Core Med Staff - Employee Book

Introduction

The purpose of this handbook is to familiarize you with Core Medstaff’s policies and benefit plans. It has been designed to acquaint you with your surroundings and the Company’s way of doing business, as well as to serve as a useful reference for any questions that may arise.

Any questions or concerns related to this handbook, your employment or your benefits should be directed to the CFO or the Office Staff HR Manager (“HR Manager”) unless otherwise stated in the handbook.

This handbook replaces all prior Core Medstaff handbooks and supersedes any previous verbal descriptions, written policies and other written materials that may have been distributed in the nature of benefits summary, handbook and policy statement. The Company reserves the right to modify, revoke, suspend or change any or all plans, policies or procedures, in whole or in part, at any time, with or without notice. From time to time, you may receive updated information regarding changes in policy. The resolution of any question regarding the interpretation or application of the policies contained herein will be the sole prerogative of the Company and its management. There are specific procedures for many of the general policies stated in the handbook. Please direct any questions to the CFO or the HR Manager.

Nothing in this handbook is intended to create a contract or agreement between you and the Company. Core Medstaff’s employees are considered employees at-will.

Starting a new job is exciting, but at times, it can be overwhelming. This Employee Handbook has been developed to help you become acquainted with our corporation and answer many of your initial questions.

As an office staff employee of Core Medstaff (“employee”), the importance of your contribution cannot be overstated. Our goal is to provide the highest quality service to our clients as well as to our field nurses and applicants (collectively “Healthcare Professionals”) and to do so efficiently and economically. By satisfying our clients’ and Healthcare Professionals’ needs, they will continue to come to us for services and will recommend us to others.

You are an important part of this process because your work directly influences the Company’s reputation.

We are glad you have joined us (or stuck by us), as we hope you will find your work to be both challenging and rewarding.

Sincerely,

Carrielee Nery, CFO

Important Employment Provisions

EMPLOYMENT APPLICATIONS

Core Medstaff relies upon the accuracy of the information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misinterpretations, falsifications, or material omissions in any of this information or data may result in the exclusion of the individual from further consideration for employment or termination of employment, if the person has already been hired.

IMMIGRATION LAW COMPLIANCE

Core Medstaff is legally required to employ only United States citizens and aliens who are authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin.

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are hired must also complete the form if they have not completed an I-9 with Core Medstaff within the past three years, or if their previous I-9 is no longer retained or valid.

Employees with questions regarding immigration law issues are encouraged to contact the CFO or HR Manager. Employees may raise questions or complaints about immigration law compliance without fear of reprisal.

BACKGROUND CHECKS AND REFERENCE CHECKS

In processing employment applications, the Company may require a background check, including civil, criminal, and motor vehicle investigations. If the particular position and job duties warrant, we may also require a consumer credit report for employment purposes only. If the Company takes an adverse employment action based in whole or in part on these background reports, a copy of the report and a summary of your rights under the Fair Credit Reporting Act will be provided as well as any other documents required by law.

To ensure that individuals who join the Company are well qualified and have strong potential to be productive and successful, it is the policy of the Company to check the employment references of all applicants.

PERSONNEL RECORDS

Core MedStaff maintains personnel records for payroll administration and other important purposes. It is important to keep these records up to date. Please notify us promptly of any changes to your address, phone or email information, emergency contacts, or other applicable family or beneficiary information. In addition, it is critical that you maintain current and valid all required professional certifications of licenses related to your position. If your job duties include driving on Company business or between worksites, you will also be required to provide your driver’s license and proof of automobile insurance. Please provide copies of all such documents, and renewals as they become available, for inclusion in your personnel file.

OPEN DOOR POLICY

Core MedStaff believes that the work conditions, wages, and benefits it offers to its employees are competitive with those offered by other employees in this area and in this industry. If you have concerns about work conditions or compensation, you are encouraged to voice these concerns openly and directly with the CFO or the HR Manager.

Our experience has shown that when employees deal openly and directly with management, the work environment can be excellent, communications can be clear and attitudes can be positive. We believe that the Company amply demonstrates its commitment to employees by responding effectively to employee concerns.

AT-WILL EMPLOYMENT STATUS

Employment with the Company is entered into voluntarily, and the employee is free at will, to resign anytime with or without cause and with or without notice. Similarly, the Company may terminate the employment relationship at will any time with or without cause and with or without notice, so long as there is no violation of applicable federal or state law. The policies set forth in this handbook are not intended to create a contract, nor are they to be construed to constitute contractual obligations of any kind or a contract of employment between Core Medstaff and any of its employees.

Nothing in this handbook shall limit the right to terminate at will employment. No employee of the Company has any authority to enter into an agreement for employment for any specific period of time or to make an agreement for employment on any terms other than at-will. Only the CFO has the authority to make any such agreement, which is binding only if it is in writing.

The policies described in this handbook have been developed at the discretion of management and, with the exception of employment at will, these policies and terms and conditions of employment may be modified at the sole discretion of the Company with or without cause or notice at any time.

No implied contract concerning any employment-related decision, term or condition of employment can be established by any other statement, conduct, policy, or practice. Terms and conditions include, but are not limited to, promotion, demotion, hiring, compensation, benefits, discipline, layoff, job duties, schedules, and any other term or condition that the Company may determine to be necessary for the safe, efficient and economic operation of its business.

Management and executive employees may be subject to differing or additional requirements as specified in their individual employment agreements. Where there are discrepancies, the terms of the individual employment agreement shall prevail.

RIGHT TO REVISE

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

The Company 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 CFO of Core MedStaff.

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

This handbook sets forth the entire agreement between you and the Company 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.

EQUAL EMPLOYMENT OPPORTUNITY

Core MedStaff is an equal opportunity employer and strives to comply with all applicable laws prohibiting discrimination based on race, color, religion, sex, sexual orientation, gender or gender identity, national origin, ancestry, marital status, age (people over 40), medical condition including genetic characteristics, mental or physical disability, pregnancy, veteran status, or any other characteristic protected by state and federal law. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, transfers, and leaves of absence, compensation and training.

The Company expressly prohibits all such unlawful discrimination and all persons involved in the operations of the Company are prohibited from engaging in any type of discriminatory conduct. If you have questions or concerns about discrimination in the workplace, regardless of whether you or someone else is the subject of discrimination, you are encouraged to bring your concerns to the attention of the CFO or the HR Manager.

Once you have expressed your concerns, the Company will conduct an investigation. The Company prohibits any and all retaliation against anyone who submits a report of unlawful discrimination and/or cooperates in any investigation. Any employee who retaliates against the person making that complaint will be disciplined, up to and including termination of employment.

If the investigation determines that prohibited discrimination occurred, the Company will take disciplinary action up to and including termination of employment. You will be informed about actions the Company takes to resolve the complaint.

DISABILITY ACCOMMODATION

The Americans with Disabilities Act (ADA) requires employers with 15 or more employees to reasonably accommodate qualified individuals with disabilities. It is the policy of Core MedStaff to comply with all federal and state laws concerning the employment of persons with disabilities.

It is the policy of the Company not to discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training and other terms and conditions of employment.

Core MedStaff is committed to complying with the American Disabilities Act. The Company recognizes that some individuals with disabilities may require accommodations at work.

In accordance with the law, the Company recognizes that some individuals with disabilities may require accommodations at work. In accordance with the law, the Company will attempt to reasonably accommodate qualified individuals so that they can perform essential functions of the job, unless doing so would create an undue hardship on the Company.

If you are currently disabled or become disabled during your employment and are in need of a reasonable accommodation, you should contact the CFO or the HR Manager.

HARASSMENT

Core MedStaff believes that all employees are entitled to a workplace free of harassment and discrimination, and expects that all employees will treat each other and our clients and Healthcare Professionals with courtesy, dignity and respect. As such, the Company prohibits ALL forms of illegal harassment. Other types of illegal and prohibited harassment include harassment based on race, color, religion, national origin, ancestry, physical or mental disability, veteran status, age, or any other protected basis.

These forms of harassment include prohibited behaviors such as:

• Verbal conduct such as threats, slang names or labels, derogatory comments, or slurs;

• Visual conduct such as derogatory posters, photographs, cartoons, drawings, or gestures;

• Physical conduct such as assault, unwanted touching, or blocking normal movement; and

• Retaliation for reporting harassment or threatening to report harassment.

SEXUAL HARASSMENT

Sexual harassment is against Company policy. The Company is committed to providing a work environment free of inappropriate and disrespectful behavior, communications and other conduct directed at an individual because of his or her gender, lifestyle preferences, dress or behavior, including conduct that may be defined as sexual harassment.

Applicable federal and state law defines sexual harassment as unwanted sexual advances, requests for sexual favors, or visual, verbal, or physical conduct of a sexual nature when:

1. submission of the conduct is made a term or condition of employment; or

2. submission to or rejection of the conduct is used as basis for employment decisions affecting the individual; or

3. conduct has the purpose or effect of unreasonably interfering with the employee’s work performance or creating an intimidating, hostile, or offensive working environment.

The following are examples of prohibited verbal conduct, visual conduct, physical conduct and retaliation. They include but are not limited to:

• Making unwanted sexual advances;

• Offering employments benefits in exchange for sexual favors;

• Making or threatening reprisals after a negative response to sexual advances;

• Leering or making sexual gestures;

• Displaying sexually suggestive objects, pictures, cartoons, or posters;

• Making or using derogatory comments, threats, slang names, labels, or slurs;

• Initiating or repeating sexually explicit jokes or comments about someone’s appearance or attire;

• Making verbal sexual advances or propositions;

• Verbal abuse of a sexual nature or graphic verbal commentary about a person’s body;

• Using sexually degrading words to describe an individual;

• Writing and/or delivering suggestive or obscene letters, notes, or invitations;

• Physical conduct such as touching, assault, or impeding or blocking movements; and

• Retaliation for reporting harassment or threatening to report harassment.

Sexual harassment on the job is unlawful whether it involves co-worker harassment, or harassment by ANY other person providing a service for or doing business with the Company.

RETALIATION

The Company does not permit retaliation against individuals who make legitimate, good faith complaints or cooperate in an investigation. An employee who believes that he or she is the victim of retaliation, or who knows about any retaliatory activity, should immediately contact any member of management, which may include the CFO or the HR Manager. Therefore, the initiation of a complaint, in good faith, shall not under any circumstances be grounds for discipline. However, individuals who make complaints that are found to be intentionally false may be subject to disciplinary action, up to and including termination.

ENFORCEMENT

All members of management are responsible for:

• Implementing the Company’s policy against harassment, which includes, but is not limited to, sexual harassment and retaliation;

• Ensuring that all employees they supervise have knowledge of and understand the policy;

• Taking and/or assisting in prompt and appropriate corrective action when necessary to ensure compliance with the policy; and

• Conducting themselves in a manner that is consistent with the policy.

COMPLAINT PROCEDURE

If you believe that you have been a target of harassment or discrimination, Core Medstaff wants you to report such conduct immediately to the CFO or HR Manager. Likewise, if you believe you have witnessed harassment or discrimination in the workplace, you are urged to report the conduct immediately.

Complaints of unlawful harassment may also be filed with the California Department of Fair Employment and Housing (DFEH) and/or the Equal Opportunity Commission (EEOC) which are listed in the phone book and on the internet.

As soon as appropriate preparations and arrangements can be made, the Company (or its advisors) will conduct a thorough and objective investigation into any claim of unlawful or prohibited harassment. Appropriate disciplinary action will be taken against anyone found to have an engaged in prohibited harassment and appropriate remedies will be provided for any victim of harassment. Harassment may exist even if the employee has not lost a job or economic benefit. If you have been subjected to the conduct prohibited under this policy, or if you are aware of such conduct, you should immediately report this information to the CFO or the HR Manager.

However, you are not required to report any prohibited conduct to a superior who may be hostile, who has engaged in such conduct, who is a close associate of the person who has engaged in the conduct in question, or with whom you feel uncomfortable discussing such matter.

Complaints regarding harassment or retaliation may be oral or in writing. Individuals, who make complaints that are demonstrated to be intentionally false, may be subject to discipline, up to and including termination.

All incidents or prohibited harassment that are reported will be investigated promptly. The investigation will be completed and a determination regarding the reported harassment will be made and subsequently communicated to the employee who complained and to the accused harasser. During the investigation, confidentiality will be preserved to the fullest extent possible without compromising the Company’s ability to conduct a good faith and thorough investigation.

If the Company determines that prohibited harassment occurred, the Company will take effective remedial action commensurate with the circumstances. Appropriate action will also be taken to deter any future harassment. If a complaint of prohibited harassment is substantiated, appropriate disciplinary action, up to and including discharge, will be taken.

The Company recognizes that actions that were not intended to be offensive may be taken as such. An employee who believes that he or she has been subjected to sexual or other harassment by anyone is encouraged, but not required to promptly tell the person that the conduct is unwelcome and ask the person to stop the conduct.

A person who receives such a request must immediately comply with it and must not retaliate against the employee for rejecting the conduct. Core Medstaff encourages, but does not require, individuals to take this step before utilizing the above Complaint Procedure.

ALL EMPLOYEES SHOULD NOTE THAT FAILURE TO USE CORE MEDSTAFF’S COMPLAINT PROCEDURE MAY RESULT IN THE DEFEAT OF ANY CLAIM OF HARASSMENT SHOULD THE CLAIM ADVANCE TO LITIGATION.

Employment Status

EMPLOYMENT CATEGORIES

In order to determine employee eligibility for employment benefits, various employment classifications have been established. These classifications have been established in accordance with federal law, where applicable.

Nothing herein shall be shall be construed to abrogate the Company’s employment at-will policy. All employment with the Company is for an unspecified time and is subject to the mutual consent of the employee and the Company. The right to terminate the employment relationship at will, at any time, with or without cause and with or without notice is retained by both the employee and the Company.

Employee Classifications

Every employee is designed as either exempt or non-exempt.

