New Crew Staffing Corporation

At-Will Employment: Employment with New Crew Staffing Corporation is on an "at-will" basis. This means that either the employee or the company may terminate the employment relationship at any time, with or without cause, and with or without notice. Nothing in this handbook or any other company document shall be construed to create a contract of employment, whether express or implied.

Employee Classifications:

• Full-Time Employees – Individuals regularly scheduled to work 30 or more hours per week. Full-time employees may be eligible for company-sponsored benefits.
• Part-Time Employees – Individuals regularly scheduled to work fewer than 30 hours per week. Part-time employees may have limited benefit eligibility.
• Temporary / Assignment-Based Employees – Individuals employed for a specific project, season, or client assignment with a defined or anticipated end date.
• Contract Workers – Individuals engaged under a specific contractual arrangement with defined scope and duration.

Employee vs. Independent Contractor: New Crew Staffing Corporation carefully classifies workers in accordance with federal and state law, including IRS guidelines. Misclassification of employees as independent contractors is a violation of company policy and applicable law. If you have questions about your classification, please contact Human Resources immediately.

Your specific employment classification and status will be communicated to you at the time of hire and documented in your offer letter or assignment confirmation.

New Crew Staffing Corporation is an Equal Opportunity Employer. We are committed to providing a work environment free of discrimination and harassment. All employment decisions — including hiring, placement, promotion, transfer, compensation, benefits, training, and termination — are made without regard to race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, genetic information, veteran status, or any other characteristic protected by applicable federal, state, or local law.

Commitment to Diversity & Inclusion: We believe that a diverse and inclusive workforce is essential to our success. We actively seek to recruit, develop, and retain individuals from a wide variety of backgrounds and perspectives. We foster an environment where every employee feels valued, respected, and empowered to contribute fully.

Reporting Violations: Any employee who believes they have been subjected to discrimination or who has witnessed discriminatory conduct should report the matter immediately to their supervisor, the Human Resources department, or through the company's anonymous reporting hotline. All reports will be investigated promptly, thoroughly, and confidentially to the extent possible. Retaliation against anyone who reports a concern in good faith is strictly prohibited and will result in disciplinary action.

New Crew Staffing Corporation complies with all applicable federal, state, and local equal employment opportunity laws and regulations, including but not limited to Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), and the Genetic Information Nondiscrimination Act (GINA).

All employees of New Crew Staffing Corporation are expected to conduct themselves in a professional manner at all times, both at our corporate offices and at client work sites. Your behavior directly reflects on the company and impacts our relationships with clients, colleagues, and the communities we serve.

Professional Appearance: Employees are expected to present a clean, professional appearance appropriate to their assignment. Dress code requirements may vary by client site. Your supervisor or assignment coordinator will provide specific guidance regarding client dress code expectations. When in doubt, err on the side of conservative professional attire.

Respectful Communication: All employees must communicate with courtesy, respect, and professionalism when interacting with coworkers, supervisors, clients, and the public. Abusive language, intimidation, bullying, or any form of disrespectful conduct will not be tolerated.

Conflict of Interest & Outside Employment: Employees must avoid situations where personal interests conflict, or appear to conflict, with the interests of the company or its clients. Employees must disclose any outside employment that could create a conflict of interest or interfere with their ability to perform their duties. Employees may not solicit or accept gifts, favors, or entertainment of significant value from clients, vendors, or competitors.

Duty of Loyalty: Employees owe a duty of loyalty to New Crew Staffing Corporation during the course of their employment. This includes refraining from competing with the company, diverting business opportunities, or engaging in activities that could harm the company's interests or reputation.

Regular attendance and punctuality are essential to the efficient operation of our business and the satisfaction of our clients. You are expected to report to your assigned work location on time and as scheduled every workday.

Call-Out Procedures: If you are unable to report to work or will be late, you must notify your direct supervisor or the staffing coordinator at least two (2) hours before the start of your scheduled shift. Notification must be made by phone call; text messages or emails alone are not sufficient unless expressly authorized by your supervisor. You must provide the reason for the absence and your expected return date.

