Employee Handbook - TriStaff Group of Companies

TriStaff Group of Companies

Employee Handbook

Updated 12/05/16

TABLE OF CONTENTS

Welcome to TriStaff...... 5

Purpose of Handbook...... 6

Integration Clause & the Right to Revise...... 6

TriStaff Company Philosophy...... 6

Style...... 6

Employment Policies

  • Equal Employment Opportunity...... 7
  • Policy Against Unlawful Harassment, Discrimination and Retaliation...... 7
  • Reasonable Accommodations ...... 9
  • Lactation Policy ...... 10
  • At-Will Employment Status...... 10
  • Performance Evaluations...... 10
  • Voluntary Termination...... 11
  • Involuntary Termination...... 11

The Work Day

  • Job Duties...... 11
  • Work Schedules...... 11
  • Meal Periods...... 11
  • Rest Periods...... 12
  • Recovery Periods for Employees Working Outdoors ...... 13

Compensation

  • Payment of Wages...... 14
  • Commissioned Employees...... 14
  • Exempt Employees...... 14
  • Overtime...... 15
  • Payroll Deductions...... 15

Employee Records & Information

  • Personnel Records...... 16
  • Employee References...... 16

Benefits

  • Holidays...... 16
  • Vacations...... 17
  • Sick Leave...... 18
  • Insurance Benefits...... 19
  • Retirement Plan...... 20
  • Leaves of Absence...... 20
  • Medical Leave...... 20
  • Pregnancy Related Disability Leave...... 21
  • Family Medical Leave Act/California Family Rights Act...... 21
  • Organ and Bone Marrow Donor Leave ...... 28
  • Bereavement Leave...... 29
  • School and Child Care Activities Leave ...... 29
  • Personal Leave...... 29
  • Civic Duties...... 29
  • Military Leave...... 30
  • Crime Victim’s Leave...... 30
  • Domestic Violence, Sexual Assault, and Stalking Victims’ Leave...... 30
  • Leave for Emergency Rescue Personnel...... 31
  • Civil Air Patrol Leave...... 31
  • External Employee Education...... 32
  • Recreational Activities & Programs...... 32
  • Workers’ Compensation...... 32

Employee Communications

  • Open Door Policy...... 33
  • Conflicts of Interest...... 33

Standards of Conduct

  • Prohibited Conduct...... 34
  • Off-Duty Conduct...... 34
  • Outside Employment...... 35
  • Drug & Alcohol Abuse...... 35
  • Punctuality & Attendance...... 37
  • Dress Code...... 37
  • Client Relations...... 37
  • Protection of the Company’s Trade Secrets and Confidential Information...... 38
  • Media Contact...... 39

Operational Considerations

  • Cellular Phones, Smart Phones, Tablets, and Other Handheld Electronic Devices...... 39
  • Company Computers, Databases, Email, Voice Mail and the Internet...... 40
  • Social Media, Social Networking and Blog Policy...... 43
  • Employee Property...... 45
  • Security...... 45
  • Health & Safety...... 45
  • Smoking Policy...... 45
  • Housekeeping...... 45
  • Employees Who Are Required to Drive...... 45

WELCOME TO TRISTAFF GROUP OF COMPANIES

Welcome to TriStaff Group of Companies! The Tristaff Group of Companies is comprised of SoCal Services, Inc.,VanPike, Inc., and Garich, Inc. hereinafter referred to collectively as “The TriStaff Group of Companies,” “TriStaff/TSG”or the “Company.”We are delighted to have you as a part of our dynamic team and growing company.

At TriStaff, we believe our employees are the cornerstones of our business, and we understand that our employees allow us to attain our vision and commit to our company’s mission.

As a corporation, you can trust that we are committed to providing an environment that promotes a strong sense of team, personal/career development, and dedication towards the strategic goals of the company.

We look forward to you becoming an integral part of our company and playing an active role in creating quality partnerships with the customers we serve.

“Work” is a large part of our lives and we hope that as an employee of TriStaff Group of Companies, you will find your employment to be both rewarding and challenging.

Welcome to the TriStaff/TSGteam!

