Welcome to SpherionSpherion would like to welcome you to your new assignment! Spherion is one of the top companies in theU.S. staffing industry and one of the top employers in North America. Our principal strength lies in the quality of our people.

Spherion is well known for providing the best, most talented workers and that includes you! To help you prepare for your assignment, we’ve developed this Employee Guidebook. It will provide you with important information about Spherion policies and procedures. Please read the information carefully.

If you have any questions or matters you would like to discuss, please contact your Spherion representative.

About SpherionSpherion is a leader in the recruiting and staffing industry in North America, providing value-added staffing, recruiting and workforce management services. As an industry pioneer since 1946, Spherion has sourced, screened and placed millions of individuals in virtually every industry through a network of offices across the United States.

Spherion is a locally owned staffing company with experience helping job seekers find fulfilling career opportunities that enable them to live the life they love! With Spherion as your career partner, you’ll gain access to some of the best jobs in the market. And, because we have strong relationships with the companies in this area, you’ll attract the attention of leading employers who rely on Spherion to fill their jobs with great employees!

Making an IdealMatch!Whether you are seeking a temporary, temporary to hire, or direct hire opportunity, Spherion can help you get situated in a job that’s uniquely suited to your needs.

Your success is our success, so we strive to find you the rewarding career opportunities you deserve with the best possible salary and exceptional benefits. We know that in return, you’ll deliver the quality performance, enthusiasm and integrity our clients expect. Please read this guidebook thoroughly and keep it as a handy reference.

DisclaimerSpherion reserves the right to vary from the policies and practices in this Employee Handbook where business circumstances necessitate. We

may also amend, modify, supplement or eliminate portions of this Employee Handbook when needed, with or without notice. This Employee

Handbook does not constitute a contract of employment. All employees are employees at-will who may end their employment relationship

with Spherion at any time and for any reason. Likewise, Spherion may end any employee’s employment at any time, with or without cause. An

employee’s at-will status can only be altered by a written contract signed by an officer of Spherion.

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Our Service Excellence PhilosophyAlong with the benefits of being part of Spherion is the responsibility of providing service excellence to our clients. With every job opportunity you accept, you agree to uphold our commitment to excellence, understand our clients’ goals, serve their needs, and win and maintain their trust.

Work Happiness!One of the advantages of being a Spherion employee is the ability to choose positions that match your lifestyle and help you reach your career goals. You are never under any obligation to accept a position. If your assignment ends and you would like another one, you must call your Spherion representative regularly to report your interest in and availability for reassignment.

If you turn down two or more assignments that are comparable to your skills, availability and requirements, your Spherion representative may not offer you other opportunities and may inactivate you. Please also note that if you refuse any assignment that is comparable to the one you have worked, the refusal may jeopardize any unemployment benefits.

Be on TimeThe first rule of any job is to arrive on time, ready to work. Your Spherion representative will tell you what time to report; you may want to allow a little extra time to prepare yourself and your workspace for the day. Consider taking the route to work before your first day. Always have directions and phone numbers with you. Dependability and punctuality are important factors in determining your performance.

Follow the RulesOnce placed on an assignment, always respect and follow the client’s rules and guidelines. Be careful not to abuse break time or internet privileges, and keep all company information confidential. Most importantly, if you’re ever unsure about how to handle something, ask your Spherion representative.

Every company has its own way of doing things, so be prepared to adapt and accept additional responsibilities and challenges. If, however, the new responsibilities are outside your normal job description, if you don’t have sufficient training to do the job, if you are asked to operate any equipment we have not described to you, or if you’re asked to do anything unsafe or objectionable, call your Spherion representative immediately for guidance.

Dress AppropriatelyYour Spherion representative will tell you what the dress requirements are for your assignment. No matter what, make sure your appearance is neat and professional.

End Your Assignment on a Positive Note!If your assignment comes to an end, be sure to thank the client for the opportunity and thank yourco-workers for any assistance they provided. Also, please understand that it is your responsibility to return all equipment, materials, security badges, parking permits and other company property you were provided.

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Spherion is Your Employer!Remember, you are employed by Spherion and should discuss any career aspirations, desired positions, successes, challenges or concerns with your Spherion representative.

Call your Spherion representative if:

• You have questions about your role as a Spherion employee.

• Your skills don’t match the assignment, or the assignment doesn’t match your expectations.

• You are unable to report to your assignment as scheduled. Failure to notify us is cause for

dismissal, so call us as soon as you know you’ll be late or absent. If you miss three or more

days of an assignment due to illness or injury, you may be asked to provide documentation from

your doctor. You must call Spherion every day that you are going to be absent. Your failure to

do so may result in the termination of your employment with Spherion and may jeopardize your

unemployment benefits.

• Your current assignment may be ending within the next week.

• You are available for work. When an assignment ends, you must call us immediately and then on

a weekly basis to notify us that you are available for other assignments. Your failure to do so will be

considered a voluntary quit and you may be disqualified from receiving employment benefits in

accordance with the unemployment law as mandated by individual state.

• Your assigned client asks you to stay longer than you were originally scheduled.

• Your employment status changes or you need to change your work schedule.

• You are offered a full time position with your assigned company.

• You are asked to work overtime. You should not work more than 40 hours in a week without

authorization from both Spherion and the client. All overtime worked will be paid in accordance

with applicable state or federal law.

• You experience a problem on the job.

• You are injured on the job or the working conditions are unsafe. Reminder: Please inform a

Spherion representative immediately if this occurs.

• You experience or have witnessed discrimination or harassment.

• You require an accommodation with respect to any aspect of your employment and/or Spherion

hiring process.

• You acquire new skills or complete training classes that enable us to find more opportunities to put

you to work.

• You have any payroll questions.

• You have any questions related to benefits available to Spherion employees.

Spherion has an open door policy. Feel free to reach out to your Spherion representative. Should a representative of Spherion not be available or you feel you need another resource, you are encouraged to contact the Spherion Call Center at 1.888.218.4417, 8 am – 8 pm EST, Monday through Friday.

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Your Spherion BenefitsPutting people to work is not the only reason Spherion enjoys a stellar reputation in our community. We also offer a selection of benefits designed to enhance your life and make working for Spherion as rewarding as possible.