No-Call / No-Show Policy: Failure to report an absence (no-call / no-show) is a serious violation. A single no-call / no-show occurrence may result in disciplinary action up to and including termination. Two consecutive days of no-call / no-show will be considered a voluntary resignation (job abandonment).

Excessive Absences & Tardiness: Patterns of excessive absenteeism or tardiness — regardless of whether absences are excused — may result in progressive disciplinary action. Arriving more than 5 minutes past the scheduled start time is considered tardy.

Timekeeping: All non-exempt employees are required to accurately record their time worked using the designated timekeeping system. Falsification of time records is grounds for immediate termination. Employees must not clock in or out for another employee under any circumstances.

Pay Schedule: Employees are paid on a bi-weekly basis (every two weeks). Payday falls on Friday. If a scheduled payday falls on a holiday, employees will be paid on the last business day preceding the holiday.

Direct Deposit: New Crew Staffing Corporation strongly encourages all employees to enroll in direct deposit. Direct deposit authorization forms are available from Human Resources and may be submitted at any time during employment. Employees who do not enroll in direct deposit will receive a physical paycheck or pay card as permitted by applicable law.

Overtime: In accordance with the Fair Labor Standards Act (FLSA), non-exempt employees are entitled to overtime pay at a rate of one and one-half (1.5) times their regular hourly rate for all hours worked in excess of 40 hours in a single workweek. Overtime must be approved in advance by a supervisor. Working unauthorized overtime is a violation of company policy and may result in disciplinary action, although all overtime worked will be compensated in compliance with the law.

Pay Stubs & Wage Deductions: Pay stubs detailing gross pay, deductions, and net pay are provided electronically or in paper form with each paycheck. Mandatory deductions include federal and state income taxes, Social Security, Medicare, and any court-ordered garnishments. Voluntary deductions may include health insurance premiums, retirement contributions, and other benefit elections. If you believe an error has been made on your paycheck, notify Human Resources immediately for resolution.

Eligibility: Benefit eligibility varies based on employment classification, length of service, and hours worked. Full-time employees who meet minimum service requirements are generally eligible for company-sponsored benefits. Details regarding specific benefit plans, coverage options, and enrollment periods are available from the Human Resources department.

Paid Time Off (PTO): Eligible employees accrue PTO based on their length of continuous service. PTO may be used for vacation, personal days, or any purpose at the employee's discretion. PTO requests must be submitted in advance and approved by the employee's supervisor. Accrual rates and carryover policies are outlined in the Benefits Summary provided at the time of enrollment.

Holidays: New Crew Staffing Corporation observes major federal holidays. The annual holiday schedule is distributed at the beginning of each calendar year. Eligibility for holiday pay depends on employment classification and assignment terms.

Sick Leave: Sick leave is provided in accordance with applicable federal, state, and local laws. Employees may use sick leave for their own illness or medical appointments, or to care for a family member as permitted by law.

Other Leave:

• Family & Medical Leave (FMLA) – Eligible employees may take up to 12 weeks of unpaid, job-protected leave per year for qualifying family or medical reasons, in accordance with the FMLA.
• Jury Duty – Employees summoned for jury duty will be granted time off. Proof of jury service may be required.
• Bereavement Leave – Employees may request time off following the death of an immediate family member. Please consult with Human Resources for specific guidelines.

New Crew Staffing Corporation is committed to maintaining a safe and healthy work environment for all employees. We comply with all applicable Occupational Safety and Health Administration (OSHA) standards and regulations, as well as any client-specific safety requirements.

Employee Responsibilities: All employees are expected to follow safety rules and practices, use required Personal Protective Equipment (PPE) as designated for their assignment, report unsafe conditions or hazards immediately, and participate in required safety training. Failure to comply with safety policies may result in disciplinary action.

Incident Reporting: All workplace injuries, illnesses, accidents, and near-miss incidents must be reported to your supervisor and the Human Resources department immediately, regardless of severity. Timely reporting is critical for compliance with OSHA recordkeeping requirements and to ensure you receive appropriate medical attention and workers' compensation benefits.

