action, then you should directyour complaint to the Snelling supervisor or Franchisee/Manager.

Responsibilities

It is the responsibility of any Snelling representative to takeimmediate action if a temporary has expressed concern thatthe working environment in which they are placed is hostile orviolatesany part of Snelling policy.

All complaints will be promptly investigated. Complaints will behandled as discreetly and as confidentially as possible.

It is the responsibility of each Snelling office to ensure that alltheir employees and managers are educated and trainedthrough employee awareness programs that emphasize theseriousness of harassment.

A complete copy of Snelling’s policy on Harassment is availableat any time for review by contacting your Snelling supervisor.

How You Are Paid

Please fill out top portion of Time Sheet completely, with yourname, the name of the company you are assigned to,address, and supervisor’s name.

Fill in dates worked in far left column of Time Sheet.

Round all time to the closest quarter hour. Example: if youcome inat 8:07, please round your time down to 8:00 or if you came inat8:08, round up to 8:15.

Enter time taken for lunch in the appropriate column and besure tosubtract that time from the regular hours worked (time in andtimeout columns). Lunch hour is not paid.

Add all hours in the far right column and fill in the total at thebottom of the Time Sheet, including any overtime.

You must sign the bottom of the Time Sheet where it says“Employee Signature” and your supervisor at the client com-pany must sign where it says “Authorized Signature” beforemailing it to the P.O. Box listed on the front of the Time Sheet.

We DO NOT Accept faxed timesheets.

Express Mail Services will not deliver to a P.O. Box; the U.S.Postal Service must deliver your time sheet directly to the P.O.Box. Time sheets that are not delivered to the P.O. Box willnot be collected and therefore will not be processed for pay-ment.

Overtime Pay - You will be paid for hours worked over 40 during ourweekly pay period at one and a half times your regular hourly pay rate.Always clear any overtime in advance with your Snelling supervisor.

Instructions for filling out Time Sheet

It is the responsiblity of all employees to refrain from harass-ment of others and to report such behavior in accordance withthe above procedures.

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Hazardous Substances

Working From Elevations and In Excavations

Hazardous substances come in many forms. They can be flammablegases or liquids, caustics, pressurized gases, fuels, fumes, etc. You willreceive information pertaining to all hazardous substances in your workarea. If you are not provided this information before you start work,notify your Snelling supervisor immediately. The information you will beprovided will address:

Snelling employees are prohibited from elevated working areas withoutprior approval from your Snelling supervisor. If you are approved to work in an elevated area above 6 feet in height, full perimeter pro-tection or personal fall protection devices must be used, no exception.

Examples of this type of work would include roofing, high riseconstruction, window washing, exterior construction or maintenance

above the first floor, etc.

Snelling employees are prohibited from working in or aroundexcavations that exceed 4 feet in depth, no exceptions.

If you are asked to work in an excavation or from an elevation,contact your Snelling supervisor immediately.

How to detect the presence or release of chemicals.

Health and physical hazards associated with chemicals.

Methods to protect yourself from exposure.

How to use the customer’s container labeling program as well asthe Material Safety Data Sheets (MSDS) for hazardous substances.

Remember, you have the right to read the MSDS for the materialsin your area. This information sheet will provide physical propertyinformation as well as precautionary information.

All of this information will be contained in the customer’s HazardCommunication Program.

Delays in Timesheet Processing

Our customers are charged an hourly rate that is more than yourhourly pay rate. That’s because our billing rate includes the additionalcosts of Selection and Administration, Employer contributions forSocial Security, Unemployment Taxes, Workers’ CompensationInsurance, General Liability Insurance, Fringe Benefits and Profit.

Mobile Powered Equipment

Tools

Do not operate any forklift devices, pallet jacks, tractors, constructionequipment, or mobile powered machinery unless you have the writtenapproval of your Snelling supervisor.

Also, you must be able to meet the client’s safe operation/certificationrequirements before you will be permitted to operate any equipment

of this kind.

Always use the correct tool for the task.

Do not use damaged tools.

When using hand held electrical equipment, make sure there are nosigns of physical damage to the equipment body. Always check to seethat the cord is not damaged and the plug has no exposed wiring ormissing prongs.

Do not attempt to use any tools that you are unfamiliar with untilyou have received instruction and authorization.

Wear safety glasses or goggles when using any pressurized air sys-tem.

Customer’s Costs

No Dates or incorrect dates on Time Sheet.

Total hours worked not calculated.

No client or Employee Signature.

Time sheet received after 4:00 p.m. Tuesday.

Not informing Snelling of a change in address.