Exempt employees are those who are paid a fixed compensation for their services and are not paid overtime. They are exempt from federal and state overtime laws. Non-exempt employees are those who are paid by the hour. They are entitled to overtime pay in accordance with applicable federal and state overtime provisions. Paid time off, including paid holidays as well as PTO (whether used for vacation, illness or personal reasons), is not considered hours worked when calculating overtime. Every office employee is further designated as Executive, Administrative, Professional, Computer or Outside Sales, according to the Fair Labor Standards Act (FLSA).

Employment Status

Every employee is further classified as either regular full-time, regular part-time, temporary or per diem.

Regular Full-Time employees are those who are not in a temporary status and who are regularly scheduled to work at least thirty-six (36) hours per week. Full-time employees are eligible for Company-sponsored benefits, subject to the terms, conditions, and limitations of each benefit program.

Regular Part-Time employees are those who are not in a temporary status and who are regularly scheduled to work less than thirty (30) hours per week. Regular part-time employees receive all legally mandated benefits (such as employer–paid social security contributions, CA sick leave and workers’ compensation insurance, in most states). Part-time employees are not eligible for Company-sponsored benefits such as Paid Time Off and health insurance.

Temporary employees are those who are hired directly by the Company for a limited time to supplement the work force or to assist in the completion of a specific project. Temporary employees are not eligible for Company-sponsored benefits such as Paid Time Off and health insurance. Employment beyond the initially stated period does not in any way constitute or imply a change in employment classification. Temporary employees retain that status, unless and until notified of a change. Temporary employees are paid directly by the Company and receive all legally mandated benefits (such as employer-paid social security contributions, CA sick leave and workers’ compensation insurance).

Per Diem employees do not work regularly scheduled hours, but are called in to work on an as needed basis.

Job Duties

At the time of hire, your supervisor or manager will explain your job responsibilities and the performance standards expected of you. Be aware that your job responsibilities may change at any time during your employment. From time to time, you may be asked to work on special projects or to assist with other work necessary or important to the operation of your department or the Company. Your cooperation and assistance in performing such additional work is expected. The Company reserves the right, at any time, with or without notice, to alter or change job responsibilities, reassign or transfer job positions, or assign additional job responsibilities.

Daily Practices and Procedures

HOURS OF OPERATION/WORK SCHEDULES

Our office is open Monday through Friday from 7:00am until 7:00pm Pacific Standard time. However our coordinators and nursing staff work on a 24/7 schedule. Your individual schedule will be determined by management.

If an employee must be away from the office or other worksite for non-business related reasons during his/her normal work schedule, he/she should inform his/her supervisor in advance so that adequate staffing coverage may be arranged.

Trading work schedules is not allowed. The workweek starts on Sunday at 12:01am and ends on Saturday midnight.

MEAL PERIOD AND REST BREAKS

Meal Breaks

All non-exempt employees who work 5 or more consecutive hours in a 24-hour period are provided with a meal break of 30 minutes or longer, to be taken approximately in the middle of the workday, whenever possible. This meal period should begin before you have completed five hours of work. This period is unpaid hours, and thus, you are required to clock out and clock back in when you resume working and/or record your break in the company’s timekeeping system.

Whenever possible, your meal break will occur around the middle of the workday, but your manager may schedule the length and time of your meal break to accommodate operating requirements. If your shift is 10 or more hours long, additional meal period(s) will be scheduled for you.

You will be relieved of all active responsibilities and restrictions during meal periods and you will not be compensated for that time. It is our expectation that you will not perform any work for any reason during your meal break.

You are entitled to leave the premises for your meal break. You may not skip your meal break in order to work unauthorized overtime, to come in late, or to leave early. You may not extend the time you have available to you for a meal break by combining meal breaks or by adding a rest period(s) to your meal break.

If you are unable to take a desired meal break in a timely manner for any reason, let your manager or HR Manager know immediately so that we can work with you to ensure that your meal breaks are always available to you. You may raise any concerns about your ability to take your meal breaks at any time without fear of retaliation; it is our intent that you be able to take all of your designated meal breaks each day of work supervisor in advance so that adequate staffing coverage may be arranged.

Trading work schedules is not allowed. The workweek starts on Sunday at 12:01am and ends on Saturday midnight.

Rest Periods

Each workday, non-exempt employees are required and authorized to take a 10-minute rest period for every 4 hours of work. Those employees whose work shift will end in 3.5 hours or less are not entitled to a rest period. Rest breaks are counted as hours worked, and thus, you are not required to record your breaks in the company’s timekeeping system. You are expected and responsible for taking your breaks in a timely manner and are permitted to leave the premises without taking more than 10 minutes for each rest period.

The number of breaks provided is as follows:

• Shift of 3.5+ hours to 6 hours = 1 rest period of ten minutes

• Shift of 6+ to 10 hours = 2 rest periods of ten minutes

It is the company policy to relieve you of all duty during your rest periods. Managers may schedule your rest periods to ensure smooth operation of the departments’ workflow. Rest periods should be taken in the middle of your 4-hour work period, whenever possible. Rest periods should not be combined, added to a meal period, or used to shorten the workday.

If you are unable to take a rest period in a timely manner for any reason, please discuss it immediately with your manager or HR Manager so that we can work with you to ensure that your rest periods are always available to you. You may raise any concerns about your ability to take your rest periods at any time without fear of retaliation; it is our intent that you be able to take all of your designated rest periods each day of work.

LACTATION ACCOMMODATION BREAKS

If you are a nursing mother, you are entitled to a reasonable amount of break time to express milk in private, in an area designated by the Company. You should use your regular paid rest periods for this purpose. If additional break time is necessary to express milk, the additional break time will be unpaid.

However, if providing such additional break time would seriously disrupt the operations of our business, we may deny the additional break time to employees who wish to express breast milk.

We will make reasonable efforts to provide employees who need a lactation accommodation with the use of a room or other private location that is located close to the employee’s work areas. Employees with private offices will be required to use their offices to express breast milk. If you desire lactation accommodations, please contact the CFO or HR Manager to request accommodations.

PAY SCHEDULE

Non-exempt employees are paid on a weekly schedule with pay periods running from Sunday at 12:01am through Saturday at 12:00 midnight. Payday is the Friday following the end of the pay period.

Salaried/exempt employees are paid on a semi-monthly schedule with pay periods running from the 1st to the 15th and from the 16th through the end of the month. Payday is the next business day immediately following the end of each pay period, generally the 16th and the 1st.

When a payday falls on a holiday, you will normally be paid on the first business day following the holiday. If the payday falls on a Saturday or a Sunday, you will be paid on the next business day.

OVERTIME

In accordance with state and federal law, non-exempt employees are eligible to receive overtime pay if they work more than 8 hours in a single workday or 40 hours in a single workweek. Only hours actually worked are included when determining eligibility for overtime; therefore, paid time off (vacation and sick time) is not used when determining eligibility for overtime pay. Overtime pay equals 1.5 times an employee’s regular hourly rate. All overtime must be approved by the CFO or immediate supervisory manager before it is worked.

TIMEKEEPING REQUIREMENTS

Accurately recording time worked is the responsibility of every non-exempt employee. Federal and state laws require the Company to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the time actually spent on the job performing assigned duties.

Recording Your Time

Non-exempt employees must clock-in and clock-out using the Company’s electronic timekeeping method. Daily and weekly logs are available for review online. Nonexempt employees are expected to review their timecards weekly. To report discrepancies, email the CFO or HR Manager immediately.

Some exempt employees may be required to accurately record their time worked if necessary to comply with federal and state wage and hour laws.

All employees subject to this policy are required to accurately record all time worked.

Altering Time Records

Altering, falsifying or tampering with time records, recording another employee’s time or allowing another employee to record or alter your time is strictly prohibited. An employee who violates this policy will be subject to disciplinary action up to and including immediate termination of employment. Overtime work must always be approved by the CFO or immediate supervisor before it is performed.

ATTENDANCE POLICY

Regular attendance is essential to the Company’s efficient operation and is a necessary condition of employment. All employees are expected to be punctual and regular in attendance. Any tardiness or absence causes problems for your fellow employees and your supervisor or manager. When you are absent, your assigned work must be performed by others. Absenteeism and/or tardiness determined by management to be excessive may lead to disciplinary action, up to and including termination.

Employees are expected to report to work as scheduled, on time and prepared to start work. Employees are also expected to remain at work for their entire work schedule, except for meal periods or when required to leave on authorized Company business.

Late arrival, early departure or other unanticipated and unapproved absences from scheduled hours are disruptive and must be avoided. If you are unable to report for work on any particular day, you must, under all but the most extenuating circumstances, call the CFO or HR Manager directly at least two hours before the time you are scheduled to begin working for that day. If you call less than two hours before your scheduled time to begin work and do not arrive in time for your assigned shift, you will be considered tardy for that day.

Excessive absenteeism or tardiness, whether excused or not, will not be tolerated. The Company defines excessive absenteeism as more than 2 day’s absence in a one-month period.

You must inform the CFO or HR Manager of the expected duration of any absence. If you fail to report for work without any notification to the CFO or HR Manager and your absence continues for a period of 3 days, the

Company will consider that you have voluntarily abandoned or quit your employment. In this case, your last day of actual work will be considered the termination date.

CONFLICT RESOLUTION

Core Medstaff is committed to providing the best possible working conditions for its employees. Part of this commitment is encouraging an open and frank atmosphere in which any problem, complaint, suggestion or question receives a timely response from the Company supervisors and management. Core Medstaff strives to ensure fair and honest treatment of all employees. All persons and employees are expected to treat each other with mutual respect. Employees are encouraged to offer positive, constructive criticism.

If employees disagree with established rules of conduct, policies or practices, they can express their concern through the problem resolution procedure. No employee will be penalized, formally or informally, for voicing a complaint with the Company in a reasonable, business-like manner, or for using the problem resolution procedure.

If a situation occurs when employees believe that a condition of employment or a decision affecting them is unjust or inequitable, they are encouraged to make use of the following steps. The employee may discontinue the procedure at any step.

1. Within a week of the occurrence, bring the situation to the attention of your immediate supervisor, who will then investigate and provide a solution or explanation. If your immediate supervisor is not available or if you believe it would be inappropriate to contact that person, you may contact any other member of management.

2. If the problem persists, you may present it to the HR Manager who will investigate and provide a solution or explanation. We encourage you to bring the matter to the HR Manager as soon as possible after you believe that your immediate supervisor (or other manager to whom you took your concern) has failed to resolve it.

3. If the problem is not resolved, you may present the problem directly to the CFO who will attempt to reach a final resolution.

This procedure, which we believe is important for both you and the Company, cannot guarantee that every problem will be resolved to your satisfaction. However, the Company values your observations and you should feel free to raise issue of concern, in good faith, without the fear of retaliation.

ARBITRATION

Problems, disputes, or claims not resolved through the preceding problem resolution steps are subject to final and binding arbitration. The arbitration proceeding will be conducted under the Employment Dispute Resolution Rules of the American Arbitration Association. The decision or award of the Arbitrator made under these rules is exclusive, final, and binding on both parties, including their beneficiaries, executors, administrators, successors, and assigns.

Employees who choose to use the arbitration process to resolve a problem will be expected to share the cost of the arbitration proceeding with the Company. Not every problem can be resolved to everyone’s total satisfaction, but only through understanding and discussion of mutual problems can employees and management develop confidence in each other. This confidence is important to the operation of an efficient and harmonious work environment, and helps to ensure everyone’s job security.

Leaves of Absence

Due to unavoidable circumstances, it may become necessary to request a leave of absence. The Company complies with all required leaves of absence, including FMLA/CFRA leave, Pregnancy Disability Leave, Military and Work-Related Disability Leave as well as other leaves required by the State and Federal regulations. In addition, on a case-by-case basis, other leaves of absence may be granted. Requests for leave of absence must be submitted in writing.

Many of the leaves of absence require a certification from a healthcare provider. The information provided to the Company by your healthcare provider must not contain any medical diagnoses.

Under most circumstances, if you are returning from FMLA/CFRA leave, pregnancy disability, family and medical leave, work-related disability leave or military leave, you will be reinstated to your original job or to a job with equivalent pay and benefits if you return within the maximum amount of time specified in State or Federal regulations. It should be noted that due to the critical job responsibilities of a given position, the Company might not be able to hold your position open during personal leave (see below for definition or Personal Leave).

While you are on an approved leave, the Company will try to hold your job open for the period of the approved leave. However, due to business needs, there may be times when the positions cannot be held open; therefore, it is not possible to guarantee reinstatement. If your position is unavailable when you are ready to return from an approved leave, the Company will try to place you in a comparable position for which you are qualified. If such a position is not available, you may apply for future job openings for which you qualify.

In California, you may be eligible for State Disability Insurance (SDI) benefits if your leave of absence is due to your own medical condition (including pregnancy). If you are taking a leave of absence to care for a family member, you may be eligible for Paid Family Leave benefits. Please see the State Disability Insurance and Paid Family Leave Benefits explanations in this section of the handbook.

Group insurance benefits will continue during an FMLA/CFRA leave of absence, including Pregnancy Disability and Workers Compensation leave, for 12 weeks, at the same premium contribution rate paid by active employees. If Pregnancy Disability exceeds 12 weeks, group insurance benefits will continue during the entire Pregnancy Disability period or 17 1/3 weeks, whichever is less.

Your portion of the premiums must be paid in advance or on a monthly basis during the leave. On the last day of the month in which the 12th week ended, your insurance coverage will terminate. For all other leaves that are not covered under FMLA/CFRA, group insurance benefits will continue for 30 days. On the last day of the month in which the 30th day of leave occurred, the insurance coverage will terminate. Once your insurance terminates, you and your qualified dependents will be offered COBRA to continue participation in the group health insurance plans.

When the need for a leave is known in advance, you must provide at least 30 days of notice. The number of employees granted leaves of absence during the same period of time will be subject to reasonable requirements with respect to the efficient and orderly operation of the Company.

