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Ankeny Temporary Services “ATS”

Employee Handbook

Last Updated 10/09

© Copyright Ankeny Temporary Services 10/09

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Ankeny Temporary Services

Candidates

When candidates from outside the company are to be considered for job openings, the following procedures
should be followed: No candidate without a Social Security Card at the time of interview will be taken, the
interview can be re-scheduled. ATS participates in the E-verification process and cannot interview without
proper documentation as requested. 8 U.S.C. §1324a(b)(1).

IMMIGRATION REFORM AND CONTROL ACT: The Immigration Reform and Control Act of 1986
(“IRCA”), as amended by the Illegal Immigration Reform and Immigrant Responsibility Act of 1996
(“IIRIRA”), 8 U.S.C. §§1324a and 1324b, and regulations of the U.S. Citizenship and Immigration Services
(“USCIS”), formerly, the Immigration and Naturalization Service (“INS”)), 8 C.F.R. §274a.1 et seq., prohibit
employers from hiring individuals who are not legally eligible to work in the United States. Accordingly, all
employers are required to verify that every new employee is either a U.S. citizen or authorized to be employed in
the United States and may not employ anyone who cannot provide the documentation required to complete the
Form I-9, discussed below:

(A) Any candidate for employment must fill out all the information in the online application system, put
a job in the basket and apply for it. All applicants at the time of interview will have to sign the application form
in order to be considered for hiring. Upon completion of the application, the candidate becomes an applicant for
purposed of ATS recordkeeping only. ATS cannot consider applicants that cannot complete this process in the
amount of time allowed.

(B) The Human Resources Department will consider request for accommodations of disabilities and
religion and will determine what, if any, accommodation will be made.

(C) Applicants determined to be qualified for consideration for available job openings will be
interviewed by the Human Resources Department and given any test required for the job.

(D) If the Human Resources Department determines that the applicant is qualified for the employment,
a second interview will be arranged between the applicant and the head of the department with the job opening.

(E) The department head has the responsibility to determine whether an applicant has the technical
skills required for the open position and meets the other job-related criteria necessary to perform the job. The

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decision whether to hire the applicant is to be by the department head, but also must have the approval of the
Human Resource Department.

(G) If the background, medical, or any other subsequent investigation discloses any misrepresentation
on the application form or information indicating that the individual is not suited for employment with ATS, the
applicant will be refused employment, or if already employed, will be terminated. Any employee or candidate
that violates ATS policies and procedures will be automatically terminated without notification.

(H) If a candidate does not finish the online application process, we cannot process their application and
they will not be able to use ATS as an unemployment contact. They will be held in the system and never
employed at ATS. Examples:

(1) Applicants cannot be considered for employment if they cannot follow directions and
refuse to supply documentation as required under FSLA. They will not be considered for employment at that
time or in the future.

(2) Applicants that inappropriately communicates through e-mail, text messages, or other
forms of communication during the application process. The process will be stopped and applicant will not be
considered for any positions available at the time of application and/or in the future.

(3) If an applicant that does not come professionally dressed for the interview we cannot
consider them for any positions available at the time of the interview and in the future.

(4) ATS takes pride in hiring a higher caliber employee than our competitors. These steps
during the application process will be enforced.

(5) If an applicant does not have a resume and needs help. ATS can do that service for
$25.00/hour, or we advise the candidate to go to Careerbuilders.com and use one of their templates, or Iowa
Workforce Development can help them for free.

Initials: ____________________________________________Date:__________________________________

No Discrimination

ATS employees shall enjoy a working environment free from harassment on the basis of gender, race, religion,
sexual orientation, national origin, age, disability or veteran status. Any harassment based on the above is
strictly prohibited, and constitutes grounds for immediate termination without notification.

Acceptance as an employee is contingent upon satisfactory references, verification of the information submitted
on this application and satisfactory completion of mandatory requirements, including drug screening. I
authorized that all employers, schools, or references thus contacted be released from all liability in answering
questions related to my application. I therefore authorize you to make such investigations and inquires you deem
necessary in arriving at a decision to accept me as a volunteer, employee or intern.

Initials: ____________________________________________Date:___________________________________

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If any employee feels as though they have been the victim of any of these types of harassment, he or she should
report any and all incidents of such harassment to Human Resources immediately. ATS policy is to treat any
such report as a serious matter, and no employee should fear any sort of reprisal or further harassment as a result
of filing such a report.

Conduct

This section covers the general rules and practices that ATS employees are expected to follow.

Personal Information

In order to be able to maintain accurate records, and to be able to contact you, should the need arise, it is
important that ATS have accurate and up-to-date personal information for each employee, including current
phone number, address, I-9, W-2, and etc. “Remember it is imperative that you update your personal information
at ATS as it is changed for tax purposes. In addition, you must also fill out a change of address form and give it
to ATS.

Any employee that is found violating ATS policies and procedures will be automatically terminated without
notification.

Initials: __________________________________________________Date:__________________________

Changing Your Withholding

Events during the year may change your marital status or the exemptions, adjustments, deductions, or credits you
expect to claim on your tax return. When this happens, you may need to give your employer a new Form W-4 to
change your withholding status or number of allowances.

If the event changes your withholding status or the number of allowances you are claiming, you must give your
employer a new Form W-4 within 10 days after either of the following:

1. Any event that requires you to change to single status.

2. Any event that decreases the number of withholding allowances you can claim.

3. Events that will decrease the number of withholding allowances you can claim include the following.

4. You have been claiming an allowance for your spouse, but you get divorced or your spouse begins claiming
his or her own allowance on a separate Form W-4.

5. You have been claiming an allowance for a dependent who is a qualifying relative, but you no longer expect
to provide more than half the dependent's support for the year.