Postal carriers will not deliver mail of an unknown addressee. It isvery important to notify your postal carrier if you are a temporaryresident at the address that you have requested to have your payrollcheck delivered to.

Machinery and Equipment

Your on-site supervisor will provide you with instructions on thesafe operation of all equipment and machinery. You will also beinformed about the operation of all safety devices and equipmentguards. Do not operate equipment until you have receivedthese instructions.

Never attempt to tamper with or bypass any machine safety deviceor guard.

Do not operate any machinery that has broken, defective, or miss-ingsafety devices or guards. Notify your on-site supervisor immediate-ly if such a condition exists.

Notify your Snelling supervisor immediately if you are asked tooperate unsafe machinery or equipment.

Never assume that the power is off to any piece of equipment.Your on-site supervisor will inform you of your restrictions as an

affected employee under the customer’s Lockout/Tagout Program.

Never place any part of your body into the point of operationof any machine.

Do not attempt to perform maintenance or service on any ofthe client’s equipment.

Do not wear loose clothing, rings, jewelry or allow hair to danglewhen operating machinery.

Always wear required personnel protective equipment.

Proper Lifting and Carrying

Do not lift more than 25 pounds without permission from your Snelling supervisor. If lifting is required, use a safe lifting procedurewith a straight back, bend at knees, firm grip, and lift with legs.

Use approved lifting techniques: face the load, make sure your feet are on level firm ground, bend your knees, grasp the load securely and raise the load keeping your back as straight as possible.

Use the leg muscles to lift the load, never the back.

Never lift while your body is twisted, especially the lower back.

Many back injuries can be prevented by simply doing a few simplewarm up stretches before lifting, especially after any period of inactivity.

Personal Protective Equipment

There are several conditions present in the industrial and constructionenvironments that require the use of personal safety equipment. Whensuch conditions exist at your job assignment, you will be informed ofthe type of equipment required and how to use and care for it. Thecustomer will provide the equipment and it is your responsibility to useit, no exception.

Examples of safety equipment you may be required to wear

are as followed:

Direct DepositWe make getting paid easy! Have your paycheck sent directly to yourbank using Direct Deposit. Ask a Personnel Manager for the enrollmentform.

Pay CardThis is a FREE service! Employees who opt for this method of payrollenjoy quick reciept of payroll funds, free withdrawl of funds from ChaseBank Branch locations and the flexibility of using the Pay Card as adebit card. See details in subsequent publication regarding Pay Cardfeatures.

Hard Hats - protection from overhead hazards.

Safety Glasses/Goggles - protection from airborne particles, sparks,and some liquid splashes.

Safety Shoes - protection from objects falling on feet and sharp objects penetrating shoe soles.

Hearing Protection - protection from high-level noise exposure.

Gloves - depending on type of glove, protection from harmfulliquids, heat, or surface contact hazards.

Boots and Aprons - protection from wet environments.

Dust Masks - Snelling employees will not be permitted to beengaged

in tasks requiring negative pressure or positive pressure respirators.

Dust masks or particle masks are permissible and recommend-ed fornuisance dust exposures.

Welding Hoods - only ANSI approved welding hoods that meeteye tint requirements will be accepted.

Employee Benefits

You must have worked a total of 840 straight time hours during a 24 week period, immediately before the holiday.

You must work the scheduled day before the holiday, the day after,and the holiday (if asked to do so).

If you’re required to work the day of the holiday, and you satisfy eligi-bility requirements, you will receive an additional 8 hours of straighttime pay for the holiday in addition to your normal weekly compensa-tion for the actual time worked.

Holiday Pay

In order to qualify for holiday pay you must satisfy the following:

Paid Holidays

New Years Day

Memorial Day

Independence Day

Labor Day

Thanksgiving Day

Christmas Day

401(k)You will become eligible to enter the plan after you have completed 1 yearof employment for Snelling Staffing Services and attained the age of 21.You will be credited with a year of service for eligibility purposes if youwork 1,000 hours during the year.

Safety Policies & Procedures

Reporting Work-Related Injuries

Snelling’s primary concern is the safety and welfare of its temporaryemployees. Our Safety and Drug Policies are designed to ensure ourtemporaries a safe workplace. Occasionally, accidents can occur on thejob. Immediate reporting of a work-related injury is essential to ensureprompt and appropriate medical care.

Our clients have instructions on how to report work-related injuries toour staff. You are responsible for timely reporting of your injury to boththe client and to Snelling.

If you are injured while performing your job-related duties:

Report your injury immediately to your on-site supervisor, and under no circumstances later than the end of the shift on which you sufferedthe injury. Contact your Snelling supervisor immediately.