Ergonomics: Employees who perform sedentary or repetitive tasks should follow ergonomic best practices. Contact Human Resources if you need an ergonomic assessment or accommodations for your workstation.

Emergency Procedures: Employees should familiarize themselves with emergency exits, fire extinguisher locations, and evacuation procedures at their assigned work site. In the event of an emergency, follow all posted procedures and the instructions of emergency personnel.

Workers' Compensation: Employees who sustain work-related injuries or illnesses are covered under workers' compensation insurance. Benefits may include medical treatment and wage replacement as provided by applicable state law. Report all injuries promptly to ensure timely processing of your claim.

Zero Tolerance Policy: New Crew Staffing Corporation maintains a strict zero-tolerance policy regarding harassment and discrimination of any kind. This policy applies to all employees, supervisors, managers, clients, vendors, and any individuals in the workplace, regardless of their position or relationship to the company.

Definitions:

• Sexual Harassment – Unwelcome sexual advances, requests for sexual favors, or other verbal, physical, or visual conduct of a sexual nature that affects an individual's employment, unreasonably interferes with their work performance, or creates an intimidating, hostile, or offensive work environment.
• Hostile Work Environment – Conduct based on a protected characteristic that is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.
• Other Prohibited Conduct – Slurs, jokes, derogatory comments, stereotyping, threats, intimidation, or other verbal or physical conduct directed at an individual because of their protected status.

Reporting Procedures: Any employee who experiences or witnesses harassment or discrimination should report the conduct immediately to their supervisor, the Human Resources department, or through the company's confidential reporting mechanism. Reports may be made verbally or in writing. Employees are not required to report to the person engaging in the offending conduct.

Investigation & Resolution: All reports will be investigated promptly, thoroughly, impartially, and with appropriate confidentiality. Employees who are found to have engaged in harassment or discrimination will be subject to corrective action up to and including immediate termination.

Retaliation Protection: Retaliation against any employee who reports harassment or discrimination, participates in an investigation, or opposes discriminatory practices is strictly prohibited and will itself be grounds for disciplinary action up to and including termination.

During the course of employment, employees may have access to confidential and proprietary information belonging to New Crew Staffing Corporation and/or its clients. Protecting this information is a critical responsibility of every employee.

Confidential Information Includes:

• Client lists, contracts, pricing, and business strategies
• Employee records, payroll data, and personal information
• Trade secrets, operational processes, and proprietary methodologies
• Financial records, business forecasts, and internal communications
• Any information marked or understood to be confidential

Employee Obligations: Employees must not disclose confidential information to unauthorized individuals, whether inside or outside the company. Confidential information must be stored securely and accessed only for legitimate business purposes. Employees must exercise caution when discussing company or client business in public places.

Post-Employment Obligations: The duty to protect confidential information continues after the termination of employment. Former employees may not use or disclose confidential information obtained during their employment for any purpose. Employees may be required to sign a separate Non-Disclosure Agreement (NDA) as a condition of their assignment.

Violations of the confidentiality policy may result in disciplinary action up to and including termination, as well as potential legal action.

Acceptable Use: Company-provided and client-provided technology — including computers, phones, email systems, and internet access — are to be used primarily for business purposes. Limited personal use may be permitted at the discretion of the supervisor, provided it does not interfere with job duties, productivity, or security protocols.

Prohibited Activities:

• Accessing, downloading, or distributing offensive, illegal, or inappropriate content
• Installing unauthorized software or applications on company/client equipment
• Sharing passwords, login credentials, or access tokens with unauthorized individuals
• Using company/client technology for personal commercial ventures
• Circumventing security controls, firewalls, or monitoring tools

Personal Social Media: Employees are free to use personal social media accounts on their own time and devices. However, employees must not represent personal opinions as those of New Crew Staffing Corporation, post confidential or proprietary information, or make statements that could damage the company's reputation or client relationships. If your social media profile identifies you as a company employee, include a disclaimer that your views are your own.