If you will not be able to return on the agreed date, you must notify the CFO or HR Manager immediately. Otherwise, failure to return from leave by the date specified on your leave application will be considered a voluntary resignation. Falsifying the reason for a leave of absence or performing unauthorized work for another employer during a leave of absence is prohibited and will result in immediate and retroactive loss of leave benefits and will be considered a voluntary resignation.

FAMILY AND MEDICAL LEAVE ACT/CALIFORNIA FAMILY RIGHTS ACT LEAVE (FMLA/CFRA)

Entitlement to Leave

The federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA) guarantee eligible employees a medical or family care leave of absence without pay for a maximum of twelve weeks within a rolling twelve-month period measured backward from the date you use any FMLA/CFRA leave.

To be eligible for this leave, you must

1. Have been employed with us for at least twelve months within the past seven;

2. Have worked at least 1250 hours in the last 12 months preceding your request for leave, and

3. Work at a jobsite where the company has at least 50 employees within 75 miles.

FMLA/CFRA leave will be granted for:

1. Your own serious health condition that makes you unable to perform the functions of your position;

2. The birth, adoption, foster care placement or serious illness of your child; or

3. To care for your parent, spouse or registered domestic partner who has a serious health condition.

Leave for the birth, adoption or foster care placement of your child must be taken within one year of your child’s birth, adoption, or placement.

If your own serious health condition continues beyond twelve weeks, we cannot guarantee reinstatement to your position, but we will review the circumstances with you to determine whether further leave time would be a reasonable accommodation without causing undue hardship to the Company. If you do not return to work as scheduled at the end of a leave without obtaining prior approval for continued leave, we will assume you have voluntarily resigned your position with the Company.

An employee must use accrued PTO or personal time, if otherwise eligible to take the time, during an approved FMLA/CFRA leave. Core MedStaff requires an employee to use eligible and accrued paid time concurrently with any type of unpaid FMLA/ CFRA leave.

KEY POSITION EMPLOYEES

If you are in a “key position” (defined as the highest-paid 10% of the Company employees within 75 miles of that worksite), you may not be returned to your former or equivalent position following a leave if keeping your position available would cause substantial economic injury to the Company, as determined on a case-bycase basis. We will notify you and explain your rights if you fall within this designation.

LEAVE FOR CARE OF FAMILY MEMBERS IN THE MILITARY

You may take up to 12 weeks of FMLA leave because of any special circumstances that arise out of the fact that your spouse, child or parent is on active duty or has been called to active duty as a reservist, National Guardsperson or existing active duty serviceperson. This leave applies even if no medical condition or injury exists that would otherwise qualify for FMLA/CFRA leave

LEAVE FOR CARE OF INJURED MILITARY FAMILY MEMBER

You may take up to 26 weeks of FMLA leave to care for a parent, child, spouse, nearest blood relative or registered domestic partner who is injured while on the active duty in the U.S. Armed Forces within the past five years preceding the date of your requested leave.

APPLYING FOR LEAVE

Submit your request for leave in writing to the CFO or HR Manager. We will notify you in writing if your leave has been approved. At least one week prior to your return to work, you must provide written notice to the CFO or the HR Manager of your intent to resume to work.

If your request for leave is because of the serious health condition of yourself or a qualified person, you must provide us with a physician’s certificate along with your request for leave. The certificate must set forth the date when the condition commenced, its probable duration, an estimate of the time needed for care and a statement that the condition warrants the leave. Before returning to work after a leave of absence based on a medical condition, you must provide us with a written statement from your physician, confirming your ability to return to your regular duties and any restrictions you may have.

STATE DISABILITY BENEFITS

You may be eligible for State Disability Insurance (“SDI”) for the unpaid portion of your leave. Information regarding your SDI benefits may be obtained from the CFO or HR Manager. If you wish to apply any accrued paid time off to your leave, we will work with you to coordinate your use of paid leave with your state disability benefits where applicable.

PREGNANCY DISABILITY LEAVE

Pregnancy, childbirth, or related medical conditions will be treated like any other disability; an employee on PDL will be eligible for temporary disability benefits in the same amount/degree as any employee on leave.

Any female employee planning to take pregnancy disability leave should advise the HR Manager as early as possible; the individual should also make an appointment with the CFO or the HR Manager to discuss the following conditions:

• Employees who need to take pregnancy disability must inform the Company when a leave is expected to begin and long it will likely last.

• If the need for a leave or transfer is foreseeable, employees must provide notification at least 30 days before the pregnancy disability leave or transfer to begin.

• Employees must consult with the CFO or HR Manager regarding the scheduling of any planned medical treatment or supervision in order to minimize disruption to the operations of the Company. Any such scheduling is subject to the approval of the employee’s health care provider;

• If 30 days advance notice is not possible, notice must be given as soon as it is practical;

• Upon the request of an employee and recommendation of the employee’s physician, the employee’s work assignment may be changed if necessary to protect the health and safety of the employee and her child;

• Requests for transfers of job duties will be reasonably accommodated if the job and security rights of others are not breached;

• Temporary transfers due to health considerations will be granted whenever possible. However, the transferred employee will receive the pay that accompanies the job, as is the case with any other temporary transfer due to temporary health reasons;

Pregnancy leave usually begins when ordered by the employee’s physician. The employee must provide the Company with a certification from a health care provider. The certification indicating disability should contain:

• The date on which the employee became disabled due to pregnancy.

• The probable duration of the period or periods of disability.

• A statement that, due to the disability, the employee is unable to perform one or more of the essential functions of her position without undue risk to herself, her pregnancy, or other persons.

Leave returns will be allowed only when the employee’s physician sends a release.

An employee will be required to utilize any available sick pay prior to the start of unpaid leave time, if otherwise eligible to take the time during a pregnancy disability leave. The use of sick pay will not be required if it would negatively impact the employee’s right to receive SDI benefits. Sick pay may be coordinated with State Disability Benefits, if applicable, so that there is not negative impact on the employee’s disability benefits.

An employee will be allowed to use accrued PTO or personal time, if otherwise eligible to take the time, during a pregnancy disability leave. The duration of the leave will be determined by the advice of the employee’s physician, but employees

disabled by pregnancy may take up to 17 1/3 weeks of leave includes any period of time for actual disability caused by the employee’s pregnancy, childbirth, or related medical condition. This includes leave for severe morning sickness and for prenatal care.

Leave does not need to be taken in one continuous period of time and may be taken intermittently, as needed. Leave under PDL, FMLA, or CFRA may be taken in increments.

Under most circumstances, upon submission of a medical certification that an employee is able to return to work from a pregnancy disability leave, an employee will be reinstated to her same position held at the time the leave began or to an equivalent position, if available.

An employee returning from a pregnancy disability leave has no greater right to reinstatement that if the employee has been continuously employed.

MILITARY LEAVE

Employees who wish to serve in the active or reserve military or take military leave should contact the CFO or HR Manager for information about their rights before and after such leave. You are entitled to reinstatement upon completion of military service, provided you return or apply for reinstatement within the time allowed by law.

MILITARY SPOUSE LEAVE

You are entitled to up to 10 days of unpaid leave when your military spouse or registered domestic partner is home on leave from (not returning from) active service in the Armed Forces, National Guard or Reserves. Your leave must take place while your military spouse or registered domestic partner is on leave from deployment to an area of “military conflict,” defined as a period of war declared by Congress or authorized under the federal Armed Forces Code.

To be eligible for this leave, you must be working an average of 20 or more hours per week, and you must request the leave in writing from the Company’s HR manager within two business days of receiving official notice that your military spouse of registered domestic partner will be on leave from deployment. You must attach, to your leave request, a copy of the written certification that your spouse or registered domestic partner will be on leave from deployment. You may use any available accrued paid leave time during this leave.

VOLUNTEER CIVIL SERVICE LEAVE

If you are a volunteer firefighter, reserve peace officer or emergency rescue personnel, you may take all the necessary unpaid time off from employment to perform your emergency duty. You are also eligible for unpaid leave for required training. Please alert the CFO or HR Manager that you are a Volunteer Civil Servant and that you may have to take time off for emergency duty. You must provide as much advance notice as possible to the CFO or HR Manager prior to taking time off for emergency duty, and you must provide documentation of your need for leave under this policy.

BEREAVEMENT LEAVE

Core MedStaff will grant an unpaid leave of absence to eligible employees in the event of the death of the employee’s immediate family member. The Company defines “immediate family” as the employee’s spouse/registered domestic partner, parent, child, sibling; the employee’s spouse’s/domestic partner’s parent, child, or sibling; the employee’s child’s spouse/domestic partner; grandparents or grandchildren. Special consideration will also be given to any other person whose association with the employee was similar to any of the above relationships.

An employee with such a death in the family may take up to 3 consecutively scheduled work days off without pay with the approval of the Company. The employee’s supervisor may approve additional unpaid time off. If the employee has unused PTO available, he/she may, with management approval, use the available PTO as needed during bereavement.

Unless there are extenuating circumstances, an employee may take no more than one unpaid bereavement leave per calendar year. Exceptions to this limitation will be determined only by the CFO or HR Manager on a case by case basis. Bereavement leave will normally be granted as requested, unless there are unusual business or staffing requirements.

The Company reserves the right to request verification of the facts surrounding the bereavement leave. If the employee is unable to produce verification upon request, bereavement leave may not be allowed

PERSONAL LEAVE

A personal leave of absence without pay may be granted at the discretion of the Company. Requests for personal leave should be limited to unusual circumstances requiring an absence of longer than two weeks.

Approved personal absences of shorter duration are not normally treated as leaves, but rather as excused absences without pay. Failure to return to work after the requested leave may be grounds for termination.

TIME OFF FOR VOTING

If an employee does not have sufficient time outside of working hours to vote in an official state-sanctioned election, the employee may take off enough working time to vote.

Such time off shall be taken at the beginning or the end of the regular working shift, whichever allows for more free time, and the time taken off shall be combined with the voting time available outside of working hours to a maximum of two hours combined. Under these circumstances, an employee will be allowed a maximum of two hours’ time off during an election day without loss of pay. When possible, an employee requesting time off to vote shall give his or her supervisor at least two days’ notice.

TIME OFF IN CONNECTION WITH COURT CASES

We recognize that employees might be summoned to serve jury duty, be subpoenaed or otherwise required to witness in court cases or arbitrations.

Absence as a result of participation in jury selection, a court case, or arbitration will be treated the same as absence for any other reason and employees must comply with the Company’s policy regarding attendance.

You should notify the CFO or HR Manager of the need for time off for jury duty as soon as a notice or summons from the court is received. You may be requested to provide written verification from the court clerk of performance of jury service.

Non-exempt employees will not be paid for the time they are away from work as a result of participation in a court case or arbitration, but they may use any available PTO to cover their time away from work. Absence as a result of participation in jury selection, a court case, or arbitration will be treated the same as absence for any other reason; and employees must comply with the Company’s policy regarding attendance.

If work time remains after any day of jury selection or jury duty, you should contact the CFO or HR Manager to inquire if you are required to return to work for the remainder of your work schedule day.

You should notify the CFO or HR Manager of the need for time off for jury duty as soon as a notice or summons from the court is received. You may be requested to provide written verification from the court clerk or performance of jury service.

Exempt employees who are called for jury duty or to witness in a court case or arbitration will not be scheduled to work at all that week, and the exempt employee must not call-in or handle any work-related matters by phone or in person. This time off work will be unpaid; however, the employee may use any available PTO to cover his time away from work.

Based on business demands and other factors, the Company may request an exempt employee who is on jury duty or serving as a witness to work in the evenings or other alternative hours to handle critical matters. In this unlikely circumstance, the exempt employee will be paid his/her full salary for that week. NOTE: ALL such work performed during Jury or Witness Leave must be approved in advance by the CFO.

VICTIMS OF CRIME LEAVE

An employee who is the victim of a violent felony or a serious felony or who is the family member of such a victim may take time off from work under the following circumstances:

• The crime is a violent or serious felony, as defined by law;

• The employee is the victim of such a crime, or the immediate family member of the victim, the registered domestic partner of the victim, or the child of a registered domestic partner of the victim.

• An immediate family member is defined as: a spouse, child, stepchild, brother, stepbrother, sister, stepsister, mother, stepmother, father or stepfather.

The registered domestic partner means a domestic partner who is registered accordance with state law.

The absence from work must be in order to attend judicial proceeding related to a crime listed above. Before you are absent for such a reason, you must provide documentation of the scheduled proceeding. Such notice is typically given to the victim of the crime by a court or government agency setting the hearing, a district attorney or prosecuting attorney’s office or a victim/witness office.

If advance notice is not possible, you must provide appropriate documentation within a reasonable time after the absence. Any absence from work to attend judicial proceedings will be unpaid, unless you choose to take paid time off, such as accrued PTO.

DOMESTIC VIOLENCE AND SEXUAL ASSAULT LEAVE

Employees who are victims of domestic violence are eligible for unpaid leave. You may request leave if you are involved in a judicial action, such as obtaining restraining orders, or appearing in court to obtain relief to ensure your health, safety or welfare, or that of your child.

You should provide notice and certification of your need to take leave under this policy. Certification may be sufficiently provided by any of the following:

• A police report indicating that the employee was a victim of domestic violence or sexual assault;

• A court order protecting or separating the employee from the perpetrator of an act of domestic violence or sexual assault, or other evidence from the court or prosecutor that the employee appeared in court; or

• Documentation from a medical professional, domestic violence or sexual assault victim advocate, health-care provider, or counselor that the employee was undergoing treatment for physical or mental injuries or abuse resulting in victimization from an act domestic violence or sexual assault.

Core MedStaff will, to the extent allowed by law, maintain the confidentiality of an employee requesting leave under this provision.

The length of unpaid leave an employee may take is limited to 12 weeks provided for in the federal Family and Medical Leave Act of 1993.

DOMESTIC VIOLENCE AND SEXUAL ASSAULT LEAVE FOR TREATMENT

Employees who are victims of domestic violence are eligible for unpaid leave for any of the following:

• To seek medical attention for injuries caused by domestic violence or sexual assault;

• To obtain services from a domestic violence shelter, program or rape crisis center as a result of domestic violence or sexual assault;

• To obtain psychological counseling related to experiencing domestic violence or sexual assault;

• To participate in safety planning and take other actions to increase safety from future domestic violence or sexual assault, including temporary or permanent relocation.