Obtain First-Aid if necessary.

A Snelling representative will arrange transportation to the nearestappropriate medical facility.

Assist your Snelling supervisor in completing the Employee Injury

Description section on the Employer’s First Report of Injury, as soon as you are able.

The Employer’s First Report of Injury will be sent to our Workers’Compensation carrier as soon as the form has been completed. Oncethe Workers’ Compensation carrier has received notice of your injury,you will be contacted regarding your continued medical treatment.Workers’ Compensation will pay for needed medical treatments and maypartially offset lost wages for your period of recovery.

Our top concern is your safety and health. We want you to recover andreturn to work as soon as possible. Keep in touch with your Snellingsupervisor, and let us know what we can do to hasten your recovery. Ifyou do not receive a full release from the doctor, then you may be ableto return to work on a Light Duty basis, if available.

Standards of Conduct

Snelling Staffing Services has established workplace standards of per-formance and conduct as a means of maintaining a productive andcohesive work environment. A positive, progressive approach is taken tosolve discipline problems which appeals to an employee’s self respect,rather than create the fear of losing a job. Our system emphasizescorrection of the offensive behavior. If correction of the problem andsustained improvement does not occur, termination may result.

Disciplinary ActionThe following may be grounds for disciplinary action, up to andincluding termination:

Accepting an assignment and not reporting to work or not notifying your Snelling supervisor before your assigned start time.

Excessive absenteeism, tardiness or leaving your work site withoutproperly notifying your Snelling Supervisor.

Unauthorized possession, use, or removal of property belonging to Snelling or any client of Snelling.

Failure to comply with all safety rules and regulations, including the failure to wear safety equipment when instructed.

Reporting to work under the influence of alcohol, illegal drugs, or inpossession of either item on company premises or work sites ofclient companies.

Lewd, unacceptable behavior, possession of weapons or explosives,and provoking, instigating, or participating in a fight are prohibited at Snelling and client locations.

Failure to call Snelling when an assignment ends.

Violation of the harassment policy.

Insubordination, for example, refusal to carry out your supervisors reasonable work request.

Falsifying records, including but not limited to time records, claims pertaining to injuries occurring on company premises or work sitesof client companies, or personnel records.

Disclosing confidential information without authorization.

Disregard for established policies and procedures.

Excessive cancellations or tardiness.

Discourtesy to clients or fellow employees.

Safety Policy Statement

Standards of Conduct

Snelling is an alcohol and drug-free employer. Under no circumstanceswill alcohol, illegal drugs or controlled substances be permitted on thejob. Employees violating this policy are subject to disciplinary action upto and including immediate termination.

Snelling’s primary concern is for the safety and welfare

of its field employees. In order to accomplish this goal,

guidelines have been established that recognize the

responsibility of Snelling, our clients, and you, our

employee. Snelling’s responsibility is to provide a safe

and healthful work place for all our employees. We will

accomplish this by assigning field employees to clients

who have a priority commitment to accident free work

places. Also, only field employees who will take the

responsibility to work safely and observe Snelling and

customer safe work practices will be assigned work in

industrial or construction environments. Our team

approach to accident prevention and safe work practices

will ensure that Snelling field employees are provided a

working environment that promotes safety, health, and

the professionalism that you and our clients have the

right to expect.

Safety Policies & Procedures

We want you to know that Snelling is concerned that each employeehas a safe place in which to work. We have reviewed that subject withthe client to which you will be assigned. If you have any concernsregarding the safety at your assignment, call your Snelling supervisorimmediately. Be assured that we will address your concerns with ourclients.

As a temporary employee of Snelling, our Workers CompensationInsurance will cover you for injuries that you sustain on the job. Pleasemake sure you understand how the claim process works, in case youshould suffer an injury. The most important point is to make sure youimmediately report all injuries to your on-site supervisor and yourSnelling supervisor, no matter how small they may seem.

We have identified important Snelling policies so you will know some ofour important requirements.

Do not use your own or a client’s vehicle while on assignmentwithout having written permission from Snelling.

Do not operate any machinery that has broken, defective, or missingsafety devices or guards. Notify your on-site supervisor immediately ifsuch a condition exits.

Under no circumstances are you to ever operate a forklift on anyassignment that Snelling Staffing Services sends you on.

Do not accept duties which require the regular handling of money orother valuable’s without Snelling’s written permission. This is for yourown protection.

Your Snelling supervisor has provided you with detailed descriptionsof your expected job duties. If you are asked to perform duties other than described, contact your Snelling supervisor immediately.

