Policies and Procedures

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					                                                                                            Policies and Procedures
                                                             Sign off Sheet for Our CA Temporary Employees

Please initial next to each topic and sign below.
I understand it is my responsibility to follow all safety guidelines and procedures developed by both Alliance Staffing Resource
Services, Inc. (ASRS) and its clients. Violation of these safety rules could endanger myself or others, and could result in disciplinary
action up to and including termination.

I have also read and understand all ASRS Policies and Procedures and agree to abide by these and any other policies. I also
understand that if I do not abide by these company policies and procedures, I could be dismissed from my job and/or my
employment with ASRS may be terminated.




               Please Initial Each Topic

        1      CONTACTING ASRS

        2      SAFETY POLICY STATEMENT

        3      INJURY & ILLNESS PREVENTION PROGRAM

        4      WORKERS’ COMPENSATION

        5      STANDARDS OF PERFORMANCE AND CONDUCT

        6      WORKPLACE VIOLENCE PREVENTION POLICY

        7      HARASSMENT PREVENTION POLICY

        8      SUBSTANCE ABUSE POLICY

        9      LEAVE QUALIFICATION

       10      TECHNOLOGY POLICY

       11      BENEFITS

       12      PHYSICIANS PRE-DESIGNATION

I acknowledge the receipt of the following ASRS company policies. I understand it is my responsibility to read and
comply with these policies. I understand that violation of ASRS company policies may lead to disciplinary action up to and
including termination.


Print your Name:                                                    Your Signature:


Last four digits of your Social Security:                           Witness: ASRS Representative:



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Table of
 contents
                       1      CONTACTING ASRS

                       2      SAFETY POLICY STATEMENT

                       3      INJURY & ILLNESS PREVENTION PROGRAM

                       4      WORKERS’ COMPENSATION

                       5      STANDARDS OF PERFORMANCE AND CONDUCT

                       6      WORKPLACE VIOLENCE PREVENTION POLICY

                       7      HARASSMENT PREVENTION POLICY

                       8      SUBSTANCE ABUSE POLICY

                       9      LEAVE QUALIFICATION

                      10      TECHNOLOGY POLICY

                      11      BENEFITS

                      12      PHYSICIANS PRE-DESIGNATION



1 CONTACTING ASRS
A. Employment Status

Please remember that while you are on assignment at our client’s work site you are considered an employee of ASRS for all
employment purposes such as Workers’ Compensation injuries, payroll inquiries, employment verification, etc.

Your employment with ASRS and your temporary assignments are at-will and may be terminated at any time with or without
notice. While our clients may on occasion choose to hire ASRS temporary employees, there is no guarantee of long-term or
full-time employment with any ASRS client.

B. When You Should Call

During your interview, your staffing coordinator will tell you how often you need to call in with your weekly availability. If
you do not call in, you will be considered unavailable for assignments. When calling in, leave your name, social security
number, and availability to work. Your status will be updated in our computer system. You will be contacted when we have an
assignment to present to you.




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While on an assignment with ASRS, you should call:

Within 24 hours of the end of your assignment so we can find you another position. Please call even if you don’t want to go
back to work right away so we can keep your status updated in our computer system.

          If you are going to be late reporting to work for any reason.

          If you can’t make it to your assignment for any reason.

          If we leave you a message about an assignment. If we don’t hear from you, you may be deactivated
          from our database.

          If you’ve been injured, call the Injury Hot line at 888.237.1223 immediately.

          If you need time off from your assignment (e.g. jury duty, medical issue, family emergency, etc.).

          If you no longer want to be considered for temporary assignments.

          If you change your address or phone number.

          If your job is different from what you were told or you did not receive appropriate training.

          If you are offered regular full-time employment by our client while on assignment.

          If you have any issues or concerns with your assignment, including problems with your supervisor or co-workers.

          If you have any questions regarding your assignment or client policies and procedures.

Because you are an employee of ASRS, it is not appropriate for you to discuss issues or make arrangements directly with our
clients. Please be sure to keep your staffing coordinator updated on all aspects of your assignment.

C. Timecard Procedures
To ensure you receive a paycheck, completed timecards are due on Mondays. Your staffing coordinator will give you the
specific time based on your office location. Timecards received after the deadline may result in your paycheck being
delayed until the following week.


When completing your timecard, remember to:

          Print your name, Social Security number and assignment number.

          Record total days and hours worked.

          Record the week-ending date.

          Sign your timecard in the lower left-hand corner.

          Obtain the signature of your immediate supervisor and give them the pink copy.


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D. Work Related Injuries

ASRS and our client companies are committed to working together to provide a safe work environment. All accidents,
injuries, or unsafe work conditions should be reported to Eplica, Inc. immediately, even if they seem minor. If you are involved
in an accident or are injured at work, or observe unsafe working conditions, you are required to call the Eplica Injury Hotline
immediately. If you are calling after hours, you will be able to page the on duty Workers’ Compensation Specialist from
Eplica by leaving a message on the hotline voice mail. You are expected to also notify your client company supervisor.
Failure to report the injury, cooperate with the accident investigation or participate in the post accident drug test will result in
disciplinary action up to and including termination.




          To report your injury, immediately call the Eplica Injury Hotline at:
                                                   888.237.1223
Return to Work Program
If you are injured at work and are unable to perform your usual job duties, ASRS will work to place you in a transitional duty
position that will meet your work restrictions and we will aggressively work on your behalf to return you to work as quickly and
safely as possible.

Workers’ Compensation Fraud
Workers’ Compensation fraud is a felony. Anyone who knowingly makes a false statement to obtain or support a claim for
benefits can be convicted of criminal fraud, which may result in a prison sentence or monetary fines.



2 SAFETY POLICY STATEMENT
A. Safety Policy Statement

ASRS considers the safety of our employees and our clients to be of primary importance. Safety is a partnership
between ASRS, our employees, and our clients. Employees are expected to assist management in accident prevention
activities. Safety should be a basic part of every job. Unsafe conditions or injuries occurring on the job are to be reported
immediately to your staffing coordinator.


B. General Safety Rules
Unsafe conditions       Do not undertake a job that appears to be unsafe or potentially dangerous. Report the conditions to
                        your staffing coordinator who will contact the Eplica Safety Department for investigation, if needed.

Safety Training         Do not begin work until you have received safety training at the work site including all risks and hazards
                        your job may involve.

Safe work attire and    Wear appropriate attire and PPE (Personal Protective Equipment) for the job site (e.g. no open-toed
required PPE            shoes, safety glasses, gloves).

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Work Area Conditions Keep walkways clear and clean up or report spills or debris to avoid slips or falls.

Walk                    Do not run through the work site. Watch your step, hold hand rails when using stairs, open doors slowly,
                        and do not stack items where they can readily be knocked over or obstruct walkways.

Surrounding Areas       Keep walkways clear and clean up or report spills or debris to avoid slips or falls.

Alternate Job Tasks     Take frequent breaks from repetitive motions. Stretch hands, back, legs, etc. as needed.

Change in Job Duties Notify your ASRS staffing coordinator if your job duties change or there is a change in the physical
                     requirements for performing your job.