You should provide notice and certification of your need to leave under this policy. Certification may be sufficiently provided by any of the following:

• A police report indicating that the employee was a victim of domestic violence or sexual assault;

• A court order protecting or separating the employee from the perpetrator of an act of domestic violence or sexual assault, or other evidence from the court or prosecutor that the employee appeared in court; or

• Documentation from a medical professional, domestic violence or sexual assault and victim advocate, health-care provider, or counselor that the employee was undergoing treatment for physical or mental injuries or abuse resulting in victimization from an act of domestic violence or sexual assault.

Core MedStaff will, to the extent allowed by law, maintain the confidentiality of an employee requesting leave under this provision.

The length of unpaid leave an employee may take is limited to 12 weeks provided for in the federal Family and Medical Leave Act of 1993 for eligible employees.

Employee Benefits

GOVERNMENT-MANDATED BENEFITS

Sick Time Off (STO) – Office Staff Only

Core MedStaff provides paid Sick Time Off (STO) under California’s Healthy Workplaces, Healthy Families Act of 2014 (AB 1522). STO may be used for any employee’s own illness, injury or medical condition or the diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee or an employee’s covered family member.

The Company has elected to “front-load” 24 hours of paid STO to all regular, full-time Office Staff. Following 90 days of active, continuous service, you will be eligible to use your paid sick time off.

The maximum amount of paid STO an employee may use in each year is limited to 24 hours. Unused STO does not carry-over from one calendar year to the next; instead, regular full-time Office Staff receive a full allotment of STO each calendar year.

STO is paid to you at your current rate (straight-time hourly or base salary) at the time you use the paid STO. Employees must provide reasonable advance notice of a foreseeable absence from work for which paid STO will be used. When an employee has an unforeseeable absence, the employee must provide notice as soon as practicable.

Qualifying Reasons for Paid Sick Time Off

Paid STO can be used for the following reasons:

• Diagnosis, care or treatment of an existing health condition for an employee or covered family member, as defined below.

• Preventive care for an employee or an employee’s covered family member.

• For certain, specified purposes when the employee is a victim of domestic violence, sexual assault or stalking.

For purposes of paid STO, a covered family member includes:

• A child defined as a biological, foster or adopted child; a stepchild; or a legal ward, regardless of the age or dependency status of the child. A “child” also may be someone for whom you have accepted the duties and responsibilities of raising, even if he or she is not your legal child.

• A “parent” defined as a biological, foster or adoptive parent; a stepparent; or a legal guardian of an employee or the employee’s spouse or registered domestic partner. A parent may also be someone who accepted the duties and responsibilities of raising you when you were a minor child, even if he or she is not your legal parent.

• A spouse.

• A registered domestic partner.

• A grandparent.

• A grandchild.

• A sibling.

All STO absences must be reported as required by the Company’s Attendance Policy. If you are ill and unable to report for work on any particular day, you must, under all but the most extenuating circumstances, advise

your immediate supervisor and call the main office at least two hours before the time you are scheduled to begin working that day.

The Company will not pay employees for unused STO upon termination of employment.

State Disability Insurance (SDI)

Each employee contributes through payroll tax to California’s state disability insurance programs. Disability insurance is mandated by the California Unemployment Insurance Code and administered by the Employment development Department. Disability insurance is payable when you cannot work because of illness or injury not caused by employment at the Company.

An additional tax funds the state’s Paid Family Leave Program, and provides partial wage replacement for absences related to care of a family member, or bonding with a new child. Specific rule and regulation governing disability are available from the CFO or the HR Manager.

Paid Family Leave (PFL)

Employees may be eligible for Paid Family Leave (PFL) wage replacement benefits, which are funded through payroll deductions and coordinated though the Employment Development Department. PFL provides limited compensation for up to six weeks after an unpaid, seven-day waiting period when an employee needs to take leave from work to care for a parent, child, spouse or registered domestic partner who is seriously ill, or for a working parent who wants time to bond with his or her newborn, foster child or newly adopted child. The PFL program does not provide employees with a right to a leave of absence; it is limited to a state-mandated wage replacement benefit.

Unemployment Compensation

Core MedStaff pays a percentage, based on its payroll, to the Unemployment Compensation Fund. If you become unemployed, you may be eligible for unemployment compensation, under certain conditions, for a limited period of time.

Unemployment compensation provides a temporary income for workers who have lost their jobs. To be eligible, you must have earned a certain amount, be willing and able to work, and your reason for unemployment must meet statutory criteria. The Company pays the entire cost of this insurance.

You should apply for benefits through your local State Unemployment office or visit the EDD’s website at www.ca.edd.gov as soon as possible.

Worker’s Compensation Insurance

Core MedStaff provides a comprehensive workers’ compensation insurance program at no cost to employees. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment. Subject to applicable legal requirements, workers’ compensation insurance provides benefits after a short waiting period or, if the employee is hospitalized, immediately.

Employees who sustain work-related or illnesses should inform the CFO or HR Manager immediately. No matter how minor an on-the-job injury may appear, it is important that it be reported immediately. This will enable an eligible employee to qualify for coverage as quickly as possible.

Neither the Company nor the insurance carrier will be liable for the payment of workers’ compensation benefits for injuries that occur during an employee’s voluntary participation in any off-duty recreational, social, or athletic activity sponsored by the Company.

The law requires employers to notify the workers’ compensation carrier of any concerns of false/ fraudulent claims.

Company-Provided Physician – Core Medstaff provides medical treatment for workrelated injuries through a medical provider network listed on the Employment Law Poster located in the Corporate Office. The Company has chosen this facility to provide medical care to injured employees because of their experience in treating work-related injuries.

Pre-designated Physician – Any employee has the option to pre-designate a physician at the time of hire. This allows you to be treated by your own doctor if you are injured on the job. This form is in your New Hire packet. The workers’ compensation benefits provided to injured employees may include:

• Medical care;

• Cash benefits, tax free, to replace lost wages; and

• Assistance to help qualified injured employees to return to suitable employment.

To ensure that you receive any workers’ compensation benefits to which you may be entitled, you will need to:

• Immediately report any work-related injury to the CFO or HR Manager;

• Seek medical treatment and follow-up care if required;

• Complete a written Employee’s Claim for Workers compensation Benefits (DWC Form 1) and return it to the Corporate Office; and

• Provide the Company with a certification from your health care provider regarding the need for workers’ compensation disability leave, as well as your eventual ability to return to work from the leave.

Upon submission of a medical certification that an employee is able to return to work after a workers’ compensation leave, the employee under most circumstances will be reinstated to his or her same position held at the time the leave began, or to an equivalent position, if available. An employee returning from a workers’ compensation leave has no greater right to reinstatement than if the employee had been continuously employed rather than on leave. For example, if the employee on workers’ compensation leave would have been laid off had he or she not gone on leave, or if the employee’s position has been eliminated or filled in order to avoid undermining the Company’s ability to operate safely and efficiently during the leave, and no equivalent or comparable positions are available, the employee would not be entitled to reinstatement.

Benefits Continuation (COBRA)

The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their qualified beneficiaries the opportunity to continue health insurance coverage under the employer’s group plan, if applicable, when a “qualifying event” would normally result in the loss of eligibility. Some common qualifying events are resignation, employment termination, or death of an employee; a reduction in work hours or a leave of absence; an employee’s divorce or legal separation; and a dependent child becoming ineligible. Under COBRA, the employee or beneficiary pays the full cost of coverage at the employer’s group rates plus an administration fee. The Company will provide each eligible employee a written notice describing rights granted under COBRA when the employee becomes eligible for coverage under the Company’s group health insurance plan, if applicable. This notice contains important information about the employee’s rights and obligations.

Social Security

Social Security is an important part of every employee’s retirement benefit. The Company pays a matching contribution to each employee’s Social Security taxes.

COMPANY- PROVIDED BENEFITS

Paid Time Off (PTO) – Office Staff Only

The Company provides Paid Time Off (PTO) in addition to paid STO. PTO may be used for absences due to illness (you or a family member’s), doctor or dentist appointments, and for personal time off and planned vacations. PTO is provided to all regular, full-time Office Staff after 90 days of active employment.

PTO is intended for the well-being of the employee and is meant to provide a period of rest away from the Company’s business activities. PTO accruals will be calculated per completed pay period and credited to your PTO bank, according to the following accrual schedule:

You will begin to accrue PTO after 90 days of active, continuous employment. All PTO must be earned before it is taken, and time off for reasons other than illness must be pre-approved by management. Following 90 days of active, continuous service, you will be eligible to use your paid time off as it is accrued.

Any unused PTO may be carried over to a new year, with a year defined as twelve (12) months of employment with the Company. When your accrued (saved up) PTO total reaches 150% of your current year’s accrual (see Max Accrual in chart above), your PTO accruals will stop. Once some PTO is used, reducing the accrued hours below the cap, your PTO accruals will resume.

When a Company-paid holiday falls within your approved, scheduled vacation time, that day will be paid as a holiday and will not be charged to your PTO balance.

PTO hours accrue only during work hours and during paid time off (regardless of whether the PTO is used for vacation, sick or other personal reasons). Please note that PTO does not accrue during a leave of absence.

You may use PTO for personal reasons in minimum increments of two hours; if the PTO is used in conjunction with a certified intermittent leave of absence (FMLA/ CFRA/PDL), leave may be taken, and PTO used, in minimum increments of two (2) hours. You may use no more than two (2) weeks of PTO at one time unless special permission is granted by the CFO or HR Manager.

You must submit your written request to take vacation time off at least two weeks in advance, and all vacation requests must be approved in advance by the CFO or HR Manager. If there is a conflict in scheduling vacations, we will first consider our business needs. If all other factors are equal, including the order in which requests were received, we will then give the preference to seniority in approving conflicting vacation requests.

The Company reserves the right to defer your vacation request, require you to take PTO/vacation at certain times, schedule your PTO/vacation if you fail to do so, or if we deem it necessary, to pay out your accrued PTO. We also reserve the right to shut down all or any part of the Company for PTO/vacation purposes if necessitated by business needs in our sole discretion. We will give you at least 30 days’ notice of a Company-scheduled PTO/vacation.

PTO is paid to you at your current rate (straight-time hourly or base salary) at the time you use the paid time off. We will not “advance” paid time off against the future accruals or cash it out to employees. After you have exhausted your PTO, further absences, for any reason, will be unpaid. All accrued but unused PTO will be paid out to you at your final rate of pay when you leave the Company.

Absence Due To Illness/Injury

In accordance with the Company’s PTO Policy described above, eligible employees may use accrued PTO for personal sick days, doctor/dentist appointments, and medical treatment. You may also use up to 50% of your annual PTO accrual to care for an ill or injured family member. For this purpose, a family member is defined as; the employee’s spouse or registered domestic partner; the employee’s child or the child of the employee’s spouse or registered domestic partner; the employee’s parent or the parent of the employee’s registered domestic partner or spouse.

All absences must be reported as required by the Company’s Attendance Policy in this Employee Handbook. If you are ill and unable to report for work on any particular day, you must, under all but the most extenuating circumstances, advise your immediate supervisor and call the main office at least two hours before the time you are scheduled to begin working that day.

You must inform the CFO or HR Manager of the expected duration of any absence. If you are absent longer than 3 days due to illness, the Company may request medical evidence of your illness and/or medical certification of your fitness to return to work. If you fail to report for work without any notification to the CFO or HR Manager and your absence continues for a period of 2 days without notice, the Company will consider that you have abandoned or voluntarily quit your employment. In this case, your last day of actual work will be considered the date your employment terminated.

Payment When Absent Due to Illness or Injury

See the Paid Time-Off (PTO) Policy above for information on pay during short-term illness or injury. In addition to paid sick leave, eligible employees may use accrued and unused PTO for any sick absences per the policy guidelines.

The Payroll Department must be notified whenever PTO is taken/used so that eligible employees may be properly paid.

Doctor’s Verification of Illness or Injury

The Company reserves the right to require a satisfactory statement of a licensed physician whenever an employee misses work due to an illness or injury. The employee may be asked to provide a physician’s statement that verifies that an illness or injury existed, its beginning and ending dates, and the employee’s ability to return to work without presenting an immediate and significant risk to the employee’s own health and safety of others.

When requested, such verifications and releases may be a condition to receiving PTO benefits and returning to work. Although a physician’s statement normally will not be requested for absences of three or fewer working days, the Company may request such a statement in situations where it determines that a physician’s statement is warranted. Employees should not automatically assume that absenteeism is permissible merely because they have sufficient PTO benefits available to cover all or a portion of their time off or because they have provided a doctor’s statement.

Holidays

Core Medstaff observes the following holidays:

New Year’s Day Labor Day

Memorial Day

Independence Day

Thanksgiving Day

Christmas Day

If one of the above holidays falls on a Saturday, it will typically be observed on the preceding Friday. If a Company-observed holiday falls on a Sunday, it will typically be observed on the following Monday. To avoid confusion, all holiday observances will be announced in advance.

Exempt Employees who have competed 90 days of active continuous employment will receive the above days off work with full pay. Exempt employees must work their scheduled work days just before and just after the holiday in order to be paid holiday, unless the exempt employees is absent with prior permission from management.

Non-exempt employees who work on a Company-observed holiday will be compensated for all work performed on that day at 1 ½ times their regular rate of pay. Non-exempt employees who do not work on a Company- observed holiday will have that day off work without pay.

Health Care Benefits

Regular, full-time employees, their spouses and eligible dependent children become eligible to participate in the Company’s group health plan on the first day of the month following 60 days of active, continuous employment. For the purpose of eligibility for healthcare benefits, full-time employees are defined as those who are typically scheduled to work at least 40 hours per week.