Monitoring Notice: New Crew Staffing Corporation reserves the right to monitor, access, and review all data and communications transmitted through or stored on company-owned or client-owned systems, including email, internet activity, and files. Employees should have no expectation of privacy when using such systems.

Drug-Free Workplace: New Crew Staffing Corporation is committed to maintaining a drug-free and alcohol-free workplace. The manufacture, distribution, dispensation, possession, or use of illegal drugs, controlled substances, or alcohol on company premises, client work sites, or while conducting company business is strictly prohibited.

Testing Policy: Employees may be required to submit to drug and/or alcohol testing under the following circumstances:

• Pre-Employment – As a condition of hire or assignment placement
• Random Testing – Unannounced, random testing of current employees
• Post-Incident – Following a workplace accident, injury, or near-miss where impairment is reasonably suspected
• Reasonable Suspicion – When a supervisor has reasonable cause to believe an employee is under the influence

Consequences: A positive test result, refusal to submit to testing, or any attempt to adulterate or substitute a sample will result in disciplinary action up to and including immediate termination. Employees in safety-sensitive positions may be subject to additional testing requirements as mandated by federal or state regulations.

Employee Assistance Program (EAP): New Crew Staffing Corporation recognizes that substance abuse is a treatable condition. Employees who voluntarily seek help for substance abuse problems — before a policy violation occurs — may be eligible for assistance through the company's Employee Assistance Program. Contact Human Resources for confidential referral information.

New Crew Staffing Corporation follows a progressive discipline policy intended to provide employees with notice of deficiencies and an opportunity to improve. However, the company reserves the right to skip any step in the process or proceed directly to termination depending on the severity of the offense.

Progressive Discipline Steps:

• Step 1 – Verbal Warning: A documented conversation between the supervisor and employee addressing the concern. The verbal warning will be noted in the employee's personnel file.
• Step 2 – Written Warning: A formal written notice outlining the policy violation, expected improvement, and timeline for correction. The employee will be asked to sign the written warning to acknowledge receipt.
• Step 3 – Final Written Warning / Suspension: A final formal warning that may be accompanied by a suspension without pay. The employee will be informed that any further violation will result in termination.
• Step 4 – Termination: Separation from employment due to failure to correct behavior, repeated violations, or a single offense of sufficient severity.

Documentation: All disciplinary actions will be documented and retained in the employee's personnel file. Employees are encouraged to provide written responses to disciplinary notices, which will also be placed in their file.

Right to Appeal: Employees who believe disciplinary action was imposed unfairly may submit a written appeal to the Human Resources department within five (5) business days of the disciplinary action. The appeal will be reviewed by an appropriate member of management not involved in the original decision.

Voluntary Resignation: Employees who wish to resign are requested to provide at least two (2) weeks written notice to their supervisor. Providing adequate notice allows for a smooth transition and may be considered favorably for future re-employment eligibility.

Involuntary Termination: The company may terminate an employee's employment at any time, with or without cause, consistent with the at-will employment relationship. Reasons for involuntary termination may include, but are not limited to, performance deficiencies, misconduct, violation of company policies, business restructuring, or elimination of position.

Final Pay: Upon termination, employees will receive their final paycheck in accordance with applicable federal and state law, including payment for all hours worked and any accrued but unused PTO to the extent required by law or company policy.

Return of Company Property: Employees must return all company property — including identification badges, keys, access cards, uniforms, equipment, client materials, and documents — on or before their last day of employment. Failure to return company property may result in deductions from the final paycheck to the extent permitted by law.

References: New Crew Staffing Corporation's policy is to confirm only dates of employment and job title in response to reference inquiries. Additional information will be provided only with the employee's written authorization or as required by law.

COBRA Notice: Employees enrolled in company-sponsored group health insurance will receive information regarding their right to continue coverage under the Consolidated Omnibus Budget Reconciliation Act (COBRA) following separation from employment.

By completing and signing this acknowledgment, you confirm that you have received, reviewed, and understand the contents of the New Crew Staffing Corporation Employee Handbook.