Policies of Employment

• ALCOHOL AND DRUG-FREE WORKPLACE POLICY
  Substance abuse has an adverse impact on any employee's work, personal and family life, as well as on the ability of @WORK to fulfill its mission to provide the highest quality services to its clients. Substance abuse can cause poor performance, decrease productivity, and create safety hazards. Consequently, @WORK is committed to establishing and maintaining an alcohol and drug-free workplace.
  
  Illegal Drugs: The use, distribution, sale, offering for sale, possession, purchase, manufacture, or trading of illegal drugs on @WORK's premises, or in any other work-related environment is strictly prohibited. The prohibition of illegal drug activity includes occasions when an employee is representing @WORK on one of @WORK's client's premises or events/meetings beyond normal work hours.
  
  Alcohol: Employees are not permitted to consume alcohol while on @WORK's premises, client's premises, or while conducting @WORK's company business. This does not include official day or evening functions at which alcohol may be served, as long as use does not prevent employees from performing their jobs satisfactorily or pose any threat to the safety or welfare of the employee or others.
  
  Prescription and OTC Drugs: Employees are prohibited from the misuse or abuse of prescription and over-the-counter ("OTC") drugs. Employees who are using prescribed or OTC drugs for existing medical conditions must inform their Manager or the Franchise Owner of such health treatment to discuss the necessity of temporary alteration of job duties or assignment if the drugs (1) may have possible side effects which may affect job performance, or (2) alter an employee's physical or mental abilities.
  
  Policy Violations: Employees who violate this policy are subject to disciplinary action, up to and including termination.

• EQUAL EMPLOYMENT OPPORTUNITY POLICY
  It is the policy of ATWORK FRANCHISE, INC., and @WORK PERSONNEL SERVICES to assure equal employment opportunity practices to all applicants and employees without regard to race, creed, color, religion, national origin, sex, disability, veteran status, marital status, or any other protected status in accordance with applicable federal, state, and local laws.
  This policy governs all areas of employment with any @WORK Franchise or entity, including, but not limited to, recruiting, hiring, training, assignments, promotions, compensation, benefits, discipline and terminations.
  In addition, @WORK does not discriminate against or provide any preference for any employee or applicant in work assignments, does not invite or honor discriminatory job orders or requests by clients, and does not "code" applications or documents to record the status of any applicant or employee.
  We support all employment laws regarding equal opportunity, discrimination, and affirmative action. We also support the code of ethics of the "California Staffing Professionals" (CSP) and the "American Staffing Association" (ASA) in regard to equal opportunity employment and all other policies.
  We require our Franchises and all staff members to adhere to this same code of ethics and that all employees operate within the guidelines of State and Federal laws.

• HARASSMENT, PROHIBITION OF POLICY
  It is the policy of Atwork Franchise, Inc., and @WORK PERSONNEL SERVICES, that all employment relationships shall be conducted in an environment that is not hostile or offensive. Harassment based on an individual's age, race, creed, color, religion, national origin, sex, sexual orientation, disability, or marital status, or any other basis prohibited by applicable local, state, or federal law will not be tolerated at any @WORK location. Harassment includes, but is not limited to:
  Verbal harassment, such as making a joke or comment that refers to certain ethnic group, race, sex, nationality, age, disability, sexual preference, religion or belief, epithets, derogatory comments, vulgar or profane words and expressions, or slurs:
  Physical harassment, such as assault and blocking, impairing or otherwise physically interfering with an individual's normal work or movement;
  Visual forms of harassment, such as derogatory posters, cartoons or drawings; or
  Sexual harassment, such as unwelcome sexual advances or requests for sexual favors; verbal, visual or physical conduct of a sexual nature, such as name calling, obscene jokes, sexually suggestive comments or insulting sounds; graphic or verbal comments of a sexual nature about a person's anatomy; or displaying at work sexually suggestive objects, posters, drawings or pictures.
  If you believe that you have been subject to harassment by a supervisor, management official, fellow employee, customer, client, vendor or any other person in connection with your employment at @WORK, you should immediately bring the matter to the attention of your supervisor or placement counselor. If the complaint involves your immediate supervisor or placement counselor or if you feel uncomfortable discussing the matter with your supervisor or placement counselor, report the matter to the Franchise Owner.
  All complaints of harassment will be investigated promptly and, where necessary, corrective action will be taken. Any investigations of such complaints will be treated as confidentially as possible. No employee will be punished or suffer any adverse employment action as a result of bringing any good faith harassment complaint the @WORK's attention. Any supervisor, agent, or employee who is found to have engaged in harassment or retaliation against an employee for exercising rights protected by this policy will be subject to appropriate discipline, up to and including discharge.