The Company contributes 50% of the employee-only healthcare premiums on behalf of all eligible employees who elect to participate in the Company’s group plan. The employee will be solely responsible for the cost of the remaining 50% of his/her monthly premium, all premiums for the employee’s spouse and/or other dependents, as well as the cost of any enhanced coverage chosen by the employee. Employee-paid premiums will be deducted from the employee’s payroll check each pay period on a pretax basis.

Career Development

JOB DESCRIPTIONS

Core MedStaff makes every effort to create and maintain accurate job descriptions for all positions within the organization. Each description includes general job information, essential duties and responsibilities, qualifications (including education and/or experience, language skills, mathematical skills, reasoning ability, and any certification required), as well as physical demands and work environment information.

The Company maintains job descriptions to aid in orienting new employees to their jobs, identifying the requirements of each position, establishing hiring criteria, setting standards for each employee performance evaluations, and establishing a basis for making reasonable accommodations for individuals with disabilities.

The CFO and HR Manager prepare job descriptions when new positions are created. Existing job descriptions are also reviewed and revised in order to ensure that they are up to date. Job descriptions may also be rewritten periodically to reflect any changes in the position’s duties and responsibilities. All employees will be expected to help ensure that their job descriptions are accurate and current, reflecting the work being done.

Employees should remember that job descriptions do not necessarily cover every task or duty that might be assigned and that additional responsibilities may be reassigned as necessary. Contact the CFO or HR Manager if you have any questions or concerns about your job description.

PERFORMANCE EVALUATIONS

Each employee will receive an annual performance review during the Performance Review Period. Performance reviews will be conducted by your supervisor or manager. Informal performance reviews will occur as needed throughout your employment. New employees will also be reviewed at the end of their first 90 days of employment. Performance evaluations may review factors such as the quality and quantity of your work, your knowledge of the job, your initiative, your reliability, your work attitude, and your attitude towards others.

Performance evaluations are intended to make you aware of your progress and areas that still need improvement. This is also an opportunity for you to suggest ways to improve the efficiency or quality of our service as well as to share any concerns you may have regarding your employment. Favorable performance evaluations do not guarantee salary increases or promotions and are not exclusively related to compensation.

Salary increases and promotions are solely at the discretion of the CFO and depend upon many factors in addition to performance. After the review, you will be required to sign the evaluation report simply to acknowledge that it has been presented to you; it also signifies that you have discussed it with the evaluator and are aware of its contents.

JOB POSTINGS

Core Medstaff provides employees an opportunity to indicate their interest in open positions and advancement within the organization commensurate with their skills and experience. In general, notices of regular, full-time job openings are posted; although the CFO, at her sole discretion, reserves the right to not post a particular opening for any reason.

While it is the Company’s philosophy to promote from within whenever possible, there are business conditions that may require a decision to bypass internal job posting or to post the position while simultaneously recruiting outside the Company. Those business conditions include, but are not limited to:

• Organizational Restructuring

• Position Requirements that include skills, education, and/or experience that are not known to match any existing employee

• Critical Operational Needs

In addition to these business conditions, the person in charge of hiring may request an exception when they have candidates within the same department who are qualified and already trained for the position. The decision to fill the position without posting is the sole discretion of the CFO.

To be eligible to apply for a posted job, employees must have performed competently in their current position. Employees who have a written warning on file, or are on suspension, are not eligible to apply for posted jobs. Eligible employees may apply only for those posted jobs for which they possess the required skills, competencies, and qualifications.

To apply for an open position, employees should submit, to the CFO or HR Manager, a job application and a cover letter listing the employee’s job-related skills and accomplishments. The letter should also describe how the employee’s current experience with the Company and prior work experience and/or education qualifies the employee for the open position.

Core MedStaff recognizes the benefit of developmental experiences and encourages employees to talk with management about their career plans. Managers are encourages to support employees’ efforts to gain experience and advance the organization.

An internal applicant’s manager or supervisor may be contacted to verify the employee’s performance, skills, and attendance. Any staffing limitations or other circumstances that might affect a prospective transfer may also be discussed. Other recruiting sources may also be used to fill open positions in the best interest of the organization.

CANDIDATE REFERRALS

Core Medstaff also encourages employees to identify friends or acquaintances who are interested in employment opportunities and refer qualified outside applicants for posted jobs. Employees should obtain permission from the individual before making a referral, share their knowledge of the organization, and not make commitments or oral promises of employment.

An employee should submit the referral’s resume and/or completed application from to the CFO or HR Manager for a posted job.

Company Property

EMPLOYER PROPERTY

Workstations, desks, computers and vehicles are Company property and must be maintained according to Company rules and regulations. They must be kept clean and are to be used only for work-related purposes. The Company reserves the right to inspect all Company property to ensure compliance with its rules and regulations, without notice to the employee and at any time, not necessarily in the employee’s presence.

Core Medstaff voice mail and/or electronic mail (email) are to be used for business purposes only. The Company reserves the right to monitor voice mail messages and email messages to ensure compliance with this rule, without notice to the employee and at any time, not necessarily in the employee’s presence.

No personal locks may be used on Company-provided lockers or storage units unless the employee furnishes a copy of the key or the combination to the lock. Unauthorized use of a personal lock by an employee may result in losing the right to use a Company locker or storage unit.

The Company may periodically need to assign and/or change “passwords” and personal codes for computers, voice mail and Company-related websites or online portals. These communication technologies and related storage media and databases are to be used only for Company business, and they remain the property of the Company. Core Medstaff reserves the right to keep a record of all passwords and codes used and/or may be able to override any such password system.

Prior authorization must be obtained before any Company property may be removed from the premises. For security reasons, employees should not leave personal belongings of value in the workplace. Personal items are subject to inspection and search, with or without notice, with or without the employee’s prior consent.

Terminated employees should remove any personal items at the time they leave the Company. Personal items left in the workplace are subject to disposal if not claimed at the time of an employee’s termination.

Company Equipment

Equipment essential in accomplishing job duties are expensive and may be difficult to replace. When using property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines.

Please notify your supervisor if any equipment, machines or tools appear to be damaged, defective or in need of repair. Prompt reporting of damage, defect, and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. Your supervisor can answer any questions about your responsibility for maintenance and care of equipment/vehicles used on the job.

Improper, careless, negligent, destructive, or unsafe use or operation of equipment can result in disciplinary action, up to and including termination of employment.

Off-Duty Use of Facilities

Employees are prohibited from remaining on Company premises or making use of Company facilities while not on duty. Employees are expressly prohibited from using Company facilities, property, or equipment for personal use.

PERSONAL COMMUNICATION DEVICES

The use of personal communication devices shall be limited in the workplace to alleviate distractions and the disruption of regular work routines. Personal communication devices are defined as, but not limited to, cell phones, two-way phones, smart phones and audible pagers. Personal communication devices are prohibited from use during work hours and in work areas, unless the Company has provided such device(s) to the employee for business use only.

Any employee carrying a non-Company issued personal communication device with an audible alarm or ring must ensure that the sound is turned off during work hours or in work areas.

Limited and temporary exceptions to this policy permitting the use of personally owned communications devices for ongoing personal emergency situations (such as the imminent birth of a child) will be made. Please contact the CFO or HR Manager to make arrangements for the use of personal communication devices. Violation(s) of this policy may be grounds for discipline up to and including termination.

Employees are strictly prohibited from using personal devices (smart phones, tablets, laptops, iPads, etc.) to perform any type of business related activity, including accessing Company email and data and contacting applicants, Core Healthcare Professionals or clients.

HOUSEKEEPING

All employees are expected to keep their work areas clean and organized. People using common areas such as offices, lunch rooms, storage rooms, and restrooms are expected to keep them orderly and sanitary. Please clean up after meals and dispose of trash properly. Report any plumbing or other maintenance issues promptly.

COMPANY-PROVIDED CREDIT CARDS

Employees who are provided Company-issued credit cards are to use the cards for Company business-related purposes only. All receipts for purchases must be retained and turned in each month so the credit card statement may be properly reconciled. Employees who abuse the credit card privilege may be subject to disciplinary actions up to and including written warning, suspension or termination.

COMPANY LOANS

Core Medstaff does not generally provide loans to employees for any reason nor does it provide “advances” to employees based on previously earned or future pay.

PARKING

Core Medstaff provides parking for its employees. The Company is not responsible for the security of employee vehicles or for the security of any personal belongings or valuables left inside employee vehicles. All employees should be cautious not to leave valuables in their vehicles and to ensure that all doors and windows are closed and locked at all times.

COMMUNICATIONS

Successful working conditions and relationships depend in large part upon successful communication. Not only do you need to stay aware of the Company’s policies, procedures and general information, you also need to communicate your ideas, suggestions, personnel goals or problems as they affect your work.

In addition to the exchange of information and expression of ideas and attitudes which occur daily, make certain you are aware of and utilize all of the Company’s methods of communication, including this Employment Handbook, bulletin boards, discussions with your supervisor or manager, memoranda, staff meeting, training sessions, etc.

BULLETIN BOARDS

Core Medstaff maintains bulletin boards located on premises. Bulletin boards are used to provide information to employees concerning work related topics, fellow employee related events or other events pertinent to your employment. Employees may not post items on Company bulletin boards unless the following conditions are met:

• Postings may be made by Company employees only.

• The information to be posted must first be approved by the CFO or HR Manager.

• Postings may be removed by the CFO or HR Manager.

USE OF ELECTRONIC MEDIA

Core MedStaff uses various forms of electronic communication including, but not limited to computers, email, telephones, internet, cell phones and smart phones. All forms and components of electronic communications, including all software, hardware, databases, and digital files, remain the sole property of the Company and are to be used for Company business only.

Any personal use of Company computers is strictly prohibited and subject to discipline up to and including termination of employment. This would include any use that is not directly related to work production.

Electronic communication and media may not be used in any manner that would be discriminatory, harassing, or obscene, or for any purpose that is illegal, against Company policy, or not in the Company’s best interest.

Employees who misuse electronic communications and engage in defamation, copyright or trademark infringement, misappropriation of trade secrets, discrimination, harassment, or related actions will be subject to discipline and/ or immediate termination. Employees may not install personal software on Company systems.

All electronic information created by any employee using any means of electronic communication is and will remain the property of the Company. Personal passwords may be used for security purposes, but the use of a personal password does not affect the Company’s ownership of the electronic information. Core Medstaff can and will override all personal passwords if deemed necessary for any reason. The Company reserves the right to access and review electronic files, messages, mail, and digital archives, and to monitor the use of electronic communications to ensure that no misuse or violation of policy or law occurs.

Employees are not permitted to access the electronic communications of other employees or third parties unless directed to do so by management. No employee may install or use anonymous email transmission programs or encryption of email communications, except as specifically authorized by the CFO or HR Manager.

Employees who use devices on which information may be received and/or stored, including but not limited to cell phones, smart phones, two-way phones, laptops or other portable computers, fax machines, and voice mail communications are required to use these methods in strict compliance with the trade secret and confidential communication policy established by the Company.

Access to the internet, websites, and other types of Company-paid computer access are to be used for Company business only. Any information about the Company, its products or services, or other types of information that will appear in the electronic media about the Company must be approved by the CFO or the Staff HR Manager before the information is placed on an electronic information resource that is accessible to others.

Employees are strictly prohibited from using personal devices (smart phones, tablets, laptops, iPads, etc.) to perform any type of business related activity, including accessing Company email and data and contacting applicants, Core Healthcare Professionals or clients.

Please direct any questions regarding electronic communications or security to the CFO or the Staff HR Manager.

ELECTRONIC COMMUNICATIONS

All employees must use Core MedStaff’s electronic resources in a manner that serves the purpose intended and supports other Core MedStaff policies to sustain employee productivity while maintaining Core MedStaff’s good reputation. The Company is dedicated to safeguarding employees’, nurses’, clients’ and the Company’s confidential information. Core Medstaff is committed to set and maintain security standards from all possibility of illegal or damaging actions and unauthorized access and use of Core MedStaff’s systems and data by individuals, either knowingly or unknowingly.

Systems include, but are not limited to, the following Core MedStaff owned, leased or provided electronic communications equipment and systems/methods:

• Computers and Computer Peripheral Devices

• Mobile computing devices (e.g. Laptops, Cell Phones, Smart Phones, Tablets, iPods, iPads, Netbooks, etc.)

• Faxes

• Voice Communications (Phones and Voicemails)

• Internet/Intranet

• Software, applications and operating systems

• Storage media

• Email, Instant Messaging or Text Messaging, whether accessed utilizing a company-owned device (e.g. Computers, Laptops, Cell Phones, Smart Phones, Tablets, iPods, iPads, Netbooks, etc.), or a personally owned device utilizing company-supported technology to access Core MedStaff’s network

• Access to Core MedStaff’s electronic communication systems from a nonCore MedStaff network or trusted third-party (e.g., VPD or Access Gateway)

Systems also includes Peripheral Devices or equipment that can be connected to a computer or computer or computer system to enhance user access and expand the computer’s functions (e.g., printers, thumb drives, hard drives, scanners, iPods, digital cameras, iPhones/cell and smart phones, USB, etc.).

An employee’s ability and freedom to use the Systems is limited as follows:

Email Policy

• Employees must understand that they have no right to privacy when using Core MedStaff’s Systems. Employees should assume that any information, including email, instant and text messages sent or received, and any other information stored, processed or accessed on the Systems, is not private and is subject to review by Core MedStaff.

• Employees may not send, display or store any material in any electronic format, including but not limited to through e-mail that violates any policy of Core MedStaff.

• Using Core MedStaff’s resources for personal emails is acceptable, but employees must keep the amount of usage to a minimum and in strict compliance with the other terms of this Policy. Personal e- mail, approved instant messaging (i.e., PinkNotes), texts should be brief and sent or received as seldom as possible. Examples of violations of this requirement include, but are not limited to, the use of Core MedStaff’s Systems to spend excessive work time to: “surf the web” for non-business content, send personal e-mail or engage in personal mail chat.