Lifting                 Bend your knees, get a firm grip on the object, hold it close to your body, and space your feet for
                        good balance when lifting. Do not twist or bend your body. Lift using the strength in your legs, not your
                        back. Ask co-workers for help when lifting heavy objects. Be sure to have a clear visual path when
                        moving anything. Know your lifting limits.

Alcohol/Illegal Drugs   Use or possession of alcohol and/or illegal drugs on work time or company property is prohibited.
                        Anyone possessing and/or under the influence of these substances is subject to immediate dismissal.

Horseplay               Horseplay of any kind is not tolerated.

Company vehicles        Do not operate any company vehicle without prior authorization of ASRS.

Ergonomic               Should you need any special ergonomic equipment for your assignment (such as keyboard, mouse,
Equipment               hand’s free headset, etc), discuss the need with your staffing coordinator. He/she will attempt to
                        accommodate your request.

Furniture               Do not stand on office furniture to reach for any object. Keep drawers and cabinets closed to avoid
                        tripping.

Personal Protective     PPE (e.g. hard hats, gloves, eye protection, vests) should be worn whenever it is provided. Be sure to
Equipment (PPE)         receive and understand training on the use of PPE. It is mandatory to wear any safety equipment our
                        client offers.

Machine Operation       Guards and safety shields must be in place during operation. Do not operate any machinery where
                        guards/shields have been removed or altered. Make sure you know where the emergency cut-off
                        switch is located. Do not “pin back” guards.

Hand Tool Safety        Only use hand tools for which you have been trained and authorized to use. Do not use tools that
                        appear to be damaged or unsafe.

Hazardous Chemicals If you are sent on an assignment where chemicals/solvents are used, make sure you know how to
                    handle them properly. Read and understand any applicable material safety data sheets before you
                    begin work.



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Materials Storage       Any flammable and/or explosive materials are to be stored in designated containers. If you are
                        uncertain as to where materials are stored, ask your on-site supervisor. Any solvents and reusable rags
                        used on assignment are to be kept in marked self-closing containers.

Forklifts and/or        Do not operate any forklifts or company vehicles without prior authorization of your staffing
Company vehicles        coordinator.



3 INJURY & ILLNESS PREVENTION PROGRAM

A. Authority and Responsibility for Implementing the Program
The Injury & Illness Prevention Program outlines ASRS’ policies and procedures to maintain a safe and healthy work
environment for all employees. While managers and employee’s are responsible for safety and health in the workplace, the
administrator is primarily responsible for overseeing implementations of the Injury & Illness Prevention Program.

B. Employee Compliance with Safe Work Practices
ASRS is committed to your safety in the workplace. We expect you will comply with safety procedures as instructed by ASRS
and our clients. Failure to follow safety procedures may result in counseling or other disciplinary action up to and including
termination.

C. Safety Communication
Employees are encouraged to report any unsafe conditions and to discuss occupational health concerns, any safety
suggestion or ideas for creating a safer environment are welcomed. Employees can contact their staffing coordinator or
the Injury Hotline (888.237.1223). The Injury Hotline is also available for employees to anonymously inform ASRS of any safety
concerns.

Training
Beginning with the initial safety orientation and continuing with on-going updates, employees will be informed of the
importance of safety at ASRS. General safety practices are communicated upon employment, and specific job safety
training is provided according to assignment by the client company.

Posting and Written Communication
Safety bulletin boards are posted throughout our offices and will feature safety notes, safety handouts and information
required by OSHA. At times, additional safety tips will be distributed within the employee’s paycheck.

Safety Department
The safety department conducts trainings via teleconference or at the office location for internal staff on various topics
regarding health and safety. Recordkeeping for these trainings will be kept on file for up to three years. The safety department
circulates a safety newsletter quarterly which is accessible to all employees via branch location, client bulletin boards and the
internal safety intranet page. The communication included covers various safety tips and health issues regarding numerous
divisions ASRS staffs.




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D. Procedures for Identifying and Evaluation Workplace Hazards
Safety inspections will be performed upon establishment of the Injury & Illness Prevention Program and then according to the
following schedule:

          When the IIP Program is initially established;
          When new substances, processes, procedures or equipment which present potential new hazards are introduced;
          When new, previously unidentified hazards are recognized;
          When occupational injuries and illnesses occur;
          When we hire and/or reassign workers to processes, operations, or tasks for which a hazard evaluation has not been
          previously conducted; and
          Whenever workplace conditions warrant an inspection.

E. Procedures to Investigate Occupational Injury or Illness
Accident investigations will be conducted at the site of the accident by an ASRS representative and the client. Investigation
procedures include:

          Interviewing injured workers and witnesses;
          Examining the workplace for factors associated with the accident/exposure;
          Determining the cause of the accident/exposure;
          Taking corrective action to prevent the accident/exposure from reoccurring;
          Recording the findings and actions taken.

F. Hazard Correction
Unsafe or unhealthy work conditions, practices or procedures shall be corrected in a timely manner based on the severity of
the hazard. Hazards shall be corrected according to the following procedures:

          When observed or discovered;
          When an imminent hazard exists which cannot be immediately abated without endangering employee(s) and/or
          property. All exposed workers will be removed from the area except those necessary to correct the existing condition.
          Workers necessary to correct the hazardous condition shall be provided with necessary personal protective
          equipment.
          Unsafe conditions that cannot be corrected with the resources available to the supervisor or manager must be
          reported to the next higher level of management.

G. Training and Instruction
A general overview of safety and hazard prevention will be provided during your initial visit to ASRS. Job specific training is
to be provided by the manager or supervisor of your department. The individual client will provide job specific training for
assignments made with ASRS clients.




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          It is the responsibility of all employees to follow the rules, procedures and safety techniques outlined in the Injury &
          Illness Prevention Program of both ASRS and our clients. Consult your supervisor at our client to obtainor review a copy
          of the client company’s Injury & Illness Prevention Program.
          No employee is expected to undertake a job until they have received instruction on how to perform it properly, or if it
          appears to be unsafe. Do not undertake a job you have not been authorized to perform. If you do not know how to
          perform a job, ask for instruction.
          In addition to general information provided by ASRS, also obtain specific job hazard information from the client
          supervisor at your assignment.
          Do not perform any duty that involves hazardous chemicals/materials without complete training on proper use and
          handling from your on-site supervisor. Know the on-site location of the Material Safety Data Sheet (MSDS).
          Use all safeguards and safety equipment. Wear personal protective equipment including goggles, masks, work boots,
          gloves, etc. when required. Make sure you understand how to properly use and maintain this equipment.
          Know where the client’s First Aid Station, eye wash station, and/or shower stations are located in case of
          emergency.
          Immediately report all unsafe conditions or injuries seen during work to your on-site supervisor as well as to your
          staffing coordinator/ASRS representative. You have the right to provide this information without fear of reprisal by
          either company.
          If your duties change during your assignment call ASRS immediately.
          If you use a forklift on assignment you are required to receive training in proper vehicle operation before operating
          the vehicle independently. In addition to this initial training, operators will periodically be evaluated. Do not operate
          a forklift on assignment without prior authorization from ASRS.