Safety is very important to us. You are required to comply with allsafety regulations and safety rules at your assignment site, in additionto complying with our general safety rules. Serious safety ruleviolations will be treated harshly, and you could be subject to disciplinary actions up to and including termination.

Safety Policy Statement

Standards of Conduct

Snelling is an alcohol and drug-free employer. Under no circumstanceswill alcohol, illegal drugs or controlled substances be permitted on thejob. Employees violating this policy are subject to disciplinary action upto and including immediate termination.

Snelling’s primary concern is for the safety and welfare

of its field employees. In order to accomplish this goal,

guidelines have been established that recognize the

responsibility of Snelling, our clients, and you, our

employee. Snelling’s responsibility is to provide a safe

and healthful work place for all our employees. We will

accomplish this by assigning field employees to clients

who have a priority commitment to accident free work

places. Also, only field employees who will take the

responsibility to work safely and observe Snelling and

customer safe work practices will be assigned work in

industrial or construction environments. Our team

approach to accident prevention and safe work practices

will ensure that Snelling field employees are provided a

working environment that promotes safety, health, and

the professionalism that you and our clients have the

right to expect.

Safety Policies & Procedures

We want you to know that Snelling is concerned that each employeehas a safe place in which to work. We have reviewed that subject withthe client to which you will be assigned. If you have any concernsregarding the safety at your assignment, call your Snelling supervisorimmediately. Be assured that we will address your concerns with ourclients.

As a temporary employee of Snelling, our Workers CompensationInsurance will cover you for injuries that you sustain on the job. Pleasemake sure you understand how the claim process works, in case youshould suffer an injury. The most important point is to make sure youimmediately report all injuries to your on-site supervisor and yourSnelling supervisor, no matter how small they may seem.

We have identified important Snelling policies so you will know some ofour important requirements.

Do not use your own or a client’s vehicle while on assignmentwithout having written permission from Snelling.

Do not operate any machinery that has broken, defective, or missingsafety devices or guards. Notify your on-site supervisor immediately ifsuch a condition exits.

Under no circumstances are you to ever operate a forklift on anyassignment that Snelling Staffing Services sends you on.

Do not accept duties which require the regular handling of money orother valuable’s without Snelling’s written permission. This is for yourown protection.

Your Snelling supervisor has provided you with detailed descriptionsof your expected job duties. If you are asked to perform duties other than described, contact your Snelling supervisor immediately.

Safety is very important to us. You are required to comply with allsafety regulations and safety rules at your assignment site, in additionto complying with our general safety rules. Serious safety ruleviolations will be treated harshly, and you could be subject to disciplinary actions up to and including termination.

Safety Policies & Procedures

Reporting Work-Related Injuries

Snelling’s primary concern is the safety and welfare of its temporaryemployees. Our Safety and Drug Policies are designed to ensure ourtemporaries a safe workplace. Occasionally, accidents can occur on thejob. Immediate reporting of a work-related injury is essential to ensureprompt and appropriate medical care.

Our clients have instructions on how to report work-related injuries toour staff. You are responsible for timely reporting of your injury to boththe client and to Snelling.

If you are injured while performing your job-related duties:

Report your injury immediately to your on-site supervisor, and under no circumstances later than the end of the shift on which you sufferedthe injury. Contact your Snelling supervisor immediately.

Obtain First-Aid if necessary.

A Snelling representative will arrange transportation to the nearestappropriate medical facility.

Assist your Snelling supervisor in completing the Employee Injury

Description section on the Employer’s First Report of Injury, as soon as you are able.

The Employer’s First Report of Injury will be sent to our Workers’Compensation carrier as soon as the form has been completed. Oncethe Workers’ Compensation carrier has received notice of your injury,you will be contacted regarding your continued medical treatment.Workers’ Compensation will pay for needed medical treatments and maypartially offset lost wages for your period of recovery.

Our top concern is your safety and health. We want you to recover andreturn to work as soon as possible. Keep in touch with your Snellingsupervisor, and let us know what we can do to hasten your recovery. Ifyou do not receive a full release from the doctor, then you may be ableto return to work on a Light Duty basis, if available.

Standards of Conduct

Snelling Staffing Services has established workplace standards of per-formance and conduct as a means of maintaining a productive andcohesive work environment. A positive, progressive approach is taken tosolve discipline problems which appeals to an employee’s self respect,rather than create the fear of losing a job. Our system emphasizescorrection of the offensive behavior. If correction of the problem andsustained improvement does not occur, termination may result.