PURPOSE OF HANDBOOK

This handbook provides general information concerning Company history, employment, benefits, and other guidelines to all TriStaff/TSG employees. Compliance with the policies in this handbook is a term and condition of employment of all full and part-time employees. Individual written employment agreements may supersede some provisions of this handbook.

This handbook is not intended to create any contractual rights to continued employment of any length. Employment is a mutual consent between you and TriStaff/TSG. Consequently, either you or TriStaff/TSG can terminate the employment relationship at-will.

This handbook contains the policies and practices in effect at the time of publication. All previously issued handbooks and any inconsistent policy or benefit statements or memoranda are superseded.

This handbook is designed to familiarize you with our major policies. Your supervisor (or Recruiter for temporary contract employees)or TriStaff/TSG’s Human Resources Director will be happy to answer any questions you may have.

INTEGRATION CLAUSE AND THE RIGHT TO REVISE

TriStaff/TSG reserves the right to revise, modify, delete or add to any and all policies, procedures, work rules or benefits stated in this handbook or in any other document, except for the policy of at-will employment. However, any such changes must be in writing and must be signed by the President, CEO or Human Resources Director of TriStaff/TSG.

Any written changes to this handbook will be distributed to all employees so that employees will be aware of new policies or procedures. No oral statements or representations can in any way change or alter the provisions of this handbook.

This handbook sets forth the entire agreement between you and TriStaff/TSG as to the duration of employment and the circumstances under which employment may be terminated. Nothing in this employee handbook or in any other personnel document, including benefit plan descriptions, creates or is intended to create a promise or representation of continued employment for any employee.

TRISTAFF/TSG COMPANY PHILOSOPHY

TriStaff/TSG is a service business. Our main objective is to offer a successful, reliable service to our clients. We seek to create a work atmosphere where our people can maximize themselves personally and professionally. We believe success in this business is a direct result of ability, combined with proper training and effective work.

STYLE

At TriStaff/TSG, style is something we take very seriously. We are convinced that it is our distinctive style that sets us apart from other organizations and makes TriStaff/TSG a special place to work.

Our style is reflected in a certain attitude with which each of us performs our daily work; how we treat one another at TriStaff/TSG, as well as our treatment of people with whom we come in contact each

day. The tone we set influences the way other people perceive us. At TriStaff/TSG, we try to distinguish ourselves in everything we do. We are a team--we invite you to participate with us in treating everyone with appreciation, friendly support, and cooperation.

Most limitations to your success with TriStaff/TSG are the ones that you will create for yourself; we will work together to help you fulfill your aspirations.

EMPLOYMENT POLICIES

Equal Employment Opportunity

TriStaff/TSG is an equal opportunity employer and makes employment decisions on the basis of merit. Company policy prohibits unlawful discrimination based on race, color, religion, religious creed, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex (including pregnancy, childbirth, breastfeeding or related medical condition), gender, gender identity, gender expression, age, military and veteran status, sexual orientation, and citizenship status​or any other consideration made unlawful by federal, state or local laws. All such discrimination is unlawful.

TriStaff/TSG is committed to complying with all applicable laws providing equal employment opportunities. This commitment applies to all persons involved in the operations of the company and prohibits unlawful discrimination by any employee of TriStaff/TSG, including supervisors and co-workers.

Policy Against Unlawful Harassment, Discrimination and Retaliation

The Company is committed to providing a work environment that is free of unlawful harassment, discrimination and retaliation. In furtherance of this commitment, the Company strictly prohibits all forms of unlawful discrimination and harassment, including: discrimination or harassment on the basis of race, religion, color, sex (including childbirth, breast feeding and related medical conditions), gender, gender identity or expression, sexual orientation, national origin, ancestry, citizenship status, uniform service member and veteran status, marital status, pregnancy, age, protected medical condition, genetic information, disability or any other category protected by applicable state or federal law.

The Company’s policy against unlawful harassment, discrimination and retaliation applies to all employees, including supervisors and managers, as well as to all unpaid interns and volunteers. The Company prohibits managers, supervisors and employees from harassing co-workers as well as the Company’s customers, vendors, suppliers, independent contractors and others doing business with the Company. Any such harassment will subject an employee to disciplinary action, up to and including immediate termination. The Company likewise prohibits its customers, vendors, suppliers, independent contractors and others doing business with the Company from harassing our employees.