BenefitsSpherion offers a full menu of benefit options for eligible employees and their families. Below is a general list of the benefits we offer to you, and for which you may be eligible as a qualified employee. This document is not intended to, nor does it provide you with all of the details of these benefits. Certain exclusions and limitations may apply according to state requirements.

This guidebook does not change or otherwise interpret the terms of any official plan documents or applicable Summary Plan Descriptions. Refer to the actual plan documents and Summary Plan Descriptions if you have specific questions regarding the benefit plans. Spherion reserves the right to cancel, amend or revise those benefits as described herein at any time.

Please see the Appendix C of this handbook relating to important information regarding the Minnesota Wage Disclosure Protection: Notice of employee rights and remedies.

Medical InsuranceSpherion offers a comprehensive major medical plan from Aetna referred to as MedSure that:

• Satisfies the Affordable Care Act’s individual mandate for having health insurance

• Provides 100% coverage for preventative care

• Has no annual or lifetime dollar limits, and no pre-existing condition exclusions

• Gives you access to Aetna’s broad nationwide PPO Provider network

Eligible employees may also enroll in the supplemental Aetna fixed indemnity plan, which provides cash reimbursements for common healthcare expenses, such as doctor visits, outpatient procedures, and lab work. Employees may choose to elect the fixed indemnity plan, the MedSure plan and/or the following ancillary benefit plans:

• Dental insurance - Preventive dental care, basic services and major restorative services coverage is

available.

• Vision insurance - Reimburses you for an eye exam and frames, up to an annual limit.

• Term Life insurance - Employee life insurance in the amount of $10,000 is available.

• Disability insurance - Short term disability coverage is available for weekly replacement of income.

Please note that the fixed indemnity plan does not meet the individual mandate required per the Affordable Care Act, but is instead designed to supplement your out-of-pocket health care expenses.

Employees are eligible to enroll in the fixed indemnity plan and/or the MedSure plan after receiving their first paycheck and can enroll directly with the plan administrator via www.powerofready.com/Spherion or call 1.866.922.1899.

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Family and Medical Leave ActThe FMLA provides employees with up to 12 weeks unpaid job-protected leave, provided they meet the leave qualifications and have been employed with Spherion for at least 12 months and have worked at least 1,250 hours in the previous 12 months. You may take FMLA leave to attend to your own serious health condition that makes you unable to perform the essential functions of your job; for incapacity due to pregnancy, prenatal medical care or child birth; to care for your child after birth, or placement for adoption or foster care; or to care for your spouse, son, daughter or parent with a serious medical condition. During the FMLA leave, you are required to exhaust all paid leave concurrently. Upon returning from FMLA leave, most employees will be reinstated to the same or equivalent position with equivalent pay, benefits, and other terms and conditions of employment. Benefits based on length of service do not continue to accumulate during leave. If you usually pay a portion of the premiums for health insurance, you must continue to do so during the leave. For additional details and to apply for FMLA contact the Spherion Staffing FMLA administrator, MetLife, at 1.888.750.2127.

Military Family Leave EntitlementsMilitary Family Leave allows eligible employees to use their 12 weeks of unpaid leave within a 12 month period for a qualifying exigency occurring when the spouse, son, daughter or parent of an eligible employee is on active duty or is called to covered active duty. Leave for a qualifying exigency applies to active members of the Armed Forces, members of the National Guard and Reserves, and certain retired military members, who are deployed for duty to a foreign country. The leave may be taken as soon as the covered service member receives notice that he/she is being called to active duty.

A qualifying exigency may include short-notice deployment; military events; childcare activities; financial and legal arrangements; counseling; rest and recuperation; post-deployment activities; parental care other than routine day-to-day care; and additional activities agreed on by Spherion Staffing’s Benefits Department and you. When the Military Family Leave is to care for an injured or ill service member or veteran, an eligible employee may take up to 26 weeks during a 12-month period. This leave, when combined with other FMLA qualifying leave, may not exceed 26 weeks in a single 12-month period. Leave may be taken to care for a spouse, son, daughter, parent, or next of kin (1) who is a member of the Armed Forces (including members of the National Guard or Reserves) who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness; or (2) who is a veteran undergoing medical treatment, recuperation, or therapy for a serious injury or illness and who was a member of the Armed Forces(including members of the National Guard or Reserves) and was discharged or released under conditions other than dishonorable at any time within the 5-year period of time preceding the date on which the veteran undergoes the medical treatment, recuperation, or therapy. Service member FMLA runs concurrent with other leave entitlements provided under federal, state and local law.

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Use of FMLA LeaveEligible employees are not required to use their leave entitlement in one block. Leave can be taken intermittently in blocks of time of 1 hour or more or on a reduced leave schedule when medically necessary for their own or family member’s serious health condition or for the serious illness or injury of a covered current service member (including covered veterans). Leave due to qualified exigencies may also be taken intermittently.

How to Apply for FMLA or Military Family LeaveIf you want to take FMLA or Military Family Leave, you must provide Spherion with at least 30 days’ notice

if the need for leave is foreseeable. If the need is not foreseeable, you should give Spherion as much notice as practicable. After notifying your Spherion representative please contact The Spherion FMLA Administrator, MetLife at 1.888.750.2127 for additional information and paperwork. If you have difficulty with the MetLife FMLA process, contact the Spherion Call Center at 1.888.218.4417.

Spherion may also request that you report periodically on your status and intention to return to work. Also, Spherion may require fitness-for-duty certification to return to work. Please refer to Spherion policy on Family and Medical Leave and Military Family Leave by contacting the Spherion Call Center at 1.888.218.4417 for additional information about this policy.

Procedures for Return to Work Spherion will require a fitness-for-duty certification to return to work at the end of FMLA leave taken for your own serious health condition. Failure to return required certifications in a timely manner will delay restoration to your assignment.