Disciplinary ActionThe following may be grounds for disciplinary action, up to andincluding termination:

Accepting an assignment and not reporting to work or not notifying your Snelling supervisor before your assigned start time.

Excessive absenteeism, tardiness or leaving your work site withoutproperly notifying your Snelling Supervisor.

Unauthorized possession, use, or removal of property belonging to Snelling or any client of Snelling.

Failure to comply with all safety rules and regulations, including the failure to wear safety equipment when instructed.

Reporting to work under the influence of alcohol, illegal drugs, or inpossession of either item on company premises or work sites ofclient companies.

Lewd, unacceptable behavior, possession of weapons or explosives,and provoking, instigating, or participating in a fight are prohibited at Snelling and client locations.

Failure to call Snelling when an assignment ends.

Violation of the harassment policy.

Insubordination, for example, refusal to carry out your supervisors reasonable work request.

Falsifying records, including but not limited to time records, claims pertaining to injuries occurring on company premises or work sitesof client companies, or personnel records.

Disclosing confidential information without authorization.

Disregard for established policies and procedures.

Excessive cancellations or tardiness.

Discourtesy to clients or fellow employees.

Safety Policies & Procedures

Snelling Safety Rules

General Safety Rules

Know your job duties and the safety procedures. If not sure, ask

youron-site supervisor and ask for instructions.

Report to work in fit condition, ready to perform your job.

Report unsafe conditions immediately to your on-site supervisor, aswell as your Snelling supervisor.

If you are asked to perform duties other than those specified byyour assignment, contact your Snelling supervisor immediately.

If you observe another employee engaged in an unsafe act, notifyyour on-site supervisor.

Wear safe shoes to work, low heels, and closed toes.

Keep floor areas around your work station free of boxes, extensioncords, loose rugs, spilled liquids or other slip or trip hazards.

Keep desk and file drawers closed when not in use.

Always walk, don’t run. Use handrails on stairs or ramps.

Never climb on top of desks, chairs, or shelves. Use the properstepladder or ask for assistance.

Never try to move heavy office furniture by yourself. Get help.

Avoid bending at the waist, or excessive twisting of the back - turnyour feet in the direction you want to go and use the safe liftingprocedure.

Know the location of the first aid kits, fire extinguisher, and how to report fires, accidents, or other emergencies.

Office Safety Rules

Although offices are relatively safe workplaces, accidents do occur, andusually in two main categories: Slip/Trip/Falls and lifting.

Personal Protective Equipment

There are several conditions present in the industrial and constructionenvironments that require the use of personal safety equipment. Whensuch conditions exist at your job assignment, you will be informed ofthe type of equipment required and how to use and care for it. Thecustomer will provide the equipment and it is your responsibility to useit, no exception.

Examples of safety equipment you may be required to wear

are as followed:

Direct DepositWe make getting paid easy! Have your paycheck sent directly to yourbank using Direct Deposit. Ask a Personnel Manager for the enrollmentform.

Pay CardThis is a FREE service! Employees who opt for this method of payrollenjoy quick reciept of payroll funds, free withdrawl of funds from ChaseBank Branch locations and the flexibility of using the Pay Card as adebit card. See details in subsequent publication regarding Pay Cardfeatures.

Hard Hats - protection from overhead hazards.

Safety Glasses/Goggles - protection from airborne particles, sparks,and some liquid splashes.

Safety Shoes - protection from objects falling on feet and sharp objects penetrating shoe soles.

Hearing Protection - protection from high-level noise exposure.

Gloves - depending on type of glove, protection from harmfulliquids, heat, or surface contact hazards.

Boots and Aprons - protection from wet environments.

Dust Masks - Snelling employees will not be permitted to beengaged

in tasks requiring negative pressure or positive pressure respirators.

Dust masks or particle masks are permissible and recommend-ed fornuisance dust exposures.

Welding Hoods - only ANSI approved welding hoods that meeteye tint requirements will be accepted.

Employee Benefits

You must have worked a total of 840 straight time hours during a 24 week period, immediately before the holiday.

You must work the scheduled day before the holiday, the day after,and the holiday (if asked to do so).

If you’re required to work the day of the holiday, and you satisfy eligi-bility requirements, you will receive an additional 8 hours of straighttime pay for the holiday in addition to your normal weekly compensa-tion for the actual time worked.

Holiday Pay

In order to qualify for holiday pay you must satisfy the following:

Paid Holidays

New Years Day

Memorial Day

Independence Day

Labor Day

Thanksgiving Day

Christmas Day

401(k)You will become eligible to enter the plan after you have completed 1 yearof employment for Snelling Staffing Services and attained the age of 21.You will be credited with a year of service for eligibility purposes if youwork 1,000 hours during the year.