• Core MedStaff’s system shall not be used to create, distribute, send, display or store any message (e- mail, instant or text) or material in any electronic format that is disruptive, offensive, obscene, derogatory or disparaging and that is based on an individual’s sex, race, color, religion, age, national origin, marital status, ancestry, sexual orientation, veteran status, disability, pregnancy or citizenship status. Employees who receive any emails with this content from any Core MedStaff employee shall report the matter to a supervisor immediately.

• Employees are cautioned to review any email they may receive, including attachments, before forwarding to anyone. Failure to do so may result in disciplinary action if it results in inappropriate e- mail being sent over to Core MedStaff’s e-mail system.

Internet Policy

• Access to the internet will be provided to employees to support the business operations, including access to company related web-based applications. Employees must ensure to use the resources in a safe and responsible manner.

• Core MedStaff may block access to internet websites that are non-work related, and inappropriate and harmful for the company’s environment such as: (i) Gamble online or participate in on-line auctions (e.g. e-Bay auction bidding), (ii) Adult/Sexually Explicit Material, (iii) Hacking, (iv) Illegal Drugs, (v) Personals and Dating, (vi) Social Network Services, (vii) SPAM/Fraud, (viii) Spyware, (ix) Violence/Offensive Content, (x) Online games and (xi) etc.

• Using of Core MedStaff’s resources for personal reasons must be approved by a supervisor.

• Core MedStaff hires an IT Security Expert to periodically monitor, review and audit the internet usage activities. Any employee found to have violated this policy may be subject to disciplinary action, up to and including appropriate action and/or termination.

Remote Access Policy

• An employee’s family members must not use Core MedStaff’s Systems, including but not limited to computer assets (e.g., Core MedStaff owned laptops, workstation’s, cell phones, etc.), for any purpose.

• All employees using computer assets owned by Core MedStaff must use those assets in accordance with all requirements in this Policy. This requirement applies even when the computer asset is not locally or remotely connected to Core MedStaff’s network.

Other things that employees are prohibited from using Core MedStaff’s system

• Perform tasks that are deemed by management as contrary to the legitimate business use of Core MedStaff’s assets.

• Conduct non-Core MedStaff commercial business

• ommit an illegal act or one that is in violation of Core MedStaff policies or the Code of Ethics and Business Conduct.

• Be used for personal financial benefit, support non-Core MedStaff commercial purposes, or constitute an unauthorized solicitation.

• Solicit funds for any purpose not authorized by Core MedStaff.

• Transmit any material on behalf of any third party without management authorization.

• Disseminate, transmit or store any copyrighted material in violation of copyright laws. This includes, but is not limited to: articles, software, music (including personally purchased music such as MP3, Window Media Audio (“WMA”) or ripped music from CDs), and movies.

• Disburse Core MedStaff confidential or proprietary information to unauthorized persons.

• Make unauthorized use of Core MedStaff’s trademarks on communications as links or on websites.

• Be threatening, defamatory or intimidating.

Employees must not engage in practices that make information resources vulnerable.

Prohibited practices include, but are not limited to, using Core MedStaff’s Systems to:

• Access others’ proprietary information or restricted websites even if you are given a password by an authorized person.

• Create unauthorized links to other sites.

• Download intentionally any unauthorized software (e.g., password crackers, vulnerability scanners and unlicensed software such as Google Earth) from the internet without approval of the Core MedStaff management.

• Display screensavers or wallpaper other than those types that come standard with company-purchased software. Personal non-offensive pictures are acceptable.

• Use unauthorized encryption solutions, Peripheral Devices or software.

• Auto-forward work from Core MedStaff e-mail systems to an e-mail account outside of Core MedStaff. Including an employee’s home e-mail address.

• Send or access e-greeting cards.

• Send or store non-Core MedStaff audio or video files.

• Use unauthorized security devices or software

• Send instant messages, except when using Core MedStaff’s approved product.

Employees may not engage in intentional activity to bypass Core MedStaff’s security systems. These activities include tunneling and using unauthorized remote access solutions such as GoToMyPC, BeAnywhere or LogMeIn. “Tunneling” is the circumvention or attempted circumvention or attempted circumvention of any of Core MedStaff’s firewalls or other security controls which limit the ability to access certain websites.

Employees must use Core MedStaff owned or approved application or devices when conducting Core MedStaff business via electronic means. For example, text messages that contain Core MedStaff proprietary or confidential information, including but not limited to, an individual’s personal information, must be sent via Core MedStaff owned cell phones; e-mails must be sent over Core MedStaff owned cell phones and computers or through a company approved device that uses company-supported technology.

Employees are strictly prohibited from using personal devices (smart phones, tablets, laptops, iPads, etc.) to perform any type of business related activity. These personal communication tools should not be used for communicating confidential or sensitive information or any trade secrets.

More restrictive policies may apply in accordance with individual business requirements. Core MedStaff reserves the right to audit, monitor, access and disclose to authorized individuals, in the normal course of business, any communication created, received, sent or stored on any Core MedStaff systems or device, for any purpose consistent with applicable law.

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Core MedStaff may allow some employees remote or limited use of Core MedStaff owned, leased or provided electronic communications equipment and systems/ methods for remote work and business activities, with their manager’s permission. Core MedStaff may also allow some employees access or use to Company data, applications, software and electronic information, with their manager’s permission. Employees must obtain written approval from their managers and maintain the record of such approval.

Core MedStaff prohibits the use of personal software on its equipment due to the risk of introducing viruses and potentially creating licensing and copyright violations.

Remote Access Policy

Managers and employees are responsible for adherence to company policy. Violations of this policy by an employee, including the first offense are considered serious and may lead to disciplinary action, up to and including termination of employment. In situations where non-employees violate this policy, management reserves the right to take steps as warranted by situation, including legal action.

Employee Conduct

WORKPLACE ETIQUETTE

Core MedStaff strives to maintain a positive work environment where employees treat each other with respect and courtesy.

Sometimes issues arise when employees are unaware that their behavior in the workplace may be disruptive or annoying to others. Many of these day-to-day issues can be addressed by politely talking with a co-worker to bring the perceived problem to his or her attention. In most cases, common sense will dictate an appropriate resolution.

The Company encourages all employees to keep an open mind and graciously accept constructive feedback or a request to change behavior that may be affecting another employee’s ability to concentrate and be productive.

The following workplace etiquette guidelines are not necessarily intended to be hard and fast work rules with disciplinary with disciplinary consequences. These are simply suggestions for appropriate workplace behavior to help everyone be more conscientious and considerate of co-workers and the work environment.

Please contact the CFO or the Staff HR Manager if you have comments, concerns, or suggestions regarding these workplace etiquette guidelines.

• Return copy machine and printer settings to their default settings after changing them.

• Replace paper in the copy machine and printer trays when they are empty.

• Retrieve print jobs in a timely manner and be sure to collect all your pages.

• Be prompt when using the manual feed on the printer.

• Keep the area around the copy machine and printers orderly picked up.

• Be careful not to take or discard others’ print jobs or faxes when collecting your own.

• Avoid public accusations or criticisms of other employees. Address such issues privately with those involved or with the CFO or the Staff HR Manager.

• Try to minimize unscheduled interruptions of other employees while they are working.

• Communicate by email or phone whenever possible, instead of walking unexpectedly into someone’s office or workspace.

• Be conscious of how your voice travels, and try to lower the volume of your voice when talking on the phone or to others in open areas.

• Keep socializing to a minimum, and try to conduct conversations in areas where the noise will not be distracting to others.

• Minimize talking between workspaces or over cubicle walls. Instead, conduct conversations with others in their workspace.

• Try not to block walkways while carrying on conversations.

• Refrain from using inappropriate language (swearing) that others may overhear.

• Avoid discussions of your personal life/issues in public conversations that can be easily overheard.

• Monitor the volume when listening to music, voice mail or a speakerphone that others can hear.

• Clean up after yourself and do not leave behind waste or discarded papers.

• Avoid subject matter that may be offensive or controversial in nature. Such interesting topics may be discussed during non-work hours.

CONDUCTING PERSONAL BUSINESS

Employees are to conduct only Company business while at work. Employees must get prior approval from their supervisor before conducting personal business or business unrelated to Core Medstaff during work hours.

PROHIBITED CONDUCT

The following conduct is prohibited and will not be tolerated by the Company. This list of prohibited conduct is illustrative only; other types of conduct that threaten security, personal safety, employee welfare and/or Company operations may also be prohibited. Infractions of these policies, or those deemed by management to be serious in nature, may result in disciplinary action up to and including termination.

• Falsifying employment records, employment information, or other Company records.

• Recording the work time of another employee or allowing any other employee to record your work time, or falsifying any time card.

• Theft and deliberate or careless damage or destruction of any Company property, or the property of any employee or client.

• Removing or borrowing Company property without prior authorization.

• Unauthorized use of Company equipment, time, materials, or facilities.

• Using vulgar, sexually explicit or demeaning language, written or verbal

• Provoking a fight or fighting during working hours or on Company property.

• Insubordination, including but not limited to failure or refusal to obey the orders or instructions of a supervisor or member of management, or the use of abusive or threatening language toward a supervisor or member of management.

• Using abusive language, written or verbal, at any time on Company premises.

• Failing to notify a supervisor when unable to report to work.

• Unreported absence of 2 consecutive days.

• Failing to obtain permission to leave work for any reason during normal work hours.

• Failing to observe working schedules, including rest and lunch periods.

• Failing to provide a physician’s certificate when requested or required to do so.

• Sleeping or malingering on the job.

• Making or accepting personal telephone calls, including cell phone calls, of more than three minutes in duration during work hours, except in cases of emergency.

• Working overtime without authorization or refusing to work assigned overtime.

• Wearing disturbing, unprofessional or inappropriate styles of dress or hair while working.

• Violation of any safety, health, security or Company policy, rule, or procedure.

• Committing a fraudulent act or a breach of trust under any circumstances.

• Committing of or involvement in any act of unlawful harassment of another individual.

• Distributing literature, including handbills, in work areas.

CONFIDENTIAL INFORMATION/ NON-DISCLOSURE

All Company records and information about Core Medstaff, its employees, Healthcare Professionals, clients, patients, applicants, nursing staff, suppliers and vendors are to be kept confidential and divulged only to individuals within the Company with both a need to know and the authorization to receive the information.

All records and files maintained by the Company are confidential and remain the property of the Company. No Company records, files or business-related information may be removed from the Company’s premises or disclosed to any outside party without express permission from the CFO or HR Manager.

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Confidential information regarding the Company includes, but is not limited to, financial records, business, marketing, and strategic plans, personnel and payroll records regarding current and former employees and Healthcare Professionals, the identity of, contact information for, and any other account information on clients, patients, applicants, nursing staff, vendors and suppliers, inventions, programs, trade secrets, formulas, techniques and processes, and any other documents or information regarding the Company’s operations, procedures or practices. In addition, the contents of the Company’s records or information otherwise obtained in regard to business may not be disclosed to anyone, except where required for a business purpose.

Employees must not disclose any confidential information to any authorized person inside or outside the Company. Employees who are unsure about the confidential nature of specific information must ask the CFO or the CFO or HR Manager for clarification.

Core Medstaff reserves the right to avail itself of all legal or equitable remedies to prevent impermissible use of confidential information or to recover damages incurred as a result of the impermissible use of confidential information. In addition, employees will be subject to appropriate disciplinary action, up to and including termination of employment for revealing information of a confidential nature. Employees may be required to enter into written confidentiality agreements confirming their understanding of the Company’s confidentiality policies. The protection of confidential information includes, but is not limited to, the following examples:

• Computer processes

• Computer programs and codes

• Nurse lists, data and preferences

• Applicant lists, data and preferences

• Financial information

• Labor relations strategies

• Marketing strategies

• New materials research

• Pending projects and proposals

• Proprietary production processes

• Research and development strategies

• Scientific data

• Scientific formulae

• Scientific prototypes

• Technological data

• Technological prototype

Employees who improperly use or disclose trade secrets or confidential business information will be subject to disciplinary action, up to and including termination of employment and legal action, even if they do not actually benefit from the disclosed information.

OUTSIDE EMPLOYMENT

Employees may hold outside jobs as long they meet the performance standards of their job with the Company. All employees will be judged by the same performance standards and will be subject to the Company’s scheduling demands, regardless of any existing outside work requirements.

If the Company determines that an employee’s outside work interferes with performance or the ability to meet the requirements of the Company as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain with the Company. Outside employment that constitutes a conflict of interest is prohibited. Employees may not receive any income or material gain from individuals outside the Company for materials produced or services rendered while performing their jobs.

EMPLOYMENT OF RELATIVES

Relatives of employees may be eligible for employment with the Company only if the individuals involved do not work in a direct supervisory relationship, or in job positions in which a conflict of interest could arise. The Company defines “relatives” as spouses; registered domestic partners will be permitted to continue working in the job position held only if they do not work in a direct supervisory relationship with one another or in the job positions involving conflict of interest.

OFF-DUTY CONDUCT

While the Company does not seek to interfere with the off-duty and personal conduct of its employees, certain types of off-duty conduct may interfere with the Company’s legitimate business interests. For this reason, employees are expected to conduct their personal affair in a manner that does not adversely affect the Company’s or their own integrity, reputation or credibility. Illegal or immoral off-duty conduct by an employee that adversely affects the Company’s legitimate business interests or the employee’s ability to perform his or her job will not be tolerated.

While employed by the Company, employees are expected to devote their energies to their jobs with the Company. The following types of employment elsewhere are strictly prohibited:

• Additional employment that conflicts with an employee’s assigned work schedule, duties, or responsibilities at Core MedStaff.

• Additional employment that creates a conflict of interest or is incompatible with the employee’s position.

• Additional employment that impairs or is detrimental to the employee’s performance with Core MedStaff.

• Additional employment that requires the employee to conduct work or related activities on Core MedStaff property during the employer’s working hours using Core MedStaff facilities and/or equipment.

• Additional employment that directly or indirectly competes with the interests of Core Medstaff.