Examples of Prohibited Sexual Harassment: Sexual harassment includes a broad spectrum of conduct including harassment based on sex, gender, gender identity or expression, and sexual orientation. By way of illustration only, and not limitation, some examples of unlawful and unacceptable behavior include:

  • unwanted sexual advances;
  • offering an employment benefit (such as a raise, promotion or career advancement) in exchange for sexual favors, or threatening an employment detriment (such as termination or demotion) for an employee’s failure to engage in sexual activity;
  • visual conduct, such as leering, making sexual gestures, and displaying or posting sexually suggestive objects or pictures, cartoons or posters;
  • verbal sexual advances, propositions, requests or comments;
  • sending or posting sexually-related messages, videos or messages via text, instant messaging, or social media;
  • verbal abuse of a sexual nature, graphic verbal comments about an individual’s body, sexually degrading words used to describe an individual, and suggestive or obscene letters, notes or invitations;
  • physical conduct, such as touching, groping, assault, or blocking movement;
  • physical or verbal abuse concerning an individual’s gender, gender identity or gender expression; and
  • verbal abuse concerning a person’s characteristics such as pitch of voice, facial hair or the size or shape of a person’s body, including remarks that a male is too feminine or a woman is too masculine.

Other Examples of What Constitutes Prohibited Harassment: In addition to the above listed conduct, the Company strictly prohibits harassment concerning any other protected characteristic. By way of illustration only, and not limitation, such prohibited harassment includes:

  • racial or ethnic slurs, epithets, and any other offensive remarks;
  • jokes, whether written, verbal, or electronic;
  • threats, intimidation, and other menacing behavior;
  • inappropriate verbal, graphic, or physical conduct;
  • sending or posting harassing messages, videos or messages via text, instant messaging, or social media; and
  • other harassing conduct based on one or more of the protected categories identified in this policy.

If you have any questions about what constitutes harassing behavior, temporary contract employees should ask theirRecruiter or another member of management and corporate staff employees should ask their supervisor or another member of management.

Prohibition Against Retaliation: The Company is committed to prohibiting retaliation against those who themselves or whose family members report, oppose, or participate in an investigation of alleged unlawful harassment, discrimination, or other wrongdoing in the workplace. By way of example only, participating in such an investigation includes, but is not limited to:

  • Filing a complaint with a federal or state enforcement or administrative agency;
  • Participating in or cooperating with a federal or state enforcement agency conducting an investigation of the Company regarding alleged unlawful activity;
  • Testifying as a party, witness, or accused regarding alleged unlawful activity;
  • Making or filing an internal complaint with the Company regarding alleged unlawful activity;
  • Providing notice to the Company regarding alleged unlawful activity;
  • Assisting another employee who is engaged in any of these activities.

The Company is further committed to prohibiting retaliation against qualified employees who request a reasonable accommodation for any known physical or mental disability and employees who request a reasonable accommodation of their religious beliefs and observances.

What You Should Do If You Feel You Are Being or Have Been Harassed, Discriminated Against or Retaliated Against

If you feel that you are being or have been harassed, discriminated against or retaliated against in violation of this policy by another employee, supervisor, manager or third party doing business with the Company, you should immediately contact the Human Resources Director, orGary O. van Eik or Richard N. Papike at (858) 453-1331. In addition, if you observe harassment by another employee, supervisor, manager or non-employee, please report the incident immediately to the individual listed above.

Supervisors or Recruiters who receive any complaint of harassment, discrimination or retaliation must promptly report such complaint to the Human Resources Director, or Gary O. van Eik or Richard N. Papike at (858) 453-1331.

Your notification of the problem is essential to us. We cannot help resolve a harassment problem unless we know about it. Therefore, it is your responsibility to bring your concerns and/or problems to our attention so we can take whatever steps are necessary to address the situation. The Company takes all complaints of unlawful harassment seriously and will not penalize you or retaliate against you in any way for reporting a harassment problem in good faith.