Machinery and Equipment

Your on-site supervisor will provide you with instructions on thesafe operation of all equipment and machinery. You will also beinformed about the operation of all safety devices and equipmentguards. Do not operate equipment until you have receivedthese instructions.

Never attempt to tamper with or bypass any machine safety deviceor guard.

Do not operate any machinery that has broken, defective, or miss-ingsafety devices or guards. Notify your on-site supervisor immediate-ly if such a condition exists.

Notify your Snelling supervisor immediately if you are asked tooperate unsafe machinery or equipment.

Never assume that the power is off to any piece of equipment.Your on-site supervisor will inform you of your restrictions as an

affected employee under the customer’s Lockout/Tagout Program.

Never place any part of your body into the point of operationof any machine.

Do not attempt to perform maintenance or service on any ofthe client’s equipment.

Do not wear loose clothing, rings, jewelry or allow hair to danglewhen operating machinery.

Always wear required personnel protective equipment.

Proper Lifting and Carrying

Do not lift more than 25 pounds without permission from your Snelling supervisor. If lifting is required, use a safe lifting procedurewith a straight back, bend at knees, firm grip, and lift with legs.

Use approved lifting techniques: face the load, make sure your feet are on level firm ground, bend your knees, grasp the load securely and raise the load keeping your back as straight as possible.

Use the leg muscles to lift the load, never the back.

Never lift while your body is twisted, especially the lower back.

Many back injuries can be prevented by simply doing a few simplewarm up stretches before lifting, especially after any period of inactivity.

Delays in Timesheet Processing

Our customers are charged an hourly rate that is more than yourhourly pay rate. That’s because our billing rate includes the additionalcosts of Selection and Administration, Employer contributions forSocial Security, Unemployment Taxes, Workers’ CompensationInsurance, General Liability Insurance, Fringe Benefits and Profit.

Mobile Powered Equipment

Tools

Do not operate any forklift devices, pallet jacks, tractors, constructionequipment, or mobile powered machinery unless you have the writtenapproval of your Snelling supervisor.

Also, you must be able to meet the client’s safe operation/certificationrequirements before you will be permitted to operate any equipment

of this kind.

Always use the correct tool for the task.

Do not use damaged tools.

When using hand held electrical equipment, make sure there are nosigns of physical damage to the equipment body. Always check to seethat the cord is not damaged and the plug has no exposed wiring ormissing prongs.

Do not attempt to use any tools that you are unfamiliar with untilyou have received instruction and authorization.

Wear safety glasses or goggles when using any pressurized air sys-tem.

Customer’s Costs

No Dates or incorrect dates on Time Sheet.

Total hours worked not calculated.

No client or Employee Signature.

Time sheet received after 4:00 p.m. Tuesday.

Not informing Snelling of a change in address.

Postal carriers will not deliver mail of an unknown addressee. It isvery important to notify your postal carrier if you are a temporaryresident at the address that you have requested to have your payrollcheck delivered to.

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Hazardous Substances

Working From Elevations and In Excavations

Hazardous substances come in many forms. They can be flammablegases or liquids, caustics, pressurized gases, fuels, fumes, etc. You willreceive information pertaining to all hazardous substances in your workarea. If you are not provided this information before you start work,notify your Snelling supervisor immediately. The information you will beprovided will address:

Snelling employees are prohibited from elevated working areas withoutprior approval from your Snelling supervisor. If you are approved to work in an elevated area above 6 feet in height, full perimeter pro-tection or personal fall protection devices must be used, no exception.

Examples of this type of work would include roofing, high riseconstruction, window washing, exterior construction or maintenance

above the first floor, etc.

Snelling employees are prohibited from working in or aroundexcavations that exceed 4 feet in depth, no exceptions.

If you are asked to work in an excavation or from an elevation,contact your Snelling supervisor immediately.

How to detect the presence or release of chemicals.

Health and physical hazards associated with chemicals.

Methods to protect yourself from exposure.

How to use the customer’s container labeling program as well asthe Material Safety Data Sheets (MSDS) for hazardous substances.

Remember, you have the right to read the MSDS for the materialsin your area. This information sheet will provide physical propertyinformation as well as precautionary information.

All of this information will be contained in the customer’s HazardCommunication Program.

Harassment Policy

If you feel comfortable doing so, advise the person(s) doing theharassing that their behavior is offensive to you. Ask them torefrain from whatever they are doing or saying.