Please refer to Spherion Staffing’s policy on Family and Medical Leave and Military Family Leave (which can be obtained in offices and on-site locations or by contacting the Spherion Benefits Department) for additional information about this policy. You may also refer to Exhibit A of this guidebook for additional information regarding your rights and responsibilities under the under the FMLA. You may direct any questions regarding FMLA leave to sphlicensebenefits@spherion.com

Military Leave PolicySpherion will grant an unpaid military leave of absence to Qualified Employees as required by the federal Uniformed Services Employment and Reemployment Rights Act (USERRA) and state law. Qualified Employees are those employees, except those employed on a temporary basis (a brief, non-recurrent period for less than three (3) months), who serve in the United States Armed Forces and the Army National Guard, the Air National Guard, the commissioned corps of the Public Health Service (“Uniformed Services”). Qualified Employees may also include members of an organized state militia and Spherion will comply with any and all applicable state laws concerning those individuals. QualifiedEmployees should notify their Spherion representative as soon as is practicable when military leave will be required, and must provide Spherion with appropriate documentation of their military service upon their return from their military leave. Employees may elect to use accrued vacation or personal leave to receive

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some compensation during their military service. While an employee is on military leave, he or she will be eligible to continue health insurance coverage under the terms and conditions of the insurance policies in place on the first day of his or her military leave and under applicable state and federal law. Employees on military leave will be eligible for the same benefits and accrual of vacation, sick days, personal days and holiday benefits (without loss of seniority) as employees on other types of leave.

An employee returning to work after military service may be entitled to return to: (i) the position the employee would have held if the employee had been continuously employed, (ii) the employee’s previous position; or (iii) an equivalent position depending on the length of leave and the availability of positions.

In order to be qualified for reemployment under USERRA, an employee returning from service in any of the United States Uniformed Services must generally:

a) terminate his or her military service under honorable conditions;

b) give Spherion advance notice of the military service;

c) be absent for military service for no more than five years (cumulatively);

d) report back to Spherion by the beginning of the next regularly scheduled workday that begins at least 8 hours after return from military service, only if the period of service was 30 days or less;

e) apply for reemployment with Spherion within 14 days after return from military service, only if the

period of service was between 31 and 180 days; and

f) apply for reemployment with Spherion within 90 days after return from military service, only if the period of service was 181 days or more. The reporting and application deadlines may be extended for up to two years for employees who are hospitalized or convalescing because of a service-

connected illness or injury.

An employee entitled to reemployment following service in United States Uniformed Services will not be terminated without cause for 180 days after reemployment if the period of military service was between 30 and 180 days. If the period of service was more than 180 days, the employee will not be terminated without cause within one year after reemployment.

Americans with Disabilities ActSpherion offers equal employment opportunity to all applicants and employees, without regard to any physical or mental disability. We take positive steps to recruit and employ qualified individuals with disabilities. We provide reasonable accommodations for disabled applicants or employees so applicants have equal access to job opportunities and so employees can perform the essential functions of their jobs.

If you have a disability, or if in the future you become disabled, and require an accommodation to perform essential job functions, please contact your Spherion representative so we can evaluate and discuss your need and how best to accommodate it.

We will engage in an interactive process with you to identify the relevant essential functions and an accommodation that is reasonable and does not impose an undue hardship. Please note that it also may be necessary to consult with your healthcare provider as part of this process. Any and all medical information will be protected.

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Spherion will not retaliate against any applicant or employee for requesting a reasonable accommodation for a physical or mental disability. If you believe that you or any other person has suffered retaliation, please contact the Spherion Call Center or your Spherion representative promptly.

State Specific Leave PoliciesDepending on the circumstances, employees may be eligible for additional unpaid leave under state law. Please contact the Spherion representative for more information.

Jury Duty and Summons/Subpoenaed Witness ServiceLeaves of absence due to jury duty or witness service will be treated in accordance to state, city and/or municipality law.

Additional InformationFor additional information regarding the FMLA, please see Appendix A of this handbook. Please also note that employees may be entitled to additional benefits under the laws of the state in which they work. If the need for leave arises, employees should ask their Spherion representative or contact the Spherion Call Center for further information.

Please also see Appendix B of this handbook relating to important information regarding the California Family Rights Act and California Pregnancy Related Disability Leave.

State Specific Sick Leave Employees may be eligible for paid sick leave under applicable state and local law. For information regarding state sick leave laws, please see Appendix D of this handbook. Please contact your Spherion representative for further information.

Spherion Nursing Mothers Support PolicyIn support of all local, state and federal requirements supporting the health advantages of breastfeeding for infants and mothers, Spherion provides a supportive environment to enable breastfeeding employees to express their milk during work hours. This includes a company-wide lactation support program administered by Human Resources.

• Company responsibility - Breastfeeding employees who choose to continue providing their milk for

their infants after returning to work shall receive:

• Milk expression breaks - Breastfeeding employees are allowed to breastfeed or express milk during

work hours using their normal breaks and meal times. For time that may be needed beyond the

usual break times, employees may use personal leave or may make up the time as negotiated

with their Spherion representative. Should you have questions regarding specific accommodations

within your location, please contact your Spherion representative

• A place to express milk - A private location (not a restroom) shall be available for employees to

breastfeed or express milk. The room will be private and sanitary, located near a sink with running

water for washing hands and rinsing out breast pump parts, and have an electrical outlet. If

employees prefer, they may also breastfeed or express milk in their own private office, or in other

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comfortable locations agreed upon in consultation with the employee’s Spherion representative.

Expressed milk can be stored in general company refrigerators/in designated refrigerators provided

in the private “Mother’s Room,” or other location/in employee’s personal cooler.

How You Are PaidYour designated payday will be every Friday, provided you submit your approved timecard before 10 am the prior Monday. Failure to submit your time by the payroll deadline may result in delayed pay.

Your pay can be directly deposited to your bank account or issued via the Money Network Payroll Distribution Service. Paper checks may also be an option in specific states. Your Spherion representative will provide you with information so that you can determine which option is the best for you.

Spherion Timekeeping PolicyIt is the company’s policy to maintain accurate records of hours worked by nonexempt employees, to communicate clearly with all employees regarding working hours and pay, and to comply with all applicable state and federal wage-hour laws. Employees must strictly adhere to this timekeeping policy. Failure to comply will result in disciplinary action up to and including termination of employment (some infractions will result in immediate termination).

You are a non-exempt employee. To ensure proper and timely payment, you must maintain an accurate record of the total hours you work each day, including all regular and overtime hours worked and any absences, late arrivals, early departures and meal and break periods.

Work Time:• All time spent performing work or engaged in work-related activities.

• Working “off the clock” means that work is performed by the employee but not recorded as work

time, and therefore not paid. Working “off the clock” is strictly prohibited and is grounds for

disciplinary action up to and including termination.

• Fraudulently adjusting recorded time worked or other falsification of information is grounds for

immediate termination.

• Some work sites permit employees to clock in prior to their scheduled shift time. However, they

are not authorized to perform any work prior to their scheduled shift time without written approval

from their manager. If an employee actually begins work prior to the scheduled shift start time, the

employee must notify the employee’s manager. Likewise, employees may not clock out early prior

to their scheduled shift end time.

• Work time does not include hours away from work due to vacation, illness, or holiday, even when

this time away from work is compensated.

• Employees must not clock in or out for other employees, nor may they ask other employees to

clock in or out for them.

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If any client requires an employee to perform work outside of the scheduled workweek, including during meal or rest periods, and instructs the employee not to record his or her time, the employee must immediately notify their Spherion representative. Please see the Appendix B of this handbook related to important information regarding Spherion California Meal and Rest Period Policy. Employees who have any questions or concerns regarding timekeeping issues must contact his/her Spherion representative or the Spherion Call Center.

Time EntryYour time entry process may vary from assignment and client.

• Electronic time capture - If you are utilizing our electronic time capture system, please be sure to

enter an accurate recording of hours worked each week by the specified deadline.

• Time clock – If you are utilizing a time clock, please be sure to punch in and out as instructed by

your Spherion representative.

• Paper timesheet - If you utilize paper timesheets, your timesheet must be signed by you and the

client each week to verify that the reported hours worked are accurate.

Be sure to submit your time by the end of your last day worked for the week. Your Spherion representative will provide you with additional details on how to submit your time.

Time CaptureSubmission of your time according to the site’s specific time capture process is important to ensure you are paid properly.

• Be responsible for clocking in and out the designated time-capture system when entering or

leaving an assigned work shift.

• Understand the consequences of incorrect punches. Failure to enter time correctly could result in

disciplinary action up to and including termination.

• Notify your Spherion representative immediately if the time capture system is not functioning

properly.

• Your hours worked will be monitored and verified by the client supervisor. After all hours have been

approved for the week, Spherion will process payroll.

Can’t Make it Into Work?If for some unexpected reason such as an emergency or illness you cannot make it to work or will be late, you must call your Spherion representative prior to the start of your scheduled arrival time so they can call the client and/or find a replacement.

You must call your Spherion representative prior to the start of your shift each day that you will be absent. A note from your health care provider may need to be submitted upon arrival back at work for any absences in excess of three (3) days.

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Your failure to inform your Spherion representative may be grounds for dismissal or indication that you have voluntarily resigned your position. If within the Probationary Period you have an unexcused absence or no-call/no-show for an assignment, you may be immediately terminated from Spherion. This termination may affect your eligibility for unemployment benefits. Spherion administers attendance guidelines in accordance with state and federal law. Please contact your Spherion representative or the Spherion Call Center if you require any accommodation or exception with respect to this policy.

ExpectationsYou can expect Spherion to do everything possible to ensure your workplace is safe, productive and free of illegal activities. Likewise, we expect you to do your part by knowing and adhering to our policies, and reporting any activities you believe may violate them.

Our Probationary and Orientation Period PolicyAll new employees will serve a general probationary period of 45 calendar days (except for Florida employees whose period is 90 days), which will begin on your first day of employment with Spherion. As part of, and coincidental with, this general probationary period, all new employees will also serve a medical orientation period, which will begin on your first day of employment and will last for one month. During these periods, the company and you will have an opportunity to determine whether further employment with Spherion is appropriate. Spherion can extend the duration of the general probationary period (but not the medical orientation period) one or more times if it determines that an extension is appropriate. Your successful completion of the general probationary and medical orientation periods should not be construed as creating a contract of employment for any specific duration or as otherwise altering the at-will employment relationship between you and Spherion. However, once you complete the medical orientation period, you will enter the class of employees who in the future may become eligible for Spherion group medical plan. Both during and after the probationary and orientation periods, you will remain an at-will employee, such that either you or Spherion may terminate the employment relationship without notice at any time for any reason not prohibited by law.

Our Equal Employment Opportunity PolicySpherion is committed to equal employment opportunity for all qualified persons and prohibits discrimination on the basis of any characteristic. It is the policy of Spherion to make all employment- related decisions based upon merit and without regard to race, color, religion, age, sex (including pregnancy), sexual orientation, gender identity, national origin, ancestry, pregnancy, disability, genetic information, service in the uniformed services, covered veterans or any other classification protected by federal, state or local law.

In addition, Spherion provides reasonable accommodations for all qualified individuals with disabilities, as defined by the Americans with Disabilities Act (ADA).

It is the policy of Spherion that every employee shall enjoy a work environment free from illegal discrimination and/or harassment of any nature. Racial and ethnic harassment can include racial slurs, ethnic jokes, and offensive statements about any group’s racial, ethnic, or religious heritage. Sexual

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harassment can include remarks or actions of a sexual nature that are not welcome, that are personally offensive, and that therefore create a hostile or offensive working environment.

Our Policy Prohibiting Illegal Harassment Discrimination and RetaliationSpherion has a long-standing, well-enforced policy that prohibits illegal discrimination and/or harassment in the workplace. If at any time you believe that you have been subjected to illegal discrimination or harassment, or if you know that such conduct is occurring, you have an obligation to report it to either your Spherion representative, or the Spherion Call Center. Spherion investigates all claims of illegal discrimination or harassment and takes appropriate remedial action. Any employee engaging in such conduct will be disciplined up to and including discharge. Retaliation for reporting concerns about illegal harassment, discrimination, or for participating in an investigation will not be tolerated.

Our Policy Prohibiting use of Illegal Drugs and Alcohol in the WorkplaceSpherion substance abuse policy is enforced according to federal and state laws and regulations. Employees found to be under the influence of illegal drugs or alcohol at work will be terminated and they may jeopardize collecting unemployment benefits.

Our Policy Prohibiting Violence in the WorkplaceSpherion is dedicated to providing a violence-free workplace, and prohibits conduct considered violent, dangerous or threatening. Acts of violence, possession of weapons and threatening behavior will result in immediate termination of employment.

Our Policy with Respect to Disciplinary ActionOur goal is to employ top-quality employees in challenging and rewarding positions. If an individual’s performance or workplace conduct is not meeting expectations, we reserve the right to take appropriate disciplinary action, which depending upon the severity of the situation, may result in an immediate end of the assignment and/or the employee’s employment relationship with Spherion.

Our policy prohibiting retaliation for reporting of workplace injuries or safety hazardsSpherion is committed to providing you with a safe workplace, compliant with OSHA standards and free from injury. However, if you do get injured on the job or encounter safety hazards, we encourage you to report these immediately to your Spherion representative. Retaliation for reporting injuries or safety concerns will not be tolerated.

Safety in the WorkplaceYour safety is our #1 priority. At Spherion our people are our most valuable asset and their safety and well-being are our primary concern.

You are 200% responsible for safety. 100% responsible for YOUR safety and, 100% responsible for the safety of those around you, because what THEY do can hurt YOU!

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Accordingly, we have developed the following safety guidelines to ensure a safe and productive work experience. As a Spherion employee, we want you to be “safety conscious” and observe the following practices at all times while on the job: Know and practice all safety rules of both Spherion and our client.

• Report all accidents and injuries immediately, however minor they might seem to your supervisor

and to your Spherion representative, even if you do not require medical treatment.

• Report all unsafe conditions, actions and job changes to your supervisor and Spherion representative.

• Injured employees may be subject to post-accident drug testing in accordance with Spherion’s

Drug and Alcohol Policy.

• You will be told prior to your assignment what machinery or equipment you will operate. If

you arrive at your assignment and are told to operate anything different from your original job

description, then contact Spherion.

• Never operate any equipment, including saws or other machinery, unless specifically authorized

by Spherion and only after you have been properly trained on the equipment. If you are unsure

whether you are authorized or if you did not receive training, do not operate the equipment and

immediately contact Spherion.

• You have the right to receive proper training once you arrive at the job site. If you do not receive

training on how to perform your job safely, immediately contact Spherion.

• Wear proper personal protective equipment and clothing at all times as instructed by Spherion and

your supervisor.

• Maintain good housekeeping in your work area.

• Spherion employees are not allowed to use or climb ladders or work more than three feet above the

ground. If you are told to work above three feet, contact Spherion immediately.

• You are authorized to operate a powered industrial truck (PIT) only if you were specifically placed

on a PIT assignment by Spherion. If you are told to operate a PIT without Spherion authorization,

immediately contact Spherion. Prior to authorized operation of a PIT, all employees must be

properly trained and certified by the client before using their equipment.

• Horseplay is not permitted in the workplace or on company property.

• If you are unsure about your safety or the safety of those around you, contact your supervisor and

your Spherion representative immediately.

• If you are ever asked to do something different than we described as your original assignment,

please contact your Spherion representative immediately.

Accident/Injury ProcedureOur goal is to prevent accidents before they happen, not react to them after they happen. However, accidents and injuries do occur regardless of our best intentions to prevent them. In the event of an accident, we want you to be prepared to act quickly and decisively.

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What to do if you are injured on the job• It is important that you immediately report the incident to your supervisor and the Spherion

representative (ALL incidents - emergency and nonemergency) prior to you seeking medical treatment (unless emergency treatment is needed).

• If you are injured on the job outside of regular business hours, on weekends or holidays, please contact your local Spherion office after hours hotline or Spherion Risk Management hotline, 1.800.821.6909. You will able to speak to a nurse who can answer any questions, but you must still contact your Spherion representative once they are available.

• You will be asked to complete paperwork prior to treatment and will be given some forms to take to the doctor with you. Paperwork must be completed even if you decline medical treatment.

• Take picture identification with you. If you receive medical treatment, be sure to name Spherion as your employer. A post-accident drug test may be required based on the nature of the incident. Refusal to cooperate can result in loss of employment.

• As soon as possible, after your medical treatment, you are required to bring any paperwork from your doctor to your Spherion representative for processing. Spherion will provide the necessary information to our client once you have reported the accident and signed all paperwork concerning the accident.

Spherion will process and handle all workers’ compensation claims and information. Any questions regarding emergencies or workplace accidents should be directed to the Spherion representative.

Working for SpherionThe Work NumberSpherion uses a national service called The Work Number, which provides instant automated employment and income verifications. As a Spherion employee, you can authorize lending institutions, credit card companies, property management companies and other employers’ access to your information.

To provide proof of employment:Give the person seeking your proof of employment the following information:

• The Work Number access options: www.theworknumber.com or 1.800.367.5690

• The Spherion employer code: 13515

• Your Social Security number

To provide proof of employment and income:1. Visit www.theworknumber.com/employee or call 1.800.367.2884

2. Enter Spherion employer code: 13515 – Your Social Security number then enter your PIN (You will

be prompted to create a PIN the first time you call.)

3. Select to obtain a Salary Key – write down the Salary Key

GUIDEEmployee Guide

4. Give the person seeking proof of your employment and income the following:

- The Work Number access options: www.theworknumber.com or 1.800.367.5690

- The Spherion employer code: 13515

- Your Social Security number

- Your Salary Key

Please refer any verification requests to The Work Number Client Service Center: Monday – Friday from 7 a.m. – 8 p.m. (CST) 1.800.996.7566 (voice) 1.800.424.0253 (TTY – Deaf)

Spherion NetWORKAs soon as you receive the email with the link to the Spherion NetWORK, we encourage you to register right away so you can start taking advantages of the benefits. This site provides you with the convenience and security of 24-hour access to your information – all online from any internet connection. Ask your Spherion representative today for the Spherion NetWORK brochure.

• You will access the site: https://www.spherionnetwork.com • Click on new user if this is the first time accessing OR enter your username and password that was

previously set up.

Spherion NetWORK is a fast, secure way to:• Enter your time • View your paystubs• Edit personal information such as address, phone number and emergency contact• Update availability• Enroll in and/or update your direct deposit information• Update federal and/or tax information• Receive your W-2 electronically or print duplicates of current W-2• Catch up on the latest Spherion company news and announcements

Who to CallYour Spherion representative is your first point of contact for any questions.

Should a representative of Spherion not be available or you feel you need another resource, you are encouraged to contact the Spherion Call Center at 1.888.218.4417, 8 a.m. – 8 p.m. (EST), Monday - Friday.

GUIDEEmployee Guide

Spherion Employee Guidebook Acknowledgement I have read and fully understand the above statements regarding Spherion policies, procedures and expectations. I understand that failure to comply with these policies and procedures may lead to disciplinary action up to and including termination.

Employee Name (print): ____________________________________________________________________

Employee Signature: _______________________________________________________________________

Date: _________________________________

GUIDEEmployee Guide

GUIDEEmployee Guide

Basic Leave EntitlementFMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons:• for incapacity due to pregnancy, prenatal medical care or

child birth;• to care for the employee’s child after birth, or placement

for adoption or foster care;• to care for the employee’s spouse, son, daughter or

parent, who has a serious health condition; or• for a serious health condition that makes the employee

unable to perform the employee’s job.

Military Family Leave EntitlementsEligible employees whose spouse, son, daughter or parent is on covered active duty or call to covered active duty status may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.

FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service-member during a single 12-month period. A covered service member is: (1) a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness*; or (2) a veteran who was discharged

or released under conditions other than dishonorable at any time during the five-year period prior to the first date the eligible employee takes FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness.*

*The FMLA definitions of “serious injury or illness” for current service members and veterans are distinct from the FMLA definition of “serious health condition”.

Benefits and ProtectionsDuring FMLA leave, the employer must maintain the employee’s health coverage under any “group health plan” on the same terms as if the employee had continued to work. Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave.

Eligibility RequirementsEmployees are eligible if they have worked for a covered employer for at least 12 months, have 1,250 hours of service in the previous 12 months*, and if at least 50 employees are employed by the employer within 75 miles.

*Special hours of service eligibility requirements apply to airline flight crew employees.

Definition of Serious Health ConditionA serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities.

Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.

Use of LeaveAn employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the employer’s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis.

Substitution of Paid Leave for Unpaid Leave Employees may choose or employers may require use of accrued paid leave while taking FMLA leave. In order to use paid leave for FMLA leave, employees must comply with the employer’s normal paid leave policies.

Employee ResponsibilitiesEmployees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When30 days’ notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer’s normal call-in procedures.

Employees must provide sufficient information for the employer to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee

Employee Rights and ResponsibilitiesUnder the Family and Medical Leave Act

Appendix A

GUIDEEmployee Guide

is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. Employees also must inform the employer if the requested leave is for a reason for which FMLA leave was previously taken or certified. Employees also may be required to provide a certification and periodic recertification supporting the need for leave.

Employer ResponsibilitiesCovered employers must inform employees requesting leave whether they are eligible under FMLA. If they are, the notice must specify any additional information required as well as the employees’ rights and responsibilities. If they are not eligible, the employer must provide a reason for the ineligibility.

Covered employers must inform employees if leave will be designated as FMLA-protected and the amount of leave counted against the employee’s leave entitlement. If the employer determines that the leave is not FMLA-protected, the employer must notify the employee.

Unlawful Acts by EmployersFMLA makes it unlawful for any employer to:• interfere with, restrain, or deny the exercise of any right

provided under FMLA; and• discharge or discriminate against any person for

opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA.

EnforcementAn employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an employer.

FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights.

FMLA section 109 (29 U.S.C. § 2619) requires FMLA covered employers to post the text of this notice. Regulation 29 C.F.R. § 825.300(a) may require additional disclosures.

For additional information:1-866-4US-WAGE (1-866-487-9243)TTY: 1-877-889-5627 WWW.WAGEHOUR.DOL.GOVU.S.Department of Labor | Wage and Hour Division

Appendix A (continued)

GUIDEEmployee Guide

California Family Rights Act (CFRA)In accordance with the California Family Rights Act (CFRA) eligible employees in California are entitled to 12 weeks unpaid leave for:• Birth of a child for purposes of bonding,• Placement of a child in the employee’s family for

adoption or foster care.

Leave taken for the birth, adoption, or foster care placement of a child need not be taken all at once but must be completed within one year of the qualifying event:• For the serious health condition of the employee’s child,

parent, spouse, or registered domestic partner,• For the employee’s own serious health condition.

Serious health condition means illness, injury (including on- the-job injuries), impairment, or physical or mental condition of the employee or a child, parent, spouse, or registered domestic partner of the employee that involves either:• In-patient care (i.e., an overnight stay) in a hospital,

hospice, or residential health care facility,• Continuing treatment or supervision by a health care

provider.

Where CFRA leave is taken for the serious health condition of a parent, child, spouse, or registered domestic partner or for the serious health condition of the employee, leave may be taken intermittently or on a reduced-work schedule when medically necessary, as determined by the health care provider of the person with the serious health condition.

However, Spherion may limit leave increments to the shortest period of time the payroll system uses to account for absences.

EligibilityTo be eligible for CFRA leave, an employee must be either a full-time or part-time employee living or working in California, have more than 12 months (52 weeks) of service with the employer, have worked at least 1,250 hours in the 12-month period before the date the leave begins, and work at a location in which the employer has at least 50 employees within 75 miles radius of the employee’s work site. Leave under the CFRA may total up to 12 workweeks in a 12-month period. It does not need to be taken in one continuous period of time.

Advance notice/certification for leaveSpherion may require 30-day advance notice of a need for CFRA leave if the event is foreseeable. Should the need for leave be unexpected, notice should be given as soon as practicable. Notice may be verbal or written and shall state the reason for the leave and its anticipated timing and duration. Spherion may require written certification from a health care provider.

Benefits during CFRA leaveDuring the CFRA leave, you are required to exhaust all paid vacation time or PTO concurrently. If the CFRA leave is for your own serious health condition, you also must exhaust any accrued paid sick leave. Upon returning from CFRA leave, most employees will be reinstated to the same or equivalent position with equivalent pay, benefits, and other terms and conditions of employment. Benefits based on length of service continue to accumulate during leave. If you usually pay a portion of the premiums for health insurance, you must continue to do so during the leave.

CFRA/FMLAGenerally, an employee’s rights, responsibilities and leave entitlements under the CFRA are the same as the employee’s rights, responsibilities and leave entitlements under the FMLA. In addition, unless prohibited by law, an employee’s FMLA leave and CFRA leave will run concurrently. As set forth in more detail in the Company’s Pregnancy Disability Policy, the time taken by an employee for pregnancy disability leave does not count towards the employee’s leave entitlement under the CFRA. Further, if the employee is eligible for workers’ compensation leave, the workers’ compensation leave will run concurrently with FMLA and CFRA.

Return to workAs a condition to restoring an employee whose leave was based on the employee’s own serious health condition, the employee must provide certification from the employee’s health care provider stating that the employee is able to resume work. This return-to-work statement is required for all serious health conditions unless the employee has previously provided one for that condition within the past year. Upon release to return to work, an employee will be reinstated to the original position or a comparable position. If no position is available upon the employee’s release to return to work, the employee will be laid off.

An employee returning from CFRA leave has no greater right to reinstatement than if the employee had been continuously employed. An employee who fails to return to work upon the conclusion of the approved leave will be deemed to have abandoned the job and will be terminated. An employee who is unable to return to work at the expiration of the CFRA leave may be terminated.

Appendix B

GUIDEEmployee Guide

Pregnancy-related disability leaveAn employee disabled by pregnancy is entitled to up to four months (or 17 1/3 weeks) of disability leave. Leave can be taken before or after birth during any period of time the woman is physically unable to work because of pregnancy or a pregnancy-related condition. The pregnancy disability leave may be taken in one continuous period, intermittently or on a reduced schedule as determined by the employee’s health care provider. If the pregnancy disability leave is taken intermittently or on a reduced schedule basis, the employee will be granted time off for the number of days or hours the employee would normally work within four calendar months. Pregnancy leave is available when a woman is actually disabled. This includes time off needed for prenatal care, severe morning sickness, doctor-ordered bed rest, childbirth, recovery from childbirth, or any related medical condition.

If possible, an employee must provide her employer with at least 30 days advance notice of the date which pregnancy disability leave or accommodation is sought. If 30 days advance notice is not possible, notice must be given as soon as practical.

Upon the request of an employee and with the written medical certification of the employee’s health care provider, the employee may be transferred to an available alternate position to accommodate intermittent or reduced schedule pregnancy disability leave, or the employee’s work assignment may be changed if medically necessary to protect the health and safety of the employee, the successful completion of the pregnancy, or other persons.

Upon the request of an employee and with the written medical certification of the employee’s health care provider, the Company will engage in the interactive process in order to provide a reasonable accommodation that will allow the employee to perform the essential functions of the employee’s job while the employee is temporarily disabled.

When the employee’s health care provider determines that a transfer or an accommodation is no longer medically necessary, the employee will return to the employee’s usual and customary job duties.

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 the same position held at the time the leave began or to a comparable position, if available. An employee returning from a pregnancy disability leave has no greater right to reinstatement than if the employee had been continuously employed.

An employee who requests and/or requires more pregnancy disability leave than the employee is entitled to by law is not guaranteed reinstatement to any position at the Company.

The Company reserves the right, in its sole discretion, to terminate the employee upon the expiration of the employee’s statutory leave entitlement. An employee who fails to return to work on the scheduled return date will be deemed to have abandoned the job and the employee’s employment with the Company will be terminated.

Pregnancy Disability Leave is generally unpaid; however, Spherion may require an employee to use accrued sick leave during any unpaid portion. The employee may also voluntarily use vacation leave or PTO during an otherwise unpaid portion of pregnancy disability leave.

CFRA/pregnancy disability leaveAlthough CFRA does not cover pregnancy-related disability, at the end of an employee’s period(s) of FMLA or other pregnancy disability leave, a CFRA-eligible employee may request a CFRA leave of up to 12 workweeks for reason of birth of her child if the child has been born by this date. There is no requirement that either the employee or child have a serious health condition nor is there a requirement that the employee no longer be disabled by her pregnancy, childbirth, or related medical condition before taking CFRA leave for reason of birth of her child.

Rest periodsIf you work at least 3.5 hours in a day, Spherion authorizes and permits you to take at least a 10-minute uninterrupted paid rest period for every four hours worked or major fraction thereof. This means you are authorized and permitted to take one at least 10-minute rest period if you work between3.5 and 6 hours in a day; a second at least 10-minute rest period if you work between 6 and 10 hours in a day; and a third at least 10-minute rest period if you work more than 10 hours in a day, and so forth. Rest periods should be taken as close to the middle of each four-hour period of time worked as possible. During all rest periods, you are prohibited from performing any work. Rest periods may not be accumulated from day to day or combined on the same day. Rest periods also may not be used at the beginning or end of the workday, or added to your meal period(s), or used to make up time due to tardiness or other missed work. In the event you are not able to take a ten-minute uninterrupted rest period, please immediately inform your Spherion manager or Spherion Call Center so the issue can be addressed.

SPHERION – CA MEAL AND REST PERIOD POLICYIn California, Spherion maintains a Meal and Rest Period Policy that authorizes and permits paid rest periods and provides unpaid and off-duty meal periods for its nonexempt employees. Any questions regarding this policy should be directed to your Spherion manager or Spherion Call Center at 888.218.4417.

Appendix B (continued)

GUIDEEmployee Guide

Meal periodsIf you work more than 5 hours in a day, Spherion provides at least a 30-minute unpaid, uninterrupted off-duty meal period prior to the end of your fifth hour of work. If you work more than 10 hours in a day, Spherion provides you with at leasta second 30-minute unpaid, uninterrupted off-duty meal period prior to the end of your tenth hour of work. During all meal periods, you are prohibited from performing any work and are permitted to leave the client’s premises. If you are not provided with your meal period, or it is interrupted by work, please immediately inform your Spherion manager or the Spherion Call Center so that the issue can be addressed. You must check with your Spherion manager to determine your meal period schedule and to ensure proper coverage of department operations. Meal periods may not be accumulated from day to day or combined in one day. Meal periods also may not be used at the beginning or end of the workday, or added to your rest period(s), or used to make up time due to tardiness or other missed work.

Employees may be permitted to voluntarily waive their meal period on days that they work more than five hours, but no more than six hours. Employees may also be permitted to voluntarily waive their second meal period on days that they work more than 10 hours, but no more than 12 hours. Employees who are interested in waiving their meal periods should contact their Spherion manager so that the appropriate meal period waiver forms can be completed.

Recording and reporting requirementsYou must record your meal period(s) each day - when you start your meal period and when you end your meal period. If your Spherion manager does not permit you to take a meal or rest period as set forth above, you should immediately contact your Spherion manager’s supervisor or Spherion Call Center at 888.218.4417.

Further, if you experience retaliation for requesting or taking a meal or rest period, you have an obligation to contact the Spherion Call Center, who will investigate your complaint. Spherion will not retaliate against you for reporting an alleged meal and rest period violation. Failure to adhere to any provision of this policy may be grounds for discipline, up to and including termination of employment.

Appendix B (continued)

Appendix C

Employees may voluntarily disclose their wages without being retaliated against, subject to the restrictions described below. In accordance with Minn. Stat. Section 181.172, the Company shall not require nondisclosure by an employee of his or her wages as a condition of employment; shall not require an employee to sign a waiver or other document which purports to deny an employee the right to disclose the employee’s wages; and shall not take any adverse action against an employee for disclosing the employee’s own wages or discussing another employee’s wages which have been disclosed voluntarily.

This policy does not obligate any employee to disclose his or her wages to any other employee. This policy does not permit an employee to disclose (without written consent of the Company) proprietary information, trade secret information, or information that is otherwise subject to a legal privilege or protected by law; or permit the employee to disclose wage information of other employees to a competitor.

The Company will not take adverse action or retaliate against an employee for asserting his or her rights or remedies under this policy. An employee may bring a civil action for a violation of this policy. If a court finds that the Company has violated this policy, the court may order reinstatement, back pay, restoration of lost service credit, if appropriate, and the expungement of any related adverse records of an employee who was the subject of the violation.

Minnesota Wage Disclosure Protection: Notice of Employee Rights and Remedies

GUIDEEmployee Guide

GUIDEEmployee Guide

Appendix D

Entitlement:• An employee who, on or after July 1, 2015, works in

California for 30 or more days within a year from the beginning of employment is entitled to paid sick leave.

• Paid sick leave accrues at the rate of one hour per every 30 hours worked, paid at the employee’s regular wage rate. Accrual shall begin on the first day of employment or July 1, 2015, whichever is later.

• Accrued paid sick leave shall carry over to the following year of employment and may be capped at 48 hours or 6 days. However, subject to specified conditions, if an employer has a paid sick leave, paid leave or paid time off policy (PTO) that provides no less than 24 hours or three days of paid leave or paid time off, no accrual or carry over is required if the full amount of leave is received at the beginning of each year in accordance with the policy.

Usage:• An employee may use accrued paid sick days beginning

on the 90th day of employment.• An employer shall provide paid sick days upon the oral

or written request of an employee for themselves or a family member for the diagnosis, care or treatment of an existing health condition or preventive care, or specified purposes for an employee who is a victim of domestic violence, sexual assault, or stalking.

• An employer may limit the use of paid sick days to 24 hours or three days in each year of employment. Retaliation or discrimination against an employee who requests paid sick days or uses paid sick days or both is prohibited. An employee can file a complaint with the Labor Commissioner against an employer who retaliates or discriminates against the employee. For additional information you may contact your employer or the local office of the Labor Commissioner. Locate the office by looking at the list of offices on our website http://www.dir.ca.gov/dlse/DistrictOffices.htm using the alphabetical listing of cities, locations, and communities. Staff is available in person and by telephone.

State Specific Paid LeaveCalifornia: Healthy Workplaces/Healthy Families Act of 2014 Paid Sick Leave

Appendix D (continued)

GUIDEEmployee Guide

Beginning July 1, 2015, Massachusetts employees have the right to earn and take sick leave from work.

Who Qualifies?All employees in Massachusetts can earn sick time.

This includes full-time, part-time, temporary, and seasonal employees.

How Is It Earned?• Employees earn 1 hour of sick time for every 30 hours

they work.• Employees can earn and use up to 40 hours per year if

they work enough hours.• Employees with unused earned sick time at the end of

the year can rollover up to 40 hours.• Employees begin earning sick time on their first day of

work and may begin using earned sick time 90 days after starting work.

Will It Be Paid?• If an employer has 11 or more employees sick time must

be paid.• For employers with 10 or fewer employees, sick time

may be unpaid.• Paid sick time must be paid on the same schedule and

at the same rate as regular wages.

When Can It Be Used?• An employee can use sick time when the employee

or the employee’s child, spouse, parent, or parent of a spouse is sick, has a medical appointment, or has to address the effects of domestic violence.

• The smallest amount of sick time an employee can take is one hour.

• Sick time cannot be used as an excuse to be late for work without advance notice of a proper use.

• Use of sick time for other purposes is not allowed and may result in an employee being disciplined.

Can An Employer Have a Different Policy?Yes. Employers may have their own sick leave or paid time off policy, so long as employees can use at least the same amount of time, for the same reasons, and with the same job-protections as under the Earned Sick Time Law.

RETALIATION• Employees using earned sick time cannot be fired or

otherwise retaliated against for exercising or attempting to exercise rights under the law.

• Examples of retaliation include: denying use or delaying payment of earned sick time, firing an employee, taking away work hours, or giving the employee undesirable assignments.

Notice & Verification• Employees must notify their employer before they use

sick time, except in an emergency.• Employers may require employees to use a reasonable

notification system the employer creates.• Employees out of work for 3 consecutive days OR using

sick time within 2 weeks prior to leaving their jobs, may be required by their employer to provide documentation from a medical provider.

Do You Have Questions?Call the Fair Labor Division at 617-727-3464 E-Mail us at EarnedSickTime@state.ma.us Visit www.mass.gov/ago/earnedsicktime

State Specific Paid LeaveMassachusetts: Earned Sick TimeNotice of Employee Rights