All complaints of unlawful harassment which are reported to management will be investigated as promptly as possible by an impartial and qualified person and, upon conclusion of such investigation, appropriate corrective action will be taken where warranted. The Company prohibits employees from hindering internal investigations and the internal complaint procedure. All complaints of unlawful harassment reported to management will be treated as confidentially as possible, consistent with the Company’s need to conduct an adequate investigation.

Violation of this policy will subject an employee to disciplinary action, up to and including immediate termination. Moreover, any employee, supervisor or manager who condones or ignores potential violations of this policy will be subject to appropriate disciplinary action, up to and including termination. Additionally, under California law, employees may be held personally liable for harassing conduct that violates the California Fair Employment and Housing Act.

Reasonable Accommodations

The Company is committed to complying with all laws protecting qualified individuals with disabilities, as well as employees’, unpaid interns’ and volunteers’ religious beliefs and observances. This policy extends to all aspects of our employment practices, including but not limited to, recruiting, hiring, discipline, termination, promotions, transfers, compensation, benefits, training, leaves of absence, and other terms and conditions of employment. The Company will provide a reasonable accommodation for any known physical or mental disability of a qualified individual and/or employees’ religious beliefs and observances, provided the requested accommodation does not create an undue hardship for the Company and/or does not pose a direct threat to the health or safety of others in the workplace and/or to the individual.

If you require an accommodation to perform the essential functions of your job and/or for your religious beliefs or observances, you must notify the Human Resources Director. Once the Company is aware of the need for an accommodation, the Company will engage in an interactive process to identify possible accommodations.

If you believe that you have been treated in a manner not in accordance with these policies, please notify the Company immediately by speaking to the Human Resources Director. You are encouraged to utilize this procedure without fear of retaliation.

Lactation Policy

The Company will provide a reasonable amount of break time to accommodate a female employee’s need to express breast milk for the employee’s infant child. The break time should, if possible, be taken concurrently with other break periods already provided. Non-exempt employees should clock out for any lactation breaks that do not run concurrently with normally scheduled rest periods. Any such breaks will be unpaid. The Company will also make a reasonable effort to provide the employee with the use of a room or other location in close proximity to the employee’s work area, for the employee to express milk in private.

Employees should notify their immediate supervisor(or Recruiterfor temporary contract employees) or the Human Resources Director to request time to express breast milk under this policy. The Company does, however, reserve the right to deny an employee’s request for a lactation break if the additional break time will seriously disrupt operations.

At-Will Employment Status

Employment at TriStaff/TSG is employment at-will. Employment at-will may be terminated with or without cause and with or without notice at any time by the employee or TriStaff/TSG. Nothing in this handbook or in any document or statement shall limit the right to terminate employment at-will. No manager, supervisor or employee of TriStaff/TSG has any authority to enter into an agreement for employment for any specified period of time or to make an agreement for employment other than at-will. Only Gary van Eik orRichard N. Papikehave the authority to make any such agreement and then only in writing.

Performance Evaluations

Your performance evaluations may review factors such as the quality and quantity of the work you perform, knowledge of the job, initiative, work attitude and your attitude toward others. The performance evaluations should help you become aware of your progress, areas forimprovement and objectives or goals for future work performance. Positive performance evaluations do not guarantee increases in salary or promotions. Salary increases and promotions are solely within the discretion of TriStaff/TSG and depend upon many factors in addition to performance. You will be required to sign a form changing your job status or salary simply to acknowledge that it has been presented to you, discussed with you by your supervisor, Recruiter for temporary contract employees, or manager, and that you are aware of its contents.

Voluntary Termination

An employee who voluntarily resigns from employment or fails to report to work for three (3) consecutively scheduled workdays without notice to or approval by the employee's supervisor(or Recruiter for temporary contract employees), will voluntarily terminate employment with TriStaff/TSG. All TriStaff/TSG owned property (keys, cell phones, computers, etc.) must be returned immediately upon termination of employment.

Involuntary Termination

Violation of Company policies and rules may warrant disciplinary action. The Company may utilize a system of progressive discipline that may include verbal warnings, written warnings and suspension; however, the system is not formal and the Company may utilize whatever form of discipline deemed appropriate in the circumstance, in its sole discretion up to and including termination of employment. The Company’s use of any progressive disciplinary action in no way limits or alters the at-will employment relationship.