6. You have been claiming an allowance for your qualifying child, but you now find that he or she will
provided more than half of his or her own support during the year.

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You have been claiming allowances for your expected deductions, but you now find they will be less than
expected.

You filed for bankruptcy under chapter 11 of the U.S. Bankruptcy Code and you may not be entitled to the
same number of allowances or the bankruptcy estate may be taxed at a higher rate.

Generally, you can submit a new Form W-4 whenever you wish to change the number of your withholding
allowances for any other reason.

Initials: ____________________________Date:________________________________________________

Loss or Suspension/Restriction of Driver’s License

In the event of loss or suspension/restriction of the driver’s license and/or any required special driving
certification, the employee must notify his/her immediate supervisor within 48 hours after learning of the
suspension/restriction. An employee who has been charged with a violation of statutes that affects his/her
driver’s license or who has his/her driving privileges suspended, revoked or barred for violating such statutes,
including but not limited to operating a vehicle while intoxicated, vehicular homicide or habitual violation, will
be automatically terminated from employment without notification.

Initials: ____________________________Date:___________________________________________________

Disciplinary Action for Failure to Maintain a Driver’s License

An employee who’s employed at ATS will always be required to have the possession and maintenance of a
Driver’s license or a work permit. Any employee that driver’s license or work permit has been rescinded
suspended or the renewal denied will be automatically terminated without notification.

Initials: ____________________________Date:___________________________________________________

Workplace Attire

Personal dress of employees sets the atmosphere and the image of the office. During working hours, proper attire
suitable to a client (employer) business environment for all employees. Good hygiene is included this practice.

While we do not wish to limit your expressions of taste and individuality, we must all be aware that what we
wear to work is a reflection of our own professionalism and that of the organization. We ask you to dress
appropriately for our type of business and your position in particular.

Some clients’ require ATS employees to wear their uniforms. This can include aprons, T-shirts with their
company logos on them. Employees that has these uniforms’ will be required to return all uniforms, and other
belongings of the ATS client. They will need to be clean, folded, and pressed as necessary and returned to ATS
before the employee will be able to obtain their last check. If for some reason the employee cannot find the
items that were obtained for the ATS client. The employee will be responsible for the reimbursement of the
uniforms, T-Shirts, merchandize and other belongings given to them from ATS’ client before they can obtain

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their last check from ATS.

In addition, certain requirements must be observed. Clothing should not be provocative (e.g., low-cut, revealing,
or extremely tight-fitting). Your clothing should not be hazardous to your own safety (e.g., open-toed shoes or
loose hanging shirttails if you are working around machinery). Extremely casual dress is generally not
considered appropriate for work. If "casual days" are occasionally designated by management, appropriate
guidelines will be explained to you.

Obviously, a professional appearance is especially important for those of us who, at any time, come into contact
with clients and/or potential customers. Please use good judgment and good taste. Remembering that whether
right or wrong, people do judge us as an organization, based in part on our appearance. Any employee that is
found violating ATS policies and procedures will be automatically terminated without notification.

Manufacturing areas:

Slacks or pants that are similar to Dockers and other makers of cotton or synthetic material pants, wool pants,
flannel pants, jeans, bib overalls, and nice looking athletic pants are acceptable. Gauchos and Capri’s are
acceptable. Pants that are below the knee with finished edges are allowed. Casual shirts, dress shirts, sweaters,
tops, Polo shirts, t-shirts, sweatshirts, nice looking athletic tops, and turtlenecks are acceptable attire for work.
Loafers, boots, dress heels no taller than 2 inches, athletic shoes, and leather deck shoes, as examples, are
acceptable.

Inappropriate attire for work includes tank tops; midriff baring tops; shirts with potentially offensive words,
terms, logos, pictures, cartoons, or slogans; halter-tops; and tops with bare shoulders. Pants in the plant include
sweatpants, exercise pants, Bermuda shorts, short shorts, shorts, leggings, and any spandex or other form-fitting
pants such as people wear for biking. As a general rule, shorts or pants that are above knee length are not
allowed. . Thongs, flip-flops, clogs, slippers, sandals, and any shoes with an open toe or open heel are not
acceptable in a manufacturing plant. Each client may have individualized dress codes that ATS employees need
to comply with.

Office Areas:

Slacks that are similar to Dockers and other makers of cotton or synthetic material pants, wool pants, flannel
pants, and nice looking dress synthetic pants are acceptable. Dressier gauchos and Capri’s are acceptable in the
office. Pants that are below the knee with finished edges are allowed. Loafers, boots, dress heels below 2 inches
high, athletic shoes, and leather deck shoes, as examples, are acceptable.

Inappropriate slacks or pants include jeans (except on dress down days), sweatpants, exercise pants, Bermuda
shorts, short shorts, shorts, bib overalls, leggings, and any spandex or other form-fitting pants such as people
wear for biking. As a general rule, shorts or pants that are above knee length. Closed toe and closed heel shoes
are required for safety reasons in the manufacturing facility. Shoes that enclose only part of the heel or toe are
not acceptable in the manufacturing facility. For safety reasons, heels over two inches high are not acceptable in
the manufacturing facility.

Other areas:

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Dress code may be required by certain clients that will be adhered by their specifications.

Anyone working in the job title Maintenance and Snow removal will be required to wear steel toed boots and/or
winter boots. Winter weather clothing such as hats, gloves, coats, etc. If ATS employee comes to worksite
without appropriate winter clothing they understand that the job leader will send them home without pay. ATS
will not be responsible for anyone that is hurt on the job under unemployment insurance claims for doctors visits
do to an injury caused by employees’ violation of any policy and procedures in this handbook. Any employee
that is found violating ATS policies and procedures will be automatically terminated without notification.

Inititals:_________________________________________Date:__________________________ ____________

Jewelry, Makeup, Perfume, and Cologne

All jewelry, makeup, perfume and cologne should be worn in good taste, with no visible body piercing.
Remember, that some employees are allergic to the chemicals in perfumes and make-up, so wear these
substances with restraint.

Drug and Alcohol Use

ATS is committed to creating an effective, safe and secure environment for those who live, learn and work here.
ATS will exclude from future employment consideration former employees who were terminated for cause or
who resigned in lieu of such termination. Any employee that is found violating ATS policies and procedures will
be automatically terminated without notification.

ATS prohibits the distribution, manufacture, the use, or possession of any illegal drugs by its employees while
performing any duties for ATS or its clients, while on clients' property and/or ATS property, while participating
in any ATS activity, or while representing ATS in any way. Employees are forbidden from reporting for work
or being present on ATS and/or client property while under the influence of alcohol or of any other controlled
substance. Any employee that is found violating ATS policies and procedures will be automatically terminated
without notification.

Inititals:___________________________________________Date:____________________________________

Failure to comply with the provision of this policy, including not submitting to require medical and physical
examinations or tests when requested to do so, constitutes a policy violation and procedures that will be
considered grounds for immediate termination of employment with ATS. Candidates that go for the physical and
refuse to work a job assignment will be billed for the medical and physical examinations, or other tests during
the application process. Medical Examination billing is $100.00, invoice processing fee $11.25 per invoice,
$60.00 reoccurring late fee, and all other legal fees accrued to collect money owed to ATS. I understand that by
initialing and signing the employee acknowledge handbook that I waive my rights to an attorney and will pay
these invoices on time to the appropriate agency involved in the collection.

Inititals:_________________________________________Date:______________________________________

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Workplace Violence Policy

ATS is committed to providing a safe and healthy workplace for all employees. It is the policy of the ATS that
workplace violence in any form is unacceptable. Any form of violence by an employee against another
employee, client, vendor or visitor to ATS and on assignment, including but not limited to physical attack,
intimidation, threats or property damage, will be cause for disciplinary action up to and including dismissal as
unacceptable personal conduct and may also result in criminal prosecution, if federal, state or local laws are
violated. Any employee that is found violating ATS policies and procedures will be automatically terminated
without notification.

This policy covers every employee of ATS, whether full-time, part-time, permanent or temporary, and anyone
employed by or who is an agent of ATS. It covers all employees while engaged in any activity related to their
employment with the ATS, whether on ATS property or elsewhere. Any employee that is found violating ATS
policies and procedures will be automatically terminated without notification.

Definitions

Prohibited acts of workplace violence include but are not limited to threats, intimidation, physical attack or
property damage. For purposes of this policy, the following definitions will apply:

Threats: A "threat" is the expression of intent to cause physical or mental harm. Such an expression constitutes a
threat without regard to whether the person communicating the threat has the ability to carry it out, and without
regard to whether the threat is made on a present, conditional or future basis. In determining whether the conduct
constitutes a threat, including whether the action caused a reasonable apprehension of harm. Any employee that
is found violating ATS policies and procedure will be automatically terminated without notification.

Initials: ______________________________________________Date:_________________________________

Physical Attack: A "physical attack" is, without limitation, unwanted or hostile physical contact such as hitting,
pushing, kicking, shoving, throwing of objects or fighting. Any employee that is found violating ATS policies
and procedures will be automatically terminated without notification

Initials: __________________________________________ Date: ___________________________________

Intimidation: "Intimidation" includes but is not limited to stalking or engaging in actions, either verbal or
physical, which are intended to frighten or coerce. Any employee that is found violating ATS policies and
procedures will be automatically terminated without notification. This includes employees' family members or
relatives, other individuals associated with the ATS former employee.

Initials: ___________________________________________Date:____________________________________

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Property Damage: "Property damage" is intentional damage to or destruction of property owned by ATS or its’
employees, vendors, clients or visitors, etc. Any employee that is found violating ATS policies and procedures
will be automatically terminated without notification.

Initials: __________________________________________Date:_____________________________________

Elements of Policy

An employee who believes that he or she has been the target of workplace violence must report this to the Police
Department, his or her supervisor or manager, and to Human Resources at ATS. Employees who observe
incidents of workplace violence should file reports of alleged workplace violence with the appropriate
supervisors, with ATS, Police Department, and with Human Resources as soon as is reasonably possible. In
emergency situations, call the Police Department by dialing "911." Any employee that is found violating ATS
policies and procedures will be automatically terminated without notification.

Initials: __________________________________________Date:_____________________________________

Supervisors are responsible for responding in a prompt and effective fashion either when notified of an alleged
incident of workplace violence, and/or when they observe workplace violence. The supervisor should contact
Human Resources for guidance and assistance in handling such situations in the workplace. A Human Resources
professional will conduct a full and prompt investigation. In emergency situations, supervisors will call the
Police. ATS will institute disciplinary action as appropriate and will follow up with victims and any witnesses to
an incident of workplace violence, preserving, to the extent required by law or policy, the privacy interests of
those involved. Any employee that is found violating ATS policies and procedures will be automatically
terminated without notification.

Initials: __________________________________________Date:_____________________________________

Open Communication Policy

ATS encourages all employees to discuss any issue they may have with a co-worker directly with that person. If
a resolution cannot be reached, the employee should arrange a meeting with their Human Resource Specialist to
discuss any concern, problem, or issue that arises during the course of their employment. If requested, any
information discussed in such a meeting will be considered confidential to the extent reasonably practicable.
Retaliation against any employee for meeting with their supervisor to voice their concerns will not be tolerated.
Please remember it is counterproductive to a harmonious workplace for employees to create or repeat rumors. It
is more constructive for an employee to consult his/her supervisor.

Initials: __________________________________________Date:_____________________________________

Punctuality and Attendance

In order for ATS to operate and serve its customers efficiently, it is important that its employees are at work
punctually and consistently.

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You are expected to be present at work promptly as scheduled, and to remain at work (aside from approved
breaks) until the end of your scheduled workday and/or client tells you to go home. If you will be late arriving
to work, you must notify your immediate supervisor at ATS of such lateness promptly, no later than one (1)
minute after the start of the workday, unless circumstances exist that would make it unreasonably difficult to
provide such notice within that time frame.

Repeated or excessive tardiness or unauthorized absences from work are grounds for disciplinary action,
including termination of employment. NEVER CALL THE CLEINT UNLESS TOLD TO. You must arrive 15
minutes before your assignment shifts. Anyone arriving more than 5 minutes late will not be admitted to work at
the job site. Any employee that is found violating ATS policies and procedures will be automatically terminated
without notification.

Initials: __________________________________________Date:_____________________________________

Employees who are unable to call in themselves because of illness, emergency or for some other reason, should
be sure to have someone call for them. Any employee that is found violating ATS policies and procedures will
be automatically terminated without notification.

Initials: __________________________________________Date:_____________________________________

A consistent pattern of questionable absences can be considered excessive, and may be cause for concern. In
addition, excessive lateness and leaving early without informing ATS will be considered a “lateness pattern” and
may carry the same weight as an absence. Other factors, like the degree and reason for the lateness, are show for
voluntary termination of employment with ATS. One (1) occurrence without prior approval from ATS and the
client will result in removal from assignment and the employee automatically terminated without notification.

Initials: __________________________________________Date:_____________________________________

Call In

A four (4) hour advance notice of an absence should be offered always. This would be considered an excused
absence, otherwise considered unexcused absence that can lead to automatic termination without a note from a
doctor for an excuse. Any employee that is found violating ATS policies and procedures will be automatically
terminated without notification..

ATS is relying on you to conduct yourself professionally. Please be aware that a client may ask that you be
replaced on an assignment if we are not notified of a pending absence or late arrival. Failing to report that you
will be late or absent

If you are unable to make it to work due to illness it is your responsibility to call the site supervisor, as well as
ATS coordinator, at least (4) four hours prior to the start of your shift. Please always speak directly with an on-
site supervisor- do not leave a voicemail. If you do not call in. you will be considered a No-show No Call and
you will be automatically terminated without notification. This makes it easier not only for ATS Staff, but also
for your team leader. This eliminates team leaders having to wait on employees in a no-show situation. Any
employee that is found violating ATS policies and procedures will be automatically terminated without

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notification.

Initials: __________________________________________Date:_____________________________________

After finishing an assignment if you do not contact ATS by e-mail or phone within 3 days of the assignment
ending, we will assume you terminated your employment effective immediately and this constitutes employee is
not eligible for unemployment benefits. Any employee that is found violating ATS policies and procedures will
be automatically terminated without notification.

Initials: __________________________________________Date:_____________________________________

No call and No show to assignments is automatic termination and you will be forfeiting your right to
unemployment. Any employee that is found violating ATS policies and procedures will be automatically
terminated without notification. ATS has the right to withhold your earnings on your last check for uniforms,
merchandise, client T-Shirts, check fees, advances, and the application fee of $100.00, Pre-employment testing,
and/or Physicals.

Initials: __________________________________________Date:_____________________________________

Refusing to do an assignment after stating you will be on call for a backup you will automatically be terminated
and not eligible for any other further job assignments. I understand by initialing and dating this portion of the
employee handbook. I will charge the amount money that ATS lost from its’ client service agreement, per hour,
and invoice fee of $11.50, late reoccurring service charge of $60.00 per month, and all legal expenses that are
not limited to garnishment of wages, collection fees, court cost, and other miscellaneous charges that may occur
during the collection process.

Initials: __________________________________________Date:_____________________________________

Weather Emergency

In the event that ATS, and/or a client site is closed due to weather, power failure, and Act of God or at the
client’s request, employees will be paid only for the actual hours worked that day, if any.

If ATS CEO can get to the ATS office on time in bad weather conditions, it is understood that the employee can
also make it to work and on time. ATS expects our employees to leave in enough time to get to work on time,
regardless of winter weather conditions. This will be call an unexcused absence and the employee will be
automatically terminated without notification.

Initials: __________________________________________Date:_____________________________________

Harassment

As noted above, ATS is firmly committed to providing its employees with a working environment free of
harassment based on gender, race, religion, sexual orientation, national origin, age, disability, or veteran status.
Any employee that is found violating ATS policies and procedures will be automatically terminated without

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notification.

ATS harassment policy includes a strong commitment to keeping the workplace free of sexual harassment of all
sorts. Sexual harassment is defined as any unwelcome sexual advances, requests for sexual favors, and other
verbal or physical conduct of a sexual nature when this conduct explicitly or implicitly affects an individual's
employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile,
or offensive work environment. ATS neither condones nor permits any type of sexual harassment within the
workplace or among its employees.

Any behavior that violates ATS’S harassment policies and procedures will be automatically terminated without
notification.

Initials: __________________________________________Date:_____________________________________

If you believe that you have experienced any sort of harassment, sexual or otherwise, you are asked to report the
situation to OWNER OF ATS, Jo Woolery. ATS policy strictly prohibits any retaliatory action against those
filing a report of harassment, and all such reports will be dealt with promptly and seriously. Any employee that
is found violating ATS policies and procedures will be automatically terminated without notification.

Performance Reviews

ATS does Quality Assurance checks after, during, and past job assignment on all employees. If the ATS client
complains about the any employees’ work ethics. ATS will never reassign the employee to another job, or a
client site. ATS employee that is found violating ATS policies and procedures will automatically be terminated
without notification.

Within (15) days of an independent contract being signed by an employee. ATS will conduct a performance
evaluation and review for each employee. Employee will be evaluated on their fulfillment of their job, attitude,
and dependability.

One (1) times a year or as needed 90 days of service with, ATS will conduct a performance evaluation and
review for each employee. Employees will be evaluated based on their fulfillment of their job assignments,
attitude, dependability and work ethics. Each employee will then meet with their supervisor to discuss and
review this evaluation.

Dating in the Workplace

Supervisors and employees under their supervision are strongly discouraged from forming romantic or sexual
relationships. Such relationships can create an impression of impropriety in terms of conditions of employment
and can interfere with productivity and the overall work environment. Any employee that is found violating
ATS policies and procedures will be automatically terminated without notification.

Initials: _________________________________________Date:______________________________________

If you are unsure of the inappropriateness of an interaction with another employee of the Company, contact “Jo”,

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President/Owner for guidance. If you are pressured to become involved with a customer or an employee in any
way that makes you uncomfortable and is unwelcome, you should always notify “Jo”, President/Owner
immediately. NO customer or employee of this Company has the right to subject any employee to sexual or any
unlawful harassment, including request for sexual favors, sexual advances, offensive touching, and any
unwanted verbal, graphic conduct or communications of any sexual nature. Any employee that is found violating
ATS policies and procedures will be automatically terminated without notification.

Initials: _________________________________________Date:_____________________________________

Safety

Depending upon the nature of the client business, you should set forth the general safety precautions, practices,
and safeguards you expect of your employees, i.e., safe operation of machinery, protective gear, etc. Include a
contact person to whom employees should report safety hazards, as well as notice that no employee will be
penalized or harassed for reporting any safety hazard. Absolutely no horseplay will be an accepted behavior!
You are there to do a job, not to play around with the equipment and machinery. Anyone found horseplaying on
any job assignment will be terminated immediately without notification.

Initials: _________________________________________Date:______________________________________

Offers of Employment with ATS’ Client

If offered permanent employment with one of ATS clients. I will advise ATS so that they can work the
necessary details out with their client to ensure a smooth transfer to the client’s payroll. Any employee that is
found violating ATS policies and procedures will be automatically terminated without notification. I waive my
rights to attorney and will pay $500.00 in damages to ATS.

Initials: _________________________________________Date:_____________________________________

ALL EMPLOYEES ARE UNDER ATS POLICY AND CONTRACTS, VIOLATE OF THIS POLICY WILL
LEAD TO TERMINATION OF EMPLOYMENT AT ATS AND INELIGIBLE FOR REHIRE, OR TO BE
HIRE BY THE CLIENT FOR THE PERIOD STATED IN THEIR INDIVIDUALS TERMS AND
COMMITMENTS WITH ATS. Any employee that is found violating ATS policies and procedures will be
automatically terminated without notification.

Initials: _________________________________________Date:_____________________________________

Account and Customer Information

Employees are prohibited from distributing account, client, and/or customer information to anyone, in any form.
Any employee that is found violating ATS policies and procedures will be automatically terminated without
notification.

Initials: _________________________________________Date:____________________________________

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Compliance

Employee who fails to comply with this policy will be disciplined, which may include a demand for
reimbursement of any losses or damages, termination of employment and refer to criminal prosecution. Action
appropriate to the circumstances will also take action against supervisors, managers, or others who fail to report
a violation or withheld relevant information concerning the violation of this policy. Any employee that is found
violating ATS policies and procedures will be automatically terminated without notification.

Initials: _________________________________________Date:_____________________________________

Non-business or Social Visits to Worksites

Personal visits are prohibited when on a work assignment, as it interferes with on-going work and distracts
fellow employees. Any employee that is found violating ATS policies and procedures will be automatically
terminated without notification.

Initials: _______________________________________Date:_______________________________________

Progressive Discipline

ATS, reserves the discretion to discipline their employees. Oral and written warnings and progressive discipline
up to and including discharge may be administered as appropriate action under the circumstances. Any
probationary employee may be terminated any time during their employment without notification. Any
employee that is found violating ATS policies and procedures will be automatically terminated without
notification.

Please note: ATS, reserves the right to terminate any employee whose conduct merits immediate dismissal
without resorting to any aspect of the progressive discipline process. Any employee that is found violating ATS
policies and procedures will be automatically terminated without notification.

Initials: _________________________________________Date:____________________________________

Non-Solicitation of Customers

During the (5) years following your last day of employment at ATS, regardless of the reason of the
EMPLOYEES separation from the company, employee agrees, whether on the behalf of him/herself or any other
person, client, and any other entity, not to solicit or otherwise attempt to obtain business or employment from
any of ATS’ clients or customers:

(1) to end actual business relationship with Ankeny Temporary Services (ATS)

(2) was prospective customers of ATS’ at the time of Employee separation from the Company and with
whom employee had contact with ATS’.

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Any employee that is found violating ATS policies and procedures will be automatically terminated without
notification. I understand by signing this agreement and handbook it is a binding agreement between you and
ATS. If I violate ATS Non Solicitation of Customers Policies. I understand that I will be charged $15,000.00
due to damages, $11.25 invoice charges, $60.00 late fee that is reoccurring, other collection fees, and court cost
if necessary in the pursuit of collection. I give the right and have been notified of this collection fees by signing
the employee acknowledgement and initialing this section of the handbook.

Initials: _________________________________________Date:_____________________________________

Employee further agrees that, for the same period of time his/her separation from Company, that he/she will not,
whether on behalf of his/herself or any other entity, encourage any such clients/customers to end their
relationship, stop doing business with, or decrease business with ATS Nothing in this agreement is intended to
restrict Employee from being employed by pr engaged in a competing business. Such restrictions may be
subject of a separate agreement signed by Employee and ATS to the extent of the law. Any employee that is
found violating ATS policies and procedures will be automatically terminated without notification.

Initials: _________________________________________Date:_____________________________________

Confidential Information Policy

“Confidential information” means information proprietary to Ankeny Temporary Services, LLC (ATS) and not
generally known by non-Company personnel. This is information that an employee may gain access to or
knowledge as a result of his/her position at Ankeny Temporary Services, LLC. Confidential information
includes, but not limited to, the following types of information: Client names and any other information relating
to clients, marketing plans, marketing techniques, ideas, concepts, security codes, files, procedures and financial
information. .

Disclosure of confidential information to any unauthorized party will be terminated without notification, and will
be subject to prosecution to the fullest extent of the law. I understand by signing the acknowledgement and by
initialing this section of the handbook that I will be charged $15,000.00 for a violation of this confidential
information violation.

Initials: ________________________________________Date:_____________________________________

Hourly Employees

Employees paid an hourly wage are expected to work what assignment they take. Employees that work in excess
of a 40 hours a week will be paid overtime in the amount of one and a half times their regular hourly rate.
However, all overtime hours must be authorized by ATS and/or clients. Employees are expected to work
overtime hours when requested to do so by their supervisor. Any employee that is found violating ATS policies
and procedures will be automatically terminated without notification.

Initials: _________________________________________Date:____________________________________

Pay rates are confidential. I should never discuss my pay with anyone other than ATS. Any employee that is

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found violating ATS policies and procedures will be automatically terminated without notification.

There is a $3.00 service charge for automatic deposits (ACH) for your payroll each week.

There is a $2.00 service charge for paper checks each week.

There is a $10.00 service charge for gas cards from Casey’s $25.00.

There is a $5.00 service charge for Uniform reimbursement out of your checks.

There is a $3.00 service charge for mileage reimbursement charge off payroll checks.

There is a $45.00 service charge for Concentra physicals done with ATS. This will be taken out of your first
payroll check. I have been notified of this policy and procedure.

There is a $100.00 application process for all candidates that are employed with ATS. This fee will be taken out
of your first check.

Initials: _________________________________________Date:______________________________________

When an employee accepts a job (client) assignment and never comes in to sign the policy and procedures
handbook, and get a time-slip. ATS policy is that employee will be placed in the DO NOT USE LIST (DNU)
and will not be eligible for unemployment and/or be reconsider for rehire. All Time sheets are ALWAYS
verified by ATS before being submitted. We will not tolerate anyone who thinks they can submit a fraudulent
time sheet. We have and will prosecute to the fullest extent of the law. Any employee that is found violating
ATS policies and procedures will be automatically terminated without notification.

Initials: ________________________________________Date:_______________________________________

When an employee makes a mistake on federal and state tax forms and ATS is in the process of setting up
payroll. The “employee” must come into ATS office and fix them immediately or the employee will be removed
from the client assignment and will be place in the (DNU) List until the matter is taken care of. EMPLOYEE IS
NOT ELIGIBLE FOR ANY JOB ASSIGNMENTS UNTIL appropriate action is taken. If employee does not
follow through with ATS directions after two (2) attempts the employee with be terminated and not eligible for
rehire at ATS, and not eligible for unemployment. ATS will consider this as self termination of your
employment with us and/or if any employee that is found violating ATS policies and procedures will be
automatically terminated without notification.

Initials: _________________________________________Date:_____________________________________

Work Schedule

The specific work schedule for your position will be explained to you by your supervisor. Every effort will be
made to consider your own personal needs, as well as the demands of your position, in setting your specific work
schedule. Some positions and some types of work offer more opportunity for flexibility than others. We will do

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the best we can to allow all employees to create the best possible balance between work and personal life.

Employees are entitled to a one-half (1/2) hour lunch break. Depending on the requirements of your particular
position, you may choose the ½ hour that is most convenient, so long as all work stations are adequately covered
and your absence does not create a problem for co-workers or ATS clients. Please make sure you clean up after
yourself in the break area and return to your duties as assigned. Those found to be taking excessive breaks or
lunches will no longer be allowed to work at any job site again. Any employee that is found violating ATS
policies and procedures will be automatically terminated without notification.

Initials: ________________________________________Date:_______________________________________

At-Will Employment

I further understand that my employment is at will, and neither I nor the ATS has entered into a contract
regarding the duration of my employment. I am free to terminate my employment with the ATS at any time, with
or without reason. Likewise, ATS has the right to terminate my employment or take any other kind of
employment action with respect to my employment at any time, with or without reason, at the discretion of the
Human Resource Specialist at ATS. No employee of the ATS can enter into an employment contract for a
specified period of time, or make any agreement contrary to this policy, without the written approval of the
President of the Company. Any employment relationship must be in writing and signed by Ankeny Temporary
Services (ATS) and President. Any employee that is found violating ATS policies and procedures will be
automatically terminated without notification.

Initials: ________________________________________Date:_____________________________________

Time Cards

Each temporary employee is responsible for his/her own time keeping. Time Slips are available to print off from
the website. Any employee that is found violating ATS policies and procedures due to payroll hours will be
automatically terminated without notification.

Initials: _________________________________________Date:_____________________________________

If it is discovered that any employee is forging any documentation with client signatures or putting time not
worked on them it will be cause for immediate termination without notification. I understand any employee
found doing this will be prosecuted to the fullest extent of the law. ATS fees will include, collections,
reimbursement, and lost of client, invoice fees, court cost, and other misc. fees that may have occurred.

It is required that you sign, date and put your social security number in the appropriate place. It is also required
to have your supervisor sign the time-slip every week. All time-slips need to be turn in no later than 5:00pm
every Sunday to be paid every other week. Any employee that is found violating ATS policies and procedures
will be automatically terminated without notification.

Initials: ________________________________________Date:______________________________________

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Employees will be paid on every other Friday by 5:00pm. It is mandatory that all employees have a checking of
savings account for ACH deposits on your payroll.

If the regular payday falls on a Federal or State holiday and/or the banks are closed, or post office is closed,
payday will be on the next business day after the holiday. Any employee that is found violating ATS policies and
procedures will be automatically terminated without notification.

Initials: _________________________________________Date:_____________________________________

If employee is forging time-slips with client signatures or putting time not worked on them it would be cause for
immediate termination. Any employee that is found violating ATS policies and procedures will be automatically
terminated without notification.

Initials: _________________________________________Date:______________________________________

Telephone Policy

It is important that ATS telephones be available for business use. Therefore, you are asked to minimize your use
of ATS telephones for personal use. Outgoing long distance calls are prohibited unless they are work-related.
NEVER TAKE A TELEPHONE CALL ON A WORK ASSIGNMENT. ATS does not take personal messages
for employees. Do not use any client phones unless you are otherwise authorized, and cell phones, text
messaging, e-mailing is prohibited when on any job assignments or working for ATS. Any employee that is
found violating ATS policies and procedures will be automatically terminated without notification.

No text messaging, answering cell phones, beepers, smoking, etc while your on the job. Do it on your breaks
and lunches.

Initials: _________________________________________Date:______________________________________

Company Letterhead

ATS letterhead is provided to employees solely for business use. Employees are prohibited from using the
letterhead for any personal use, or for any obscene, harassing or fraudulent purpose. Misuse of ATS letterhead
the employee will be automatically terminated without notification.

Initials: _________________________________________Date:______________________________________

Leave

Employees shall be entitled to __ONE (1) ____ day of sick leave per year.

After (1) time of being late to a job assignment, employee will be removed from the assignment and terminated

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and Waives the rights for their unemployment claims. Any employee that violates ATS policies and procedures
is disqualified for unemployment considered under Iowa Code 95.6, Budding V. Iowa Department of Job
Service, 337 N.W..2d.219 (Iowa 1983) and Cosper V. Iowa Department of Job Service, 321 N.W.2d 6 (1982).

I understand that I am considered a probationary employee while working for Ankeny Temporary Services
"ATS", and know that I can be released from my assignment for missing time from work. Approval must be
obtained prior to any time missed. NO CALL NO SHOW is unaccepted.

If I miss more than (1) one day at a time due to illness, a doctor’s note must be given to ATS prior to my return
to work. Excessive absenteeism will not be tolerated and if ATS feels I have had excessive absences I can be
released from my assignment. The ATS employee waives their rights for unemployment claims. Under Iowa
Code 95.6, Budding V. Iowa Department of Job Service, 337 N.W..2d.219 (Iowa 1983) and Cosper V. Iowa
Department of Job Service, 321 N.W.2d 6 (1982).

Initials: _________________________________________Date:_____________________________________

Employees that wishes to take sick leave must notify their supervisor at ATS as soon as possible of their
condition and of their inability to work. In order to take more than ONE (1) day of sick leave, the employee
must provide ATS with a signed doctor’s note explaining the nature of the employee’s condition. EMPLOYEE
CANNOT BE REASSIGNED TO ANOTHER CLEINT, AND CAN BE CAUSE FOR AUTO MATIC
TERMINATION AND WAIVES THEIR RIGHT TO UNEMPLOYMENT. Any employee that violates ATS
policies and procedures is disqualified for unemployment considered under Iowa Code 95.6, Budding V. Iowa
Department of Job Service, 337 N.W..2d.219 (Iowa 1983) and Cosper V. Iowa Department of Job Service, 321
N.W.2d 6 (1982).

Initials: ________________________________________Date:______________________________________

Drug Abuse Policy

POLICY SUMMARY

Drugs and alcohol use in our society and especially of in our workplaces present a danger to us all. They impair
safety and health, promote crime, lower productivity and quality, and undermine client confidence in the work
we do. ATS does not tolerate the manufacture, use, sale or distribution of illegal drugs, abuse of prescription
drugs or other chemicals, or other alcohol (illicit substances) wile on Company and/or client property.

PRE-EMPLOYMENT DRUG SCREEN AND TESTING

Depending on client specifications pre-employment requirements of drug screening will be mandatory for every
applicant during the application process, or while on any job assignments and employees at anytime during their
employment with ATS.

NOTICE TO ALL APPLICANTS & EMPLOYEES

You may be dropped from consideration for employment if the result of the screening indicates that you are

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utilizing illicit substance(s). The applicant may choose to have a second screening performed on the same
sample; however, the second test must be paid for by the applicant and requested within 24 hours after being
disqualified.

EMPLOYEES

Effective immediately, all employees are to comply with the following policy statements in all office buildings,
warehouses, stores, worksites and while operating equipment.

1. All employees are absolutely prohibited from unlawfully manufacturing, distributing, possessing, or
using drugs, or other chemical substance in the workplace. This includes abuse or misusing of prescription and
non prescription medications.

2. All employees are absolutely prohibited from possessing, consuming, selling or being under the
influence of alcoholic beverages while in the workplace.

3. Should the presence of an illegal drug or alcohol is confirmed as being in the system of an employee
while on the premises and regardless whether the employee is on or off duty, it will be considered a violation of
Company policy and procedures will result in termination and the loss of eligibility for unemployment benefits.

4. Should an employee be injured on the job and it is confirms as having an illicit substance(s) in the
body at the time of the accident, and if it is determined that the use of illicit substance(s) directly contributed to
the accident causing injury, the employee my lose the right to Workers’ Compensation benefits, in accordance
with state law, due it the violation of Company policy and procedures.

5. If there is reasonable cause to believe that any employee is in violation of this policy, the employee
may be suspended pending further investigation, or may be disciplined or discharged immediately as ATS deems
appropriate.

DRUG TESTING POLICY

Any employee may be drug or alcohol tested when, in the opinion of management, there is reasonable
cause to believe that an employee us using or is under the influence of drugs or alcohol while on
ATS’s payroll, affiliate or client’s property, operating equipment of any kind or conducting business on
the behalf of ATS. Under this provision, no employee will be required to take a drug or alcohol without
approval first being given by a representative of ATS.

1. Any employee involved in or otherwise causing a job-related accident which requires

medical treatment by an authorized physician or by hospital/clinic medical personal will be required to
take a drug or alcohol test.

2. Any employee involved in or otherwise causing an accident resulting in damage to property

while the employee is conducting company business may be required to take a drug/alcohol test.
Also, “near miss” accidents (where there is no personal or physical damage or injuries) will be
evaluated and a determination made if there is cause to drug or alcohol test any or all employees

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involved.

3. All employees of ATS shall receive a copy of this policy and procedures shall be required
to abide by the terms of this policy on alcohol and drug abuse as a condition of employment.

I agree to pay ATS all damages occurred during the application process or during my employment
with ATS.

I have read and understand the ATS’s pre-employment and post-employment requirements with
regard to Company Drug Policy. I agree in submitting to this medical test and the testing agency is
authorized by my to provide the results to Ankeny Temporary Services, LLC and/or client company
representatives. I further agree to hold ATS’s agents, directors, officers, and employees harmless
from any and all liability in connection with the testing. Any employee that violates ATS policies and
procedures is disqualified for unemployment considered under Iowa Code 95.6, Budding V. Iowa
Department of Job Service, 337 N.W..2d.219 (Iowa 1983) and Cosper V. Iowa Department of Job
Service, 321 N.W.2d 6 (1982).

Applicant Signature Date

ACKNOWLEDGMENT

The following employee handbook represents the policies, rules, practices, and guidelines of Ankeny
Temporary Services, LLC, as of the handbook’s latest revision date. ATS reserves the right to alter,
amend, delete, add or otherwise change any policy, rule, practice, benefit, or other element of this
handbook with or without notice.

Nothing in ATS’s handbook shall not be construed to create or imply any employment contract
between ATS and any of ATS’s employees, nor shall it create or imply any promise of employment for
any definite period of time. ATS reserves the right to terminate the employment of any employee for
any cause, or for no cause at all. . Employee resigned their claim for unemployment benefits for
termination of employment due to a violation of ATS policy’s written in this handbook. I understand
that the language contained in the policy statements of the company is not intended to create a
contract between employee and employee and the employment and compensation can be terminated
with or without cause, at the option of the employee or Ankeny Temporary Services, LLC staff. Any
employee that violates ATS policies and procedures is disqualified for unemployment considered
under Iowa Code 95.6, Budding V. Iowa Department of Job Service, 337 N.W..2d.219 (Iowa 1983)
and Cosper V. Iowa Department of Job Service, 321 N.W.2d 6 (1982).

Worker" or "employee" means a person who has entered into employment of, or
works under contract of service, express or implied, or apprenticeship, for an
employer. . . .

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It is claimant's duty to prove, by a preponderance of the evidence,

that claimant or claimant's decedent was an employee within the meaning of
the law. Where claimant establishes a prima facie case, defendants then have
the burden of going forward with the evidence which rebuts claimant's case.
The defendants must establish, by a preponderance of the evidence, any
pleaded affirmative defense or bar to compensation. Nelson v. Cities Serv. Oil
Co., 259 Iowa 1209, 146 N.W.2d 261 (1967).

The party who would suffer loss if an issue were not established has
the burden of proving that issue by a preponderance of the evidence. Iowa R.
App. P. 6.14(6).

The claimant has the burden of proving by a preponderance of the

evidence that the alleged injury actually occurred and that it both arose out of
and in the course of the employment. Quaker Oats Co. v. Ciha, 552 N.W.2d
143 (Iowa 1996); Miedema v. Dial Corp., 551 N.W.2d 309 (Iowa 1996). The
words “arising out of” referred to the cause or source of the injury. The words
“in the course of” refer to the time, place, and circumstances of the injury.
2800 Corp. v. Fernandez, 528 N.W.2d 124 (Iowa 1995). An injury arises out
of the employment when a causal relationship exists between the injury and
the employment. Miedema, 551 N.W.2d 309. The injury must be a rational
consequence of a hazard connected with the employment and not merely
incidental to the employment. Koehler Electric v. Wills, 608 N.W.2d 1 (Iowa
2000); Miedema, 551 N.W. 2d 309. An injury occurs “in the course of”
employment when it happens within a period of employment at a place where
the employee reasonably may be when performing employment duties and
while the employee is fulfilling those duties or doing an activity incidental to
them. Ciha, 552 N.W.2d 143.

Initials: ________________________________________Date:___________________

Employee Full Name: ______________________________________Date:_____________________

Employee DOB:____________________________________________________________________

Employee Photo ID Number: ________________________________Exp:______________________

Employee SSN:____________________________________________________________________

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