H. Record Keeping
ASRS has taken the following steps to implement and maintain our IIP Program:

          Records for hazard assessment inspection, including the person(s) who conducted the inspection, the unsafe
          conditions and work practices that have been identified and the action taken to correct the identified unsafe
          conditions and work practices are recorded on either a Safety Tour Checklist or Safety Tour Assessment form under
          the corrective measures suggested on the Safety Tour Assessment. It is then communicated to the client who is given
          a time frame to correct. The client signs the Safety Tour Assessment and commits to correcting the identified unsafe
          conditions and work practices. The safety department follows up to ensure all corrective measures have been
          satisfied.
          The OSHA 300 log for all locations is kept in the San Diego Corporate office of ASRS. The required posting of the OSHA
          300A report is kept in each branch office with other required postings. This posting is required annually February 1st
          through April 30th.


4 WORKERS’ COMPENSATION
A. Workers’ Compensation

Today, Workers’ Compensation law provides a fair way to take care of injured workers. Workers are provided medical


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treatment and payment of lost wages if determined to be work related. This job injury insurance is paid for by your employer
and is supervised by your state. If you cannot work due to a job-related injury or illness, Workers’ Compensation pays your
medical bills and provides money to help replace lost wages until you can return to work.

B. Who is covered?

Almost every employee is protected by Workers’ Compensation. There are a few exceptions such as people in business for
themselves or certain unpaid volunteers. Maritime and federal employees are covered by similar laws. If you have a question
about coverage, call the Injury Hotline at 888.237.1223.

C. What is Covered by Workers’ Compensation?

Any injury or illness is covered if it is due to your employment including first-aid type injuries to serious accidents. Workers’
Compensation even covers injuries including psychiatric injury resulting from workplace crime. Some injuries resulting from
voluntary, off-duty recreational, social or athletic activity may not be covered.

Coverage is automatic and immediate. There is no qualifying period or need to earn a certain amount of wages before you
are covered. Protection begins the first minute you are on the job.

D. How to Report a Work Related Claim

Immediately notify the Injury Hotline at 888.237.1223. If medical treatment is required you must return to your branch
following the appointment. You must provide your staffing coordinator with your work status update and complete the
necessary paperwork. Any injury reported and resulting in medical treatment will receive a claim packet which you must
read, sign and return to the Workers’ Compensation Department.

It is illegal for an employer to fire or discriminate against you because you file, intend to file, or settle a Workers’ Compensation
claim, or because you testify for a co-worker who was injured. If you prove this kind of discrimination, you could be entitled to
receive lost wages and increased benefits, plus costs and expenses up to a maximum set by the state legislature.



Anyone who makes or causes to be made any knowingly false or fraudulent material statement for the purpose
         of obtaining or denying Workers’ Compensation benefits or payments is guilty of a felony.



5 STANDARDS OF PERFORMANCE AND CONDUCT
A. General Rules

While it is not possible to create an exhaustive list, following are examples of expected behavior. Violations of the standards
of performance and conduct may lead to disciplinary action that could include termination.


Attendance                You are expected to arrive to your assignments on time and prepared to work. If you must be
                          absent or late, call your staffing coordinator at least one hour prior to the start of your shift. While on
                          assignment you are expected to be in your designated work area performing the job presented to
                          you by your staffing coordinator unless you are on an approved break.
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Timecards                 Timecards are to be completed by the employee in the manner described in Section I-C of this
                          documents. Employees may not complete timecards for others, clock in or out for others, alter
                          timecards or ask any other employee to do so for them.

Follow direction          Employees are expected to follow direction of the client supervisor and their staffing coordinator. If
                          the directions of the client supervisor seem unsafe or illegal, employees should contact their staffing
                          coordinator immediately. Employees must follow all safety rules, manufacturing procedures, policies
                          and procedures of both the client company and ASRS.

Confidentiality           Employees are expected to maintain confidentiality about any proprietary information of our
                          client company or ASRS. If you are not sure if something is considered confidential, ask your staffing
                          coordinator.

Dress code                Dress code will vary from client to client. Ask your staffing coordinator about the dress code for
                          each assignment. You should maintain a clean and neat appearance at all times. Clothing with
                          inappropriate slogans or logos, for example, offensive comments, violence, nudity or profanity
                          should not be worn to any assignment.


Client contact            Direct contact with a client company by phone, e-mail, letter or in person should only occur
                          while you are on an assignment. Additionally, you must keep your staffing coordinator informed
                          of any issues, concerns, agreements and so forth that a client may try to make with you directly.
                          ASRS is your employer and any questions or concerns regarding your assignment or the termination
                          of your assignment should be addressed with your staffing coordinator.


Personal business         Any personal business including errands, phone calls, e-mail and Internet usage should be
                          conducted outside of work time. Work time is considered any time you are on an assignment during
                          scheduled hours, except approved break times.


Violence,                 Employees should always act and speak in a way that fosters a positive work environment and
discrimination and        does not promote violence, discrimination or harassment of any kind, including sexual harassment.
harassment                Employees are prohibited from bringing any type of weapon to a client work site or any ASRS office.
                          Related ASRS policies are the Workplace Violence Prevention Policy and the Harassment Prevention
                          Policy.


Alcohol & illegal drugs   Use or possession of alcohol and/or illegal drugs on work time or company property is prohibited.
                          Anyone possessing and/or under the influence of these substances is subject to immediate dismissal.
                          A related ASRS policy is the Substance Abuse Prevention Policy.


Respect for company       Employees should treat the property of our client, co-workers and ASRS with respect and never
and personal property     damage or take any property without expressed permission.


Vehicle operation         Employees may only use a vehicle as a responsibility of their assignment (including their own vehicle)
                          with prior authorization from ASRS.




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B. Solicitation Policy

In the interest of maintaining a proper business environment and preventing interference with work and inconvenience to
others, temporary employees may not distribute literature or printed material of any kind, sell merchandise, solicit financial
contributions or solicit for any other cause during work time. Employees who are not on work time, that is, before or after a
scheduled shift, on lunch or other approved breaks, may not solicit temporary employees or client employees who are on
work time for any cause or distribute literature of any kind to them.

Our clients may maintain bulletin boards, Intranet sites and/or group e-mail lists for the purpose of communicating with their
employees and/or ASRS temporary employees. Unless these communication tools are expressly made availableto temporary
employees, you may not post any form of literature, printed or written materials, photographs or notices of any kind using
these tools.


6 WORKPLACE VIOLENCE PREVENTION POLICY
ASRS and our client companies are committed to providing a violence-free workplace for our employees. In keeping with this
commitment, ASRS has established a Workplace Violence Prevention Policy that prohibits actual or threatened violence by
employees. Workplace violence is any intentional conduct that is sufficiently severe, offensive, or intimidating so as to cause
an individual to reasonably fear for his or her personal safety or the safety of his or her family, friends and/or property. This
includes conduct that is directed towards any employee, customer, or vendor of either our client company or ASRS.


Every threat of violence is serious and must be treated as such. Threatening behavior includes, but is not limited to, such
actions as:

          Actual physical harm to another person or destruction of property.

