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Loyal Source Government Services

3680 Avalon Park E Blvd., Suite 310

Orlando, FL 32828

407-306-8441

January 8, 2016

Dear Miguel Romero,

We are pleased to offer you a position with Loyal Source Government Services (LSGS). This

offer of employment is conditioned upon the satisfactory completion of certain requirements, as

more fully explained in the following. Your employment is subject to the terms and conditions

set forth in this letter, which override anything said to you during your interview or any other

discussions about your employment with Loyal Source. Your employment will be subject to

your satisfactory completion of a 90-day probationary period. However, completion of the

probation period will not alter your at-will employment status in any way (see below for more

information regarding at-will employment). You will be subject to all applicable LSGS’s

employment and other policies, as outlined in Loyal Source’s Handbook, and other policy and

procedure memorandums.

You will be hired as a Full Time Youth Care Worker on behalf of LSGS at Holloman Air

Force Base effective on or about January 18, 2016, your anticipated start date. You shall

perform all professional services in accordance with this offer letter and in accordance with the

bylaws, rules and regulations of the Medical Staff of Holloman Air Force Base. This is a non-

exempt position, covered by the Services Contract Act (SCA). In your capacity as Youth Care

Worker, you will perform duties and responsibilities that are reasonable and consistent with the

scope of practice you are licensed for or have the required training and education for. You

acknowledge you have reviewed a copy of the job description and all necessary qualifications

and that you meet all necessary requirements. LSGS does not restrict you from other

employment; however you agree that any outside employment will not negatively affect your

ability to perform in this position. You agree to devote your full duty time, attention and best

efforts to the performance of your responsibilities while on duty for LSGS and to the furtherance

of LSGS’s named interests during your employment.

In consideration of your services, you will be paid hourly at the base rate of $10.15 per hour plus

all applicable overtime as required by law, payable bi-weekly in accordance with the standard

payroll practice of LSGS and subject to all withholdings as required by law. You will also

receive $4.27 per hour (up to 40 hours in a week) as Health & Welfare Fringe (H&W Fringe) as

required by the SCA for the sole purpose of purchasing benefits. Your health and welfare fringe

earnings will go towards any eligible elected insurance benefit premiums and any remaining

fringe will be treated as taxable earnings in your bi-weekly pay check. LSGS has aligned itself

with the federally mandated Healthcare Reform Act. All eligible SCA employees are offered

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employee health insurance under a group employer plan that is 100% paid for by LSGS through

the H&W Fringe. Each employee must, at a minimum, elect employee medical coverage unless

you meet one of the following conditions:

1) You are a covered dependent under another group plan

2) You are eligible and received Medicare coverage

3) You have retiree benefits.

If you meet one of the conditions above, you are required to submit a waiver of coverage along

with proof of your current coverage. Your proof of coverage can be supplied by providing a

statement from your insurance carrier stating the name of the policy, the effective date and the

name of the insured or a copy of the front and back of your medical insurance card. If you do

not provide the appropriate documentation within 30 days of hire, you will automatically be

enrolled in the CSS medical plan and payment will be deducted from your employer provided

Health & Welfare Fringe. Corporate Service Solutions (CSS), our Health & Welfare Fringe

Benefit Plan Administrator, will be responsible for tracking and administrating your Health &

Welfare Fringe benefit dollars. LSGS will contribute $10.66 bi-weekly from the employer

provided Health & Welfare Fringe benefit dollars towards Group Term Life Insurance and the

CSS administration

If this offer is accepted and you begin employment with Loyal Source, you will be eligible to

participate in any benefit plans and programs in effect based on your full or part time eligibility

status, including paid time off (PTO) and holiday pay, group medical, dental, vision and life

insurance, disability benefits, 401k plan, and other fringe benefits as available to other similarly

situated employees of LSGS, in accordance with and subject to the eligibility and other

provisions and programs.

You will accrue PTO hours each biweekly pay period based on your regular hours worked/paid

at a rate not to exceed 10 days per year. You will be eligible for up to 10 paid Holidays per year

as they occur and the holiday hours paid will be based on your regular work schedule not to

exceed 8 hours. e.g. if you work full time on an 8 hr. a day job you will receive 8 paid holiday

hours – if you work half time in an 8 hr. a day job you will receive 4 paid hours per holiday.

Your employment will be at-will, meaning that you or LSGS may terminate the employment

relationship at any time, with or without cause, and with or without notice.

This offer is contingent upon:

(a) Verification of your right to work in the United States, as demonstrated by your

completion of the I-9 form upon hire and your submission of acceptable documentation

(as noted on the I-9 form) verifying your identity and work authorization within three

days of starting employment. For your convenience, a copy of the I-9 forms list of

acceptable documents is enclosed for your review.

(b) Satisfactory completion and outcome of a background investigation and credentialing, for

which the required notice and consent forms are attached to this letter.

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(c) Your execution of Loyal Source’s Reimbursement Agreement, a copy of which is

attached to this letter).

(d) A medical report signed by a provider that LoyalSource considers satisfactory, if required

by contract.

(e) Your passing of a drug screening test on the first attempt when requested.

The offer will be withdrawn if any of the above conditions are not satisfied.

By accepting this offer, you confirm that you are able to accept this job and carry out the work

that it would involve without breaching any legal restrictions on your activities, such as

restrictions imposed by a current or former employer. Also during the duration of Loyal Source

Government Services Contract you cannot be employed by any other company at the facility for

up to two years post-employment with Loyal Source Government Services. You also confirm

that you will inform LSGS about any such restrictions and provide LSGS with as much

information about them as possible, including any agreement between you and your current or

former employer describing such restrictions on your activities. You further confirm that you

will not remove or take any documents or proprietary data or materials of any kind, electronic or

otherwise, with you from your current or former employer to LSGS without written authorization

from your current of former employer. If you have any questions about the ownership of

particular documents or other information, discuss such questions with your former employer

before removing or copying the documents or information.

All of us at Loyal Source Government Services are excited at the prospect of you joining our

team. If you have any questions about the above details, please call your recruiter/transition

manager, Matt McCrary immediately at 321-202-2763. If you will accept this position, please

sign below and return this letter agreement within 3 days. This offer is open for you to accept

until January 12, 2016, at which time it will be deemed to be with withdrawn.

I look forward to hearing from you.

Yours sincerely,

Loyal Source Human Resources

I accept the offer of employment outline above.

Name (Sign): _____________________________

Name (Print): ____________________________

Date: ___________________________________

Miguel Romero (Jan 8, 2016)Miguel Romero

Miguel Romero

Jan 8, 2016

CONSENT AND RELEASE FROM LIABILITY STATEMENT

BACKGROUND INVESTIGATION CONSENT

______ I hereby authorize Loyal Source Government Services, and/or any of its officers, employees, or agents to investigate

my background, references, character, education, past employment, and/or criminal records in order to confirm my

qualifications for employment as represented on my résumé and/or employment application, and/or in my employment

interview.

REFERENCE CHECK CONSENT

______ I voluntarily consent to authorize Loyal Source Government Services or any of its officers, employees, or agents to

check my references by contacting any person or entity whom they deem to be an appropriate reference. I understand

that questions may be asked about my educational background, work experience, achievements, wage history,

performance, attendance, personal history, character, personality, disciplinary information, and reason for separation

from former employment.

RECORDS RELEASE CONSENT

______ I hereby authorize Loyal Source Government Services to consult with administrators and members of any facility,

hospitals, or institutions with which I have been associated, and with others, including past and present malpractice

carriers, who may have information bearing on my professional competence, character, and ethical qualifications.

I hereby further consent to the inspections by Loyal Source Government Services, the clinical staff and their

representatives of all records and documents (not otherwise restricted) including medical records at other hospitals and

facilities that may be material to an evaluation of my professional qualifications and competence, including the National

Practitioner Data Bank (NPDB).

I hereby authorize Loyal Source Government Services to forward the results of the above queries and searches to the

Government Facility for which I am applying, including the results of the National Practitioner Data Bank (NPDB)

query. In accordance with the NPDB Guidebook Dated September 2001 Section title Confidentiality of NPDB

Information paragraph 10, “Additionally, if the health care entity obtains a release from a physician authorizing it to

specifically release confidential information it obtains from the NPDB to the private accreditation entity, the health

care entity may do so without violating the NPDB’s confidentiality restrictions.”

I hereby release from liability any and all individuals and organizations that, in good faith and without malice, provided

any and all information to the officials of Loyal Source Government Services, including medical facility officers or to

the authorized medical staff representatives, concerning my professional practice, competence, ethics, character and

other qualifications for staff appointment and clinical privileges. I hereby consent to the release of any and all such

information to Loyal Source Government Services

It is expressly understood that any information given is to be used for the purpose of determining my acceptability for

employment with Loyal Source Government Services

I also hereby release Loyal Source Government Services from all liability for damages or claims — including, but not

limited to, defamation, interference with contract, and negligence — which may arise or result from any reference

information gathered pursuant to this authorization. By signing below, I release Loyal Source Government Services

and/or its officers, employees, and/or agents, as well as any person or entity providing information on my background

pursuant to this acknowledgment form, from any and all liability in relation to the information obtained from any and

all of the above referenced sources used.

Applicant’s Name: ____________________________________ Date: _______________

Applicant’s Signature: _________________________________ Miguel Romero (Jan 8, 2016)Miguel Romero

mrmr

mrmr

mrmr

Miguel Romero Jan 8, 2016

DRUG TESTING CONSENT FORM

As a condition for my application being considered as a W2 Employee or an Independent

Contractor, I understand and agree to undergo a drug test. I understand that if my test results are

positive, I shall not be considered further by Loyal Source Government Services.

I hereby authorize any medical professional to conduct such testing and to provide the results to

Loyal Source Government Services. I release Loyal Source Government Services and the person

and organization conducting the testing from liability therefore.

Applicant’s Name: __________________________ Print Name Clearly

Applicant’s Signature: ___________________________ Date: _________

Miguel Romero (Jan 8, 2016)Miguel Romero

Miguel Romero

Jan 8, 2016

Disclose and Authorization Form

PLEASE READ CAREFULLY BEFORE SIGNING AUTHORIZATION

Loyal Source Government Services (“The Company”) may obtain information about you from a consumer agency for employment

purposes. Thus, you may be the subject of a “consumer report” and/or an “investigative consumer report” which may include, but is

not limited to information about your character, general reputation, personal characteristics and/or mode of living, employment

history, work experience, work habits, work performance, workers compensation claims, criminal history records, sexual offenders

lists, warrant records, motor vehicle records, military records, educational verification, license verification, credit history, civil

records, Government exclusion lists, FBI finger printing, and drug testing or other background checks. You have the right, upon

written request made within a reasonable time after receipt of this notice, to request disclosure of the nature and scope of any

investigative consumer report. Please be advised that the nature and scope of the most common form of investigative consumer report

obtained with regard to applicants for employment is an investigation into your education and/or employment history conducted by

Loyal Source Government Services, 13000 Avalon Lake Drive. Orlando, FL 32828, or another outside organization. The scope of this

notice and authorization is all-encompassing, however, allowing the company to obtain from any outside organization all manners of

consumer reports and investigative consumer reports now and throughout the course of your employment to the extent permitted by

law. As a result, you should carefully consider whether to exercise your right to request disclosure of the nature and scope of any

investigative consumer report.

I acknowledge receipt of the disclosure regarding background investigation and a summary of your rights under the Fair Credit

Reporting Act and certify that I have read and understand both of those documents. I hereby authorize the obtaining of “consumer

reports” and/or “investigative consumer reports” by the Company at any time after receipt of this authorization and throughout my

employment, if applicable. To this end, I hereby authorize, without reservation, any law enforcement agency, administrator, state or

federal agency, institution, school or university (public or private), information service bureau, employer, or insurance company to

furnish any and all background information requested by Loyal Source Government Services, 13000 Avalon Lake Drive. Orlando, FL

32828, another outside organization acting on behalf of the company and/or the company itself. I agree that a facsimile (“fax”),

electronic or photographic copy of this authorization shall be as valid as the original.

Last Name: __________________________ First Name: _________________________ Middle: ______________________

Other Names/Alias: ________________________________________________ Phone Number: _____________________

Social Security Number: __________________________ Date of Birth: ___________________

Driver’s License #: _________________________________ State of DL: _______ Expiration Date: ______________

Present Address: ____________________________________ City/State/ Zip Code: ______________________________

Signature: ___________________________________ Date: ______________

*This information will be used for background screening purposes only and will not be used as hiring criteria.

New York applicants or employees only: You have the right to inspect and receive a copy of any investigative consumer report requested by the

company by contacting the consumer reporting agency identified above directly.

Minnesota and Oklahoma applicants or employees only: Please check this box if you would like to receive a copy of a consumer report if one is

obtained by the Company.

California applicants or employees only: By signing above, you also acknowledge receipt of the NOTICE REGARDING BACKGROUND

INVESTIGATION PURSUANT TO CALIFORNIA LAW. Please check this box if you would like to receive a copy of an investigative consumer report

or consumer credit report at no charge if one is obtained by the Company whenever you have a right to receive such a copy under California law.

Loyal Source Government Services, 13000 Avalon Lake Drive, Suite 305

Telephone Number: 407-902-2111 Fax: 888-806-0123

Miguel Romero (Jan 8, 2016)Miguel Romero Jan 8, 2016

9155029751

1006 E. rio grande Apt 2

459257691

N/A N.a

Angel

12/19/1999

Romero

El Paso

Miguel

12/19/1964

Mike

Para información en español, visite www.consumerfinance.gov/learnmore o escribe a la Consumer Financial

Protection Bureau, 1700 G Street N.W., Washington, DC 20552.

A Summary of Your Rights Under the Fair Credit Reporting Act

The federal Fair Credit Reporting Act (FCRA) promotes the accuracy, fairness, and privacy of

information in the files of consumer reporting agencies. There are many types of consumer

reporting agencies, including credit bureaus and specialty agencies (such as agencies that sell

information about check writing histories, medical records, and rental history records). Here is a

summary of your major rights under the FCRA. For more information, including

information about additional rights, go to www.consumerfinance.gov/learnmore or write

to: Consumer Financial Protection Bureau, 1700 G Street N.W., Washington, DC 20552.

• You must be told if information in your file has been used against you. Anyone who uses

a credit report or another type of consumer report to deny your application for credit, insurance,

or employment – or to take another adverse action against you – must tell you, and must give

you the name, address, and phone number of the agency that provided the information.

• You have the right to know what is in your file. You may request and obtain all the

information about you in the files of a consumer reporting agency (your “file disclosure”).

You will be required to provide proper identification, which may include your Social Security

number. In many cases, the disclosure will be free. You are entitled to a free file disclosure if:

• A person has taken adverse action against you because of information in your credit report;

• You are the victim of identity theft and place a fraud alert in your file;

• Your file contains inaccurate information as a result of fraud;

• You are on public assistance;

• You are unemployed but expect to apply for employment within 60 days.

In addition, all consumers are entitled to one free disclosure every 12 months upon request

from each nationwide credit bureau and from nationwide specialty consumer reporting

agencies. See www.consumerfinance.gov/learnmore for additional information.

• You have the right to ask for a credit score. Credit scores are numerical summaries of

your credit-worthiness based on information from credit bureaus. You may request a credit

score from consumer reporting agencies that create scores or distribute scores used in

residential real property loans, but you will have to pay for it. In some mortgage transactions,

you will receive credit score information for free from the mortgage lender.

• You have the right to dispute incomplete or inaccurate information. If you

identify information in your file that is incomplete or inaccurate, and report it to the

consumer reporting agency, the agency must investigate unless your dispute is frivolous.

See www.consumerfinance.gov/learnmore for an explanation of dispute procedures.

• Consumer reporting agencies must correct or delete inaccurate, incomplete, or

unverifiable information. Inaccurate, incomplete or unverifiable information must be

removed or corrected, usually within 30 days. However, a consumer reporting agency may

continue to report information it has verified as accurate.

• Consumer reporting agencies may not report outdated negative information. In most cases, a

consumer reporting agency may not report negative information that is more than seven years

old, or bankruptcies that are more than 10 years old.

• Access to your file is limited. A consumer reporting agency may provide information about

you only to people with a valid need – usually to consider an application with a creditor,

insurer, employer, landlord, or other business. The FCRA specifies those with a valid need for

access.

• You must give your consent for reports to be provided to employers. A consumer reporting

agency may not give out information about you to your employer, or a potential employer,

without your written consent given to the employer. Written consent generally is not required

in the trucking industry. For more information, go to www.consumerfinance.gov/learnmore.

• You may limit “prescreened” offers of credit and insurance you get based on information in

your credit report. Unsolicited “prescreened” offers for credit and insurance must include a toll-

free phone number you can call if you choose to remove your name and address from the lists

these offers are based on. You may opt-out with the nationwide credit bureaus at 1-888-567-

8688.

• You may seek damages from violators. If a consumer reporting agency, or, in some cases, a

user of consumer reports or a furnisher of information to a consumer reporting agency violates

the FCRA, you may be able to sue in state or federal court.

• Identity theft victims and active duty military personnel have additional rights. For more

information, visit www.consumerfinance.gov/learnmore.

States may enforce the FCRA, and many states have their own consumer reporting laws. In some

cases, you may have more rights under state law. For more information, contact your state or local

consumer protection agency or your state Attorney General. For information about your federal

rights, contact:

TYPE OF BUSINESS: CONTACT:

1. a. Banks, savings associations, and credit unions with total

assets of over $10 billion and their affiliates.

1. b. Such affiliates that are not banks, savings associations, or

credit unions also should list, in addition to the CFPB:

a. Consumer Financial Protection Bureau

1700 G Street NW Washington, DC 20552

b. Federal Trade Commission: Consumer Response

Center – FCRA Washington, DC 20580 (877) 382-4357

2. To the extent not included in item 1 above:

a. National banks, federal savings associations, and federal

branches and federal agencies of foreign banks

b. State member banks, branches and agencies of foreign banks

(other than federal branches, federal agencies, and Insured State

Branches of Foreign Banks), commercial lending companies owned

or controlled by foreign banks, and organizations operating under

section 25 or 25A of the Federal Reserve Act

c. Nonmember Insured Banks, Insured State Branches of Foreign

Banks, and insured state savings associations

d. Federal Credit Unions

a. Office of the Comptroller of the Currency

Customer Assistance Group

1301 McKinney Street, Suite 3450

Houston, TX 77010-9050

b. Federal Reserve Consumer Help Center

P.O. Box 1200

Minneapolis, MN 55480

c. FDIC Consumer Response Center

1100 Walnut Street, Box #11

Kansas City, MO 64106

d. National Credit Union Administration

Office of Consumer Protection (OCP)

Division of Consumer Compliance and Outreach (DCCO)

1775 Duke Street Alexandria, VA 22314

3. Air carriers Asst. General Counsel for Aviation Enforcement &

Proceedings

Aviation Consumer Protection Division

Department of Transportation

1200 New Jersey Avenue, SE Washington, DC 20590

4. Creditors Subject to Surface Transportation Board Office of Proceedings, Surface Transportation Board

Department of Transportation

395 E Street S.W. Washington, DC 20423

5. Creditors Subject to Packers and Stockyards Act, 1921

Nearest Packers and Stockyards Administration area

supervisor

6. Small Business Investment Companies Associate Deputy Administrator for Capital Access

United States Small Business Administration

409 Third Street, SW, 8th Floor

Washington, DC 20416

7. Brokers and Dealers Securities and Exchange Commission

100 F St NE Washington, DC 20549

8. Federal Land Banks, Federal Land Bank Associations, Federal

Intermediate Credit Banks, and Production Credit Associations

9. Retailers, Finance Companies, and All Other Creditors Not

Listed Above

Voluntary Self-Identification of Disability Form CC-305 OMB Control Number 1250-0005

Expires 1/31/2017Page 1 of 2

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities.i To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

• Blindness • Autism • Bipolar disorder • Post-traumatic stress disorder (PTSD)• Deafness • Cerebral palsy • Major depression • Obsessive compulsive disorder• Cancer • HIV/AIDS • Multiple sclerosis (MS) • Impairments requiring the use of a wheelchair• Diabetes • Schizophrenia • Missing limbs or • Intellectual disability (previously called mental• Epilepsy • Muscular partially missing limbs retardation)

dystrophy

Please check one of the boxes below:

______________________________ ____________________

Your Name Today’s Date

YES, I HAVE A DISABILITY (or previously had a disability)

NO, I DON’T HAVE A DISABILITY

I DON’T WISH TO ANSWER

Miguel Romero (Jan 8, 2016)Miguel Romero Jan 8, 2016

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Voluntary Self-Identification of Disability Form CC-305 OMB Control Number 1250-0005

Expires 1/31/2017Page 2 of 2

Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

i Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.