• STATEMENT OF SAFETY POLICY
  The goal of @WORK PERSONNEL SERVICES is to offer our employees and clients the best employment solutions. To do that, we must provide and ensure the highest level of safety, quality, and service. Our methods must exemplify the best service to our clients and employees.
  We believe that all accidents can be prevented. We believe that safety is not separate from the job; it is how we do our job. Accidents are a waste of human potential and a source of pain and economic hardship for the injured worker and his/her family. Accidents also lower the quality of the service we provide to our clients. Accidents disrupt business and increase costs.
  In the personnel industry, it is essential that we work together with our clients and employees to build and maintain a safe and health work environment. We do not have economic control of our clients' facilities, so it is important that we have a consultative relationship with our clients to assist in maintaining a safe work environment. Furthermore, by having a safety partnership with our clients, we will aid in maintaining an active and effective accident/loss control program together. It is @WORK's policy to only provide services to clients who express a willingness to provide a safe working environment for our employees. It is also @WORK's policy to only employ individuals who are safety conscious, follow all safety policies, and exhibit safe and responsible work habits. @WORK will not provide employees to work for companies who are involved with high-risk industries, have a high accident rate, or who exhibit a disregard for the safety and well-being of all.

• Violence Free Workplace Policy
  We assess all candidates for violence prone behavior.
  We conduct background and reference checks on all applicants.
  We have ZERO tolerance for all forms of violence, threats, mobbing, bullying
  and other behaviors that imply intent to harm anyone, and violations are firmly dealt with.

Pricing Information & Conditions
In exchange for our services as your recruitment/employment source, we either place an applicant with you for a fee or maintain them on our payroll. When placed as "our employee" we assume responsibility for all employer mandated costs for a reasonable markup over the candidate's "pay rate." (In addition, we also provide our employees with voluntary employer benefits). The following conditions apply:

• Temp or Temp-to-Hire Employees - When you desire to hire any temporary or temp-to-hire employee (or any applicant introduced to you through AtWork Staffing) within one year of our introduction, an appropriate placement fee will be charged unless said applicant has worked for you through AtWork and AtWork has received full compensation for a minimun of 520 hours of salary at the prenegotiated "bill rate". Should you wish to convert an employee before their earned hours, we will be happy to negotiate a reasonable fee with you.
• Direct Placement Candidates - Clients may also hire candidates on a direct placement basis for a prenegotiated fee. While we are no longer the employer of record, we do guarantee the candidates we source, screen, and place with you for a full year! This means that if the candidate leaves your employment for any reason, we will replace the candidate with another qualified individual or refund your fee.

In consideration of our services, it is agreed that you will not employ any candidate whether selected or not, unless the above conditions stated have been met, within one year of the time of said introduction, at any of your locations, unless approved by the President of AtWork Staffing Services, Inc, San Diego. A breach of this provision shall entitle us to recover liquidated damages.

Time Records
Employees time is rounded to the nearest quarter (.25) hour. They may have an "official" timesheet with them or they (or you) may download a copy of a timesheet from our web site. We must receive a record of their approved work hours by 12 noon on Monday for the previous workweek ending Sunday (for payroll purposes, our workweek runs from Monday to Sunday). Should you use the web site timesheet, be sure to maintain a copy for your records. We will accept a faxed copy for payroll input but we require an original timesheet, signed by the employee and approved by your representative, in our office before payroll on Friday. We retain all originals in our main office.

Note that employees are paid a minimum of 4 hours per day per employee. Your signature (or your representative's) on the timesheet does certify that their hours are correct and that the work was performed in a satisfactory manner.

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Workers' Compensation

• Respond to any emergency situation with the appropriate medical attention, then contact us as soon as possible! As the employer of record, we are responsible for filing all claims within the time limits required. For an after hours emergency, call (619) 339-9675.
• You may download information on the locations of our worker's compensation health care providers here.