          Spoken or written threats to harm another person or destroy property.

          Throwing objects.

          Bringing any type of weapon to the work site.

          Profanity towards another person.

          Harassing or threatening phone calls.

          Making menacing gestures.

          Expressing significant grudges against co-workers.

          Displaying intense or obsessive interest in another person that exceeds the normal bounds of interpersonal interest.

          Attempting to intimidate or harass other individuals.

          Behavior indicating that the individual is significantly out of touch with reality and that he or she may pose a danger
          either to self or to others.

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Employees who become aware of any acts or threats of workplace violence must report the incident immediately to their
staffing coordinator and their client supervisor. Your staffing coordinator will consult with the appropriate resources in order to
complete an assessment of the incident and the surrounding circumstances.


                               Employees who engage in any violent behavior in the workplace
                               will be subject to disciplinary action that may include termination.



7 HARASSMENT PREVENTION POLICY

A. General Policy

ASRS and our client companies are committed to maintaining a workplace free from unlawful discrimination and harassment,
including discrimination and/or harassment based on race, sex, color, religion, age, ancestry, national origin, marital status,
status as a disabled veteran or veteran of the Vietnam era, disability, sexual orientation, or any other basis proscribed by
law. Sexual harassment or retaliation against an individual who has cooperated or assisted in a sexual harassment claim is
specifically prohibited as unlawful and against company policy. Any employee found to be responsible for sexual or other
unlawful harassment and/or discrimination will be subject to disciplinary action that may include termination.

Definition               Sexual harassment includes unwelcome sexual advances or other unwelcome verbal, physical or
                         visual conduct of a sexual nature, made either explicitly or implicitly:

                                 As a term or condition of employment.
                                 As a basis for any employment decision affecting an individual.
                                 In a manner that creates an intimidating, hostile or offensive work environment.

Example                  While it is not possible to provide an exhaustive list, following are behaviors which may be construed
                         as sexual harassment:

                                 Verbal conduct, such as derogatory comments, slurs, unwanted sexual advances,
                                 invitations or comments.

                                 Visual conduct, such as derogatory posters, cartoons, drawings or gestures.

                                 Physical conduct, such as assault, blocking normal movement or interference with work
                                 directed at an employee because of the employee’s sex or other protected characteristic.

                                 Threats and demands to submit to sexual requests and offers of job benefits in return for
                                 sexual favors.

                                 Retaliation for reporting unlawful harassment.




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B. Reporting Procedures

Internal Complaint Process

Any employee who believes he or she has been subjected to unlawful harassment or discrimination by a co-worker or
manager of either ASRS or a client company should promptly report the incident to his or her staffing coordinator.
If the staffing coordinator is the alleged harasser, the report should be made to the manager of the division. ASRS
will promptly and thoroughly investigate all complaints of unlawful harassment and discrimination, and based on that
investigation, will recommend appropriate action. Written statements may be requested from all parties involved. Upon
completion of the investigation, a determination will be made and the results will be communicated to the complainant, the
alleged harasser and, as appropriate, to others directly concerned. If sexual or other unlawful harassment or discrimination
is found, prompt remedial action will be taken designed to end the harassment/discrimination and to prevent any further
occurrences.

External Complaint Process

In the event your complaints about sexual harassment or other unlawful discrimination have not been adequately addressed
by ASRS, you may seek other relief by filing a complaint with the appropriate state or federal agency.

          In California: The Department of Fair Employment and Housing (DFEH).

          Or contact the local office of the Equal Employment Opportunity Commission (EEOC). Local offices of these
          agencies can be contacted by consulting the government listings section of your telephone directory.

                              Local offices of these agencies can be contacted by consulting the
                                    government listings section of your telephone directory.


Non-Retaliation
No employee will suffer reprisals for reporting sexual harassment or any other unlawful conduct, or for initiating or assisting in
any action or proceeding, regarding unlawful harassment or discrimination.



8 SUBSTANCE ABUSE PREVENTION POLICY
A. General Policy

To ensure a safe and productive work environment, employees are prohibited from:

          Unlawfully manufacturing, distributing, dispensing, possessing or using alcohol or illegal drugs or misusing or abusing
          prescribed or over-the-counter drugs while on working time or while on or using client company property or in client
          company vehicles.
          Having detectable levels of alcohol or illegal drugs present in their bodies during working hours.
          Violating any state or federal law relating to drugs or alcohol while on or using client company property.

Employees may also be subject to the terms of clients’ substance abuse policies while on assignment.




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The following definitions apply for the purposes of this policy:

          Alcohol means beer, wine and all forms of distilled liquor containing ethyl alcohol.
          Illegal drug means a controlled substance as defined by state and/or federal law, including but not limited to
          marijuana, cocaine and its derivatives, heroin, barbiturates, amphetamines and LSD.
          Legal drug means a drug lawfully prescribed by a licensed medical practitioner to the individual which is being
          used for the intended purpose or an over-the-counter drug that is being used for its intended purpose.

At the direction of ASRS, employees may be required to submit to pre-employment, reasonable suspicion or post-accident
testing. Initial screening may be conducted using saliva testing administered by ASRS.

Employees required to submit to testing may be, at ASRS’ discretion, suspended from all assignments pending the results of the
testing and pending further investigation. If the results of the test are negative, the employee will be considered eligible for
re-assignment. If the test result is positive, the employee will be terminated and will not be considered eligible for
re-employment with ASRS unless and until he or she can establish that he or she is not a current user of illegal drugs (minimum
of six months from date of positive test result).


B. Circumstances for Drug and Alcohol Testing
Pre-Employment Drug/Alcohol Testing
Some of the ASRS client companies require a pre-employment drug test. Your decision whether or not to take this
test is entirely voluntary and if you chose not to take the test, you will still be considered for other assignments through
ASRS. However, if you decide to take the test and the results are positive, you will not be considered eligible for employment
with ASRS unless and until you can establish that you are not a current user of illegal drugs (minimum of six months from date
of positive test result).

Reasonable Suspicion Drug/Alcohol Test
When ASRS and/or its client company has a reasonable suspicion that an employee is or may be impaired or affected
on the job by alcohol or illegal drugs and/or that alcohol or illegal drugs are, or may be, present in the employee’s
bodily system in violation of the rules set forth above, the employee will be required to submit to an alcohol/drug
test immediately upon demand of ASRS. Refusal to consent to the testing will result in termination. Reasonable suspicion
may arise from the circumstances of a particular accident or injury occurring on the job; from a physical altercation
between employees; from an obvious impairment of physical or mental abilities such as slurred speech or difficulty in
maintaining balance; from unexplained significant deterioration in job performance or behavior; from reports by co-employees
of alcohol or drug use or impairment during working hours; from an admission of the employee regarding drug use; or from
any other evidence reasonably giving rise to suspicion of on the job impairment from, or use of, alcohol or illegal drugs.

Post Accident Drug/Alcohol Test
An employee who is involved in an accident at work, which damages property or causes injury, will be required to submit to
alcohol/drug testing as directed by ASRS. Refusal to consent to the testing will result in termination. An employee who is
seriously injured and cannot provide the required specimen immediately after the accident must provide the necessary
authorization for obtaining hospital records or other documents that would indicate whether there were any drugs or alcohol
in his or her system. Failure to execute such authorization will result in termination.




                 Your acceptance of employment with ASRS constitutes agreement to the terms of this policy.




january 2009                                                                                                    page   13   of   20
                                                                                        Policies and Procedures
                                                                                         CA Temporary Employees

9 LEAVE QUALIFICATION
Family and Medical Leave Act
The Family and Medical Leave Act (FMLA) requires covered employers to provide up to 12 weeks of unpaid, job protected
leave to eligible employees for the birth or adoption of a child, or the employee’s own serious health condition or to care for
a family member with a serious health condition. Employees are eligible if they have worked for a covered employer for at
least 12 months with at least 1,250 hours worked over the previous 12 months. ASRS requires that the employee provide 30 days
notice (preferably in writing) where the need for leave is foreseeable. If the need for leave is not foreseeable, the employee
must provide notice as soon as possible.

California Family Rights Act (California Only)
The California Family Rights Act (CFRA) very closely parallels the Family and Medical Leave Act in terms of eligibility, purpose
of leave, duration of leave, obligation to maintain group health benefits during leave and reinstatement. However, an
employee’s own disability due to pregnancy, childbirth or a related condition (which qualifies as a “serious health condition”
for purposes of FMLA) is specifically exempted from the CFRA. This is because pregnancy leave is provided for separately
under state law, as Pregnancy Disability Leave (see below). Therefore, CFRA will be taken concurrently with FMLA, except
when an employee is on pregnancy disability leave. When CFRA leave is taken at a different time than FMLA leave, the FMLA
leave provisions regarding eligibility, duration, notice and reinstatement shall apply.

Pregnancy Disability Leave (California only)
Under the California Fair Employment and Housing Act (FEHA), if you are disabled by pregnancy, childbirth or related
medical conditions, you are eligible for pregnancy disability leave (PDL). This unpaid leave is available for the duration of the
pregnancy related disability, up to four months. You may also request a transfer to a less strenuous or hazardous position or
duties, if this transfer is medically advisable. Medical certification of disability may be required. ASRS requires that the
employee provide 30 days notice (preferably in writing) where the need for leave is foreseeable. If the need for leave is not
foreseeable, the employee must provide notice as soon as possible.

Americans with Disabilities Act
ASRS is committed to complying fully with the Americans with Disabilities Act (“ADA”) and ensuring equal opportunity in
employment for qualified persons with disabilities.

Equal Opportunity Compliance
ASRS has an ongoing commitment through our Equal Opportunity Program to hire, develop, recruit and assign the best
and most qualified individuals possible. We employ and dispatch employees without regard to race, sex, color, religion,
age, ancestry, national origin, marital status, status as a disabled veteran or veteran of the Vietnam era, medical condition,
physical handicap or on any other basis protected by law. As an Equal Opportunity Employer, ASRS continuation with any
client company depends on its compliance with the above policy.



10 TECHNOLOGY POLICY
While on temporary assignment, you may be provided with access to an ASRS client’s computer system and/or
telecommunications resources. This access is provided to assist you in the performance of your work while on
assignment. Employees should not have an expectation of privacy in anything they create, send or receive on the
computer. Likewise, messages sent or stored by our client’s phone systems should not be considered private. The computer
and all telecommunications systems belong to our client and may be used for business purposes only.

january 2009                                                                                                     page   14   of   20
                                                                                         Policies and Procedures
                                                                                           CA Temporary Employees
The Technology Policy establishes guidelines for appropriate use of our client’s business systems:

          Users must comply with all software licenses, copyrights and all other state and federal laws governing intellectual
          property.

          Fraudulent, harassing, embarrassing, indecent, profane, obscene, intimidating or other unlawful material may not be
          sent via our client’s telephone, fax, e-mail or any other form of electronic communication, or displayed or stored in
          our client’s computers. Users encountering or receiving such material should immediately report the incident to their
          client supervisor and/or staffing coordinator.

          Users may not install software onto their individual computers or the network without first receiving express written
          authorization to do so from the client.

          Users should not alter or copy a file belonging to a client without first obtaining permission to do so from the owner of
          the file. The ability to read, alter or copy a file belonging to another user does not imply permission to read, alter or
          copy that file.

          Without prior written permission, the computer and telecommunications resources and services of our client may not
          be used for personal matters.

          The computer and telecommunications resources and services of our client may not be used for the transmission or
          storage of commercial or personal advertisements, solicitations, promotions, destructive programs (virus and/or self
          replicating code) or political use.

           A user’s ability to connect to other computer systems through the network does not imply a right to connect to those
          systems or to make use of those systems unless specifically authorized by the client.


    Violation of this or any other policy listed may result in disciplinary action up to and including termination.




11 BENEFITS
Direct Deposit
With direct deposit, your paycheck is automatically deposited directly into your bank account. Just fill out the enrollment form
and attach a copy of a voided check.

Short-Term Disability Insurance (California Only)
When you are unable to work or you reduce your work hours because of sickness, injury, or pregnancy, you may be eligible
to receive Short-Term Disability Insurance benefits. ASRS offers a voluntary plan in-lieu of the state sponsored plan. Short-Term
Disability Insurance for ASRS employees is administered by the California Employment Development Department (EDD).

Disability
Disability is any illness or injury, either physical or mental, that prevents you from doing your regular or customary work.
(California Unemployment Insurance Code, section 2626) Disability also includes elective surgery, pregnancy, childbirth, or
related medical conditions.


january 2009                                                                                                       page   15   of   20
                                                                                        Policies and Procedures
                                                                                          CA Temporary Employees

State Disability Insurance (SDI)
SDI is designed to partially replace wages you lost because of a disability that was not caused by your work. (See “Other
Programs” on reverse for job-related disabilities.) SDI taxes are paid by those California workers who are covered by the SDI
program. Tax rates may vary from year to year. For current rates, contact the EDD Disability Insurance Customer Service at
800.480.3287 or EDD Employment Tax Customer Service at 888.745.3886. Please see attached brochure for more information.


Paid Family Leave (California Only)
With Paid Family Leave insurance, California is leading the nation as the first state to make it easier for employees to balance
the demands of workplace and family care needs at home. If you have any questions or you feel you are in need of and
eligible for these benefits, please see attached brochure.


Family Medical Leave Act
FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to “eligible” employees for
certain family and medical reasons. Please see attached brochure for more information.

Unemployment Insurance
When you are unemployed or working less than full time and are ready, willing, and able to work, you may be eligible to
receive Unemployment Insurance benefits.

If you are within California, call:


                              800.300.5616 (English)
                              800.326.8937 (Spanish)
                              800.547.3506 (Chinese)
                              800.547.2058 (Vietnamese)

If you are outside California but within the United States, Canada, Puerto Rico, or the Virgin Islands, call 800.250.3913. Note to
callers: Mondays are the busiest days. For faster service, call Tuesday through Thursday. If you are calling to open a claim, you
must call by Friday to receive credit for the week.



                To file for Unemployment Insurance benefits via the Internet, go to www.edd.ca.gov/eapply4UI.
  File your claim promptly. You may lose benefits to which you would otherwise be entitled if you delay in filing your claim.




january 2009                                                                                                      page   16   of   20
                                                                                                          Physician Pre-Designation Form
                                                                                                                  Policies and Procedures
                                                                                                                                  CA Temporary Employees

This packet (pages 17 - 21) is to be given to the physician

Reporting Duties of the |PRIMARY TREATING PHYSICIAN (PTP)
California Code of Regulations Title 8, Chapter 4.5. Division of Workers’ Compensation Sub chapter 1. Administrative Director--Administrative Rules Article 5. Transfer of Medical Treatment




For the purposes of this section, the following definitions apply:
            (a) For the purposes of this section, the following definitions apply:
            (1) The “primary treating physician” is the physician who is primarily responsible for managing the care of an employee, and who has examined the
            employee at least once for the purpose of rendering or prescribing treatment and has monitored the effect of the treatment thereafter. The primary
            treating physician is the physician selected by the employer or the employee pursuant to Article 2 (commencing with section 4600) of Chapter 2 of
            Part 2 of Division 4 of the Labor Code, or under the contract or procedures applicable to a Health Care Organization certified under section 4600.5 of
            the Labor Code.
            (2) A “secondary physician” is any physician other than the primary treating physician who examines or provides treatment to the employee, but is not
            primarily responsible for continuing management of the care of the employee.


            (3) “Claims administrator” is a self-administered insurer providing security for the payment of compensation required by Divisions 4 and 4.5 of the Labor
            Code, a self-administered self-insured employer, or a third-party administrator for a self-insured employer, insurer, legally uninsured employer, or joint
            powers authority.


            (4) “Medical determination” means, for the purpose of this section, a decision made by the primary treating physician regarding any and all
            medical issues necessary to determine the employee’s eligibility for compensation. Such issues include but are not limited to the scope and extent of
            an employee’s continuing medical treatment, the decision whether to release the employee from care, the point in time at which the employee has
            reached permanent and stationary status, and the necessity for future medical treatment.


            (5) “Released from care” means a determination by the primary treating physician that the employee’s condition has reached a permanent and
            stationary status with no need for continuing or future medical treatment.


            (6) “Continuing medical treatment” is occurring or presently planned treatment that is reasonably required to cure or relieve the employee from the
            effects of the injury.


            (7) “Future medical treatment” is treatment which is anticipated at some time in the future and is reasonably required to cure or relieve the employee
            from the effects of the injury.


            (8) “Permanent and stationary status” is the point in time, determined by the primary treating physician, when the employee has reached maximum
            medical improvement or his or her condition has been stationary for a reasonable period of time.
            (b)(1) An employee shall have no more than one primary treating physician at a time.


            (2) An employee may designate a new primary treating physician of his or her choice pursuant to Labor Code §§4600 or 4600.3 provided the primary
            treating physician has determined that there is a need for: (A) continuing medical treatment; or (B) future medical treatment. The employee may
            designate a new primary treating physician to render future medical treatment either prior to or at the time such treatment becomes necessary.


            (3) If the employee disputes a medical determination made by the primary treating physician, including a determination that the employee should be
            released from care, the dispute shall be resolved under the applicable procedures set forth at Labor Code §§4061 and 4062. No other primary treating
            physician shall be designated by the employee unless and until the dispute is resolved.




january 2009                                                                                                                                                         page     17   of   20
                                                                                               Physician Pre-Designation Form
                                                                                                       Policies and Procedures
                                                                                                                     CA Temporary Employees

          (4) If the claims administrator disputes a medical determination made by the primary treating physician, the dispute shall be resolved under the
          applicable procedures set forth at Labor Code §§4061 and 4062. During the course of such procedures, and provided the primary treating physician
          has determined that there is a need for continuing or future treatment, the employee may designate a new primary treating physician of his or her
          choice pursuant to Labor Code §§4600 or 4600.3 to render treatment.


          (c) The primary treating physician, or a physician designated by the primary treating physician, shall make reports to the claims administrator as
          required in this section. A primary treating physician has fulfilled his or her reporting duties under this section by sending one copy of a required report
          to the claims administrator. A claims administrator may designate any person or entity to be the recipient of its copy of the required report.


          (d) The primary treating physician shall render opinions on all medical issues necessary to determine the employee’s eligibility for compensation in the
          manner prescribed in subdivisions (e), (f) and (g) of this section. The primary treating physician may transmit reports to the claims administrator by mail
          or FAX or by any other means satisfactory to the claims administrator, including electronic transmission.


          (e)(1) Within 5 working days following initial examination, a primary treating physician shall submit a written report to the claims administrator on the
          form entitled “Doctor’s First Report of Occupational Injury or Illness,” Form DLSR 5021. Emergency and urgent care physicians shall also submit a Form
          DLSR 5021 to the claims administrator following the initial visit to the treatment facility. On line 24 of the Doctor’s First Report, or on the reverse side of
          the form, the physician shall (A) list methods, frequency, and duration of planned treatment(s), (B) specify planned consultations or referrals, surgery or
          hospitalization and (C) specify the type, frequency and duration of planned physical medicine services (e.g., physical therapy, manipulation,
          acupuncture).


          (2) Each new primary treating physician shall submit a Form DLSR 5021 following the initial examination in accordance with subdivision (e)(1).
          (3) Secondary physicians, physical therapists, and other health care providers to whom the employee is referred shall report to the primary treating
          physician in the manner required by the primary treating physician.


          (4) The primary treating physician shall be responsible for obtaining all of the reports of secondary physicians and shall, unless good cause is shown,
          within 20 days of receipt of each report incorporate, or comment upon, the findings and opinions of the other physicians in the primary treating
          physician’s report and submit all of the reports to the claims administrator.


          (f) A primary treating physician shall, unless good cause is shown, within 20 days report to the claims administrator when any one or more of the
          following occurs:


          (1) The employee’s condition undergoes a previously unexpected significant change;


          (2) There is any significant change in the treatment plan reported, including, but not limited to, (A) an extension of duration or frequency of treatment,
          (B) a new need for hospitalization or surgery, (C) a new need for referral to or consultation by another physician, (D) a change in methods of treatment
          or in required physical medicine services, or (E) a need for rental or purchase of durable medical equipment or orthotic devices; (3) The employee’s
          condition permits return to modified or regular work; (4) The employee’s condition requires him or her to leave work, or requires changes in work
          restrictions or modifications; (5) The employee is released from care;


          (6) The primary treating physician concludes that the employee’s permanent disability precludes, or is likely to preclude, the employee from engaging
          in the employee’s usual occupation or the occupation in which the employee was engaged at the time of the injury, as required pursuant to Labor
          Code Section 4636(b);


          (7) The claims administrator reasonably requests appropriate additional information that is necessary to administer the claim. “Necessary” information
          is that which directly affects the provision of compensation benefits as defined in Labor Code Section 3207.




january 2009                                                                                                                                        page    18   of   20
                                                                                            Physician Pre-Designation Form
                                                                                                    Policies and Procedures
                                                                                                                  CA Temporary Employees

          (8) When continuing medical treatment is provided, a progress report shall be made no later than forty-five days from the last report of any type under
          this section even if no event described in paragraphs (1) to (7) has occurred. If an examination has occurred, the report shall be signed and
          transmitted within 20 days of the examination.


          Except for a response to a request for information made pursuant to subdivision (f)(7), reports required under this subdivision shall be submitted on the
          “Primary Treating Physician’s Progress Report” form (Form PR-2) contained in Section 9785.2, or in the form of a narrative report. If a narrative report is
          used, it must be entitled “Primary Treating Physician’s Progress Report” in bold-faced type, must indicate clearly the reason the report is being
          submitted, and must contain the same information using the same subject headings in the same order as Form PR-2. A response to a request for
          information made pursuant to subdivision (f)(7) may be made in letter format. A narrative report and a letter format response to a request for
          information must contain the same declaration under penalty of perjury that is set forth in the Form PR-2: “I declare under penalty of perjury that this
          report is true and correct to the best of my knowledge and that I have not violated Labor Code §139.3.”


          By mutual agreement between the physician and the claims administrator, the physician may make reports in any manner and form.
          (g) When the primary treating physician determines that the employee’s condition is permanent and stationary, the physician shall, unless good cause
          is shown, report within 20 days from the date of examination any findings concerning the existence and extent of permanent impairment and
          limitations and any need for continuing and/or future medical care resulting from the injury. The information may be submitted on the “Primary
          Treating Physician’s Permanent and Stationary Report” form (Form PR-3) contained in Section 9785.3, or using the instructions on the form entitled
          “Treating Physician’s Determination of Medical Issues Form,” Form IMC 81556, or in such other manner as provides all the information required by
          Title 8, California Code of Regulations, Section 10606. Qualified Medical Evaluators and Agreed Medical Evaluators may not use Form PR-3 to report
          medical-legal evaluations.


          (h) Any controversies concerning this section shall be resolved pursuant to Labor Code Section 4603 or 4604, whichever is appropriate.
          (i) Claims administrators shall reimburse primary treating physicians for their reports submitted pursuant to this section as required by the Official
          Medical Fee Schedule.


          NOTE
          Authority cited: Sections 139.5, 4061.5, 4603.2, 4603.5 and 5307.3, Labor Code. Reference: Sections 4061, 4061.5, 4062, 4600, 4600.3, 4603.2 and 4636,
          Labor Code.
          HISTORY
          Amendment filed 11-9-77; effective thirtieth day thereafter (Register 77, No. 46). Amendment of subsection (b) filed 11-11-78; effective thirtieth day
          thereafter (Register 78, No. 45). Amendment of subsections (c) and (d) and new subsection (e) filed 7-11-89; operative 10-1-89 (Register 89, No. 28).
          Amendment of section and Note filed 8-31-93; operative 8-31-93. Submitted to OAL for printing only pursuant to Government Code section 11351
          (Register 93, No. 36). New subsection (e) and subsection relettering filed 3-27-95; operative 3-27-95. Submitted to OAL for printing only pursuant to
          Government Code section 11351 (Register 95, No. 13). Repealer and new section filed 11-9-98; operative 1-1-99 (Register 98, No. 46). Amendment
          of subsections (e)(1), (f)(8) and (g) filed 12-22-2000; operative 1-1-2001 pursuant to Government Code section 11343.4(d) (Register 2000, No. 51).
          Amendment of section and Note filed 5-20-2003; operative 6-19-2003 (Register 2003, No. 21).




       The above information is provided free of charge by the Department of Industrial Relations from its web site at www.dir.ca.gov.




january 2009                                                                                                                                    page    19   of   20
                                                                                                Physician Pre-Designation Form
                                                                                                        Policies and Procedures
                                                                                                                      CA Temporary Employees

Employee Pre-designation of Personal Physician Form
The California Labor code grants an employee, who has sustained an occupational injury or illness, the right to medical care.
Labor Code Sec. 4600(d) permits you, the employee, the right to be treated by a “personal physician”, if the physician is
designated prior to the injury or illness. A personal physician must meet all of the following conditions:

           The physician is your regular physician licensed as an M.D. or D.O.

           The physician is your primary care physician and has previously directed your medical treatment and who retains you
           medical records, including your medical history.

           The physician agrees to be pre-designated and agrees to follow requirements of the treating physician as stated in
           Title 8, CCR Sec 9785. A copy of Sec. 9785 is attached and is to be given to your physician when he/she signs this
           form.


PLEASE TYPE OR PRINT CLEARLY:

Employee Name:                                                                    Employee Health Care Plan:
                                        (Last, First, M)



Name of Primary Care Physician:                                                                                      Telephone:



Physician Address:                                                                                  City:                                  Zip:

This document identifies my personal primary care physician. In the event a job-related injury or illness occurs after the date of this notification and during the course
of my employment, I understand that I may be treated by my personal primary care physician as of the date of injury. I understand that personal physician means
“my regular physician or surgeon, licensed pursuant to Chapter 5 (commencing with Section 2000) of Division 2 of the Business and Professions Code (this does not
include chiropractors or acupuncturists), who has previously directed my medical treatment and who retains my medical records, including my medical history.”




Employee signature:                                                                                  Date:


                                                                To be completed by Physician
ACKNOWLEDGMENT OF PERSONAL PHYSICIAN:
I hereby agree to be the designated treating physician for the above employee in the event of a work-related injury or illness. I agree to follow the requirements
of the treating physician as outlined in Title 8, CCR Sec 9785 and have received a copy of the requirements. I further certify that I am the employee’s regular
primary care physician, have previously directed his/her medical treatment and retain their medical records including medical history.


Physician Signature:                                                                                 Date:



NOTICE: California Workers’ Compensation Laws are currently in a state of transition, and the extent to which an employee may pre-designate a personal
physician is unclear. Until the full impact of SB899 becomes known, Eplica, Inc. reserves the right to manage an employee’s medical treatment to the extent
permitted under the law as interpreted at the time of injury/illness. Eplica, Inc. will continue to provide you with information concerning your right to pre designate,
as more information becomes known about the legislative changes resulting from passage of SB899.

               This form needs to be completed and returned to your staffing coordinator or directly sent to Eplica, Inc and the address listed above.




january 2009                                                                                                                                         page    20   of   20
                                            Your Rights
                                                    under the
      Family and Medical Leave Act of 1993
FMLA requires covered employers to provide up to 12             the previous 12 months, and if there are at least 50
weeks of unpaid, job-protected leave to ''eligible''            employees within 75 miles. The FMLA permits
employees for certain family and medical reasons.               employees to take leave on an intermittent basis or to
Employees are eligible if they have worked for their            work a reduced schedule under certain circumstances.
employer for at least one year, and for 1,250 hours over

                                                               • Upon return from FMLA leave, most employees must
  Reasons for Taking Leave:                                      be restored to their original or equivalent positions with
                                                                 equivalent pay, benefits, and other employment terms.
                                                               • The use of FMLA leave cannot result in the loss of any
Unpaid leave must be granted for any of the following            employment benefit that accrued prior to the start of an
reasons:                                                         employee's leave.
• to care for the employee's child after birth, or placement
  for adoption or foster care;
• to care for the employee's spouse, son or daughter, or        Unlawful Acts by Employers:
  parent who has a serious health condition; or
• for a serious health condition that makes the employee       FMLA makes it unlawful for any employer to:
  unable to perform the employee's job.                        • interfere with, restrain, or deny the exercise of any
At the employee's or employer's option, certain kinds of         right provided under FMLA:
paid leave may be substituted for unpaid leave.                • discharge or discriminate against any person for
                                                                 opposing any practice made unlawful by FMLA or for
 Advance Notice and Medical                                      involvement in any proceeding under or relating
                                                                 to FMLA.
 Certification:
The employee may be required to provide advance leave           Enforcement:
                                                                        -
notice and medical certification. Taking of leave may be
denied if requirements are not met.                            • The U.S. Department of Labor is authorized to
• The employee ordinarily must provide 30 days advance           investigate and resolve complaints of violations.
   notice when the leave is ''foreseeable.''                   • An eligible employee may bring a civil action against
• An employer may require medical certification to               an employer for violations.
  support a request for leave because of a serious health      FMLA does not affect any Federal or State law
  condition, and may require second or third opinions (at      prohibiting discrimination, or supersede any State or
  the employer's expense) and a fitness for duty report to     local law or collective bargaining agreement which
  return to work.                                              provides greater family or medical leave rights.

 Job Benefits and Protection:                                   For Additional Information:
• For the duration of FMLA leave, the employer must            If you have access to the Internet visit our FMLA
   maintain the employee's health coverage under any           website: http://www.dol.gov/esa/whd/fmla. To
  ''group health plan.''                                       locate your nearest Wage-Hour Office, telephone our
                                                               Wage-Hour toll-free information and help line at 1-866-
                                                               4USWAGE (1-866-487-9243): a customer service
                                                               representative is available to assist you with referral
                                                               information from 8am to 5pm in your time zone; or log
                                                               onto our Home Page at http://www.wagehour.dol.gov.
        U.S. Department of Labor

        Employment Standards Administration

        Wage and Hour Division
                                                                       WH Publication 1420
        Washington, D.C. 20210
                                                                       Revised August 2001

                                                                       *U.S. GOVERNMENT PRINTING OFFICE 2001-476-344/49051
   Notice to Employees:
                                      THIS EMPLOYER IS REGISTERED UNDER THE CALIFORNIA UNEMPLOYMENT
                                      INSURANCE CODE AND IS REPORTING WAGE CREDITS THAT ARE BEING
                                      ACCUMULATED FOR YOU TO BE USED AS A BASIS FOR:
                                  Unemployment Insurance
                   UI             (funded entirely by Employers’ taxes)
                                  When you are unemployed or working less than full time and are ready, willing, and able to work, you may
                                  be eligible to receive Unemployment Insurance benefits.

                                  If you are within California, call: English 1-800-300-5616                     Spanish 1-800-326-8937
                                                                      Chinese 1-800-547-3506                     Vietnamese 1-800-547-2058

                                  If you are outside California but within the United States, Canada, Puerto Rico, or the
                                  Virgin Islands, call 1-800-250-3913.

                                             Note to Callers: Mondays are our busiest days. For fastest service, call Tuesday
                                             through Thursday. If you are calling to open a claim, you must call by Friday to
                                             receive credit for the week.

                                  To file for Unemployment Insurance benefits via the Internet, go to www.edd.ca.gov/eapply4UI.

                                  File your claim promptly. You may lose benefits to which you would otherwise be entitled if you delay in
                                  filing your claim.

                                                    TTY (FOR DEAF OR HEARING-IMPAIRED INDIVIDUALS ONLY) IS AVAILABLE AT 1-800-815-9387.


                                  State Disability Insurance
              SDI                 (funded entirely by Employees’ contributions)
                                  When you are unable to work or reduce your work hours because of sickness, injury, or pregnancy, you may be
                                  eligible to receive State Disability Insurance benefits.
                                  Your employer must provide a copy of “State Disability Insurance Provisions,” DE 2515, to each newly hired
                                  employee and to each employee leaving work due to pregnancy or due to sickness or injury that is not related to
                                  his/her job.

                                  Claim Forms
                                  l If your employer operates under an approved Voluntary Plan of disability insurance and you have chosen
                                    to be covered by it, obtain disability insurance claim forms from your employer.
                                  l If you are not covered by a voluntary plan, obtain claim forms from your doctor, hospital, or directly from
                                    any California State Disability Insurance (SDI) office.
                                  l File your Claim for SDI Benefits, DE 2501, within 49 days of the first day of your disability to avoid losing benefits.

                                       FOR MORE INFORMATION ABOUT SDI, CONTACT A DISABILITY INSURANCE CUSTOMER SERVICE CENTER AT 1-800-480-3287.
                                                   TTY (FOR DEAF OR HEARING-IMPAIRED INDIVIDUALS ONLY) IS AVAILABLE AT 1-800-563-2441.

                                  Paid Family Leave
            PFL                   (funded entirely by Employees’ contributions)
                                  When you stop working or reduce your work hours to care for a family member who is seriously ill or to
                                  bond with a new child, you may be eligible to receive Paid Family Leave (PFL) benefits beginning
                                  July 1, 2004.
                                  Your employer must provide a copy of “Paid Family Leave,” DE 2511, to each newly hired employee as of
                                  January 1, 2004, and to each employee leaving work to care for a seriously ill family member or to bond with
                                  a new child beginning July 1, 2004.
                                  Claim Forms
                                  l If your employer operates under an approved Voluntary Plan of disability insurance and you have chosen
                                    to be covered by it, obtain paid family leave claim forms from your employer.
                                  l If you are not covered by a voluntary plan, obtain claim forms from any California State Disability Insurance (SDI)
                                    office.
                                  l File your Claim for PFL Benefits, DE 2501F, within 49 days of the first day of your family leave to avoid
                                    losing benefits.
                                        FOR MORE INFORMATION ABOUT PFL, CONTACT A PAID FAMILY LEAVE CUSTOMER SERVICE CENTER AT 1-877-BE-THERE.
                                                    TTY (FOR DEAF OR HEARING-IMPAIRED INDIVIDUALS ONLY) IS AVAILABLE AT 1-800-563-2441.


                                  NOTE:     SOME EMPLOYEES MAY BE EXEMPT FROM COVERAGE BY THE ABOVE INSURANCE PROGRAMS.
                                            IT IS ILLEGAL TO MAKE A FALSE STATEMENT OR TO WITHHOLD FACTS TO CLAIM BENEFITS.
                                            FOR ADDITIONAL GENERAL INFORMATION, VISIT THE EDD WEB SITE AT WWW.EDD.CA.GOV

DE 1857A Rev. 35 (10-03) (INTERNET)                                              Page 1 of 1                                                          GA 888

				
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