If the harassment continues, or if you are uncomfortable approachingthe person doing the harassing, take up the matter with theimmediate on-site supervisor, and your Snelling supervisor.

If the immediate supervisor is part of the problem, or is aware of theproblem and has not taken corrective action, then you should directyour complaint to the Snelling supervisor or Franchisee/Manager.

Responsibilities

It is the responsibility of any Snelling representative to takeimmediate action if a temporary has expressed concern thatthe working environment in which they are placed is hostile orviolatesany part of Snelling policy.

All complaints will be promptly investigated. Complaints will behandled as discreetly and as confidentially as possible.

It is the responsibility of each Snelling office to ensure that alltheir employees and managers are educated and trainedthrough employee awareness programs that emphasize theseriousness of harassment.

A complete copy of Snelling’s policy on Harassment is availableat any time for review by contacting your Snelling supervisor.

How You Are Paid

Please fill out top portion of Time Sheet completely, with yourname, the name of the company you are assigned to,address, and supervisor’s name.

Fill in dates worked in far left column of Time Sheet.

Round all time to the closest quarter hour. Example: if youcome inat 8:07, please round your time down to 8:00 or if you came inat8:08, round up to 8:15.

Enter time taken for lunch in the appropriate column and besure tosubtract that time from the regular hours worked (time in andtimeout columns). Lunch hour is not paid.

Add all hours in the far right column and fill in the total at thebottom of the Time Sheet, including any overtime.

You must sign the bottom of the Time Sheet where it says“Employee Signature” and your supervisor at the client com-pany must sign where it says “Authorized Signature” beforemailing it to the P.O. Box listed on the front of the Time Sheet.

We DO NOT Accept faxed timesheets.

Express Mail Services will not deliver to a P.O. Box; the U.S.Postal Service must deliver your time sheet directly to the P.O.Box. Time sheets that are not delivered to the P.O. Box willnot be collected and therefore will not be processed for pay-ment.

Overtime Pay - You will be paid for hours worked over 40 during ourweekly pay period at one and a half times your regular hourly pay rate.Always clear any overtime in advance with your Snelling supervisor.

Instructions for filling out Time Sheet

It is the responsiblity of all employees to refrain from harass-ment of others and to report such behavior in accordance withthe above procedures.

Time Sheets & Payroll

As a Snelling employee, you are paid for the hours you actuallywork on assignment. The pay rate is determined before youbegin the assignment and can vary from one assignment to thenext. We regularly review your performance and pay status. Wealso take care of all state and federally required payroll deduc-tions and unemployment insurance, and we match SocialSecurity contributions and provide workers’ compensation insur-ance.

Use a new Time Sheet for every assignment you work. For acontinuing assignment, use a new Time Sheet each week. Fill inall information using a ballpoint pen and press firmly so all copiesare legible.

Each Friday, or at the end of each assignment, both you and theclient company supervisor must sign the Time Sheet. Then leavethe “client copy” with the client company supervisor, and keep the“employee copy” for your files. Without a signed and approvedTime Sheet, you cannot be paid - there are no exceptions. Youare responsible for mailing your signed and completed time sheetto:

Snelling Staffing ServicesP.O. Box 214159

Auburn Hills, MI 48321

Substance Abuse

General Policy

Snelling believes that maintaining a workplace that is free fromthe effects of drug and alcohol abuse is the responsibility of allpersons involved in our business, including Snelling’s franchisees,employees, and clients.

The use, possession, sale or transfer of illegal drugs or alcohol oncompany property, in company vehicles, or while engaged incompany activities is strictly forbidden. Also, being under theinfluence of drugs or alcohol while on company property, in com-pany vehicles, or while engaged in company activities is strictlyforbidden. A violation of this policy will result in disciplinary actionup to and including immediate termination.

Additionally, consistent with the law, drug and alcohol screeningtests will be given after accidents or near misses, upon reason-able suspicion of alcohol or drug use, when a client requires pre-assignment testing, or under any other circumstances which war-rant a test. Further, where an employee is suspected of keepingdrugs or alcohol in his or her locker, we may ask the employee toopen the locker. If the employee refuses or is unavailable, wemay search the contents of the locker.

A complete copy of Snelling’s policy on Substance Abuse is avail-able at any time for review by contacting your Snelling supervisor.

Mail your time sheet every Friday to ensure that it will bereceived no later than 4:00 p.m. on Tuesdays. Time slips that arein the P.O. Box by 4:00 p.m. on Tuesday will be processeddepending on the method of payroll you select.Time slips notreceived by Tuesday afternoon will sit in the box until the follow-ing Tuesday pickup. Lost or stolen paychecks will be reissued 15business days from the check date and no sooner.