Employees who wish to engage in additional employment that may create a real or apparent conflict of interest must submit a written request to Core Medstaff explain the details of the additional employment. If the additional employment is authorized, the Company assumes no responsibility for it. Core MedStaff will not provide workers’ compensation coverage or any other benefit for injuries occurring from or arising out of additional employment. Authorization to engage in additional employment can be revoked at any time.

CLIENT SERVICE

Our clients – patients, healthcare professionals, and hospitals – are among our organization’s most valuable assets. Every employee represents the Company to our clients and to the public. The way we do our jobs presents an image of our entire organization. Clients judge all of us by how they are treated with each employee contact. Therefore, one of our first business priorities is to assist any client or potential client. Nothing is more important than being courteous, friendly, helpful, and prompt in the attention you give to our clients.

Core Medstaff will provide client relations and services training to all employees with extensive client contact. Our personal contact with the public, our manners on the telephone, and the communications we send to our clients are a reflection not only of ourselves, but also of the professionalism of the Company. Positive client relations not only enhance the public’s perception or image of the Company, but also pay off in greater client loyalty and increased success for the Company.

CLIENT/PUBLIC RELATIONS

Employees are expected to be polite, courteous, prompt, and attentive to every patient, physician and hospital staff member. There are our clients. When an employee encounters an uncomfortable situation that he or she does not feel capable of handling, the CFO or HR Manager should be called immediately.

All of us must remember that the client-patient, medical professional-hospital employee-always comes first. Our clients ultimately pay all our wages. Remember, while the client is not always right, the client is never wrong.

All patients, medical professionals, and hospital employees are to be treated courteously and given proper attention at all times and never regard a question or concern as an interruption or an annoyance. You must respond to inquiries from clients, whether in person or by telephone, promptly and professionally. Never place a telephone caller on hold for an extended period. Direct incoming calls to the appropriate person and make sure the call is received.

Through your conduct, show your desire to assist the client in obtaining the help needed. If you are unable to help a client, find someone who can.

All correspondence and documents, whether to nurses, hospitals, or others, must be neatly prepared and error- free. Attention to accuracy and detail in all paperwork demonstrates your commitment to those whom we serve. Never argue with a client. If a problem develops and the client remains dissatisfied, ask the CFO or the Staff HR Manager to intervene.

DRESS CODE AND PERSONAL APPEARANCE

Each employee is a representative of the Company; therefore, we expect each employee to maintain a professional appearance at all times.

The image that we present to your clients and vendors is very important to the Company’s image, reputation and overall success, our clients may be disenchanted by staff members who dress sloppily, wear revealing clothing, or wear clothing with potentially offensive images or words.

In addition, we ask that you please refrain from wearing heavy perfume, cologne or other strong smelling oils or lotions. The Company’s professional image may also be adversely affected by an employee’s display of significant, visible body tattoos or adornments. Clothing must cover all visible tattoos whenever possible.

Office Staff

Office employees should dress in neat, but business casual attire. Dress that is overly casual may be interpreted as unprofessional. The wrong type of dress may also have a negative impact on employee performance, i.e., if an employee dresses in a manner that is distracting to his/her co-workers.

We expect every Company employee to be neat, clean, and professional in appearance, courteous and respectful in demeanor. As such, the following attire will not be permitted during work hours;

• Tank tops, tube tops, halter tops, or muscle shirts (some sleeveless shirts and shell blouses may be considered acceptable attire. Check with the CFO or the Staff HR Manager if you have questions on this.)

• Bare mid-drift tops, crop tops or short tees (Any top which reveals the midtorso area is not appropriate.)

• Clothing with printed language, slogans, advertising or images of any kind (with the exception of the Core Medstaff logo)

• Torn, patched, or faded clothing

• Sweat pants or sweat suits

• Strapless sundresses

• Skirts shorter than mid-thigh

• Slippers or sandals without backs

• Revealing clothing (any garment that is tight-fitting, has a low-cut neckline or short hemline, has a high slit in the skirt, or is made of sheer, see-through fabric.)

• Shorts

• Chin-length or longer hair must be secured away from face.

Employees are required to observe the Company’s personal appearance policy at all times while at work during normal business hours. Employees who report to work in unacceptable dress will be required to leave work and return in appropriate attire. In this circumstance, you will not be compensated for the time away from work.

Consult the CFO or the Staff HR Manager if you have questions as to what constitutes appropriate appearance for your position. When necessary, reasonable accommodations may be made for a person with a disability.

NEWS MEDIA CONTACTS

Employees may be approached for interviews or comments by the news media. Only contact people designated by the CFO may comment to news reporters on Company policies or events relevant to Core MedStaff.

DRUG FREE WORKPLACE POLICY

Abuse of Alcohol, drugs and controlled substances has reached epidemic proportions in the United States. This policy is adopted by the Company in recognition of the fact that alcohol, drugs and substance abuse by Company employees can touch all aspects of Core MedStaff operations.

The goals of this policy are:

• To ensure a safe, productive work environment for all Company employees;

• To protect the health and safety of the general public;

• To promote positive relationships between the Company and its clients; and

• To set a positive example for the communities in which the Company does business.

It is the policy of the Company to maintain a drug free workplace. For the purposes of this policy, “workplace” is defined as Core Medstaff’s property or any other site where work is being performed on behalf of the Company.

Prohibited Activity

Core MedStaff strictly prohibits the unlawful manufacture, use sale, transfer, distribution or possession of alcohol, drugs or controlled substances at any of the Company’s work sites. Company vehicles, as well as private vehicles parked on Core MedStaff premises or work sites, are locations included within these prohibitions.

In addition, the Company strictly prohibits any employee being at work and/or operating any motor vehicle under the influence of alcohol, drugs or controlled substances, as defined in schedules I through V of the Controlled Substances Act, 21 U.S.C. Sect. 12.21 C.F.R Sect. 1308. “Under the influence” is defined as being unable to perform work in a safe and productive manner; being in a physical or mental condition which creates a risk to the safety and well-being of the employee, co-workers, the public, or the Company’s work sites; or having any detectable level, in excess of a trace, of alcohol, drugs or controlled substances in the body.

Any employee found in violation of this stated policy will be subject to discipline, up to and including termination of employment.

Notification of Supervisor

Any employee taking or using a mind-altering medication (even if the medication was prescribed by a physician) which is knows or advertised as possibly affecting or impairing judgement, coordination, or other senses, and may therefore adversely affect the employee’s ability to perform work in a safe and productive manner, must notify his/her supervisor or other appropriate management official prior to starting work or entering the Company’s or client’s facilities.

A management official will determine if the employee can remain at the worksite or on Company premises and what work restrictions, if any, are deemed necessary. Any employee violation this policy will be subject to discipline, up to and including termination.

Employee Compliance

As a condition of employment, all employees must comply with this policy. All employees will be provided a copy of the policy to sign, acknowledging receipt of the policy and acceptance of its terms. Refusing to cooperate, at the time requested, or altering a test specimen is cause for immediate termination.

Any employee who has been convicted, or pled guilty under any criminal drug statue for a violation occurring in the workplace, as defined by this policy, or who is aware of the conviction of any other employee of a similar violation, must report that conviction to the Company’s on-site supervisor no later than five days after becoming aware of the conviction.

Within thirty days after receiving the notice of the conviction described in this policy, the supervisor may require the employee to participate in a drug abuse assistance or rehabilitation program. The employee may also be

subject to disciplinary action. This applies to any employee who is convicted of violation of a criminal drug statute if the violation occurred in the workplace.

Post-Offer Testing

Individuals who apply for employment with the Company may be required to submit to post-offer drug and alcohol screening test as a condition of employment. A positive test result for alcohol, drugs or controlled substances will be cause for rejecting the applicant.

Right to Search

Core Medstaff reserves the right, upon reasonable suspicion that this policy is being violated, to conduct examinations, searches or inspections of employees and their personal effects, including but not limited to: lockers, lunch boxes, purses, baggage, automobiles and/or any other personal property while the employee and/or the employee’s personal property is located on Company or client premises or work sites.

Entering Company or client property or work sites constitutes consent to examinations, searches and inspections. The purpose of these examinations, searches or inspections is to determine whether any employee is in violation of this policy. Further, employees may be required to sign written consent to such inspections at the time of, and as condition of, their employment, or as condition of continued employment.

Right to Test

Blood and/or urine samples may also be taken from any employee at any time without prior announcement if the employee’s observed behavior, involvement in a work-related accident, or other circumstances raise reasonable suspicion about employee’s compliance with this policy.

Certain projects that the Company engages in may require testing of all employees prior to project start. Affected employees may be subject to one-time test for alcohol, drugs or controlled substances. The employees refusing to be tested will not be eligible for that project and may face disciplinary action up to and including termination.

Any employee, who refuses to submit to a search or inspection, refuses to give a blood and or urine sample when requested, is found in possession of alcohol, drugs or controlled substances, or is under the influence of alcohol, drugs of controlled substances, will be subject to discipline, up to and including termination.

Reasonable Cause Testing Requirements

The Company will require an employee to be tested, upon reasonable cause, for the use of alcohol, drugs, and controlled substances. A supervisor and at least one other person must witness the suspicious conduct in question. The documentation of the employee’s conduct shall be prepared and signed by the witness within 24 hours of the observed behavior or before the drug/alcohol test results are released, whichever is earlier.

The Company will ensure that the employee in question is transported immediately to a collection site for the collection of urine and /or blood sample. Blood and/ or urine samples may be taken from any employee at any time without prior announcement if the employee’s observed behavior, involvement in workrelated accident, or other circumstances raise reasonable suspicion about the employee’s compliance with this policy.

Certain projects that the Company engages in may require testing of all employees prior to project starts. Affected employees may be subject to a onetime test for alcohol, drugs or controlled substances, or is under the influence of alcohol, drugs or controlled substances, will be subject to discipline, up to and including termination.

Post-Accident Testing Requirements

Post-accident drug, alcohol and controlled substance testing of employees will be implemented when an employee is involved in an accident and there is a reasonable suspicion that substance abuse may have been a factor. Testing will always be conducted after a serious accident. A serious accident is defined as one that involves hospitalization of one person, injuries to more than one person and/or property damage in excess of $1,000.

Such testing will be conducted within two (2) hours after an accident or as soon thereafter as reasonably possible. If an employee is injured, unconscious, or otherwise unable to provide consent to the drug, alcohol and controlled substance test, the employee understands that by signing this policy, he/she thereby consents to be tested under such circumstances. The employee will provide a urine and/or blood sample to be tested for the presence of alcohol, drugs and/or controlled substances.

Vendors and Contractors

Core MedStaff strictly prohibits any vendor or contractor from being on the Company’s premises or work sites while under the influence of alcohol, drugs or controlled substance. Any contractor or vendor found in violation of the above stated policy will be refused entry onto or immediately removed from Company or client premises.

Rehabilitation Leave

If you voluntarily request the opportunity to enter and participate in an alcohol or drug rehabilitation program, we will reasonably accommodate your request by granting a leave of absence for that purpose, provided that it does not impose undue hardship on the Company. You may use accrued paid time off benefits during the leave of absence, if available. We do not pay for the rehabilitation program itself. You must provide proof of attendance in the program. You are not eligible for a leave of absence if you are already subject to discipline or termination for a violation of this policy or any other Company Policy.

WORKPLACE MONITORING

Workplace monitoring may be conducted by the Company to ensure quality control, employee safety, security and client satisfaction.

Employees who regularly communicate with clients or nurse personnel may have their telephone conversations monitored or recorded. Telephone monitoring is used to identify and correct performance problems through targeted training. Improved job performance enhances our clients’ image of the Company as well as their satisfaction with our service.

Electronic communications equipment and systems/methods furnished to employees are the property of the Company. As such, usage, files, activity and emails may also be monitored or accessed.

Core Medstaff may also conduct video surveillance of non-private workplace areas. Video monitoring is used to identify safety concerns, maintain quality control, detect theft and other misconduct, and discourage or prevent acts of harassment and workplace violence.

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Employees can request access to information gathered through workplace monitoring that may impact employment decisions. Access may be granted unless there is a legitimate business reason to protect confidentiality or an ongoing investigation. Because the Company is sensitive to the legitimate privacy right of

employees, every effort will be made to guarantee that workplace monitoring is done in an ethical and respectful manner.

DISCIPLINARY PROCEDURES

It is the goal of the Company to administer equitable and consistent discipline for unsatisfactory conduct or performance in the workplace. The best disciplinary measure is the one that does not have to be enforced and come from good leadership and fair supervision at all employment levels.

The Company’s own best interest lies in ensuring fair treatment of all employees and in making certain that disciplinary actions are prompt, uniform and impartial. The major purpose of any disciplinary action is to correct the problem, prevent recurrence and prepare the employee for satisfactory service in the future.

Although employment with the Company is based on mutual consent and both the employee and the Company have the right to terminate employment at will, with or without cause or advance notice, the Company may use progressive discipline at its discretion.

Disciplinary action may call for any of four steps – verbal counseling, written warning, suspension with or without pay, or termination of employment – depending on the severity of the problem and the number of occurrences. There may be circumstances when one or more steps are bypassed.

Progressive discipline means that, with respect to most disciplinary problems, these steps will generally (but not always) be followed: a first offense may call for verbal counseling; the next offense may be followed by a written warning; another offense may lead to a suspension; and, still another offense may then lead to termination of employment.

The Company recognizes that there are certain types of employee problems that are of such nature as to justify either a suspension, or, in extreme situations, termination of employment, without going through the usual progressive discipline steps.

While it is impossible to list every type of behavior that may be deemed a serious offense, the Prohibited Conduct and other policies in this handbook include examples of problems that may result in immediate suspension or termination of employment. Not all problems listed are necessarily serious offenses, but they may be examples of unsatisfactory conduct that will trigger progressive discipline.

By utilizing progressive discipline when appropriate, we hope that most employee problems can be corrected at an early stage, benefiting both employee and the Company.

Safety and Health

EMPLOYEE SAFETY AND WELL-BEING

Core Medstaff is sincerely interested in the safety and well-being of our employees. The Company will make every effort to keep the office equipment in excellent condition and make sure that all safety devices are working properly.