Self Identification Form

Gender, Ethnicity, Race, Disabled and Veteran Status

LSGS is a government contractor subject to affirmative action requirements. In order to fulfill our reporting obligations, we request your voluntary completion of the information below. Failure to complete this form will have no bearing on the processing or status of your application and will in no way impact upon your consideration for employment with LSGS. If you do not self-identify, identification will be made by visual or other judgmental factors pursuant to your affirmative action reporting requirements. The information will not be maintained with your application, or if hired, your personnel file.

Name: CITIZENSHIP Are you a United States Citizen? YES NO

Do you have citizenship in any other country? YES NO

GENDER Male

Female

Ethnicity

Hispanic/Latino A person of Cuban, Mexican, Puerto Rican, South or Central America, or other Spanish culture or origin,

regardless of race Not Hispanic/Latino

RACE Race Identification

White (not Hispanic or Latino)

A person having origins in any of the original peoples of Europe, the Middle East, or North Africa

Black or African American (not Hispanic or Latino)

A person having origins in any of the Black racial groups of Africa

Native-Hawaiian or other Pacific Islander (not Hispanic or Latino)

A person having origins in any of the original peoples of Hawaii, Guam, Samoa, or other Pacific Islands

Asian (not Hispanic or Latino)

A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian subcontinent including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam.

American Indian or Alaska Native (not Hispanic or Latino)

A person having origins in any of the origins in any of the original peoples of North and South America (including Central America), and who maintains tribal affiliation or community attachment

Two or More Races (not Hispanic or Latino)

All persons who identify with more than one of the above five races.

VETERAN STATUS

Using the definitions as stated in following attachment, please check the box of boxes below to identify yourself in as many covered veterans categories as apply.

YES NO Disabled Veteran

YES NO Vietnam-Era Veteran

YES NO War/Campaign/Expedition Veteran

YES NO Three – Year Recently Separated Veteran (Enter Discharge or Release Date: __________________ )

YES NO Armed Forces Service Medal Veteran

Non-Participation: I have read the above statement and I have chosen not to complete this form. Please check box if applicable.

Signature Date

Miguel Romero

Miguel Romero (Jan 8, 2016)Miguel Romero Jan 8, 2016

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LoyalSource Government Services, LLC

Disabled and Veteran Self-Identification Questionnaire

LSGS is a federal contractor subject to Section 503 of the Rehabilitation Act of 1973, as amended, and the Vietnam Era Veterans Readjustment Act of 1974 (VEVRAA), as amended. Section 503 prohibits job discrimination because of disability by employers holding federal contracts or subcontracts and requires such employers to take affirmative action to employ and advance in employment qualified individuals with disabilities who, with or without reasonable accommodation, can perform the essential functions of a job. VEVRAA requires government contractors to take affirmative action to employ and advance in employment qualified special disabled veterans and qualified disabled veterans, veterans of the Vietnam era, other protected veterans, one-year recently separated veterans, three-year recently separated veterans, and Armed Forces service medal veterans. This invitation to self-identify refers to such veterans as “covered veterans”. If you have a disability or are a covered veteran and would like to participate in our affirmative action program, please complete the form below or contact your local HR/EEO Representative. Our affirmative action program contains policies and procedures that assure compliance with our Section 503 and VEVRAA obligations. You may inform us of your desire to benefit under the affirmative action program now or at any time in the future. Whether you choose to so identify is voluntary on your part.

This employer also is subject to the Americans with Disabilities Act (ADA). Consistent with the ADA, this employer’s policy is to provide reasonable accommodations to any individual with a disability who needs such an accommodation to complete the job application process or to perform the job in question. If you need such an accommodation, you may request it at any time by contacting your local HR/EEO Representative or your supervisor. Making a request for an accommodation will not subject you to any adverse treatment. Disclosure of your status as an individual with a disability or covered veteran is voluntary. Choosing not to provide this information will not subject you to any adverse treatment. Information you submit concerning your disability will e kept confidential, except that (i) supervisors and managers may be informed regarding restrictions on the work duties of individuals with disabilities or special disabled veterans, and regarding necessary accommodations, (ii) first aid and safety personnel may be informed, when and to the extent appropriate, if the condition might require emergency treatment, and (iii) Government officials engaged in enforcing the Rehabilitation Act, VEVRAA, or the Americans with Disabilities Act, may be informed. The information provided will be used only in ways that are consistent with Section 503 of the Rehabilitation Act, VEVRAA, and the ADA. Definitions:

Disabled Veteran means (i) a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs, or (ii) a person who was discharged or released from active duty because of a service-connected disability. Vietnam-Era Veteran means (i) a person who served on active duty for a period of more than 180 days, and was discharged or released therefrom with other than a dishonorable discharge, if any part of such active duty occurred: a. in the Republic of Vietnam between February 28, 1961, and May 7, 1975; or b. between August 5, 1964, and May 7, 1975 in all other cases, or (ii) was discharged or released from active duty for a service-connected disability if any part of such active duty was performed; a. in the Republic of Vietnam between February 28, 1961, and May 7, 1975, or b. between August 5, 1964 and May 7, 1975, in all other cases. Other Protected Veteran means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. Three-Year Recently Separated Veteran means a veteran during the three-year period beginning on the date of such veteran’ discharge or release from active duty in the U.S. military, ground, naval or air service. Armed Forces Service Medal Veteran means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985 (61Fed Reg 1209).

For persons under age 18 who are unable to present a document listed above:

LISTS OF ACCEPTABLE DOCUMENTS

LIST A LIST B LIST C

2. Permanent Resident Card or Alien Registration Receipt Card (Form I-551)

8. Employment authorization document issued by the Department of Homeland Security

1. Driver's license or ID card issued by a State or outlying possession of the United States provided it contains a photograph or information such as name, date of birth, gender, height, eye color, and address

1. Social Security Account Number card other than one that specifies on the face that the issuance of the card does not authorize employment in the United States

9. Driver's license issued by a Canadian government authority

1. U.S. Passport or U.S. Passport Card

2. Certification of Birth Abroad issued by the Department of State (Form FS-545)3. Foreign passport that contains a

temporary I-551 stamp or temporary I-551 printed notation on a machine-readable immigrant visa

4. Employment Authorization Document that contains a photograph (Form I-766)

3. Certification of Report of Birth issued by the Department of State (Form DS-1350)

3. School ID card with a photograph

5. In the case of a nonimmigrant alien authorized to work for a specific employer incident to status, a foreign passport with Form I-94 or Form I-94A bearing the same name as the passport and containing an endorsement of the alien's nonimmigrant status, as long as the period of endorsement has not yet expired and the proposed employment is not in conflict with any restrictions or limitations identified on the form

6. Military dependent's ID card

4. Original or certified copy of birth certificate issued by a State, county, municipal authority, or territory of the United States bearing an official seal

7. U.S. Coast Guard Merchant Mariner Card

5. Native American tribal document

8. Native American tribal document

7. Identification Card for Use of Resident Citizen in the United States (Form I-179)

10. School record or report card

11. Clinic, doctor, or hospital record

12. Day-care or nursery school record

Illustrations of many of these documents appear in Part 8 of the Handbook for Employers (M-274)

2. ID card issued by federal, state or local government agencies or entities, provided it contains a photograph or information such as name, date of birth, gender, height, eye color, and address

4. Voter's registration card

5. U.S. Military card or draft record

Documents that Establish Both Identity and Employment

Authorization

Documents that Establish Identity

Documents that Establish Employment Authorization

OR AND

All documents must be unexpired

6. Passport from the Federated States of Micronesia (FSM) or the Republic of the Marshall Islands (RMI) with Form I-94 or Form I-94A indicating nonimmigrant admission under the Compact of Free Association Between the United States and the FSM or RMI

6. U.S. Citizen ID Card (Form I-197)

Form I-9 (Rev. 02/02/09) N Page 5

EMPLOYEE HANDBOOK

Updated November 2015

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TABLE OF CONTENTS

1.0 Welcome to Loyal Source .................................................................................................... 4

1.1 Welcome ........................................................................................................................... 4

1.2 At-Will Employment .......................................................................................................... 5

1.3 About Loyal Source .......................................................................................................... 5

1.4 Ethics Code ...................................................................................................................... 5

2.0 Hiring and Orientation Policies ............................................................................................. 7

2.1 EEO Statement and Non Harassment Policy ................................................................... 7

2.2 Affirmative Action Policy for Government Contractors ..................................................... 8

2.3 Disability Accommodation ................................................................................................ 8

2.4 Religious Accommodation ................................................................................................ 9

2.5 New Employees and Introductory Periods ....................................................................... 9

2.6 Employment Authorization Verification ............................................................................ 9

3.0 Professional Licenses, Certifications & Credentialing ........................................................ 10

3.1 Initial Verification ............................................................................................................ 10

3.2 Maintaining Professional Licenses ................................................................................. 10

4.0 Payroll, Time & Attendance Policies .................................................................................. 11

4.1 Introduction ..................................................................................................................... 11

4.2 Fair Labor Standards Act ............................................................................................... 11

4.3 Pay Period ...................................................................................................................... 11

4.4 Paycheck Deductions ..................................................................................................... 12

4.5 Direct Deposit ................................................................................................................. 12

4.6 Overpayment or Underpayment Due to Payroll Data..................................................... 12

4.7 Recording Time .............................................................................................................. 13

4.8 Overtime Authorization for Nonexempt Employees ....................................................... 13

4.9 Company Credit Cards and Company Expenses .......................................................... 13

4.10 Attendance Policy .......................................................................................................... 14

4.11 Job Abandonment ......................................................................................................... 14

4.12 Inclement Weather ........................................................................................................ 14

4.13 Accommodations for Nursing Mothers .......................................................................... 14

4.14 Separation Policy .......................................................................................................... 15

5.0 Employee Conduct & Corrective Action ............................................................................. 17

5.1 Standards of Conduct ..................................................................................................... 17

5.2 Criminal Activity/Arrests ................................................................................................. 18

5.3 Drug and Alcohol Policy ................................................................................................. 18

5.4 Disciplinary Process ....................................................................................................... 20

5.5 Problem-Solving Procedure ........................................................................................... 21

6.0 General Policies ................................................................................................................. 22

6.1 Personnel and Medical Records .................................................................................... 22

6.2 Employee Privacy and Right to Inspect ......................................................................... 22

6.3 HIPPA Medical Privacy Policy ........................................................................................ 22

6.4 Social Media Policy ........................................................................................................ 23

6.5 Employee Suggestions/Open Door Policy ..................................................................... 25

6.6 Company Electronic Bulletin Boards .............................................................................. 25

6.7 Personal Appearance ..................................................................................................... 25

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6.8 Security ........................................................................................................................... 25

6.9 Personal Data Changes ................................................................................................. 26

7.0 Benefits ............................................................................................................................... 27

7.1 Regular Full-Time Employees ........................................................................................ 27

7.2 Regular Part-Time Employees ....................................................................................... 27

7.3 Temporary Employees ................................................................................................... 27

7.4 Service Contract Act Employees .................................................................................... 27

7.5 Health Insurance ............................................................................................................ 27

7.6 Disability Insurance ........................................................................................................ 28

7.7 Life Insurance ................................................................................................................. 28

7.8 Dental & Vision Insurance .............................................................................................. 29

7.9 Flexible Spending Accounts ............................................................................................ 29

7.10 401(k) Plan .................................................................................................................... 29

7.11 Holiday Pay ................................................................................................................... 30

7.12 Paid Time Off (PTO) ...................................................................................................... 30

7.13 Leaves of Absence ........................................................................................................ 31

7.14 Family and Medical Leave of Absence Policy ............................................................... 32

7.15 Military Leave (USERRA) .............................................................................................. 36

7.16 Jury Duty and Witness Leave........................................................................................ 36

7.17 Workers' Compensation Insurance ............................................................................... 36

7.18 Unemployment Compensation Insurance ..................................................................... 36

7.19 COBRA .......................................................................................................................... 37

8.0 Safety and Loss Prevention ............................................................................................... 38

8.1 General Safety Policy ..................................................................................................... 38

8.2 Nonsmoking Policy ......................................................................................................... 38

8.3 Policy Against Violence .................................................................................................. 38

9.0 Closing Statement .............................................................................................................. 40

9.1 Closing Statement .......................................................................................................... 40

10.0 Acknowledgment of Receipt and Review ......................................................................... 41

10.1 Acknowledgment of Receipt and Review ..................................................................... 41

1.0 Welcome to Loyal Source

1.1 Welcome

Welcome to Loyal Source Government Services! You have just joined a dedicated team of employees and managers. We hope that your employment with the Company will be rewarding and challenging. We take pride in our employees as well as the products and services we provide. We consider ourselves leaders in the staffing industry.

Please take the time now to read this employee handbook carefully. Sign the acknowledgment at the end to show that you have read, understood, and agree to the contents of this handbook, which sets out the basic rules and guidelines concerning your employment. This handbook supersedes any previously issued handbooks or policy statements dealing with the subjects discussed herein. The Company reserves the right to interpret, modify, or supplement the provisions of this handbook at any time.

This Employee Handbook and other Loyal Source (LSGS) documents set forth your rights, duties, responsibilities and benefits as an employee of Loyal Source and they will provide the basic framework for your understanding of this company and its operations, policies and procedures.

If you are a LSGS employee working in support of a contract, the contract to which you have been assigned may require different benefits, policies and procedures. Your employment offer letter and any addendums describe your employment status and any benefits specific to your contract. Please refer to your Manager or Recruiter for clarification.

Please understand that no employee handbook can address every situation in the work place. If you ever have questions about your employment, you are encouraged to ask them. If you have any difficulty reading or understanding any of the provisions of this handbook, please contact your LSGS Manager or Corporate Service Solutions our Human Resources Administrative Company at (407) 902-2111 or HR@CorporateServiceSolutions.com. Likewise, if you have any suggestions related to Company policies or procedures, please let us know.

We wish you success in your employment here at Loyal Source!

All the best,

Seth Eubank, Owner

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1.2 At-Will Employment

Your employment with Loyal Source is on an "at-will" basis. This means your employment may be terminated at any time, with or without notice and with or without cause. Likewise, we respect your right to leave the company at any time, with or without notice and with or without cause.

Nothing in the employee handbook or any other Company document should be understood as creating guaranteed or continued employment, a right to termination only "for cause," or of any other guarantee of continued benefits or employment. Only the Officers of the Company have the authority to make promises or negotiate with regard to guaranteed or continued employment, and any such promises are only effective if placed in writing and signed by an Officer of the Company

1.3 About Loyal Source

Loyal Source Government Services, LLC was established in 2009 and is a verified Service Disabled Veteran Owned Business headquartered in Orlando, Florida. Loyal Source is a leading provider of services for government and commercial customers. We provide qualified personnel to our government and commercial clients that meet their staffing needs so they can execute their mission requirements. We provide an on-time professional workforce with the expertise needed to deliver high quality services and support. Our staff is highly-trained and has hands-on experience with available and emerging training, IT and healthcare solutions.

Loyal Source Government Services is proud of its flexibility, agility and quality services. Our customers and their requirements are priority one and all efforts and resources are directed toward executing successful support services while ensuring contract compliance. LSGS is a successful contractor providing staffing services to multiple clients including the U.S. Air Force Clinical Acquisition for Support Services (CLASS) contract, the U.S. Coast Guard’s (USCG) Personal and Non-Personal Multidiscipline Healthcare Services contract and the Department of Veterans Affairs Health Care System to name a few across over 40 or more states.

With over 30 years’ cumulative management experience supporting our Federal, State and Local Government customers, Loyal Source provides invaluable services to the Department of Veteran Affairs, Department of Defense, other U.S. Government agencies and commercial customers worldwide. We have a documented reputation for ensuring on-time, high quality and cost effective solutions and services.

1.4 Ethics Code

Loyal Source will conduct its business honestly and ethically wherever operations are maintained. We strive to improve the quality of our services, products, and operations and will maintain a reputation for honesty, fairness, respect, responsibility, integrity, trust, and sound business judgment. Our managers and employees are expected to adhere to high standards of business and personal integrity as a representation of our business practices.

We expect that officers, directors, managers and employees will not knowingly misrepresent the Company and will not speak on behalf of LSGS unless specifically authorized. The confidentiality of trade secrets, proprietary information, and similar confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.) about our Company or operations, or that of our customers or partners, is to be treated with discretion and only be disseminated on a need-to-know basis (see policies relating to privacy).

The Company expects all employees to use only legitimate practices in commercial operations and in promoting the Company position on issues before governmental authorities. As stated

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below, "kickbacks" or "bribes" intended to induce or reward favorable buying decisions and governmental actions are unacceptable and prohibited.

No employee of the Company or any Controlled Affiliate acting on the Company's behalf shall, in violation of any applicable law, offer or make directly or indirectly through any other person or firm any payment of anything of value (in the form of compensation, gift, contribution or otherwise) to any person or firm employed by or acting for or on behalf of any customer, whether private or governmental, for the purpose of inducing or rewarding any favorable action by the customer in any commercial transaction; or any governmental entity, for the purpose of inducing or rewarding action (or withholding of action) by a governmental entity in any governmental matter.;

In utilizing consultants, agents, sales representatives or others, the Company will employ only reputable, qualified individuals or firms under compensation arrangements, which are reasonable in relation to the services performed. Consultants, agents or representatives retained in relation to the provision of goods or services to the federal government must agree to comply with all laws, regulations and Company policies governing employee conduct.

When customer organizations, governmental agencies, or others have published policies intended to provide guidance with respect to acceptance of entertainment, gifts, or other business courtesies by their employees, such policies shall be respected.

Violation of the Code of Ethics can result in discipline, up to and including termination of employment. The degree of discipline imposed may be influenced by the existence of voluntary disclosure of any ethical violation. Disciplinary action will be taken, not only against individuals who authorize or participate directly in a violation of the Policy, but also against:

1. any employee who may have deliberately failed to report a violation of the Policy; 2. any employee who may have deliberately withheld relevant and material information

concerning a violation of this Policy and; 3. the violator's managerial superiors, to the extent that the circumstances of the violation

reflect inadequate leadership and lack of diligence.

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2.0 Hiring and Orientation Policies

2.1 EEO Statement and Non Harassment Policy

Equal Opportunity Statement

Our Company is committed to the principles of equal employment. We are committed to complying with all federal, state, and local laws providing equal employment opportunities, and all other employment laws and regulations. It is our intent to maintain a work environment which is free of harassment, discrimination, or retaliation because of age (40 and over), race, color, national origin, ancestry, religion, sex, pregnancy (including childbirth, lactation and related medical conditions), physical or mental disability, genetic information (including testing and characteristics), sexual orientation, gender identity or expression, veteran status, uniformed service member status, or any other status protected by federal, state, or local laws. The Company is dedicated to the fulfillment of this policy in regard to all aspects of employment, including but not limited to recruiting, hiring, placement, transfer, training, promotion, rates of pay, and other compensation, leaves of absence, termination, and all other terms, conditions, and privileges of employment.

The Company will conduct a prompt and thorough investigation of all allegations of discrimination, harassment, or retaliation, or any violation of the Company's Equal Employment Opportunity Policy in a confidential manner. The Company will take appropriate corrective action, if and where warranted. The Company prohibits retaliation against any employee who provides information about, complaints, or assists in the investigation of any complaint of discrimination or violation of the Company's Equal Employment Opportunity Policy.

We are all responsible for upholding the Company's Equal Employment Opportunity Policy and any claimed violations of that policy should be brought to the attention of your manager and/or human resource personnel.

Policy Against Workplace Harassment

Loyal Source has a strict policy against all types of workplace harassment, including sexual harassment and other forms of workplace harassment based upon an individual's age (40 and over), race, color, national origin, ancestry, religion, sex, pregnancy (including childbirth, lactation and related medical conditions), physical or mental disability, genetic information (including testing and characteristics), sexual orientation, gender identity or expression, veteran status, uniformed service member status, or any other status protected by federal, state, or local laws. All forms of harassment of, or by, employees, vendors, visitors, customers, and clients are strictly prohibited and will not be tolerated.

A. Sexual Harassment

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly as a term or condition of an individual's employment (2) submission to, or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive work environment.

While it is not possible to identify each and every act that constitutes or may constitute sexual harassment, the following are some examples of sexual harassment are provided below: (a) unwelcome requests for sexual favors; (b) lewd or derogatory comments or jokes; (c) comments regarding sexual behavior or the body of another employee; (d) sexual innuendo and other vocal activity such as catcalls or whistles; (e) obscene letters, notes, emails,

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invitations, photographs, cartoons, articles, or other written or pictorial materials of a sexual natures; (f) repeated requests for dates after being informed that interest is unwelcome; (g) retaliating against an employee for refusing a sexual advance or reporting an incident of possible sexual harassment to your Manager, Corporate Service Solutions or any government agency; (h) offering or providing favors or employment benefits such as promotions, favorable evaluations, favorable assigned duties or shifts, etc., in exchange for sexual favors; and (i) any unwanted physical touching or assaults, or blocking or impeding movements.

B. Other Harassment

Other workplace harassment is often verbal or physical conduct that insults or shows hostility or aversion towards an individual because of the individual's age (40 and over), race, color, national origin, ancestry, religion, sex, pregnancy (including childbirth, lactation and related medical conditions), physical or mental disability, genetic information (including testing and characteristics), sexual orientation, gender identity or expression, veteran status, uniformed service member status, or any other status protected by federal, state, or local laws.

Again, while it is not possible to list all the circumstances that may constitute other forms of workplace harassment, the following are some examples of conduct that may constitute workplace harassment: (a) the use of disparaging or abusive words or phrases, slurs, negative stereotyping, or threatening, intimidating or hostile acts that relate to the above protected categories; (b) written or graphic material that insults, stereotypes or shows aversion or hostility towards an individual or group because of one of the above protected categories and that is placed on walls, bulletin boards, email, voicemail, or elsewhere on the Company's premises, or circulated in the workplace; and (c) a display of symbols, slogans, or items that are associated with hate or intolerance towards any select group.

Reporting Discrimination and Harassment

Any employee who feels that he or she has witnessed, or feels they have been subject to, any form of discrimination or harassment is required to immediately notify their site supervisor, LSGS Manager and/or Corporate Service Solutions Human Resources at (407) 902-2111, or HR@CorporateServiceSolutions.com or another manager at the Company.

Loyal Source prohibits retaliation against any employee who provides information about, complains, or assists in the investigation of any complaint of harassment or discrimination.

We will promptly and thoroughly investigate any claim and take appropriate action where we find a claim has merit. Discipline for violation of this policy may include, but is not limited to reprimand, suspension, demotion, transfer, and discharge. If the Company determines that harassment or discrimination occurred, corrective action will be taken to effectively end the harassment. As necessary, the Company may monitor any incident of harassment or discrimination to assure the inappropriate behavior has stopped. In all cases, the Company will follow up as necessary to ensure no retaliation for making a complaint or cooperating with an investigation.

2.2 Affirmative Action Policy for Government Contractors

As a government contractor, the Company will take affirmative action to ensure that job applicants are employed and that employees are treated during employment without regard to their race, creed, color, national origin, sex, or other protected classifications.

2.3 Disability Accommodation

The Company complies with federal and state disability regulations, including the Americans with Disabilities Act (ADA). Qualified applicants or employees who inform the Company of a physical or mental disability requiring accommodation in order for them to perform the

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essential functions of their jobs should inform their Manager or CSS Human Resources of this so that we can together discuss what accommodations are available and appropriate.

Procedure for reasonable accommodation requests:

Employee advises their LSGS Manager or CSS of the need for accommodation. Employee completes a Request for Accommodation form and gives it to his or her LSGS Manager or CSS Human Resources.

The accommodation request will be discussed with the employee and the employee's worksite manager(s).

The employee may be required to provide documentation supporting a disability, including medical certification.

If a reasonable appropriate accommodation is readily available, the request will be approved and the accommodation implemented.

If an accommodation is not readily ascertainable, the matter will be pursued further with assistance from appropriate external resources.

The Company will consider the request but reserves the right to offer its own accommodation to the extent permitted by law. Some, but not all, of the factors that the Company will consider are cost, the effect that an accommodation will have on current established policies, and the burden on operations -- including other employees -- when determining a reasonable accommodation.

2.4 Religious Accommodation

Loyal Source is dedicated to treating the religious diversity of all our employees equally and with respect. Employees may request an accommodation when their religious beliefs causes a deviation from the Company’s dress code, schedule, basic job duties, or other aspects of employment. The Company will consider the request but reserves the right to offer its own accommodation to the extent permitted by law. Some, but not all, of the factors that the Company will consider are cost, the effect that an accommodation will have on current established policies and the burden on operations, including other employees, when determining a reasonable accommodation.

Religious accommodation request forms are available from CSS Human Resources.

2.5 New Employees and Introductory Periods

The first ninety (90) days of your employment is considered an introductory period. During this period you will become familiar with the Company and your job responsibilities. During this time we will have the opportunity to monitor the quality and value of your performance and make any necessary adjustments in your job description or responsibilities. Your introductory period with the Company can be shortened or lengthened as deemed appropriate by management and Human Resources. Completion of this introductory period does not imply guaranteed or continued employment. Nothing that occurs during or after this period should be construed to change the nature of the "at-will" employment relationship.

2.6 Employment Authorization Verification

All new hires and current employees are required by federal law to verify their identity and eligibility to work in the United States. You will be required to complete federal Form I-9 on the first day of employment. If this form and verification of employment eligibility is not completed during the first three days of employment, we are required by law to terminate your employment. If you are currently employed and have not complied with this requirement or if your status has changed, please inform your manager or CSS Human Resource.

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3.0 Professional Licenses, Certifications & Credentialing

3.1 Initial Verification

All professional employees, who require licenses and /or certifications, must present evidence of their credentials at the time of employment with the Company. This evidence may take the form of a current license or a valid license number that can be verified with the applicable state licensing or certification board. No professional employee who must be licensed or credentialed with be allowed to begin a regular work schedule or provide direct, unsupervised services to any client until such evidence is presented and verified.

3.2 Maintaining Professional Licenses

Maintaining current (unexpired) and in good standings certification, licenses, registration and credentials is the responsibility of the employee. Credentials to be kept current include PPD, BLS/PALS/ACLS (healthcare provider cards), all required certifications, licensures and registration as required by position and location. The Company will maintain the documentation. A copy of each professional employee’s current license and/or current certification and other required credentials will be maintained in the employee’s credential file.

You will be required to present to the Company at least one week (7 days) prior to the expiration period of your credentials or licenses proof of your updated information and documents by faxing or emailing them to your Program Manager and/or worksite client as requested. Failure to comply with license and credential requirements in the time requested may result in disciplinary action up to and including termination.

If a duly licensed/certified professional employee permits any required license, certification or credentials to lapse for any reason, the employee may be suspended without pay, or terminated from his/her position. This included CAC cards and ID Badges.

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4.0 Payroll, Time & Attendance Policies

4.1 Introduction

An employee's pay depends on a wide range of factors, including pay scale surveys, individual effort, profits, Service Contract Act requirements and market forces. If you have any questions about your compensation, including matters such as paid time off, commissions, overtime, benefits, or paycheck deductions, please speak with your LSGS Manager or CSS Human Resources.

4.2 Fair Labor Standards Act

The Fair Labor Standards Act (FLSA) governs whether and when employees receive overtime. The Company complies with all provisions of the FLSA. Pursuant to the FLSA and applicable state laws, employees are categorized as exempt or non-exempt from FLSA regulations

Exempt FLSA provides an exemption from both minimum wage and overtime pay for certain employees employed as bona fide executive, administrative, professional and outside sales, and certain computer employees. Exempt employees are paid on a salary basis and do not receive overtime pay as a legal requirement. Exempt employees not at work for one or more full days and who do not have sufficient leave for those days will be considered to be on a leave without pay status for those days and will be paid for the number of days actually worked. Non-Exempt This classification is not exempt from the FLSA. Employees not eligible for the exemption are paid only for hours worked, recorded and eligible holiday, and recorded and eligible PTO. Hours worked in excess of 40 hours per week will be paid at premium time equal to one and one half times the employee’s normal hourly wage. “Hours worked” is defined as actual hours worked and does not include paid leave, paid holiday time and other types of non-work payments. In states requiring premium pay calculations other than as described here, LSGS will comply with the more stringent pay requirements. Employment Categories Full-Time A full-time employee is one who is regularly scheduled to work a minimum of thirty (30) hours per week. Part-Time A part-time employee is one who is regularly scheduled to work less than 30 hours per week and has been employed for at least 90 consecutive calendar days. Unless otherwise stated in an employee benefit plan, regular part-time employees are not eligible for employer-sponsored health insurance benefits. Temporary Employees Temporary employees are hired for a specific period or specific work project, not to exceed four (4) months in duration. The Company reserves the right to extend the duration of temporary employment where necessary. Temporary employees are not eligible for employee benefits unless specified otherwise in this handbook or in the benefit plan summaries.

4.3 Pay Period

The standard pay period is biweekly, for most employees, depending on the location or contract you may be working on. Pay dates are every other Friday for the previous two weeks worked for biweekly pay periods and every Friday for the previous week worked for weekly

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pay periods. Should any pay date fall on a holiday, you will be paid on the preceding workday. Special provisions may be required from time to time if holidays fall on paycheck dates. Please inquire of your supervisor if this type of date arises.

4.4 Paycheck Deductions

The Company is required by federal, state, and certain local laws to withhold certain deductions from your paycheck. This includes income taxes, and FICA contributions (Social Security and Medicare) as well as any other deductions required under law or by court order for wage garnishments. The amount of your tax deductions will depend on your work location, earnings and the number of exemptions you list on your federal Form W-4 and applicable state withholding form. You may also authorize voluntary deductions from your paycheck, including contributions for insurance premiums, retirement plans, spending accounts, or other services. Your deductions will be reflected in your wage statement.

Contact the CSS Payroll Department or Human Resources for any questions about your paycheck.

4.5 Direct Deposit

Pay dates are on Fridays following the end of a pay period. Although no pay is held back, payroll processing takes about one (1) week. We encourage all employees to enroll in direct deposit as this is the safest and quickest way to receive your wages. By participating in Direct Deposit, funds may be available at your financial institution earlier than the Friday payday which may vary by financial institution. Direct Deposit is the electronic deposit of funds directly into a bank account or accounts as a form of payment. Direct deposit assures that an employee’s net pay is deposited in their financial institution on payday even if they are sick, on PTO or on leave. Electronic deposit of funds can be made to most financial institutions in the United States.

To take advantage of direct deposit, Employees must fill out a Direct Deposit Authorization form and provide a voided check from their bank account (not a deposit slip). Check stubs are available through the LSGS UltiPro web. It is your responsibility to review your check stubs for accuracy of personal and payment information. You must notify the CSS Payroll Department or Human Resources immediately if there has been an overpayment or underpayment of wages in accordance with the Overpayment/Underpayment Policy.

4.6 Overpayment or Underpayment Due to Payroll Data

LSGS wants to ensure that all employees receive the correct amount of pay on their paychecks. To accomplish this, there will be an ongoing effort to verify that correct data is used in the computation of each employee's pay. If the Company discovers an error in an employee's pay that has resulted in either overpayment or underpayment, the employee will be notified of the error and appropriate corrective action will be taken. If an employee discovers an error in their paycheck that has resulted in either overpayment or underpayment, the employee is expected to immediately notify their LSGS Manager and the Payroll Department of the error, so that corrective action can be taken. In either case, the problem(s) that caused the error will be corrected; and if the employee is due additional pay, the Company will provide the proper additional compensation to the employee. In turn, if the error has resulted in overpayment to the employee, the Company will require complete reimbursement by the employee of the overpayment. The method of reimbursement will be lump sum on the following pay period, unless written approval of another method of reimbursement is obtained from the Payroll Manager.

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4.7 Recording Time

Federal and state laws require us to keep accurate records of hours worked by nonexempt (hourly) employees. You should record your hours daily via the approved LSGS timekeeping system communicated to you. Every employee of the Company is required to enter his or her hours worked accurately, including deductions for all lunch periods and any rest periods of more than 20 minutes on a daily basis. Employees are required to notify the company of any pay discrepancies, unrecorded or miss recorded work hours, or any involuntary missed meal or break periods.

Do not complete the time sheet of any other employee or request that they do so for you. Please be sure to indicate your days off. Any changes to your time sheet must be approved. Time cards are to be completed daily and submitted to Payroll no later than the Monday following the end of the pay period by 9 am. Late timesheets, timesheets missing required approvals or timesheets not submitted properly may result in a delay of payment of wages. Repeated instanced of failure to submit your timesheet by the deadline may result in disciplinary action. Falsification of time records or recording time for another employee may result in discipline, up to and including termination of employment.

4.8 Overtime Authorization for Nonexempt Employees

If you are a nonexempt employee, you may qualify for overtime pay. All overtime must be approved in advance, by your manager. Please request overtime approval prior to working overtime.

At certain times the Company may require you to work overtime. We will attempt to give as much notice as possible in this instance. However, advance notice may not always be possible. Failure to work overtime when requested or working unauthorized overtime may result in discipline, up to and including termination of employment.

Overtime pay of one and one-half an employee's regular rate of pay or average pay rate (if you perform work at different pay rates during the relevant week) is paid for any hours worked in excess of 40 hours in a workweek or as required by state laws. Holidays, PTO, and sick leave days do not count as time worked for computing overtime.

4.9 Company Credit Cards and Company Expenses

LSGS may issue company credit cards to certain employees for use in their jobs; this policy sets out the acceptable and unacceptable uses of such credit cards. An employee must read and sign the Corporate Credit Card Use Agreement upon receiving a corporate credit card.

Use of company-issued credit cards is a privilege, which the Company may withdraw in the event of serious or repeated abuse or if the card is no longer necessary. Any credit card the Company issues to an employee must be used for business purposes only, in conjunction with the employee's job duties or job related travel. Employees with such credit cards shall not use them for any non-business, non-essential purpose, i.e., for any personal purchase or any other transaction that is not authorized or needed to carry out their job duties. Employees must pay for personal purchases (i.e., transactions for the benefit of anyone or anything other than the Company) with their own funds or personal credit cards. The corporate credit card cannot be used to obtain cash advances, bank checks, traveler's checks, or electronic cash transfers at any time.

Corporate credit card expenditures must be reconciled and submitted with original receipts through Concur within 10 business days of the statement date. Non-conformance to this policy will result in cancellation of the card and such other actions as appropriate. If the card expenditures are not reconciled and submitted within a month of the statement date or a

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plausible explanation has not been received by Accounting/Finance Department, the employee's corporate credit card will be cancelled.

Lost or stolen cards must be reported immediately to your Manager and the Chief Financial Officer.

To be reimbursed for incurred expenses not on a company credit card, employees must have their Manager’s prior approval to incur those expenses and submit all receipts, along with a signed LSGS expense reimbursement form to Accounting.

4.10 Attendance Policy

Employees are expected to report to work on time and on a regular basis. Unnecessary absenteeism and tardiness is disruptive, expensive, and places an unfair burden on the Company as well as other employees and managers. If you know ahead of time that you will be absent or late (15 minutes or longer) you must personally telephone your supervisor or designated contact at least 30 minutes before your shift begins or sooner based on your worksite locations requirements. If you are going to be absent for any reason, you must personally telephone your worksite supervisor or designated contact based on your worksite locations requirements. You must explain the reason for your absence and state when you expect to return to work. You must telephone your supervisor or designated contact before the beginning of your shift for each day you are out unless on a pre approved leave of absence. Employees may be required to provide documentation of any medical or other excuse for being absent or late.

The Company reserves the right to apply unused paid time off to absences prior to going into a leave without out pay (LWOP) status as allowed by state law. Absences resulting from approved leave, or legal requirements may be exempt from this policy.

4.11 Job Abandonment

If an employee fails to show up for work or call in with an acceptable reason for the absence for a period of three consecutive days, he or she will be considered to have abandoned his or her job and voluntarily resigned from the company.

4.12 Inclement Weather

Generally, Loyal Source employees follow the federal government’s announcement of cancellation or early dismissal for inclement weather. Employees at all sites should follow the direction of their Company Manager or worksite supervisor.

4.13 Accommodations for Nursing Mothers

The Company will provide nursing mothers reasonable break time to express milk for their infant children for up to one year following the child's birth.

To ensure privacy, nursing mothers will be provided a private room, other than a restroom, to express their milk. The room will be clearly designated and either have a lock or a sign on the door to indicate when the room is in use.

Nursing mothers will also be provided a refrigerator to store their breast milk. Employees are responsible for labeling their milk with their name and the date on which the milk was expressed.

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Nursing mothers are encouraged to discuss the length and frequency of breastfeeding breaks ahead of time with their supervisor, and HR to ensure the proper facilities are made available. Employees who have any questions or concerns regarding this policy should contact their Manager or HR.

4.14 Separation Policy

Employment with the Company is on an “at will” basis and may be terminated by either the employee or the Company at any time with or without cause or notice. No commitment or other term of employment shall be implied or otherwise assumed from any source at all, written or oral. Employment for any specified duration shall not be valid or binding on the employee or Company unless it is expressly set forth in a written document and signed by the employee and by an Officer of the Company.

Voluntary Resignations

Although we hope your employment with Loyal Source will be a mutually rewarding experience, we understand that varying circumstances do cause employees to voluntarily resign employment. Should that time come, you are expected to follow the guidelines below.

Employees working on a government service contract are expected to provide a minimum of number of days’ notice to facilitate a smooth transition out of the company. Please refer to your signed reimbursement agreement for the terms of acceptable resignation notification.

All corporate employees are expected to provide a minimum of 2 weeks’ notice. All resignations must be confirmed in writing by the employee provided to their Company Manager. The Company may allow the employee to continue employment during the two weeks’ notice period, or accept the resignation effective immediately.

If an employee provides less notice than request or departs before the resignation date, LSGS may deem the individual to be ineligible for rehire depending upon the circumstances regarding the notice given. In addition, pay out of any accrued discretionary leave (not vested) may be forfeited depending on state laws.

Involuntary Separations

The Company may terminate an employee at any time with or without cause. However, some of the situations that my result in involuntary termination include the following:

1. Misconduct such as insubordination, dishonesty, intoxication, substance abuse, unauthorized disclosure of confidential information, frequent absences, habitual tardiness, leaving your work station before the end of your shift without approval, causing disruption in the work environment, violating any company policy or procedure.

2. Performance related reasons such as inefficiency, high rate of error, poor quality or quantity of work, lack of cooperation, inability to perform the essential function of the job, not having the required skills necessary for the position or safety violations or concerns

Payment of Final Wages

Final wages will be paid out on the next normally scheduled pay date, unless required earlier by state or local law. It is your obligation to provide the Company with your final timesheet on your last date worked. You must also provide the Company with all of your current contact information, including current mailing address, email and telephone number. Failure to do so may result delayed receipt of end of year W-2 tax form.

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Return of Property Employees are responsible for items in their possession or control, issued to them by their worksite employer. Employees must return all Company and worksite property immediately upon request or upon termination of employment. Where permitted by applicable laws, the Company may withhold from the employees final paycheck the cost of any items that are not returned when required. The Company may also take all action deemed appropriate to recover or protect its property.

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5.0 Employee Conduct & Corrective Action

5.1 Standards of Conduct

Loyal Source wishes to create a work environment that promotes job satisfaction, respect, responsibility, integrity, and value for all of our employees, clients, customers, and other stakeholders. Every employee has a shared responsibility toward improving the quality of our work environment. By deciding to work at LSGS, you agree to follow the Company's rules.

While it is impossible to list every item that could be considered misconduct in the workplace, what is outlined here is a list of common-sense infractions that could result in discipline, up to and including immediate termination of employment. This policy is not intended to limit the Company's right to discipline or discharge employees for any reason permitted by law. In fact, while we value our employees, the Company retains the right to terminate an employee on an "at-will" basis.

Examples of inappropriate conduct include:

Violation of the policies and procedures set forth in this handbook.

Possessing, using, distributing, selling, or negotiating the sale of illegal drugs or other controlled substances.

Being under the influence of alcohol during working hours on Company property (including Company vehicles), client work site, or while on Company business.

Inaccurate reporting or approving of the hours worked by you or any other employee you may be responsible for.

Providing knowingly inaccurate, incomplete or misleading information when speaking on behalf of the Company or in the preparation of any employment related documents including, but not limited to, job applications, personnel files, timesheets, intra-Company communication or expense records.

Taking or destroying Company or work site property.

Possession of potentially hazardous or dangerous property [where not permitted] such as firearms, weapons, chemicals, etc., without prior authorization.

Fighting with, or harassment (as defined in our EEO policies) of, any fellow employee, vendor, or customer.

Disclosure of Company trade secrets and proprietary and confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.) of the Company or its customers, contractors, suppliers, or vendors.

Discussion of anything outside of immediate patient care in front of patients or staff.

Refusal or failure to follow directions or to perform a requested or required job task.

Refusal or failure to follow safety or health rules and procedures.

Excessive tardiness or absences or Unauthorized absence from work station during the workday.

Smoking (including electronic nicotine delivery systems (ENDS), vaporizers or e-cigarettes) in nondesignated areas.

Failure to dress according to Company or worksite policy.

Use of obscene or harassing (as defined by our EEO policies) language in the workplace.

Outside employment which interferes with your ability to perform your job at this Company.

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Lending keys or keycards to Company or worksite property to unauthorized persons.

Nothing in this policy is intended to limit employee rights under the National Labor Relations Act.

5.2 Criminal Activity/Arrests

Involvement in criminal activity, whether on or off Company property, during employment may result in disciplinary action including suspension or termination of employment. Disciplinary action depends upon a review of all factors involved, including whether or not the employee's action was work-related, the nature of the act, or circumstances which adversely affect attendance or performance. Any disciplinary action is not dependent upon the disposition of any case in court.

Employees are expected to be on the job, ready to work, when scheduled. Inability to report to work as scheduled as a result of an arrest may lead to disciplinary action, up to and including termination of employment, for violation of an attendance policy or job abandonment.

Any disciplinary action taken will be based on information reasonably available. This information may come from witnesses, police, or any other source as long as management has reason to view the source as credible.

5.3 Drug and Alcohol Policy

Loyal Source, as a matter of law, is obligated to implement reasonable work rules as they apply to substance abuse. LSGS considers drug and alcohol abuse a serious matter which will not be tolerated. The Company absolutely prohibits employees from using, selling, possessing, or being under the influence of illegal drugs, alcohol, or a controlled substance or prescription drug not medically authorized while at their job, on Company property, or while on work time. Because alcohol and drug abuse are often difficult to detect and can lead to serious injuries, property damage and work performance deterioration, clarification of the Company’s position regarding alcohol and drug abuse is appropriate. The Company position is that all employees are responsible for their life style choices. However, all employees are expected to report to work and remain free of the influence of alcohol, drugs, or any other intoxicating substance.

Therefore, it is the Company's policy that:

1. Employees shall not report to work under the influence of alcohol, illegal drugs, or any controlled substance or prescription drug not medically authorized.

2. Employees shall not possess or use alcohol, illegal drugs, or any controlled substance or prescription drug not medically authorized while on Company premises or on company business.

The term “Company premises,” as it appears in this policy, is intended to include any government or client location where LSGS employees are physically located or are performing work. LSGS employees physically located on government installations or client worksites will be subject to this policy as well as any rules and regulations in effect for that location or for their particular contract. The Company also cautions against use of prescribed or over-the-counter medication which can affect an employee's ability to perform his or her job safely or the use of prescribed or over-the-counter medication in a manner violating the recommended dosage or instructions from the doctor. Employees must have a valid prescription for any prescription medication used by employees while working for the Company. Please inform your worksite supervisor prior to working under the influence of a prescribed or over-the-counter medication that may affect your ability to perform your job safely, especially if your position is involved in patient care. If the Company determines that the prescribed or over-the-

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counter medication does not pose a safety risk, you will be allowed to work. Failure to comply with these guidelines concerning prescription or over-the-counter medication may result in disciplinary action, up to and including termination of employment.

A violation of this policy will result in disciplinary action up to and including termination of employment.

Drug-Free Workplace Policy

As a federal contractor, Loyal Source must comply with the requirements of the Drug-Free Workplace Act of 1988, which is a part of Public Law 100-690, Anti-Drug Abuse Act of 1988. The federal Drug-Free Workplace Act of 1988 (section 5152) covers grants and contracts for the procurement of any service with a value of $25,000 or more.

Drug-Free Workplace Act

To comply with the act, federal agency contractors and federal grant recipients must provide a drug-free workplace. Therefore LSGS will:

Publish a statement prohibiting the unlawful manufacture, distribution, dispensation, possession, or use of illegal drugs in the workplace and specify the actions that will be taken against employees for violations. (See Drug Free Workplace Policy below)

Distribute a copy of the policy statement to each employee engaged in the performance of a federal grant or contract.

Notify each employee that compliance with the policy is a condition of employment on such grant or contract and that the employee must abide by the terms of the policy statement. The policy statement includes the requirement that the employee notify the employer of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after such conviction.

Notify the granting or contracting agency within 10 days after learning of a criminal drug statute conviction.

Impose a sanction as required under this act on any employee who is so convicted.

Establish a program of drug-free awareness, informing employees about the organization's policy of maintaining a drug-free workplace, the penalties that may be imposed upon employees for drug-abuse violations, the dangers of drug abuse in the workplace, and any available drug counseling, rehabilitation, and assistance programs.

Make a good faith effort to continue to maintain a drug-free workplace through implementation of these requirements.

Americans with Disabilities Act

In addition to complying with the federal Drug-Free Workplace Act of 1988, LSGS must comply with the requirements of the Americans with Disabilities Act of 1990 (ADA). Individuals who currently use drugs illegally are not individuals with disabilities protected under the ADA when an employer takes action because of their continued use of drugs. This includes people who use prescription drugs illegally as well as those who use illegal drugs. However, people who have been rehabilitated and do not currently use drugs illegally, or who are in the process of completing a rehabilitation program, may be protected by the ADA.

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Drug-Free Workplace Policy

Loyal Source, in compliance with the federal Drug-Free Workplace Act of 1988, has adopted the following policy that must be adhered to as a condition of employment:

The unlawful use, possession, manufacture, dispensation, or distribution of controlled substances in all LSGS work locations is prohibited and an employee may be terminated and, in appropriate situations, referred to law enforcement authorities.

No drugs will be brought on Company premises in any manner, combination or quantity other than prescribed by a licensed physician. Abuse of prescription drugs will not be tolerated.

If possession of drugs or alcohol on Company premises is suspected, an employee’s locker, work area and personal belongings, including vehicles, may be searched. In the case of LSGS employees physically located or performing work on government installations; the government has the right to conduct random inspections, without cause, of these areas. An employee’s refusal will be regarded as insubordination and may result in disciplinary action up to and including termination.

Any LSGS employee convicted of a criminal drug statute violation occurring in the workplace must notify his or her manager of the conviction within five days after the conviction. As required by the federal Drug-Free Workplace Act of 1988, LSGS must inform contracting or granting agencies of such convictions within 10 days after receiving notification from the employee or otherwise receiving notice of a conviction.

Upon receiving such notification, LSGS, in conjunction with the location concerned, will take all steps necessary to assure the proper conduct of sponsored projects and programs. If a decision is reached to allow the affected employee to continue employment with LSGS, the employee must participate in and satisfactorily complete an approved drug abuse assistance or rehabilitation program.

All prospective new hires may be tested for the use of drugs, alcohol and intoxicating substances. All employees are subject to random drug/alcohol testing without notice and subject at any time based on reasonable suspicion of any employee, workplace accident or injury, or accident involving Company property or Government Furnished Equipment. Any employee who refuses substance abuse testing may be immediately terminated.

Alcohol and drug screening or any employee, including the taking of urine/or blood samples, will be required where behavior indicated the possible presence of drugs, alcohol or intoxicating substances, or after workplace injuries/accidents. Any employee who refuses to participate in this mandatory screening may be terminated.

If you have any questions, you may contact the CSS Human Resources Department.

5.4 Disciplinary Process

Violation of Company policies or procedures may result in disciplinary action including demotion, transfer, leave without pay, or termination of employment. The Company encourages a system of progressive discipline depending on the type of prohibited conduct. However, the Company is not required to engage in progressive discipline and may discipline or terminate an employee where he or she violates the rules of conduct, or where the quality or value of the employee's work fails to meet expectations at any time. Again, any attempt at progressive discipline does not imply that your employment is anything other than on an "at will" basis.

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In appropriate circumstances, management will provide the employee first with a verbal warning, then with one or more written warnings, and if the conduct is not sufficiently altered, eventual demotion, transfer, forced leave, or termination of employment. Your supervisor will make every effort possible to allow you to respond to any disciplinary action taken. Understand that while the Company is concerned with consistent enforcement of our policies, the Company is not obligated to follow any disciplinary or grievance procedure and that depending on the circumstances, employees may be disciplined or terminated without any prior warning or procedure.

5.5 Problem-Solving Procedure

We strive to provide a comfortable, productive, legal, and ethical work environment. To this end, the Company wants you to bring any problems, concerns, or grievances you have about your work place to the attention of your manager and, if necessary, to CSS Human Resources or upper level management. To help manage conflict resolution we have instituted the following problem solving procedure:

If you believe there is inappropriate conduct or activity on the part of the Company, management, its employees, vendors, customers, or any other persons or entities related to the Company, bring your concerns to the attention of your LSGS manager at a time and place that will allow the manager to properly listen to your concern. Most problems can be resolved informally through dialogue between you and your immediate supervisor. If you have discussed this matter with your supervisor before and do not believe you have received a sufficient response, or if you believe your supervisor is the source of the problem, we request you present your concerns to CSS Human Resources or upper level management. Please indicate what the problem is, those persons involved in the problem, efforts you have made to resolve the problem, and any suggested solution you may have.

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6.0 General Policies

6.1 Personnel and Medical Records

The Company maintains an electronic personnel and medical file for every employee. The personnel file includes such information as the employee s job application, resume, records of training, documentation of performance appraisals and salary increases, and other employment records. Medical records will be kept in a separate folder. Every effort will be made to keep your personnel and medical records confidential. Access is on a "need-to-know" basis only. Personnel files are the property of the Company, and access to the information they contain is restricted. Generally, only supervisors and management personnel who have a legitimate reason to review information in a file are allowed to do so.

If an employee wishes to review his or her personnel or medical file he or she may do so after giving the Company reasonable notice. Inspection must occur in the presence of a Company representative. All requests by an outside party for information contained in your personnel file will be directed to the CSS Human Resources department, which is the only department authorized to give out such information.

6.2 Employee Privacy and Right to Inspect

Company and Client property, including but not limited to, lockers, phones, computers, tablets, desks, work place areas, vehicles, or machinery, remains under the control of the Company and/or Client and is subject to inspection at any time, without notice to the employee, and without the employee's presence. Employees should have no expectation of privacy in any of these areas. We assume no responsibility for the loss of, or damage to, any employee property maintained on Company or worksite premises including that kept in lockers and desks.

6.3 HIPPA Medical Privacy Policy

Loyal Source has adopted a policy that protects the privacy and confidentiality of protected health information (PHI) whenever it is used by company representatives. The private and confidential use of such information will be the responsibility of all individuals with job duties requiring access to PHI in the course of their jobs.

Protected Health Information refers to individually identifiable health information received by the company’s group health plans or received by a health care provider, health plan or health care clearinghouse that relates to the past or present health of an individual or to payment of health care claims. PHI information includes medical conditions, health status, claims experience, medical histories, physical examinations, genetic information and evidence of disability.

The company has designated the corporate benefits plan director as the HIPAA compliance officer (HCO), and any questions or issues regarding PHI should be presented to the HCO for resolution.

Annually or more frequently as necessary, the Company performs enrollment, changes in enrollment and payroll deductions; provides assistance in claims problem resolution and explanation of benefits issues; and assists in coordination of benefits with other providers. Some or all of these activities may require the use or transmission of PHI. Thus, all information related to these processes will be maintained in confidence, and employees will not disclose PHI from these processes for employment-related actions, except as provided by administrative procedures approved by the HCO. General rules follow:

Disclosures that do not qualify as PHI-protected disclosures include:

Disclosure of PHI to the individual to whom the PHI belongs.

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Requests by providers for treatment or payment.

Disclosures requested to be made to authorized parties by the individual PHI holder.

Disclosures to government agencies for reporting or enforcement purposes.

Disclosures to workers’ compensation providers and those authorized by the workers’ compensation providers.

Information regarding whether an individual is covered by a plan for claims processing purposes may be disclosed.

Information external to the health plan is not considered PHI if the information is being furnished for claims processing purposes involving workers’ compensation or short- or long-term disability and medical information received to verify Americans with Disabilities Act (ADA) or Family and Medical Leave Act (FMLA) status.

Personnel records and disclosures of PHI will be maintained for a period of six years as required by federal law, unless a state law requires a longer retention period. Records that have been maintained for the maximum interval will be destroyed in a manner to ensure that such data are not compromised in the future in accordance with the company record destruction policy.

6.4 Social Media Policy

At Loyal Source, we understand that social media can be a fun and rewarding way to share your life and opinions with family, friends, and co-workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for appropriate use of social media.

This policy applies to all employees and contractors who work for Loyal Source.

Guidelines

In the rapidly expanding world of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else's web log or blog, journal or diary, personal website, social networking or affinity website, web bulletin board or a chat room, whether or not associated or affiliated with Loyal Source, as well as any other form of electronic communication.

The same principles and guidelines found in Company policies and these basic beliefs apply to your activities online. Ultimately, you are solely responsible for what you post online. You may be personally responsible for any litigation that may arise should you make unlawful defamatory, slanderous, or libelous statements against any customer, manager, owner, or employee of the company or worksite client. Before creating online content, you may want to consider some of the risks and rewards that are involved.

Know and Follow the Rules

Carefully read these guidelines, the Company Ethics Code, Standards of Conduct, and EEO Statement and No harassment Policy, and ensure your postings are consistent with these policies. Postings that include unlawful discriminatory remarks, harassment (as defined by our EEO policy), and threats of violence or other unlawful conduct will not be tolerated and may subject you to disciplinary action up to and including termination.

You Are Encouraged to Show Respect

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The Company cannot force or mandate respectful and courteous activity by employees on social media during nonworking time. However, everyone should be aware of the negative impact comments of this nature can have on the workplace and relationships with others. In addition, please keep in mind that you may be more likely to resolve work-related disputes by speaking directly with your co-workers or by utilizing our Open Door Policy than by posting complaints to a social media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using statements, photographs, video, or audio that reasonably could be viewed as unlawful, slanderous, threatening, or that might constitute unlawful harassment (as defined by our EEO policies). Examples of such conduct might include defamatory or slanderous posts meant to harm someone's reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, age, national origin, religion, veteran status, sexual orientation, gender identity or expression, or any other status or class protected by law or company policy.

Honesty and Accuracy

You should understand that honesty and accuracy are important when posting information or news, and that it is good practice to correct a mistake quickly. You may want to be open about any previous posts you have altered. Remember that the Internet archives almost everything; therefore, even deleted postings often can be searched.

Posting Information

When posting information:

Maintain the confidentiality of Company or worksite location trade secrets and confidential Company-related commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.).

Do not create a link from your blog, website, or other social networking site to a Company website that identifies you as speaking on behalf of Loyal Source or a LSGS Client.

Never represent yourself as a spokesperson for the Company or a client. If the Company or client is a subject of the content you are creating, do not represent yourself as speaking on the Company's or clients behalf.

Respect copyright, trademark, and similar laws and use such protected information in compliance with applicable legal standards.

Using Social Media at Work

Refrain from using social media while on your work time, unless it is work related as authorized by your manager or consistent with the Company Equipment Policy.

Retaliation Is Prohibited

Company prohibits taking negative action against any employee for reporting a possible deviation from this policy or for cooperating in an investigation. Any employee who retaliates against another employee for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.

Media Contacts

Employees should not speak to the media on the Company's behalf without contacting a member of the executive team or the Human Resources Department. All media inquiries for official Company responses should be directed to them.

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For More Information

If you have questions or need further guidance, please contact your Manager or CSS HR representative.

Nothing in this policy is designed to interfere with, restrain, or prevent employee communications regarding wages, hours, or other terms and conditions of employment, or to restrain employees in exercising any other right protected by law. Employees have the right to engage in or refrain from such activities.

6.5 Employee Suggestions/Open Door Policy

We welcome suggestions for continued improvement and welcome your ideas for better ways to do your job, produce or sell the products or services of our Company, or meet customer and client needs. Discuss your ideas with your supervisor or another member of the management team.

We also encourage you to offer any suggestions derived from seminars, magazines, or other outside sources of information you believe would add value to the Company.

Understand that any suggestions, innovations, inventions, or other matter created by you on work time or with Company tools or property are considered to be the property of the Company.

6.6 Company Electronic Bulletin Boards

Loyal Source maintains an official bulletin board located on the LSGS UltiPro web site home page for the purpose of providing employees with its official notices, including wage and hour laws, changes in policies, and other employment-related notices. At times the Company may also post information of general interest to the employees on the Ulti Home Page. Please keep informed about this material by periodically reviewing the Company bulletin board.

6.7 Personal Appearance

Your personal appearance reflects on the reputation and integrity of the Company. All employees are required to report to work neatly groomed and dressed. You are expected to maintain personal hygiene habits that are generally accepted in the community, i.e. clean clothing, good grooming and personal hygiene, and appropriate social behavior.

Employees are expected to dress in a manner appropriate for their job duties and worksite location. Please consult with your worksite supervisor as to the specific worksite dress policy.

If you come to work inappropriately dressed, you will be asked to go home and return to work dressed appropriately. If you have any questions regarding the dress code or dress code accommodations, please contact Human Resources. Recurring problems will result in discipline up to and including termination of employment.

6.8 Security

Every employee is responsible for helping to create a secure work environment. Upon leaving work, lock all desks, lockers, and doors protecting valuable or sensitive material in your work area and report any lost or stolen keys, passes, or other similar devices to your supervisor immediately. You should refrain from discussing with nonemployees specifics regarding worksite security systems, alarms, passwords, etc. Certain areas within the Company or client site may be designated as Controlled Areas, and special indicators will be included on badges to verify authority of access. Employees without the appropriate designators will be denied

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entry. Employees working at a government or customer site will follow the site specific rules and procedures for wearing their badges or CAC card.

We also request that you immediately advise your supervisor of any known or potential security risks and/or suspicious conduct of employees, customers, or guests of the Company or worksite. Safety and security is the responsibility of every employee and we rely on you to help us keep our premises and those of our clients and your worksite location secure.

6.9 Personal Data Changes

It is your obligation to provide the Company with all of your current contact information, including current mailing address, email and telephone number. Please inform the Company of any changes to your marital or tax withholding status. Failure to do so may result in loss of benefits or delayed receipt of W-2 and other mailings.

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7.0 Benefits

7.1 Regular Full-Time Employees

A regular full-time employee is an employee who is regularly scheduled to work in excess of thirty (30) hours per week. Unless stated otherwise, all the benefits provided to employees are for regular full-time employees only. This may include PTO, holiday pay, health insurance, and other benefits coverage.

7.2 Regular Part-Time Employees

Any employee who works less than thirty (30) hours per week is considered a part-time employee. Part-time employees are not eligible for Company benefits unless specified otherwise in this handbook or in the benefit plan summaries.

7.3 Temporary Employees

Temporary employees are hired for a specific period or specific work project, not to exceed four (4) months in duration. The Company reserves the right to extend the duration of temporary employment where necessary. Temporary employees are not eligible for employee benefits unless specified otherwise in this handbook or in the benefit plan summaries.

7.4 Service Contract Act Employees

The Service Contract Act (SCA) applies to employees performing work on Federal Government contracts in excess of $2,500. Every Company SCA employee will be paid not less than the monetary wages, and must be furnished fringe benefits, which the Secretary of Labor has determined to be prevailing in the locality for the classification in which the employee is working. The wage rates and fringe benefits required are specified in the SCA wage determination included in the Company contract.

7.5 Health Insurance

Eligible full time employees may participate in LSGS medical, dental, and vision insurance plans sponsored by CSS. Eligible full time employees have 31 calendar days from the date of hire to enroll or waive coverages (or 31 calendar days from date of eligibility.) If enrollment forms are not submitted by the 31st day of employment, the employee must wait until open enrollment to enroll in this coverage.

The Company provides its regular full-time employees who have completed the required waiting period benefit coverage on the 1st of the month after 30 days of full time employment with health insurance options. Employees have the option of dependent coverage at their own expense. Medical plan benefits and costs for eligible employees and their dependents are described in detail in the Benefit Guide and the Summary Plan Description (SPD) prepared by the insurance carrier that is available to all eligible employees. The SPD’s are available in the Benefit Library on the LSGS UltiPro home web page. These benefits may be canceled or changed at the discretion of the Company, unless otherwise required by law.

Employee benefit elections remain in force for the entire plan year while the employee remains eligible for these benefits. Employees may make changes to their elected benefit plans on two different occasions. The first occasion is during open enrollment, generally held in September with an October 1st effective date. During open enrollment employees may change, add, or delete benefits and/or dependents. Note that some changes may cause the employee and/or dependent(s) to be subject to plan pre-existing condition clauses or limited benefit coverage. Information about annual open enrollment will be made available to the employees approximately 30 days prior to the effective date.

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The only other time an employee may make changes to their benefits is when they experience a qualifying family status change. Certain qualifying family status changes may allow for an opportunity to add, delete, or change benefits and/or dependents. The requested benefit change must be consistent with the qualifying family status change and allowed under the IRS Section 125 rules and plan policy. Qualifying family status changes include a change in employment that would dictate a change in eligibility for benefits; a change in employment of a spouse where there is an addition or loss of benefits; the change in dependent status of a dependent; the birth, adoption, or foster placement of a child; marriage; divorce; or death of a dependent. You MUST contact and provide documentation to CSS HR immediately if you experience a change in status. All changes must be made within 31 calendar days of the date of the qualifying family status change. Changes requested outside of the 31-day window will not be accepted.

Health benefits during Family and Medical Leave Act (FMLA) leaves are maintained by the Company on the same terms as if the employee continued to work. Please contact CSS Human Resources for clarification. In such circumstances, arrangements must be made by eligible employees to pay their share of the health insurance premium on a monthly basis to maintain insurance coverage. Please contact CSS to determine the amount of your contribution. The Company's obligation to maintain health benefits stops when:

An employee informs the Company of an intent not to return to work at the end of the leave period; or

An employee fails to return to work when the FMLA entitlement is exhausted; or

An employee's premium contribution is past due.

The Company will be entitled to recover premiums paid to maintain health insurance coverage for an employee who fails to return to work from leave.

Please understand that plan eligibility does not necessarily mean coverage for all medical treatments or procedures. In addition, under changed circumstances you may be responsible for contributing to the cost of increased premiums. This benefit, as well as other benefits, may be canceled or changed at the discretion of the Company, unless otherwise required by law.

If you or a dependent become ineligible for benefits due to a change in work hours or through a life event, or you leave employment with us, you may have the right to continue your medical benefits under the Consolidated Omnibus Budget Reconciliation Act (COBRA). The Company will mail you information about your COBRA rights.

7.6 Disability Insurance

The Company provides employees with the ability to elect voluntary short and long term disability income protection programs. These insurance programs protect any employee’s income when employees miss work due to nonwork related disabilities. The terms and conditions for the disability insurance program are outlined in the Summary of Plan Benefits. Please contact CSS Human Resources for a copy of the plan provisions and for any information you need about the benefit.

7.7 Life Insurance

All regular full-time employees are provided with the option to purchase voluntary life insurance for themselves, their spouse and/or their children. You will be required to notify the benefits administrator of your intended beneficiary. Refer to the Summary Plan Description (SPD) for details about the benefit.

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7.8 Dental & Vision Insurance

All regular full-time employees are eligible for the Company voluntary dental and vision plan. Dental and Vision plan benefits are described in detail in the Summary Plan Description (SPD).

7.9 Flexible Spending Accounts

These programs allow employees to elect an amount to be withheld on a pre-tax basis to pay for eligible healthcare, child care and/or transportation / commuter benefits that qualify under the Internal Revenue Service (IRS) regulations.

7.10 401(k) Plan

CSS’s 401(k) Savings and Retirement Plan is a voluntary employee contribution salary reduction savings plan. To be eligible to contribute to the plan you must be a U.S. citizen, age 21 or over and have received your first LSGS pay check. A 401(k) plan is perhaps one of the best available retirement savings options to help you achieve your retirement goals more quickly.

“Vesting” is your right to the balances that are held in your account. You are immediately 100% vested upon your enrollment into the plan.

Once enrolled, changes in the percentage of contributions may be made at any time and will be effective within one to two payroll cycles. Changes in the direction of contribution can be made at any time through the 401(k) provider.

Account Access:

Retirement Access and The Retirement Plan Information Line give you two ways to stay on top of your account whenever you want, wherever you are.

1. Retirement Access (at www.massmutual.com/retirementaccess) lets you access your account and make changes right from your computer. To use this service, you will need a browser equipped with 128-bit encryption.

2. The Retirement Plan Information Line (1-800-854-0647) is an automated voice response system you can access toll free from any touch-tone telephone. For personal assistance, dial “0”, or say “representative” after you have entered both your social security number and Personal Identification Number (PIN).

3. To access your account via the phone or Web site for the first time, please use the steps below to establish a Personal Identification Number (PIN) and/or online password.

By Internet: Log in to Retirement Access

By Phone: Call 1-800-854-0647

1) Enter your Social Security Number (SSN). 2) Enter the month and day of your birthday in an eight-digit format (MMDDYYYY).

(This is your initial online password.) 3) Choose a new password. Your new password must be between six and eight

characters and contain at least two numbers and two letters. 4) Choose a new PIN. Your new phone PIN must be between four and eight

numeric characters.

As with your insurance benefits, please refer to your Summary Plan Description (SPD) provided by the benefits administrator for specifics. This benefit, as well as other benefits, may be canceled or changed at the discretion of the Company, unless otherwise required by law.

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7.11 Holiday Pay

Loyal Source offers paid holidays upon hire for eligible employees. See your offer letter or manager for your individual holiday eligibility

When a Company holiday falls on a Saturday, it will be observed the preceding Friday. Holidays falling on a Sunday will be observed the following Monday. If a nonexempt employee that is eligible for Holiday pay is required to work on the actual holiday, the employee will receive pay for their normal hours worked in addition to the holiday pay.

SCA Employees

Employees covered by the Service Contract Act are eligible for Holiday pay based on the Wage Determination (WD) for the contract they are performing under. A minimum of ten paid holidays per year, New Year's Day, Martin Luther King Jr's Birthday, Washington's Birthday, Memorial Day, Independence Day, Labor Day, Columbus Day, Veterans' Day, Thanksgiving Day, and Christmas Day. Holiday hours paid will be based on your regular work schedule not to exceed 8 hours per holiday. Full time employees will receive eight (8) hours for the holiday, employees working less than a full time schedule will get a prorated amount for the holiday based on your average weekly hours. You must work during the week the holiday falls or be on approved PTO in order to be paid for the Holiday.

Non SCA Employees

Full time Employees not covered by the Service Contact Act are eligible for holiday pay based on the contract they are assigned to. See your Manager for your specific paid holiday schedule.

LSGS Corporate Employees

Full time LSGS Corporate employees please see the Corporate Paid Time off policy for your paid Holiday Schedule.

7.12 Paid Time Off (PTO)

Paid time off (PTO) provides you with the flexibility to use your time off to meet your personal needs, while recognizing your individual responsibility to manage your paid time off.

You may accumulate PTO each pay period worked and it is up to you to allocate how you will use it -- for vacation, illness, caring for children, school activities, medical/dental appointments, personal business or emergencies. The Company may require you to use any available PTO during worksite closings (base family days or base down days) disability or family medical leave, or any other leave of absence based on state laws. The amount of PTO earned and the waiting period before you are eligible to use PTO will depend on your length of service with the Company or length of uninterrupted service at the same Federal Government facility based and on the SCA guidelines. Please see your new hire offer letter or addendum for specific guidelines on your PTO.

Notice and Scheduling

You are required to provide your supervisor with reasonable advance notice and obtain approval prior to using PTO. Please check with your worksite Supervisor on the amount of notice time required for requesting PTO. This allows for you and your supervisor to prepare for your time off and assure that all staffing needs are met. There may be occasions, such as sudden illness, when you cannot notify your supervisor in advance. In those situations, you must inform your supervisor of your circumstances as soon as possible.

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7.13 Leaves of Absence

A leave of absence (leave) is defined as an unpaid approved absence from work for a specified period of time for medical, parental, military, or other approved reasons. If an employee finds that he she must be out of work for more than three days, he or she should contact their Manager and CSS Human Resources department to determine if a leave of absence may be necessary.

While on leave, an employee must contact the Human Resources department at least every two weeks. This provision does not apply to employees taking Family and Medical Leave Act (FMLA) leave. Employees taking FMLA leave should consult the documents they are provided for FMLA leave or should discuss such notification or certification issue with Human Resources. Failure to contact HR upon request may result in voluntary termination of employment. Failure to return to work upon the expiration of the leave or refusing an offer of reinstatement for which the employee is qualified will also result in voluntary termination of employment.

Required Documentation

All requests for a leave of absence must be made on a Leave of Absence Request Form for the particular leave (FMLA, disability accommodation, military, pregnancy, other medical leave, personal leave, etc.) and submitted to CSS Human Resources. An employee must provide 30 days' advance notice when the need for the leave of absence is foreseeable; for instance, if medical treatments or other events are planned or known in advance. If the leave of absence is not foreseeable, the employee must provide notice to his or her immediate supervisor as soon as possible. Medical certifications and/or other documentation supporting the need for the leave may be required.

Job Benefits

For leaves other than approved FMLA leaves, Loyal Source will pay its portion of the cost of the employee's benefits including health, life, and/or disability insurance benefits while an employee is on leave for the end of the monthly billing cycle at which time a COBRA notification will be issued. Family and Medical Leave Act (FMLA) leaves of absence allow for up to 12 weeks of group health insurance continuation coverage in the same manner as if the employee continued to work. The employee must continue to pay his or her portion of the benefits which may be made by payroll deductions (when applicable) or by check which must be submitted to the CSS Human Resources department each pay period unless other arrangements have been made. If the employee fails to pay his or her portion of the benefits for more than 30 days, the employee's coverage(s) will be terminated and the employee will be offered COBRA to continue benefits coverage.

While on leave, employees may be required to use any accrued PTO, (See Paid Time Off Policy.

No benefits will be accrued while an employee is on leave. Except as otherwise provided by law, time spent on a leave of absence, except for military reserve duty, will not be counted as time employed in determining an employee's eligibility for benefits that accrue on the basis of length of employment.

Return to Work

Upon return to work, the employee may be required to take a fitness for duty exam or otherwise provide medical clearance before being able to return to duty.

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7.14 Family and Medical Leave of Absence Policy

A. General

We recognize that there are times when an employee may need to be absent from work due to qualifying events under the Family and Medical Leave Act (FMLA). Accordingly, we will provide eligible employees up to a combined total of 12 weeks of unpaid FMLA leave per leave year for the following reasons and any other leave authorized by the FMLA:

Parental Leave: For the birth or placement of an adopted or foster child;

Personal Medical Leave: When an employee is unable to work due to his or her own serious health condition;

Family Care Leave: To care for a spouse, child, or parent with a serious health condition;

Military Exigency Leave: When an employee's spouse, parent, son, or daughter (of any age) experiences a qualifying exigency resulting from military service (applies to active service members deployed to a foreign country, National Guard and Reservists); and

Military Care Leave: To care for an employee's spouse, parent, son, daughter (of any age), or next of kin who requires care due to an injury or illness incurred while on active duty or was exacerbated while on active duty. Note: A leave of up to 26 weeks of leave per 12-month period may be taken to care for the injured/ill service member.

B. Key Policy Definitions

Eligible employees under this policy are those who have been employed by our Company for at least 12 months (need not be consecutive months and under certain circumstances hours missed from work due to military call-up will also be counted) and have performed at least 1,250 hours of service in the 12-month period immediately preceding the date leave is to begin. Employees who work in small locations with fewer than 50 employees within 75 miles, are not eligible for leave. However, employees should contact Human Resources to discuss other types of leave that might be available for the reasons listed in this policy.

Leave year for the purposes of this policy shall be a rolling 12-month period measured backward from the date an employee uses any FMLA leave.

A spouse means a husband or wife as recognized under state law for the purposes of marriage in the state or other territory or country where the marriage arose.

A son or daughter for the purposes of parental or family leave is defined as a biological, adopted, foster child, step-child, legal ward, or a child for whom the employee stood in loco parentis to, who is (1) under 18 years of age or, (2) 18 years of age or older and incapable of self-care because of physical or mental disability. A son or daughter for the purposes of military exigency or military care leave can be of any age.

A parent means a biological, adoptive, step, or foster parent or any other individual who stood in loco parentis to the employee when the employee was a son or daughter.

Next of kin for the purposes of military care leave is a blood relative other than a spouse, parent, or child in the following order: brothers and sisters, grandparents, aunts and uncles, and first cousins. If a military service member designates in writing another blood relative as his or her caregiver, that individual shall be the only next of kin. In appropriate circumstances, employees may be required to provide documentation of next of kin status.

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A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either inpatient care or continuing treatment by a health care provider. Ordinarily, unless complications arise, cosmetic treatments and minor conditions such as the cold, flu, ear aches, upset stomach, minor ulcers, headaches (other than migraines), and routine dental problems are examples of conditions that are not serious health conditions under this policy. If you have any questions about the types of conditions which may qualify, contact Human Resources.

A health care provider is a medical doctor or doctor of osteopathy, physician's assistant, podiatrist, dentist, clinical psychologist, optometrist, nurse practitioner, nurse-midwife, clinical social worker, or Christian Science practitioner licensed by the First Church of Christ. Under limited circumstances, a chiropractor or other provider recognized by our group health plan for the purposes of certifying a claim for benefits may also be considered a health care provider.

Qualifying exigencies for military exigency leave include:

o Short-notice call-ups/deployments of seven days or less (Note: Leave for this exigency is available for up to seven days beginning the date of call-up notice);

o Attending official ceremonies, programs, or military events;

o Special child care needs created by a military call-up including making alternative child care arrangements, handling urgent and nonroutine child care situations, arranging for school transfers, or attending school or daycare meetings;

o Making financial and legal arrangements;

o Attending counseling sessions for the military service member, the employee, or the military service members' son or daughter who is under 18 years of age or 18 or older but is incapable of self-care because a mental or physical disability;

o Rest and recuperation (Note: Fifteen days of leave is available for this exigency per event);

o Post-deployment activities such as arrival ceremonies, re-integration briefings, and other official ceremonies sponsored by the military (Note: Leave for these events is available during a period of 90 days following the termination of active duty status). This type of leave may also be taken to address circumstances arising from the death of a covered military member while on active duty;

o Parental care when the military family member is needed to care for a parent who is incapable of self-care (e.g. arranging for alternative care or transfer to a care facility); and

o Other exigencies that arise that are agreed to by both the Company and employee.

A serious injury/illness incurred by a service member in the line of active duty or that is exacerbated by active duty is any injury or illness that renders the service member unfit to perform the duties of his or her office, grade, rank, or rating.

C. Notice and Leave Request Process

Foreseeable Need for Leave: If the need for leave is foreseeable because of an expected birth/adoption or planned medical treatment, employees must give at least 30 days' notice. If 30 days' notice is not practicable, notice must be given as soon as possible. Employees are expected to complete and return a leave request form prior to the beginning of leave. Failure to provide appropriate notice and/or complete and return the necessary paperwork will result in the delay or denial of leave.

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Unforeseeable Need for Leave: If the need for leave is unforeseeable, notice must be provided as soon as practicable and possible under the facts of the particular case. Normal call-in procedures apply to all absences from work including those for which leave under this policy may be requested. Employees are expected to complete and return the necessary leave request form as soon as possible to obtain the leave. Failure to provide appropriate notice and/or complete and return the necessary paperwork on a timely basis will result in the delay or denial of leave.

Leave Request Process: To request leave under this policy, employees must obtain and complete a leave request form from their Company manager or CSS Human Resources and return the completed form to Human Resources. If the need for leave is unforeseeable and employees will be absent more than three days, employees should contact Human Resources by telephone and request that a leave form be mailed to their home. If the need for leave will be fewer than three days, employees must complete and return the leave request form upon returning to work.

Call-in Procedures: In all instances where an employee will be absent, the call-in procedures and standards established for giving notice of absence from work must be followed.

D. Leave Increments

Parental Leave: Leave for the birth or placement of a child must be taken in a single block and cannot be taken on an intermittent or reduced schedule basis. Parental Leave must be completed within 12 months of the birth or placement of the child; however, employees may use parental leave before the placement of an adopted or foster child to consult with attorneys, appear in court, attend counseling sessions, etc.

Family Care, Personal Medical, Military Exigency, and Military Care Leave: Leave taken for these reasons may be taken in a block or blocks of time. In addition, if a health care provider deems it necessary or if the nature of a qualifying exigency requires, leave for these reasons can be taken on an intermittent or reduced-schedule basis.

E. Paid Leave Utilization During FMLA Leave

Employees taking parental, family care, military exigency and/or military care leave must utilize available PTO, during this leave as allowed by law. Employees on personal medical leave must utilize available personal, and PTO days during this leave as allowed by law. Employees receiving short- or long-term disability or workers' compensation benefits during a personal medical leave will not be required to utilize these benefits. However, employees may elect to utilize accrued benefits to supplement these benefits.

F. Certification and Fitness for Duty Requirements

Employees requesting family care, personal medical, or military care leave must provide certification from a health care provider to qualify for leave. Such certification must be provided within 15 days of the request for leave unless it is not practicable under the circumstances despite the employee's diligent efforts. Failure to timely provide certification may result in leave being delayed, denied, or revoked. In the Company's discretion, employees may also be required to obtain a second and third certification from another health care provider at Company expense (except for military care leave). Recertification of the continuance of a serious health condition or an injury/illness of a military service member will also be required at appropriate intervals.

Employees requesting a military exigency leave may also be required to provide appropriate active duty orders and subsequent information concerning particular qualifying exigencies involved.

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Employees requesting personal medical leave will also be required to provide a fitness for duty certification from their health care provider prior to returning to work.

G. Scheduling Leave and Temporary Transfers

Where possible, employees should attempt to schedule leave so as not to unduly disrupt operations. Employees requesting leave on an intermittent or reduced schedule basis that is foreseeable based on planned medical treatment may be temporarily transferred to another job with equivalent pay and benefits that better accommodates recurring periods of leave.

H. Health Insurance

The Company will maintain an employee's health insurance coverage during leave on the same basis as if he or she were still working. Employees must continue to make timely payments of their share of the premiums for such coverage. Failure to pay premiums within 30 days of when they are due may result in a lapse of coverage. In this event, the Company will notify the employee 15 days before the date coverage will lapse that coverage will terminate unless payments are promptly made. Alternatively, at the Company's option, the Company may pay the employee's share of the premiums during the leave and recover the costs of this insurance upon the employee's return to work. Coverage that lapses due to nonpayment of premiums will be reinstated immediately upon return to work without a waiting period. Under most circumstances, if an employee does not return to work at the end of leave, the Company may require the employee to reimburse the Company for the health insurance premiums paid during the leave.

I. Return to Work

Employees returning to work at the end of leave will be placed in their original job or an equivalent job with equivalent pay and benefits. Employees will not lose any benefits that accrued before leave was taken. Employees may not, however, be entitled to discretionary raises, promotions, bonus payments, or other benefits that become available during the period of leave.

J. Spouse Aggregation

In the case where an employee and his or her spouse are both employed by the Company, the total number of weeks to which both are entitled in the aggregate because of the birth or placement of a child or to care for a parent with a serious health condition will be limited to 12 weeks per leave year. Similarly, a husband and wife employed by the Company will be limited to a combined total of 26 weeks of leave to care for a military service member. This 26-week leave period will be reduced, however, by the amount of leave taken for other qualifying FMLA events. This type of leave aggregation does not apply to leave needed because of an employee's own serious health condition, to care for a spouse or child with a serious health condition, or because of a qualifying exigency.

K. General Provisions

Failure to Return: Employees failing to return to work or failing to make a request for an extension of their leave prior to the expiration of the leave will be deemed to have voluntarily terminated their employment.

Alternative Employment: No employee, while on leave of absence, shall work or be gainfully employed either for himself, herself, or others unless express, written permission to perform such outside work has been granted by the Company. Any employee on a leave of absence who is found to be working elsewhere without permission will be automatically terminated.

False Reason for Leave: Termination will occur if an employee gives a false reason for a leave.

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7.15 Military Leave (USERRA)

The company complies with applicable federal and state law regarding military leave and re-employment rights. Unpaid military leave of absence will be granted to members of the uniformed services in accordance with the Uniformed Services Employment and Reemployment Rights Act of 1994 (with amendments) and all applicable state law. Documentation of the need for the leave is required to be submitted to Human Resources. An employee returning from military leave of absence will be reinstated to his or her previous or similar job in accordance with state and federal law. You must notify your manager of your intent to return to employment based on requirements of the law. For more information regarding status, compensation, benefits and reinstatement upon return from military leave, please contact Human Resources.

7.16 Jury Duty and Witness Leave

If you are summoned for jury duty, please make scheduling arrangements with your supervisor as soon as you receive your summons or subpoena. Based on state or local laws you may be paid for your jury service, not to exceed that required by law. You may use available accrued PTO pay during unpaid jury leave.

7.17 Workers' Compensation Insurance

Workers' compensation is a no-fault system designed to provide benefits to all employees for work related injuries. Workers' compensation insurance coverage is paid for by the employer and governed by state law. The workers' compensation system provides for coverage of medical treatment and expenses, occupational disability leave, rehabilitation services, as well as payment for lost wages due to work related injuries. If you are injured on the job, no matter how slightly, you are to report the incident immediately to your worksite supervisor and CSS Human Resources. Consistent with applicable state law, failure to report an injury within a reasonable period of time could jeopardize your claim for benefits.

To receive workers' compensation benefits, notify your supervisor immediately of your claim. If your injury is the result of an on-the-job accident, you must fill out an accident report. All employees who are involved in a work related injury may be subject to a drug/alcohol test immediately after the accident. This drug/alcohol test is required for safety and insurance purposes.

IMPORTANT! – do not use your LSGS group medical insurance for work-related injuries. Simply identify that you have experienced a work-related injury and the medical care provider will take the necessary actions. Please call CSS Human Resources for a referral to an appropriate medical facility for your work related injury or illness. You will be required to submit a medical release before you can return to work.

It is equally important to stress that employee claims, associated forms and reports must be accomplished as truthfully and completely as possible. Fraudulent claims hurt the Company’s reputation and profitability; they can also have dire consequences for a dishonest claimant.

7.18 Unemployment Compensation Insurance

Unemployment compensation insurance is paid for by the Company and provides temporary income for employees who have lost their job under certain circumstances. Your eligibility for unemployment compensation will, in part, be determined by the reasons for your separation from the Company.

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7.19 COBRA

The Consolidated Omnibus Budget Reconciliation Act (COBRA) provides the opportunity for eligible employees and their beneficiaries to continue health insurance coverage under the company health plan when a "qualifying event" could result in the loss of eligibility. Qualifying events include resignation, termination of employment, death of an employee, reduction in hours, a leave of absence, divorce or legal separation, entitlement to Medicare, or where a dependent child no longer meets eligibility requirements.

Please contact CSS Human Resources to learn more about your COBRA rights.

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8.0 Safety and Loss Prevention

8.1 General Safety Policy

The Company provides information to employees about workplace safety and health issues through regular internal communication channels such as worksite supervisor-employee meetings, bulletin board postings, memos, or other written communications.

Employees and supervisors receive periodic workplace safety training. The training covers potential safety and health hazards and safe work practices and procedures to eliminate or minimize hazards.

Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees must immediately report any unsafe condition to the appropriate supervisor. Employees who violate safety standards, who cause hazardous or dangerous situations, or who fail to report or, where appropriate, remedy such situations, may be subject to disciplinary action, up to and including termination of employment. Some of the best safety improvement ideas come from employees. Those with ideas, concerns, or suggestions for improved safety in the workplace are encouraged to raise them with their worksite supervisor, or with another supervisor or manager.

It is the responsibility of every employee of the Company to maintain a healthy and safe work environment. Please report all safety hazards and occupational illnesses or injuries to your worksite supervisor immediately and complete an occupational illness or injury form as needed. Failure to follow the Company's health and safety rules can result in disciplinary action, up to and including termination of employment.

8.2 Nonsmoking Policy

Loyal Source is concerned about the effect that smoking and second hand smoke inhalation can have on its employees and clients. Smoking (including electronic nicotine delivery systems (ENDS), vaporizers or e-cigarettes) in the office or worksite, client areas, and restrooms is prohibited.

8.3 Policy Against Violence

The safety and security of our employees, vendors, contractors, and the general public is of essential importance. Threats or acts of violence made by an employee against another person's life, health, well-being, family, or property will not be tolerated. Any act of intimidation, threat of violence, or act of violence committed against any person on Company property or worksite location is prohibited. The following definitions apply:

Intimidation: A physical or verbal act toward another person, the result of which causes that person to reasonably fear for his or her safety or the safety of others.

Threat of violence: A physical or verbal act which threatens bodily harm to another person or damage to the property of another.

Act of violence: A physical act, whether or not it causes actual bodily harm to another person or damage to the property of another.

No person shall possess or have control of any firearm, deadly weapon, or prohibited knife, as legally defined, while on Company property or worksite location, except as required in the lawful course of business or as authorized by state law.

The following are prohibited:

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1. Any act or threat of violence made by an employee against another person's life, health, well-being, family, or property.

2. Any act or threat of violence, which endangers the safety of employees, residents, tenants, vendors, contractors, or the general public.

3. Any act or threat of violence made directly or indirectly by words, gestures, symbols, or email.

4. Use or possession of a weapon on the Company's premises managed by the Company or worksite location as permitted by state law.

It is a requirement that employees report to their worksite supervisor and CSS Human Resources, in accordance with this policy, any behavior that compromises the Company's ability to maintain a safe work environment. All reports will be investigated immediately and kept confidential, except where there is a legitimate need to know.

Employees who violate this policy may be subject to criminal charges as well as discipline up to and including immediate termination of employment.

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9.0 Closing Statement

9.1 Closing Statement

Thank you for reading our employee handbook. We hope it has provided you with an understanding of the Company's mission, history, and structure as well as our current policies and guidelines. We look forward to working with you to create a successful company and a safe, productive, and pleasant workplace.

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10.0 Acknowledgment of Receipt and Review

10.1 Acknowledgment of Receipt and Review

By signing below, I acknowledge that I have received a copy of the Loyal Source Government Services Employee Handbook and understand that it is my responsibility to read the Employee Handbook in its entirety. I agree to comply with the rules, policies, and procedures set forth herein, as well as any revisions made to the Employee Handbook in the future. I also understand that if I violate the rules, policies, and procedures set forth herein that I may be subject to discipline, up to and including termination of my employment.

I understand that the Employee Handbook contains information about the employment policies and practices of the Company. I understand that the policies outlined in this Employee Handbook are management guidelines only, which in a developing business will require changes from time to time. I understand that the Company retains the right to make decisions involving employment as needed in order to conduct its work in a manner that is beneficial to the employees and the Company. I understand that this Employee Handbook supersedes and replaces any and all prior Employee Handbooks and any inconsistent verbal or written policy statements.

I understand that except for the policy of at-will employment, which can only be changed by the CEO, President or COO in a written and signed document, the Company reserves the right to revise, delete, and add to the provisions of this Employee Handbook at any time without further notice. I understand that no oral statements or representations can change the provisions of this Employee Handbook. I understand that this Employee Handbook is not intended to create contractual obligations with respect to any matters it covers and that the Employee Handbook does not create a contract guaranteeing that I will be employed for any specific time period. I understand nothing in this handbook is created to infringe on any available legal rights.

I understand that this Employee Handbook refers to current benefit plans maintained by the Company and that I must refer to the actual plan documents and summary plan descriptions as these documents are controlling.

If I have questions about the content or interpretation of the Employee Handbook, I will ask my Manager or CSS Human Resources.

______________________________ Date _______________________________________________________ Signature of Employee _______________________________________________________ Print Name

Miguel Romero (Jan 8, 2016)Miguel Romero

Miguel Romero

Jan 8, 2016

NEW HIRE PACKET

*Employee Instructions: Complete all items completely

Please call Corporate Service Solutions Human Resources Department at 407-902-2111 if you have any questions.

Employee Personal Information

Please PRINT your name exactly shown as on your Social Security Card:

First Name: ________________________ Middle: ______________ Last Name: ________________________

Social Security Number (SSN): ______________________ Date of Birth: _______________ (MM/DD/YYYY)

Gender: Male Female Marital Status: Married Single

Original Date of Hire at Current Location: __________________ (MM/DD/YYYY)

Home Address: ________________________________________________ Apt/Bldg. #: _______________

City: _____________________________ State: _______ Zip: _________ County: __________________

Email Address: ______________________________________________________________________ *Required for Web Account Access

Home Phone: ________________ Work Phone: ________________ Cell Phone: ________________

Emergency Contact: __________________________ Relationship: ______________ Phone #: ________________

Recruiter Name: ________________________

(If applicable)

Office Use Only

LSGS Date of Hire: ____________ Position Location: _____________________________ W/C Code: __________

Job Title: __________________________ Department: _______________________ Branch: ________________

Contract/TO: __________________________________ Status: _____________________ (FT/PT/PRN/Temp)

Position Type: SCA NON SCA Location Type: Clinic/Outpatient Hospital Office

Weekly Scheduled Hours: _________ PTO Plan: _______________ Benefit Group: ________________

Pay Rate: _________ Pay Group: ______________ Pay Cycle: Weekly Bi Weekly Semi-Monthly

Other Rate: _________ Exempt Non-Exempt

Worksite (Client): _________________________________

Work Location: _________________________ Work State: ____

michaelangel69@yahoo.com

El Paso

2

12/19/1964

1006 E Rio Grande

9158436726

459257691

El Paso

Angel

Elsa Romero

01/18/2016

Romero

79902

■■

N/A

Matt Mcrrary

9155029751

Tx

9155029751

Miguel

Spouse

Form W-4 (2016)Purpose. Complete Form W-4 so that your employer can withhold the correct federal income tax from your pay. Consider completing a new Form W-4 each year and when your personal or financial situation changes.Exemption from withholding. If you are exempt, complete only lines 1, 2, 3, 4, and 7 and sign the form to validate it. Your exemption for 2016 expires February 15, 2017. See Pub. 505, Tax Withholding and Estimated Tax.Note: If another person can claim you as a dependent on his or her tax return, you cannot claim exemption from withholding if your income exceeds $1,050 and includes more than $350 of unearned income (for example, interest and dividends).

Exceptions. An employee may be able to claim exemption from withholding even if the employee is a dependent, if the employee:• Is age 65 or older,

• Is blind, or

• Will claim adjustments to income; tax credits; or itemized deductions, on his or her tax return.

The exceptions do not apply to supplemental wages greater than $1,000,000.Basic instructions. If you are not exempt, complete the Personal Allowances Worksheet below. The worksheets on page 2 further adjust your withholding allowances based on itemized deductions, certain credits, adjustments to income, or two-earners/multiple jobs situations.

Complete all worksheets that apply. However, you may claim fewer (or zero) allowances. For regular wages, withholding must be based on allowances you claimed and may not be a flat amount or percentage of wages.Head of household. Generally, you can claim head of household filing status on your tax return only if you are unmarried and pay more than 50% of the costs of keeping up a home for yourself and your dependent(s) or other qualifying individuals. See Pub. 501, Exemptions, Standard Deduction, and Filing Information, for information.Tax credits. You can take projected tax credits into account in figuring your allowable number of withholding allowances. Credits for child or dependent care expenses and the child tax credit may be claimed using the Personal Allowances Worksheet below. See Pub. 505 for information on converting your other credits into withholding allowances.

Nonwage income. If you have a large amount of nonwage income, such as interest or dividends, consider making estimated tax payments using Form 1040-ES, Estimated Tax for Individuals. Otherwise, you may owe additional tax. If you have pension or annuity income, see Pub. 505 to find out if you should adjust your withholding on Form W-4 or W-4P.Two earners or multiple jobs. If you have a working spouse or more than one job, figure the total number of allowances you are entitled to claim on all jobs using worksheets from only one Form W-4. Your withholding usually will be most accurate when all allowances are claimed on the Form W-4 for the highest paying job and zero allowances are claimed on the others. See Pub. 505 for details.Nonresident alien. If you are a nonresident alien, see Notice 1392, Supplemental Form W-4 Instructions for Nonresident Aliens, before completing this form.Check your withholding. After your Form W-4 takes effect, use Pub. 505 to see how the amount you are having withheld compares to your projected total tax for 2016. See Pub. 505, especially if your earnings exceed $130,000 (Single) or $180,000 (Married).Future developments. Information about any future developments affecting Form W-4 (such as legislation enacted after we release it) will be posted at www.irs.gov/w4.

Personal Allowances Worksheet (Keep for your records.)A Enter “1” for yourself if no one else can claim you as a dependent . . . . . . . . . . . . . . . . . . A

B Enter “1” if: { • You are single and have only one job; or• You are married, have only one job, and your spouse does not work; or . . .• Your wages from a second job or your spouse’s wages (or the total of both) are $1,500 or less.

} B

C Enter “1” for your spouse. But, you may choose to enter “-0-” if you are married and have either a working spouse or more than one job. (Entering “-0-” may help you avoid having too little tax withheld.) . . . . . . . . . . . . . . C

D Enter number of dependents (other than your spouse or yourself) you will claim on your tax return . . . . . . . . DE Enter “1” if you will file as head of household on your tax return (see conditions under Head of household above) . . EF Enter “1” if you have at least $2,000 of child or dependent care expenses for which you plan to claim a credit . . . F

(Note: Do not include child support payments. See Pub. 503, Child and Dependent Care Expenses, for details.) G Child Tax Credit (including additional child tax credit). See Pub. 972, Child Tax Credit, for more information.

• If your total income will be less than $70,000 ($100,000 if married), enter “2” for each eligible child; then less “1” if you have two to four eligible children or less “2” if you have five or more eligible children. • If your total income will be between $70,000 and $84,000 ($100,000 and $119,000 if married), enter “1” for each eligible child . . G

H Add lines A through G and enter total here. (Note: This may be different from the number of exemptions you claim on your tax return.) ▶ H

For accuracy, complete all worksheets that apply. {

• If you plan to itemize or claim adjustments to income and want to reduce your withholding, see the Deductions and Adjustments Worksheet on page 2.

• If you are single and have more than one job or are married and you and your spouse both work and the combined earnings from all jobs exceed $50,000 ($20,000 if married), see the Two-Earners/Multiple Jobs Worksheet on page 2 to avoid having too little tax withheld.• If neither of the above situations applies, stop here and enter the number from line H on line 5 of Form W-4 below.

Separate here and give Form W-4 to your employer. Keep the top part for your records.

Form W-4Department of the Treasury Internal Revenue Service

Employee's Withholding Allowance Certificate▶ Whether you are entitled to claim a certain number of allowances or exemption from withholding is

subject to review by the IRS. Your employer may be required to send a copy of this form to the IRS.

OMB No. 1545-0074

20161 Your first name and middle initial Last name

Home address (number and street or rural route)

City or town, state, and ZIP code

2 Your social security number

3 Single Married Married, but withhold at higher Single rate.

Note: If married, but legally separated, or spouse is a nonresident alien, check the “Single” box.

4 If your last name differs from that shown on your social security card,

check here. You must call 1-800-772-1213 for a replacement card. ▶

5 Total number of allowances you are claiming (from line H above or from the applicable worksheet on page 2) 56 Additional amount, if any, you want withheld from each paycheck . . . . . . . . . . . . . . 6 $

7 I claim exemption from withholding for 2016, and I certify that I meet both of the following conditions for exemption.• Last year I had a right to a refund of all federal income tax withheld because I had no tax liability, and• This year I expect a refund of all federal income tax withheld because I expect to have no tax liability.If you meet both conditions, write “Exempt” here . . . . . . . . . . . . . . . ▶ 7

Under penalties of perjury, I declare that I have examined this certificate and, to the best of my knowledge and belief, it is true, correct, and complete.

Employee’s signature (This form is not valid unless you sign it.) ▶ Date ▶

8 Employer’s name and address (Employer: Complete lines 8 and 10 only if sending to the IRS.) 9 Office code (optional) 10 Employer identification number (EIN)

For Privacy Act and Paperwork Reduction Act Notice, see page 2. Cat. No. 10220Q Form W-4 (2016)

Miguel Romero (Jan 8, 2016)Miguel Romero

Romero■

Exempt

0

459257691

1006 E. Rio grande Apt 2

Miguel A

El Paso Tx 79902 ✔

Jan 8, 2016

0

Form W-4 (2016) Page 2 Deductions and Adjustments Worksheet

Note: Use this worksheet only if you plan to itemize deductions or claim certain credits or adjustments to income.1 Enter an estimate of your 2016 itemized deductions. These include qualifying home mortgage interest, charitable contributions, state

and local taxes, medical expenses in excess of 10% (7.5% if either you or your spouse was born before January 2, 1952) of your income, and miscellaneous deductions. For 2016, you may have to reduce your itemized deductions if your income is over $311,300 and you are married filing jointly or are a qualifying widow(er); $285,350 if you are head of household; $259,400 if you are single and not head of household or a qualifying widow(er); or $155,650 if you are married filing separately. See Pub. 505 for details . . . 1 $

2 Enter: { $12,600 if married filing jointly or qualifying widow(er)$9,300 if head of household . . . . . . . . . . .$6,300 if single or married filing separately

} 2 $

3 Subtract line 2 from line 1. If zero or less, enter “-0-” . . . . . . . . . . . . . . . . 3 $4 Enter an estimate of your 2016 adjustments to income and any additional standard deduction (see Pub. 505) 4 $5 Add lines 3 and 4 and enter the total. (Include any amount for credits from the Converting Credits to

Withholding Allowances for 2016 Form W-4 worksheet in Pub. 505.) . . . . . . . . . . . . 5 $6 Enter an estimate of your 2016 nonwage income (such as dividends or interest) . . . . . . . . 6 $7 Subtract line 6 from line 5. If zero or less, enter “-0-” . . . . . . . . . . . . . . . . 7 $8 Divide the amount on line 7 by $4,050 and enter the result here. Drop any fraction . . . . . . . 89 Enter the number from the Personal Allowances Worksheet, line H, page 1 . . . . . . . . . 9

10 Add lines 8 and 9 and enter the total here. If you plan to use the Two-Earners/Multiple Jobs Worksheet, also enter this total on line 1 below. Otherwise, stop here and enter this total on Form W-4, line 5, page 1 10

Two-Earners/Multiple Jobs Worksheet (See Two earners or multiple jobs on page 1.)Note: Use this worksheet only if the instructions under line H on page 1 direct you here.1 Enter the number from line H, page 1 (or from line 10 above if you used the Deductions and Adjustments Worksheet) 12 Find the number in Table 1 below that applies to the LOWEST paying job and enter it here. However, if

you are married filing jointly and wages from the highest paying job are $65,000 or less, do not enter more than “3” . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

3 If line 1 is more than or equal to line 2, subtract line 2 from line 1. Enter the result here (if zero, enter “-0-”) and on Form W-4, line 5, page 1. Do not use the rest of this worksheet . . . . . . . . . 3

Note: If line 1 is less than line 2, enter “-0-” on Form W-4, line 5, page 1. Complete lines 4 through 9 below to figure the additional withholding amount necessary to avoid a year-end tax bill.

4 Enter the number from line 2 of this worksheet . . . . . . . . . . 45 Enter the number from line 1 of this worksheet . . . . . . . . . . 56 Subtract line 5 from line 4 . . . . . . . . . . . . . . . . . . . . . . . . . 67 Find the amount in Table 2 below that applies to the HIGHEST paying job and enter it here . . . . 7 $8 Multiply line 7 by line 6 and enter the result here. This is the additional annual withholding needed . . 8 $9 Divide line 8 by the number of pay periods remaining in 2016. For example, divide by 25 if you are paid every two

weeks and you complete this form on a date in January when there are 25 pay periods remaining in 2016. Enter the result here and on Form W-4, line 6, page 1. This is the additional amount to be withheld from each paycheck 9 $

Table 1Married Filing Jointly

If wages from LOWEST paying job are—

Enter on line 2 above

$0 - $6,000 06,001 - 14,000 1

14,001 - 25,000 225,001 - 27,000 327,001 - 35,000 435,001 - 44,000 544,001 - 55,000 655,001 - 65,000 765,001 - 75,000 875,001 - 80,000 980,001 - 100,000 10

100,001 - 115,000 11115,001 - 130,000 12130,001 - 140,000 13140,001 - 150,000 14 150,001 and over 15

All Others

If wages from LOWEST paying job are—

Enter on line 2 above

$0 - $9,000 09,001 - 17,000 1

17,001 - 26,000 226,001 - 34,000 334,001 - 44,000 444,001 - 75,000 575,001 - 85,000 685,001 - 110,000 7

110,001 - 125,000 8125,001 - 140,000 9140,001 and over 10

Table 2Married Filing Jointly

If wages from HIGHEST paying job are—

Enter on line 7 above

$0 - $75,000 $61075,001 - 135,000 1,010

135,001 - 205,000 1,130205,001 - 360,000 1,340360,001 - 405,000 1,420405,001 and over 1,600

All Others

If wages from HIGHEST paying job are—

Enter on line 7 above

$0 - $38,000 $61038,001 - 85,000 1,01085,001 - 185,000 1,130

185,001 - 400,000 1,340400,001 and over 1,600

Privacy Act and Paperwork Reduction Act Notice. We ask for the information on this form to carry out the Internal Revenue laws of the United States. Internal Revenue Code sections 3402(f)(2) and 6109 and their regulations require you to provide this information; your employer uses it to determine your federal income tax withholding. Failure to provide a properly completed form will result in your being treated as a single person who claims no withholding allowances; providing fraudulent information may subject you to penalties. Routine uses of this information include giving it to the Department of Justice for civil and criminal litigation; to cities, states, the District of Columbia, and U.S. commonwealths and possessions for use in administering their tax laws; and to the Department of Health and Human Services for use in the National Directory of New Hires. We may also disclose this information to other countries under a tax treaty, to federal and state agencies to enforce federal nontax criminal laws, or to federal law enforcement and intelligence agencies to combat terrorism.

You are not required to provide the information requested on a form that is subject to the Paperwork Reduction Act unless the form displays a valid OMB control number. Books or records relating to a form or its instructions must be retained as long as their contents may become material in the administration of any Internal Revenue law. Generally, tax returns and return information are confidential, as required by Code section 6103.

The average time and expenses required to complete and file this form will vary depending on individual circumstances. For estimated averages, see the instructions for your income tax return.

If you have suggestions for making this form simpler, we would be happy to hear from you. See the instructions for your income tax return.

Instructions for Employment Eligibility Verification Department of Homeland Security

U.S. Citizenship and Immigration Services

USCIS Form I-9

OMB No. 1615-0047 Expires 03/31/2016

Read all instructions carefully before completing this form.

Anti-Discrimination Notice. It is illegal to discriminate against any work-authorized individual in hiring, discharge, recruitment or referral for a fee, or in the employment eligibility verification (Form I-9 and E-Verify) process based on that individual's citizenship status, immigration status or national origin. Employers CANNOT specify which document(s) they will accept from an employee. The refusal to hire an individual because the documentation presented has a future expiration date may also constitute illegal discrimination. For more information, call the Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) at 1-800-255-7688 (employees), 1-800-255-8155 (employers), or 1-800-237-2515 (TDD), or visit www.justice.gov/crt/about/osc.

Form I-9 Instructions 03/08/13 N Page 1 of 9EMPLOYERS MUST RETAIN COMPLETED FORM I-9

DO NOT MAIL COMPLETED FORM I-9 TO ICE OR USCIS

What Is the Purpose of This Form?

Form I-9 is made up of three sections. Employers may be fined if the form is not complete. Employers are responsible for retaining completed forms. Do not mail completed forms to U.S. Citizenship and Immigration Services (USCIS) or Immigration and Customs Enforcement (ICE).

Employers are responsible for completing and retaining Form I-9. For the purpose of completing this form, the term "employer" means all employers, including those recruiters and referrers for a fee who are agricultural associations, agricultural employers, or farm labor contractors.

General Instructions

Section 1. Employee Information and Attestation

Newly hired employees must complete and sign Section 1 of Form I-9 no later than the first day of employment. Section 1 should never be completed before the employee has accepted a job offer. Provide the following information to complete Section 1:

Name: Provide your full legal last name, first name, and middle initial. Your last name is your family name or surname. If you have two last names or a hyphenated last name, include both names in the last name field. Your first name is your given name. Your middle initial is the first letter of your second given name, or the first letter of your middle name, if any. Other names used: Provide all other names used, if any (including maiden name). If you have had no other legal names, write "N/A." Address: Provide the address where you currently live, including Street Number and Name, Apartment Number (if applicable), City, State, and Zip Code. Do not provide a post office box address (P.O. Box). Only border commuters from Canada or Mexico may use an international address in this field.

Date of Birth: Provide your date of birth in the mm/dd/yyyy format. For example, January 23, 1950, should be written as 01/23/1950.

Employers must complete Form I-9 to document verification of the identity and employment authorization of each new employee (both citizen and noncitizen) hired after November 6, 1986, to work in the United States. In the Commonwealth of the Northern Mariana Islands (CNMI), employers must complete Form I-9 to document verification of the identity and employment authorization of each new employee (both citizen and noncitizen) hired after November 27, 2011. Employers should have used Form I-9 CNMI between November 28, 2009 and November 27, 2011.

E-mail Address and Telephone Number (Optional): You may provide your e-mail address and telephone number. Department of Homeland Security (DHS) may contact you if DHS learns of a potential mismatch between the information provided and the information in DHS or Social Security Administration (SSA) records. You may write "N/A" if you choose not to provide this information.

U.S. Social Security Number: Provide your 9-digit Social Security number. Providing your Social Security number is voluntary. However, if your employer participates in E-Verify, you must provide your Social Security number.

Form I-9 Instructions 03/08/13 N Page 2 of 9

3. A lawful permanent resident: A lawful permanent resident is any person who is not a U.S. citizen and who resides in the United States under legally recognized and lawfully recorded permanent residence as an immigrant. The term "lawful permanent resident" includes conditional residents. If you check this box, write either your Alien Registration Number (A-Number) or USCIS Number in the field next to your selection. At this time, the USCIS Number is the same as the A-Number without the "A" prefix.

4. An alien authorized to work: If you are not a citizen or national of the United States or a lawful permanent resident, but are authorized to work in the United States, check this box.

a. Record the date that your employment authorization expires, if any. Aliens whose employment authorization does not expire, such as refugees, asylees, and certain citizens of the Federated States of Micronesia, the Republic of the Marshall Islands, or Palau, may write "N/A" on this line.

b. Next, enter your Alien Registration Number (A-Number)/USCIS Number. At this time, the USCIS Number is the same as your A-Number without the "A" prefix. If you have not received an A-Number/USCIS Number, record your Admission Number. You can find your Admission Number on Form I-94, "Arrival-Departure Record," or as directed by USCIS or U.S. Customs and Border Protection (CBP).

(1) If you obtained your admission number from CBP in connection with your arrival in the United States, then also record information about the foreign passport you used to enter the United States (number and country of issuance).

(2) If you obtained your admission number from USCIS within the United States, or you entered the United States without a foreign passport, you must write "N/A" in the Foreign Passport Number and Country of Issuance fields.

Sign your name in the "Signature of Employee" block and record the date you completed and signed Section 1. By signing and dating this form, you attest that the citizenship or immigration status you selected is correct and that you are aware that you may be imprisoned and/or fined for making false statements or using false documentation when completing this form. To fully complete this form, you must present to your employer documentation that establishes your identity and employment authorization. Choose which documents to present from the Lists of Acceptable Documents, found on the last page of this form. You must present this documentation no later than the third day after beginning employment, although you may present the required documentation before this date.

The Preparer and/or Translator Certification must be completed if the employee requires assistance to complete Section 1 (e.g., the employee needs the instructions or responses translated, someone other than the employee fills out the information blocks, or someone with disabilities needs additional assistance). The employee must still sign Section 1.

Minors and Certain Employees with Disabilities (Special Placement)Parents or legal guardians assisting minors (individuals under 18) and certain employees with disabilities should review the guidelines in the Handbook for Employers: Instructions for Completing Form I-9 (M-274) on www.uscis.gov/I-9Central before completing Section 1. These individuals have special procedures for establishing identity if they cannot present an identity document for Form I-9. The special procedures include (1) the parent or legal guardian filling out Section 1 and writing "minor under age 18" or "special placement," whichever applies, in the employee signature block; and (2) the employer writing "minor under age 18" or "special placement" under List B in Section 2.

Preparer and/or Translator Certification

If you check this box:

1. A citizen of the United States

2. A noncitizen national of the United States: Noncitizen nationals of the United States are persons born in American Samoa, certain former citizens of the former Trust Territory of the Pacific Islands, and certain children of noncitizen nationals born abroad.

All employees must attest in Section 1, under penalty of perjury, to their citizenship or immigration status by checking one of the following four boxes provided on the form:

Form I-9 Instructions 03/08/13 N Page 3 of 9

2. Record the document title shown on the Lists of Acceptable Documents, issuing authority, document number and expiration date (if any) from the original document(s) the employee presents. You may write "N/A" in any unused fields.

3. Under Certification, enter the employee's first day of employment. Temporary staffing agencies may enter the first day the employee was placed in a job pool. Recruiters and recruiters for a fee do not enter the employee's first day of employment.

4. Provide the name and title of the person completing Section 2 in the Signature of Employer or Authorized Representative field.

5. Sign and date the attestation on the date Section 2 is completed.

6. Record the employer's business name and address.

7. Return the employee's documentation.

If the employee is a student or exchange visitor who presented a foreign passport with a Form I-94, the employer should also enter in Section 2:a. The student's Form I-20 or DS-2019 number (Student and Exchange Visitor Information System-SEVIS Number);

and the program end date from Form I-20 or DS-2019.

Employers or their authorized representative must:1. Physically examine each original document the employee presents to determine if it reasonably appears to be genuine

and to relate to the person presenting it. The person who examines the documents must be the same person who signs Section 2. The examiner of the documents and the employee must both be physically present during the examination of the employee's documents.

Employers cannot specify which document(s) employees may present from the Lists of Acceptable Documents, found on the last page of Form I-9, to establish identity and employment authorization. Employees must present one selection from List A OR a combination of one selection from List B and one selection from List C. List A contains documents that show both identity and employment authorization. Some List A documents are combination documents. The employee must present combination documents together to be considered a List A document. For example, a foreign passport and a Form I-94 containing an endorsement of the alien's nonimmigrant status must be presented together to be considered a List A document. List B contains documents that show identity only, and List C contains documents that show employment authorization only. If an employee presents a List A document, he or she should not present a List B and List C document, and vice versa. If an employer participates in E-Verify, the List B document must include a photograph.

Employers or their authorized representative must complete Section 2 by examining evidence of identity and employment authorization within 3 business days of the employee's first day of employment. For example, if an employee begins employment on Monday, the employer must complete Section 2 by Thursday of that week. However, if an employer hires an individual for less than 3 business days, Section 2 must be completed no later than the first day of employment. An employer may complete Form I-9 before the first day of employment if the employer has offered the individual a job and the individual has accepted.

In the field below the Section 2 introduction, employers must enter the last name, first name and middle initial, if any, that the employee entered in Section 1. This will help to identify the pages of the form should they get separated.

Employers may, but are not required to, photocopy the document(s) presented. If photocopies are made, they should be made for ALL new hires or reverifications. Photocopies must be retained and presented with Form I-9 in case of an inspection by DHS or other federal government agency. Employers must always complete Section 2 even if they photocopy an employee's document(s). Making photocopies of an employee's document(s) cannot take the place of completing Form I-9. Employers are still responsible for completing and retaining Form I-9.

Before completing Section 2, employers must ensure that Section 1 is completed properly and on time. Employers may not ask an individual to complete Section 1 before he or she has accepted a job offer.

Section 2. Employer or Authorized Representative Review and Verification

Form I-9 Instructions 03/08/13 N Page 4 of 9

2. Write the word "receipt" and its document number in the "Document Number" field. Record the last day that the receipt is valid in the "Expiration Date" field.

1. Record the document title in Section 2 under the sections titled List A, List B, or List C, as applicable.

When the employee provides an acceptable receipt, the employer should:

2. Record the number and other required document information from the actual document presented.

3. Initial and date the change.

1. Cross out the word "receipt" and any accompanying document number and expiration date.

By the end of the receipt validity period, the employer should:

See the Handbook for Employers: Instructions for Completing Form I-9 (M-274) at www.uscis.gov/I-9Central for more information on receipts.

Employers or their authorized representatives should complete Section 3 when reverifying that an employee is authorized to work. When rehiring an employee within 3 years of the date Form I-9 was originally completed, employers have the option to complete a new Form I-9 or complete Section 3. When completing Section 3 in either a reverification or rehire situation, if the employee's name has changed, record the name change in Block A.

3. The departure portion of Form I-94/I-94A with a refugee admission stamp. The employee must present an unexpired Employment Authorization Document (Form I-766) or a combination of a List B document and an unrestricted Social Security card within 90 days.

Section 3. Reverification and Rehires

1. A receipt showing that the employee has applied to replace a document that was lost, stolen or damaged. The employee must present the actual document within 90 days from the date of hire.

There are three types of acceptable receipts:

2. The arrival portion of Form I-94/I-94A with a temporary I-551 stamp and a photograph of the individual. The employee must present the actual Permanent Resident Card (Form I-551) by the expiration date of the temporary I-551 stamp, or, if there is no expiration date, within 1 year from the date of issue.

Employees must present receipts within 3 business days of their first day of employment, or in the case of reverification, by the date that reverification is required, and must present valid replacement documents within the time frames described below.

If an employee is unable to present a required document (or documents), the employee can present an acceptable receipt in lieu of a document from the Lists of Acceptable Documents on the last page of this form. Receipts showing that a person has applied for an initial grant of employment authorization, or for renewal of employment authorization, are not acceptable. Employers cannot accept receipts if employment will last less than 3 days. Receipts are acceptable when completing Form I-9 for a new hire or when reverification is required.

Receipts

Generally, only unexpired, original documentation is acceptable. The only exception is that an employee may present a certified copy of a birth certificate. Additionally, in some instances, a document that appears to be expired may be acceptable if the expiration date shown on the face of the document has been extended, such as for individuals with temporary protected status. Refer to the Handbook for Employers: Instructions for Completing Form I-9 (M-274) or I-9 Central (www.uscis.gov/I-9Central) for examples.

Unexpired Documents

For employees who provide an employment authorization expiration date in Section 1, employers must reverify employment authorization on or before the date provided.

Form I-9 Instructions 03/08/13 N Page 5 of 9

b. Record the document title, document number, and expiration date (if any).

3. Complete Block C if:

a. The employment authorization or employment authorization document of a current employee is about to expire and requires reverification; or

b. You rehire an employee within 3 years of the date this form was originally completed and his or her employment authorization or employment authorization document has expired. (Complete Block B for this employee as well.)

To complete Block C: a. Examine either a List A or List C document the employee presents that shows that the employee is currently authorized to work in the United States; and

2. Complete Block B with the date of rehire if you rehire an employee within 3 years of the date this form was originally completed, and the employee is still authorized to be employed on the same basis as previously indicated on this form. Also complete the "Signature of Employer or Authorized Representative" block.

1. Complete Block A if an employee's name has changed at the time you complete Section 3.To complete Section 3, employers should follow these instructions:

For reverification, an employee must present unexpired documentation from either List A or List C showing he or she is still authorized to work. Employers CANNOT require the employee to present a particular document from List A or List C. The employee may choose which document to present.

If both Section 1 and Section 2 indicate expiration dates triggering the reverification requirement, the employer should reverify by the earlier date.

Reverification applies if evidence of employment authorization (List A or List C document) presented in Section 2 expires. However, employers should not reverify: 1. U.S. citizens and noncitizen nationals; or2. Lawful permanent residents who presented a Permanent Resident Card (Form I-551) for Section 2.

Reverification does not apply to List B documents.

Some employees may write "N/A" in the space provided for the expiration date in Section 1 if they are aliens whose employment authorization does not expire (e.g., asylees, refugees, certain citizens of the Federated States of Micronesia, the Republic of the Marshall Islands, or Palau). Reverification does not apply for such employees unless they chose to present evidence of employment authorization in Section 2 that contains an expiration date and requires reverification, such as Form I-766, Employment Authorization Document.

There is no fee for completing Form I-9. This form is not filed with USCIS or any government agency. Form I-9 must be retained by the employer and made available for inspection by U.S. Government officials as specified in the "USCIS Privacy Act Statement" below.

What Is the Filing Fee?

USCIS Forms and Information

For more detailed information about completing Form I-9, employers and employees should refer to the Handbook for Employers: Instructions for Completing Form I-9 (M-274).

4. After completing block A, B or C, complete the "Signature of Employer or Authorized Representative" block, including the date. For reverification purposes, employers may either complete Section 3 of a new Form I-9 or Section 3 of the previously completed Form I-9. Any new pages of Form I-9 completed during reverification must be attached to the employee's original Form I-9. If you choose to complete Section 3 of a new Form I-9, you may attach just the page containing Section 3, with the employee's name entered at the top of the page, to the employee's original Form I-9. If there is a more current version of Form I-9 at the time of reverification, you must complete Section 3 of that version of the form.

Form I-9 Instructions 03/08/13 N Page 6 of 9

ROUTINE USES: This information will be used by employers as a record of their basis for determining eligibility of an employee to work in the United States. The employer will keep this form and make it available for inspection by authorized officials of the Department of Homeland Security, Department of Labor, and Office of Special Counsel for Immigration-Related Unfair Employment Practices.

Paperwork Reduction Act

An agency may not conduct or sponsor an information collection and a person is not required to respond to a collection of information unless it displays a currently valid OMB control number. The public reporting burden for this collection of information is estimated at 35 minutes per response, including the time for reviewing instructions and completing and retaining the form. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to: U.S. Citizenship and Immigration Services, Regulatory Coordination Division, Office of Policy and Strategy, 20 Massachusetts Avenue NW, Washington, DC 20529-2140; OMB No. 1615-0047. Do not mail your completed Form I-9 to this address.

USCIS Privacy Act Statement

AUTHORITIES: The authority for collecting this information is the Immigration Reform and Control Act of 1986, Public Law 99-603 (8 USC 1324a).

PURPOSE: This information is collected by employers to comply with the requirements of the Immigration Reform and Control Act of 1986. This law requires that employers verify the identity and employment authorization of individuals they hire for employment to preclude the unlawful hiring, or recruiting or referring for a fee, of aliens who are not authorized to work in the United States.

DISCLOSURE: Submission of the information required in this form is voluntary. However, failure of the employer to ensure proper completion of this form for each employee may result in the imposition of civil or criminal penalties. In addition, employing individuals knowing that they are unauthorized to work in the United States may subject the employer to civil and/or criminal penalties.

A blank Form I-9 may be reproduced, provided all sides are copied. The instructions and Lists of Acceptable Documents must be available to all employees completing this form. Employers must retain each employee's completed Form I-9 for as long as the individual works for the employer. Employers are required to retain the pages of the form on which the employee and employer enter data. If copies of documentation presented by the employee are made, those copies must also be kept with the form. Once the individual's employment ends, the employer must retain this form for either 3 years after the date of hire or 1 year after the date employment ended, whichever is later.

Photocopying and Retaining Form I-9

Form I-9 may be signed and retained electronically, in compliance with Department of Homeland Security regulations at 8 CFR 274a.2.

Employees with questions about Form I-9 and/or E-Verify can reach the USCIS employee hotline by calling 1-888-897-7781. For TDD (hearing impaired), call 1-877-875-6028.

Information about E-Verify, a free and voluntary program that allows participating employers to electronically verify the employment eligibility of their newly hired employees, can be obtained from the USCIS Web site at www.dhs.gov/E-Verify, by e-mailing USCIS at I-9Central@dhs.gov or by calling 1-888-464-4218. For TDD (hearing impaired), call 1-877-875-6028.

You can also obtain information about Form I-9 from the USCIS Web site at www.uscis.gov/I-9Central, by e-mailing USCIS at I-9Central@dhs.gov, or by calling 1-888-464-4218. For TDD (hearing impaired), call 1-877-875-6028.

To obtain USCIS forms or the Handbook for Employers, you can download them from the USCIS Web site at www.uscis.gov/forms. You may order USCIS forms by calling our toll-free number at 1-800-870-3676. You may also obtain forms and information by contacting the USCIS National Customer Service Center at 1-800-375-5283. For TDD (hearing impaired), call 1-800-767-1833.

Employment Eligibility Verification Department of Homeland Security

U.S. Citizenship and Immigration Services

USCIS Form I-9

OMB No. 1615-0047 Expires 03/31/2016

START HERE. Read instructions carefully before completing this form. The instructions must be available during completion of this form. ANTI-DISCRIMINATION NOTICE: It is illegal to discriminate against work-authorized individuals. Employers CANNOT specify which document(s) they will accept from an employee. The refusal to hire an individual because the documentation presented has a future expiration date may also constitute illegal discrimination.

Section 1. Employee Information and Attestation (Employees must complete and sign Section 1 of Form I-9 no later than the first day of employment, but not before accepting a job offer.)

Address (Street Number and Name)

E-mail Address Telephone NumberDate of Birth (mm/dd/yyyy)

Other Names Used (if any)

U.S. Social Security Number

►

Middle Initial

Apt. Number City or Town State Zip Code

I am aware that federal law provides for imprisonment and/or fines for false statements or use of false documents in connection with the completion of this form.

I attest, under penalty of perjury, that I am (check one of the following):

An alien authorized to work until (expiration date, if applicable, mm/dd/yyyy)

Signature of Employee: Date (mm/dd/yyyy):

Date (mm/dd/yyyy):Signature of Preparer or Translator:

Address (Street Number and Name) City or Town Zip CodeState

A lawful permanent resident (Alien Registration Number/USCIS Number):

A citizen of the United States

A noncitizen national of the United States (See instructions)

1. Alien Registration Number/USCIS Number:

For aliens authorized to work, provide your Alien Registration Number/USCIS Number OR Form I-94 Admission Number:

If you obtained your admission number from CBP in connection with your arrival in the United States, include the following:

2. Form I-94 Admission Number:

Country of Issuance:

Foreign Passport Number:

(See instructions)

Some aliens may write "N/A" on the Foreign Passport Number and Country of Issuance fields. (See instructions)

First Name (Given Name)Last Name (Family Name)

- -

. Some aliens may write "N/A" in this field.

Page 7 of 9Form I-9 03/08/13 N

Employer Completes Next Page

I attest, under penalty of perjury, that I have assisted in the completion of this form and that to the best of my knowledge the information is true and correct.

Preparer and/or Translator Certification (To be completed and signed if Section 1 is prepared by a person other than the employee.)

OR

First Name (Given Name)Last Name (Family Name)

3-D Barcode Do Not Write in This Space

Miguel Romero (Jan 8, 2016)Miguel Romero

■

2

A

9155029751

Miguel

michaelangel69@yahoo.com12191964

El Paso

Mike

1006 E Rio Grande

7691

Romero

Jan 8, 2016

459 25

Tx 79902

Page 8 of 9Form I-9 03/08/13 N

Employee Last Name, First Name and Middle Initial from Section 1:

Section 2. Employer or Authorized Representative Review and Verification(Employers or their authorized representative must complete and sign Section 2 within 3 business days of the employee's first day of employment. You must physically examine one document from List A OR examine a combination of one document from List B and one document from List C as listed on the "Lists of Acceptable Documents" on the next page of this form. For each document you review, record the following information: document title, issuing authority, document number, and expiration date, if any.)

CertificationI attest, under penalty of perjury, that (1) I have examined the document(s) presented by the above-named employee, (2) the above-listed document(s) appear to be genuine and to relate to the employee named, and (3) to the best of my knowledge the employee is authorized to work in the United States.

The employee's first day of employment (mm/dd/yyyy): (See instructions for exemptions.)

Date (mm/dd/yyyy)Signature of Employer or Authorized Representative Title of Employer or Authorized Representative

Employer's Business or Organization Address (Street Number and Name)

Last Name (Family Name) Employer's Business or Organization NameFirst Name (Given Name)

City or Town Zip CodeState

Section 3. Reverification and Rehires (To be completed and signed by employer or authorized representative.)A. New Name (if applicable)

C. If employee's previous grant of employment authorization has expired, provide the information for the document from List A or List C the employee presented that establishes current employment authorization in the space provided below.

B. Date of Rehire (if applicable) (mm/dd/yyyy):

Document Title: Document Number: Expiration Date (if any)(mm/dd/yyyy):

Signature of Employer or Authorized Representative: Date (mm/dd/yyyy):

I attest, under penalty of perjury, that to the best of my knowledge, this employee is authorized to work in the United States, and if the employee presented document(s), the document(s) I have examined appear to be genuine and to relate to the individual.

Middle InitialFirst Name (Given Name)Last Name (Family Name)

Issuing Authority: Issuing Authority:

Document Number:

Document Title:Document Title:

Document Number:

Issuing Authority:

List A OR ANDList B List C

Document Number:

Document Title:

Expiration Date (if any)(mm/dd/yyyy):

Document Title:

Issuing Authority:

Expiration Date (if any)(mm/dd/yyyy):

Document Title:

Issuing Authority:

Expiration Date (if any)(mm/dd/yyyy):

Expiration Date (if any)(mm/dd/yyyy): Expiration Date (if any)(mm/dd/yyyy):

Identity and Employment Authorization Identity Employment Authorization

Document Number:

Document Number:

Print Name of Employer or Authorized Representative:

3-D Barcode Do Not Write in This Space

Page 9 of 9Form I-9 03/08/13 N

LISTS OF ACCEPTABLE DOCUMENTS

Illustrations of many of these documents appear in Part 8 of the Handbook for Employers (M-274).

For persons under age 18 who are unable to present a document

listed above:

LIST A LIST B LIST C

2. Permanent Resident Card or Alien Registration Receipt Card (Form I-551)

8. Employment authorization document issued by the Department of Homeland Security

1. Driver's license or ID card issued by a State or outlying possession of the United States provided it contains a photograph or information such as name, date of birth, gender, height, eye color, and address

1. A Social Security Account Number card, unless the card includes one of the following restrictions:

9. Driver's license issued by a Canadian government authority

1. U.S. Passport or U.S. Passport Card

2. Certification of Birth Abroad issued by the Department of State (Form FS-545)

3. Foreign passport that contains a temporary I-551 stamp or temporary I-551 printed notation on a machine-readable immigrant visa

4. Employment Authorization Document that contains a photograph (Form I-766)

3. Certification of Report of Birth issued by the Department of State (Form DS-1350)

3. School ID card with a photograph5. For a nonimmigrant alien authorized

to work for a specific employer because of his or her status:

6.  Military dependent's ID card4.   Original or certified copy of birth certificate issued by a State, county, municipal authority, or territory of the United States bearing an official seal

7. U.S. Coast Guard Merchant Mariner Card

5. Native American tribal document8.   Native American tribal document

7. Identification Card for Use of Resident Citizen in the United States (Form I-179)

10. School record or report card

11. Clinic, doctor, or hospital record

12. Day-care or nursery school record

2. ID card issued by federal, state or local government agencies or entities, provided it contains a photograph or information such as name, date of birth, gender, height, eye color, and address

4.   Voter's registration card

5.   U.S. Military card or draft record

Documents that Establish Both Identity and

Employment Authorization

Documents that Establish Identity

Documents that Establish Employment Authorization

OR AND

All documents must be UNEXPIRED

6. Passport from the Federated States of Micronesia (FSM) or the Republic of the Marshall Islands (RMI) with Form I-94 or Form I-94A indicating nonimmigrant admission under the Compact of Free Association Between the United States and the FSM or RMI

6.   U.S. Citizen ID Card (Form I-197)

b. Form I-94 or Form I-94A that has the following:(1) The same name as the passport;

and(2) An endorsement of the alien's

nonimmigrant status as long as that period of endorsement has not yet expired and the proposed employment is not in conflict with any restrictions or limitations identified on the form.

a. Foreign passport; and

(2) VALID FOR WORK ONLY WITH INS AUTHORIZATION

(3) VALID FOR WORK ONLY WITH DHS AUTHORIZATION

(1) NOT VALID FOR EMPLOYMENT

Refer to Section 2 of the instructions, titled "Employer or Authorized Representative Review and Verification," for more information about acceptable receipts.

Employees may present one selection from List A or a combination of one selection from List B and one selection from List C.

Payment Method Authorization

*Attach a VOID Check (or copy) for each checking account or a Bank Specification Sheet for savings accounts.

☐ OPTION 1: DIRECT DEPOSIT

Financial Institution Name Account Number Routing Number Type Amount

☐ Checking

☐ Savings

☐ Net Pay

☐ ________

☐ Checking

☐ Savings

☐ ________

☐ ________ %

☐ Checking

☐ Savings

☐ ________

☐ ________ %

☐ OPTION 2: PRINTED CHECK (Net Pay)

I hereby authorize and request Loyal Source Government Services (LSGS) and Corporate Service Solutions to initiate

deposit entries into the accounts as indicated above and to initiate adjustments, if necessary, for any entries made

in error. I understand that direct deposit will remain in effect until LSGS or CSS receives written notification

indicating my desire to terminate the service. If I elect to discontinue the service, my notification will occur in such

time and in such manner as to afford LSGS a reasonable opportunity to act.

Name: _________________________________ Date: _________________

Signature: _________________________________ Miguel Romero (Jan 8, 2016)Miguel Romero

✔

■■N/A N/A

Jan 8, 2016Miguel Romero

N/A

Employee Handbook Receipt &

Acknowledgement

10.0 Acknowledgment of Receipt and Review

10.1 Acknowledgment of Receipt and Review

By signing below, I acknowledge that I have received a copy of the Loyal Source Government Services Employee Handbook and understand that it is my responsibility to read the Employee Handbook in its entirety. I agree to comply with the rules, policies, and procedures set forth herein, as well as any revisions made to the Employee Handbook in the future. I also understand that if I violate the rules, policies, and procedures set forth herein that I may be subject to discipline, up to and including termination of my employment.

I understand that the Employee Handbook contains information about the employment policies and practices of the Company. I understand that the policies outlined in this Employee Handbook are management guidelines only, which in a developing business will require changes from time to time. I understand that the Company retains the right to make decisions involving employment as needed in order to conduct its work in a manner that is beneficial to the employees and the Company. I understand that this Employee Handbook supersedes and replaces any and all prior Employee Handbooks and any inconsistent verbal or written policy statements.

I understand that except for the policy of at-will employment, which can only be changed by the CEO, President or COO in a written and signed document, the Company reserves the right to revise, delete, and add to the provisions of this Employee Handbook at any time without further notice. I understand that no oral statements or representations can change the provisions of this Employee Handbook. I understand that this Employee Handbook is not intended to create contractual obligations with respect to any matters it covers and that the Employee Handbook does not create a contract guaranteeing that I will be employed for any specific time period. I understand nothing in this handbook is created to infringe on any available legal rights.

I understand that this Employee Handbook refers to current benefit plans maintained by the Company and that I must refer to the actual plan documents and summary plan descriptions as these documents are controlling.

If I have questions about the content or interpretation of the Employee Handbook, I will ask my Manager or CSS Human Resources.

______________________________

Date

_______________________________________________________

Signature of Employee

_______________________________________________________

Print Name

Miguel Romero (Jan 8, 2016)Miguel Romero

Jan 8, 2016

Miguel Romero

Employee Authorizations &

Acknowledgments (cont.)

Acknowledgment for Participation in Company Sponsored Benefit Plans: If I elect and enroll in a company sponsored benefit, or if I am an SCA employee and covered by group term life insurance I authorize the Company to take payroll deductions in an amount specified by my election(s) and to remit such deducted amounts to my Employer and or the plan sponsor.

(Initial if Applicable): Part-Time and/or PRN Employees Only: I understand and acknowledge that my employment status with my Employer will be "Part-Time" and/or "PRN," and there will be no guarantee of how many hours I will be assigned and/or work in any given workweek.

Consent to Electronic Signature: I hereby grant to my Employer a limited power of attorney to electronically submit such information and bind me to any electronic version of any form included as part of the New Employee Packet that I have manually completed and signed, but only to the extent permitted by law and only to the extent such form is used in connection with my employment by Loyal Source Government Services and Corporate Service Solutions.

Employee Certification

I hereby certify that all information contained in this employee packet or in any other application, resume, or document provided to my Employer or Corporate Service Solutions is true, accurate and complete, and is provided knowingly and voluntarily. I understand that providing any false, inaccurate or incomplete information may result in disciplinary action, up to and including termination of my employment.

Employee Printed Name: _____________________________ Employee Signature: __________________________________ Date: _____________________________

Miguel Romero (Jan 8, 2016)Miguel Romero

mrmr

Miguel Romero

Jan 8, 2016

Self Identification Form Gender, Ethnicity, Race, Disabled and Veteran Status

LSGS is a government contractor subject to affirmative action requirements. In order to fulfill our reporting obligations, we request your voluntary completion of the information below. Failure to complete this form will have no bearing on the processing or status of your application and will in no way impact upon your consideration for employment with LSGS. If you do not self-identify, identification will be made by visual or other judgmental factors pursuant to your affirmative action reporting requirements. The information will not be maintained with your application, or if hired, your personnel file. NAME:

CITIZENSHIP: Are you a United States Citizen? YES NO Do you have citizenship in any other country? YES NO

GENDER: Male

Female

Ethnicity

Hispanic/Latino A person of Cuban, Mexican, Puerto Rican, South or Central America, or other Spanish culture or origin, regardless of race

Not Hispanic/Latino RACE Race Identification

White (not Hispanic or Latino)

A person having origins in any of the original peoples of Europe, the Middle East, or North Africa

Black or African American (not Hispanic or Latino)

A person having origins in any of the Black racial groups of Africa

Native-Hawaiian or other Pacific Islander (not Hispanic or Latino)

A person having origins in any of the original peoples of Hawaii, Guam, Samoa, or other Pacific Islands

Asian (not Hispanic or Latino)

A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian subcontinent including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam.

American Indian or Alaska Native (not Hispanic or Latino)

A person having origins in any of the origins in any of the original peoples of North and South America (including Central America), and who maintains tribal affiliation or community attachment

Two or More Races (not Hispanic or Latino)

All persons who identify with more than one of the above five races.

VETERAN STATUS

Using the definitions as stated in following attachment, please check the box of boxes below to identify yourself in as many covered veterans categories as apply. YES NO Veteran

YES NO Disabled Veteran

YES NO Vietnam-Era Veteran

YES NO War/Campaign/Expedition Veteran

YES NO Three – Year Recently Separated Veteran (Enter Discharge or Release Date: __________________ )

YES NO Armed Forces Service Medal Veteran

Non-Participation: I have read the above statement and I have chosen not to complete this form. Please check box if applicable. _________________________________ ___________________________ Signature Date

Miguel Romero (Jan 8, 2016)Miguel Romero

■

■

■

■

■

■

■

■

■

Miguel Romero■

Jan 8, 2016

■

Loyal Source Government Services, LLC

Disabled and Veteran Self-Identification Questionnaire LSGS is a federal contractor subject to Section 503 of the Rehabilitation Act of 1973, as amended, and the Vietnam Era Veterans Readjustment Act of 1974 (VEVRAA), as amended. Section 503 prohibits job discrimination because of disability by employers holding federal contracts or subcontracts and requires such employers to take affirmative action to employ and advance in employment qualified individuals with disabilities who, with or without reasonable accommodation, can perform the essential functions of a job. VEVRAA requires government contractors to take affirmative action to employ and advance in employment qualified special disabled veterans and qualified disabled veterans, veterans of the Vietnam era, other protected veterans, one-year recently separated veterans, three-year recently separated veterans, and Armed Forces service medal veterans. This invitation to self-identify refers to such veterans as “covered veterans”. If you have a disability or are a covered veteran and would like to participate in our affirmative action program, please complete the form below or contact your local HR/EEO Representative. Our affirmative action program contains policies and procedures that assure compliance with our Section 503 and VEVRAA obligations. You may inform us of your desire to benefit under the affirmative action program now or at any time in the future. Whether you choose to so identify is voluntary on your part. This employer also is subject to the Americans with Disabilities Act (ADA). Consistent with the ADA, this employer’s policy is to provide reasonable accommodations to any individual with a disability who needs such an accommodation to complete the job application process or to perform the job in question. If you need such an accommodation, you may request it at any time by contacting your local HR/EEO Representative or your supervisor. Making a request for an accommodation will not subject you to any adverse treatment. Disclosure of your status as an individual with a disability or covered veteran is voluntary. Choosing not to provide this information will not subject you to any adverse treatment. Information you submit concerning your disability will e kept confidential, except that (i) supervisors and managers may be informed regarding restrictions on the work duties of individuals with disabilities or special disabled veterans, and regarding necessary accommodations, (ii) first aid and safety personnel may be informed, when and to the extent appropriate, if the condition might require emergency treatment, and (iii) Government officials engaged in enforcing the Rehabilitation Act, VEVRAA, or the Americans with Disabilities Act, may be informed. The information provided will be used only in ways that are consistent with Section 503 of the Rehabilitation Act, VEVRAA, and the ADA. Definitions: Disabled Veteran means (i) a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs, or (ii) a person who was discharged or released from active duty because of a service-connected disability. Vietnam-Era Veteran means (i) a person who served on active duty for a period of more than 180 days, and was discharged or released therefrom with other than a dishonorable discharge, if any part of such active duty occurred: a. in the Republic of Vietnam between February 28, 1961, and May 7, 1975; or b. between August 5, 1964, and May 7, 1975 in all other cases, or (ii) was discharged or released from active duty for a service-connected disability if any part of such active duty was performed; a. in the Republic of Vietnam between February 28, 1961, and May 7, 1975, or b. between August 5, 1964 and May 7, 1975, in all other cases. Other Protected Veteran means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. Three-Year Recently Separated Veteran means a veteran during the three-year period beginning on the date of such veteran’ discharge or release from active duty in the U.S. military, ground, naval or air service. Armed Forces Service Medal Veteran means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985 (61Fed Reg 1209).

Voluntary Self-Identification of Disability

Form CC-305 OMB Control Number 1250-0005

Expires 1-31-2017 Page 1 of 2

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities.i To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you every had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way. If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition. Disabilities include, but are not limited to:

Blindness Autism Bipolar disorder Post-traumatic stress disorder (PTSD) Deafness Cerebral palsy Major depression Obsessive compulsive disorder Cancer HIV/AIDS Multiple sclerosis (MS) Impairments requiring the use of a wheelchair Diabetes Schizophrenia Missing limbs or Intellectual disability (previously called mental Epilepsy Muscular partially missing limbs retardation)

dystrophy Please check one of the boxes below:

YES, I HAVE A DISABILITY (or previously had a disability)

NO, I DON’T HAVE A DISABILITY

I DON’T WISH TO ANSWER

____________________________________ _________________________

Your Name Today’s Date

Miguel Romero Jan 8, 2016

■

Voluntary Self-Identification of Disability

Form CC-305 OMB Control Number 1250-0005

Expires 1-31-2017 Page 2 of 2

Federal law requires us to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment. ________________________ I Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp. PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.

Reasonable Accommodation Notice

New Health Insurance Marketplace Coverage Options and Your Health Coverage

PART A: General Information When key parts of the health care law take effect in 2014, there will be a new way to buy health insurance: the Health

Insurance Marketplace. To assist you as you evaluate options for you and your family, this notice provides some basic

information about the new Marketplace.

What is the Health Insurance Marketplace?

The Marketplace is designed to help you find health insurance that meets your needs and fits your budget. The

Marketplace offers "one-stop shopping" to find and compare private health insurance options. You may also be eligible

for a new kind of tax credit that lowers your monthly premium right away. Open enrollment for health insurance

coverage through the Marketplace begins in October 2013 for coverage starting as early as January 1, 2014.

Can I Save Money on my Health Insurance Premiums in the Marketplace?

You may qualify to save money and lower your monthly premium, but only if your employer does not offer coverage, or

offers coverage that doesn't meet certain standards. The savings on your premium that you're eligible for depends on

your household income.

Does Employer Health Coverage Affect Eligibility for Premium Savings through the Marketplace?

Yes. If you have an offer of health coverage from your employer that meets certain standards, you will not be eligible

for a tax credit through the Marketplace and may wish to enroll in your employer's health plan. However, you may be

eligible for a tax credit that lowers your monthly premium, or a reduction in certain cost-sharing if your employer does

not offer coverage to you at all or does not offer coverage that meets certain standards. If the cost of a plan from your

employer that would cover you (and not any other members of your family) is more than 9.5% of your household

income for the year, or if the coverage your employer provides does not meet the "minimum value" standard set by the

Affordable Care Act, you may be eligible for a tax credit.1

Note: If you purchase a health plan through the Marketplace instead of accepting health coverage offered by your

employer, then you may lose the employer contribution (if any) to the employer-offered coverage. Also, this employer

contribution -as well as your employee contribution to employer-offered coverage- is often excluded from income for

Federal and State income tax purposes. Your payments for coverage through the Marketplace are made on an after-

tax basis.

How Can I Get More Information?

The Marketplace can help you evaluate your coverage options, including your eligibility for coverage through the

Marketplace and its cost. Please visit HealthCare.gov for more information, including an online application for health

insurance coverage and contact information for a Health Insurance Marketplace in your area.

1 An employer-sponsored health plan meets the "minimum value standard" if the plan's share of the total allowed benefit costs covered

by the plan is no less than 60 percent of such costs.

Form Approved OMB No. 1210-0149 (expires 1-31-2017)