Policies & Procedures

Tips For Success

Arrive on time every day to show your professionalism and com-mitment to quality performance.

Dress appropriately for the assignment. Your Personnel Manager willoutline the client’s dress codes and other important rules concerning smoking, breaks, and more.

Direct all incoming emergency personal calls to the Snelling office,and we will pass messages on to you. Client phones should not beused to make or receive personal calls.

Many of our Field Employees are offered positions to work directly forthe client companies they are assigned to. If this should happen toyou and you desire a full-time position, or are offered one while onassignment, please let us know immediately.

Dress for success, make sure your attire is appropriate for theassignment.

Be sure to eat only at scheduled break times and in the areas that areprovided.

Avoid bringing personal items to work, i.e. radio, CD’s or pictures.

Client phones should not be used to make or receive personal calls.

Refrain from the following:

We pride ourselves on being known as a staffing service that providescompanies with the most qualified and professional Field Employees. Our image enables us to continually place our employees at the mostprestige’s companies in the Detroit metropolitan area. As a Field Rep-resentative of Snelling and a member of our team we depend heavilyon you to continue to project that professional and responsible imagein the workplace. In order to continue the success that we all desireit is imperative for you to abide to the following work decorum:

Welcome Aboard!

Your orientation is now finished. We are excited to have you joinus as a Snelling field employee, and look forward to a mutuallybeneficial relationship in meeting and exceeding your personalexpectations. We want to emphasize that as your employer, wewill attempt to help further your career growth, no matter what jobfunction you have. It is very important to us that you are happy,and that your career needs are being met.

Communication is a two way street. We expect you to communi-cate to us when you have questions, comments, or concerns.Likewise, you may expect the same from us. By doing so, wewill be able to proactively avoid problems that otherwise mayoccur during employment with us.

Please read and sign the Receipt of Employee Handbook at theend of this handbook. Thank you for joining the Snelling team.

Welcome aboard!

The use of cell phones or headsets during working hours

The use of client company computers to send or receive anypersonal e-mail.

The use of client companies computers to create any personaldocuments.

Copying or downloading any files onto client companies computers.

Accessing any unauthorized internet sites while on assignment.

After reading this handbook, we hope that you understandthe importance Snelling places on your safety and health. IfSnelling, the customer, and our temporary employees honor thecommitment to work place safety, everyone benefits. Be assuredthat Snelling will continue to monitor our customers’ safety perfor-mance as well as yours. Remember, violation of Snelling or itsclients’ safety policies is cause for immediate dismissal. Safety iseveryone’s business, make sure it’s yours.

We stress the need to read and understand all the componentsof this handbook. Before signing, if there are any areas you donot understand, please have your Supervisor explain them toyou. By signing below, you acknowledge that you have read,understand and received a copy of this Employee Handbook.

You also acknowledge that you understand the provisions con-tained in this handbook may be changed, modified or deleted atany time. You further understand that neither this handbooknor any other communication by any management representa-tive is intended to, in any way, create a contract of employment.

Employee Signature_____________________________

Snelling Supervisor_____________________________

Date_________________________________________

Policies & Procedures Receipt of Employee Handbook

Equal Employment Opportunity Policy

Since our inception and long before it became the law of the land, it wasand is the practice of the Company to provide equal employment oppor-tunities to all employees and job applicants, without regard to race, sex,age, color, marital status, religion, veterans status, disability, national ori-gin, or other protected classes as provided by applicable law.

As a Snelling employee, you have the flexibility to accept or declineany assignments you are selected for.

You are required to call in on a weekly basis to speak with a PersonnelManager regarding your availability.

You are expected to complete all assignments you accept.

If you are unable to report to work or complete an assignment for anyreason, illness, emergency, etc., immediately notify your Snellingsupervisor, not the client, in order for us to obtain a replacement.

We have an answering machine on after hours and weekends.Please leave a message and a Personnel Manager will return your callthe following business day.

Contact Snelling Staffing Services when your assignment ends, within 24 hours. If you fail to make such contact, you may be considered to have left work voluntarily without cause, and un-employment benefits may be denied.

If for any reason you are not interested in continuing an assignmentthat you have accepted, we require a 24 hour notice in order to finda replacement for the client.

You will be offered assignments based on availability as well as yourexperience and skills. Usually, you will know about assignments a dayor two in advance. Some opportunities, however, start right away.When you accept an assignment, you should record all important infor-mation, so you will be prepared for a good start.

Assignment Procedures

Assignments