All employees are responsible for their own safety, as well as that of others in the workplace. To help us maintain a safe workplace, everyone must be safetyconscious at all times. Please report all work-related injuries or illnesses immediately to the CFO or HR Manager.

In compliance with Proposition 65, the Company will inform employees of any known exposure to a chemical known to cause cancer or reproductive toxicity.

Each Employee’s Responsibility

Safety can only be achieved through teamwork at our corporation, each employee, supervisor and manager must practice safety awareness by thinking defensively, anticipating unsafe situations and reporting unsafe conditions immediately.

Employee Safety Training

Each employee is oriented to the Company’s safety and health procedures at the time of employment. The program is issued as an introductory means of safety communication. Further orientation is job site specific and presented based upon the particular hazards of a project, operation, or activity through job site orientation.

Ergonomics

Core MedStaff is subject to Cal/OSHA ergonomics standards for minimizing workplace repetitive motion injuries. The Company will make necessary adjustments to reduce exposure to ergonomic hazards though modifications to equipment and processes and through employee training. The Company encourages proper work procedures and requires all employees to follow safety instructions and guidelines.

The Company believes that reduction of ergonomic risk is instrumental in maintaining an environment of personal safety and well-being, and is essential to our business. If you have any questions or concerns about ergonomics, please speak with CFO or HR Manager.

RETURN TO WORK AFTER INJURY

It is the policy of the Company to ensure employees return back to work as soon as possible after a work related injury and it can be determined by a physician that they are capable of modified work duties depending on their current medical related limitations. The program anticipates a job opportunity for employees while being rehabilitated to their normal jobs.

Core Medstaff believes that it is important to aid an employee’s rehabilitation by providing opportunities for returning to work at the earliest time possible. All job opportunity decisions, under this program, will be mad in consultation with the appropriate medical authority.

We will work to accommodate your limitations and proved you with duties within those restrictions while they are in effect. Please note that appropriate modified duty may not be available in your regular position, department or work hours. The objective of our modified duty program is to match your restrictions with the most productive job available.

We will not ask you to do any work outside of your medically imposed restrictions, and expect that you will not attempt any work that exceeds those restrictions. Doing so may result in disciplinary action.

When we find appropriate work for you within the medically prescribed restrictions, we expect you to cooperate with the transition of work. This is your responsibility under workers compensation and failure to cooperate may jeopardize your workers’ compensation benefits.

IMPORTANT:

Any person who knowingly attempts to defraud an insurance representative, Core Medstaff or other person by filing an insurance application or claim containing any materially false information (or conceals, for the purpose of misleading, any material fact thereto), commits an act of insurance fraud which is a crime, and subjects such person to both criminal and civil penalties.

RECREATIONAL ACTIVITIES AND PROGRAMS

Neither the Company nor its insurer will be liable for payment of workers’ compensation benefits for any injury that arises out of an employee’s voluntary participation in any off-duty recreational, social, or athletic activity that is not part of the employee’s work related duties.

WORKPLACE SECURITY

Core Medstaff is committed to maintaining a safe and secure workplace. In order to maintain a secured work environment, employees are NOT allowed to bring visitors into any part of the workplace without prior approval from the Company management. The Company strictly prohibits employees and visitors from bringing any firearm or other deadly weapon onto Company property. In addition, all visitors are asked to check in with the front desk/receptionist. Failure to comply with this policy will result in disciplinary action up to and including termination.

Employees are required to report any suspicious person or activities to the CFO or the Staff HR Manager. Secure your desk or office at the end of the day. When called away from your work area for an extended length of time, do not leave valuable and/or personal articles in or around your workstation that may be accessible. The security of facilities as well as the welfare of our employees and clients depends upon the alertness and sensitivity of every individual to potential security risks. You should immediately notify the CFO or the Staff HR Manager when unknown persons are acting in a suspicious manner in or around the facilities, or when keys, security passes, or identification badges are missing.

WORKPLACE VIOLENCE

Core Medstaff has zero tolerance for acts of violence and threats of violence. Without exception, acts and threats of violence are not permitted. All such acts and threats, even those made in apparent jest, will be taken seriously, and will lead to discipline up to and including termination. Possession of a deadly weapon on Company premises and/or at Company-sponsored events shall constitute a threat of violence.

It is every employee’s responsibility to assist in establishing and maintaining a violence-free work environment. Therefore, each employee is expected and encouraged to report any incident which may be threatening to you or your coworkers or any event which you reasonably believe is threatening or violent. You may report any such incident or concern to the CFO or the Staff HR Manager.

A threat includes, but is not limited to, any indication of intent to harm a person or damage Company property. Threats may be direct or indirect, and they may be communicated verbally and nonverbally. The following are examples of threats that shall be considered violent – this list is no way all – inclusive: Example Type of Threat

Saying, “Do you want to see your next birthday?”

Writing, “Employees who kill their supervisors have the right idea.”

Saying, “I'm going to punch your lights out.”

Making a hitting motion or obscene gesture

Displaying weapons

Stalking or otherwise forcing undue attention on someone, whether romantic or hostile

Indirect

Indirect

Direct

Nonverbal

Extreme

Extreme

Takingactionslikely to cause bodily harm or property damage Acts of violence

EMERGENCY CLOSINGS

At times, emergencies such as severe weather, fire, power failure, or earthquakes, can disrupt Company operations and require the closing of a work facility. In the event such an emergency occurs during non-working hours, we will attempt to reach all affected employees by phone or text.

When the decision to close is made AFTER the employee’s workday has begun, the employee will receive official notification from the CFO or the Staff HR Manager. In this case, time off from scheduled work will be paid. When the decision to close is made BEFORE the employee’s workday has begun, time off from scheduled work will be unpaid (non-exempt employees only).

Salaried employees who are scheduled to work will be paid for their entire shift, whether they are on site when the facility closes or the facility closes before their shift begins. When emergency conditions exist, essential employees who are scheduled to work but unable to report to work must call the CFO or the Office Staff HR Manager to report their absence.

INCLEMENT WEATHER/NATURAL DISASTERS

In the event of severe weather or a natural disaster that prevents employees from safety traveling to and from work, the following policies will apply:

• Inclement weather: Conditions that may excuse absence from work include: essential road closures, heavy rain, or severe flooding. If such weather conditions prevent you from safe traveling to work, you must notify the CFO or the Office Staff HR Manager by phone, if telephone service is functional, or by any other available means.

• Natural disasters: In the event of a natural disaster such as an earthquake, fire, or explosion, the facility will be closed if the building is damaged or highways leading to the facility are damaged. For instructions on reporting to another location, contact the CFO or the Office Staff HR Manager immediately, if possible.

DRIVING ON COMPANY BUSINESS

Any employee who is required to drive his/her own vehicle on Core Medstaff business, no matter infrequently, must present proof of a current, valid California driver’s license, together with proof of current, valid automobile liability insurance before his/her first day of employment. It is the employee’s responsibility to keep this information current and to provide the Company with updated copies of these documents as changes and/or renewals occur. Employees are reimbursed for mileage incurred at the current IRS mileage rate.

The Company retains the right to transfer to an alternative position, suspend, or terminate an employee whose license is revoked, or who fails to maintain personal automobile insurance or who is uninsurable under the Company’s policy.

The safety and well-being of Core MedStaff employees is critical to the organization. We therefore each have a responsibility to not only protect ourselves when on the road but should also do our part to protect those around us. Employees that are required to drive on Company business at any time will be expected to consistently follow all following procedures:

• All employees are expected to wear seat belts at all times while in a moving vehicle being used for Company business, whether they are the driver or passenger.

• Although use of cell phones under any circumstances is prohibited while driving, the use of hand-free technology may be warranted in unusual or emergency circumstances.

• Engaging in other distracting activities including, but not limited to, eating, putting on makeup, reading or changing radio stations or music, is prohibited while driving, even when in slow-moving traffic.

• Use of alcohol, drugs or other substances, including certain over-thecounter cold or allergy medication that in any way impair driving ability, is prohibited.

• All employees are expected to follow all driving laws and safety rules and such as adherence to posted speed limits and directional signs, use of tern signals and avoidance of confrontational or offensive behavior while driving.

• Employees should never allow anyone to ride in any part of the vehicle not specifically intended for passenger use and/or any seat that does not include a working seat belt.

• Employees must promptly report any accidents to local law enforcement as well as to the Company.

• Employees are also expected to report any moving or parking violations while driving on Company business and/or in Company vehicles.

• Failure to adhere to these polices may result in disciplinary action per Company policy.

Cell Phone Use While Driving

In the interest of the safety of our employees and other drivers, Company employees are prohibited from using cell phones (including all smart phones) while driving on Company business and/or during work time.

If your job requires that you keep your cell phone turned on while you are driving, you must use a hands-free device. Under no circumstances, should employees place phone calls while operating a motor vehicle while driving on Company business and/or Company time. The Company recommends preprogramming frequently used numbers into your phone rather than looking up numbers before dialing them. Violating this policy is a violation of law and a violation of Company rules.

Writing, sending, or reading text-based communication, (including text messaging, instant messaging, e-mail, web browsing and use of smart phone applications) on a wireless device or cell phone while driving is also prohibited under this policy. Violating this policy is a violation of state laws and a violation of Company rules.

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Should an employee need to make an outgoing business call while driving, he/she should locate a safe, lawfully designated area to park and make the call. This policy is meant to ensure the safe operations of all vehicles, private and Company-owned, while the employee is on work time and/or performing Company business.

The policy above is strictly enforced as it is intended to ensure safe operations of vehicle by an employee driving on Company business. Employees who violate this policy, except in the case of an emergency, will be disciplined up to and including termination.

SMOKING

We do not permit smoking anywhere in the facility, in Company vehicles or within 10 feet of any entrance to the building. If you are visiting off-site client locations, you must observe the no smoking rules there. If you are smoking during meal and/or rest breaks, you must not smell of smoke or tobacco when you return to the workplace. Smoking is prohibited in Company-leased vehicles.

Termination of Employment

VOLUNTARY TERMINATION

Voluntary termination results when an employee voluntarily resigns his or her employment at the Company, or fails to report to work for three consecutively scheduled workdays without notice to, or approval by, the CFO or HR Manager. All Company-owned property, including vehicle keys, uniforms, identification badges, and credit cards, must be returned immediately upon termination of employment. Failure to return such property may result civil and/or criminal action to facilitate retrieval.

Voluntary termination may prevent an employee from collection Unemployment Benefits.

FINAL PAYCHECK - VOLUNTARY TERMINATION

Any employee who voluntarily terminates with less than 72 hours’ notice will receive their final paycheck within 72 hours of their last day worked. Employees who provide more than 72 hours will receive their final paycheck on the last day of worked. Any outstanding monthly payments for Employee Benefits will be deducted from the final paycheck. Any accrued and unused PTO time will be paid out upon termination.

INVOLUNTARY TERMINATION

Involuntary termination results when the Company decides to end an employment relationship. In this instance, the Company is not obligated to provide advanced noticed to an employee but may do so as conditions warrant. Employees may or may not be eligible for Unemployment Benefits based on the conditions of the employment separation. As with any employment separation, all Company-owned property, including vehicles, keys, uniforms, identification badges, and credit cards, must be returned immediately upon termination of employment. Failure to return such property may result in civil and/or criminal action to facilitate retrieval.

FINAL PAYCHECK - INVOLUNTARY TERMINATION

Employees who are terminated by the Company will receive their final paycheck on the last day worked. Any outstanding monthly payments for Employee Benefits will be deducted from the final paycheck. Any accrued and unused PTO will be paid out upon termination.

EMPLOYEE REFERENCES

All requests for references must be directed to the CFO or HR Manager. No other employee is authorized to release references for current or former employees. By policy, the Company discloses only the dates of employment and the title of the last position held of former employees. If you authorize the disclosure in writing, the Company also will inform prospective employees of the amount of salary or wage you last earned.

EXIT INTERVIEW

When you leave the Company, you must return all Company property. You will be able to talk about your employment and/or your departure with the CFO or HR Manager. You will be asked to sign an exit form that states that you have received your final paycheck and have returned all Company-owned property.

CONFIRMATION OF RECEIPT OF EMPLOYEE HANDBOOK

This is to acknowledge that I have received a copy of the Employee Handbook issued by Core Medstaff (herein “the Company”). This document describes important information about the Company, and I understand and agree that it is my responsibility to read and familiarize myself with the policies and procedures contained in the handbook within one week of receiving the handbook or within one week of beginning my employment. I further understand that I should consult my supervisor regarding any questions I may have regarding any of the policies described in this handbook. I agree that it is my responsibility to read and comply with the policies outlined herein.

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I understand that, except for Employment At-Will Status, any and all polices or practices can be changed at any time by the CFO. The Company reserves the right to change my hours, wages, and working conditions at any time. I understand and agree that, other than the CFO of the Company, no person has the authority to enter into any agreement, express or implied, for employment for any specific period of time, or to make any agreement for employment other than at-will. Only the CFO has the authority to make any such agreement and then only in writing, signed by the CFO.

I understand and agree that nothing in this Employee Handbook creates or is intended to create a promise or representation of continued employment and that employment at Core MedStaff is employment at-will; either the Company or I may terminate my employment at-will at any time. My signature below certifies that I understand that the foregoing agreement on at-will status is the sole and entire agreement between the Company and me concerning the duration of my employment and the circumstances under which my employment may be terminated. It supersedes all prior agreements, understandings, and representations concerning my employment with Core Medstaff.

In addition, I hereby certify that I have carefully read the Company’s policies pertaining to Harassment, Drug- Free Workplace, and Confidential Information and Non-Disclosure which are all detailed in this handbook. I understand that I am strictly prohibited from disclosing or allowing anyone else access to the Company’s confidential information. I further understand that if improperly use of disclose confidential business or client information, or allow someone else access to such information, I will be subject to disciplinary action, up to and including termination of my employment. This applies even if I do not personally benefit from releasing the information.

Employee’s Signature: Date:

Employee’s Printed Name: