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VOLUNTARY EEO QUESTIONNAIRE

MS Companies is committed to the provision of equal opportunity employment for all qualified persons in all job classifications in recruitment, selection and promotion without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, military status, veteran status or any other protected status. Completion of this form will assist us in complying with federal regulations and other applicable legal requirements. Submission of this information is voluntary and is not considered in employment decisions. This form will be ept separate from the employment application, and is considered confidential.

Applicant’s Name: (First, Middle, Last) *

Gender:

Race/Ethnicity:

Disability or Veteran Status:

Emergency Contact Form

Employee Address: *

Phone Number: Home *

Phone Number: Cell

Email Address: *

Person to Contact In Case of Emergency

Primary Contact: *

Relationship: *

Address: *

Phone: (Home) *

Phone: (Work)

Phone: (Cell)

Alternate Contact:

Alternate Relationship:

Alternate Address:

Alternate Phone: (Home)

Alternate Phone: (Work)

Alternate Phone: (Cell)

MS Background Check Release

Employment with MS Companies is contingent upon satisfactory results of a thorough background check. Background checks will be conducted on newly hired employees, existing employees as required by customer specifications, and on employees who are promoted, as deemed necessary.

Background checks will include:

Social Security validates the applicant's social security number, date of birth and former addresses.
Prior Employment Verification confirms applicant's employment with the provided companies, including dates of employment, position held and additional information available pertaining to salary/wages, performance rating, reason for departure and eligibility for rehire.
Criminal History will be run for counties, state and federal court records.
References: Calls will be placed to individuals listed as references by an applicant.
Educational Verification confirms the applicant's claimed educational institution, including the years attended and the degree/diploma received.

The following additional searches will be required if applicable to the position:

Motor Vehicle provides a report on an individual's driving history in the state requested. This search will be run when driving is an essential requirement of the position.
Credit History confirms candidate's credit history. This search will be run for positions that involve management of [Company Name] funds and/or handling of cash

Background Check Authorization

I hereby authorize MS Companies to conduct a background check on me as detailed above.
I agree to and hereby authorize the release of said background information to an authorized MS Companies employee, or an authorized agent of MS Companies.
I further agree and hereby authorize the release of said background check information to MS Companies customers who require a copy of background checks for MS Companies employees placed on assignment at their facilities. I further understand that upon request of the customer, a copy of my background check will be supplied to them with my SSN and date of birth blacked out.

I also agree that a reproduced copy of this consent and release form shall have the same force and effect as the original.

Any Other Names Used:

Social Security Number: (no dashes xxxxxxxxx) *

Last 4 digits of Social Security number. *

e-Signature: (type name) *

Date of Birth: (xx/xx/xxxx) *

STATE LAW NOTICES:

If you live in, or are seeking work for the Company in California, Maine, Massachusetts, N.Y. or Washington State, note:

CALIFORNIA: You may view the file that the Consumer Reporting Agency has for you, and order a copy of the file, upon submitting proper identification and paying copying costs, by going to the Consumer Reporting Agency’s offices, during normal business hours and on reasonable notice, or by mail. You may also ask for a file summary by telephone. The Consumer Reporting Agency can answer questions about information in your file, including any coded information. If you go in person, another person can come with you, so long as that person can show proper identification.

MAINE: If you ask us, you have the right to know whether the Company ordered a background check report on you. You may request the name, address and telephone number of the nearest office for the Consumer Reporting Agency. We will send this information to you within five business days of our receipt of your request. You have the right to ask the Consumer Reporting Agency for the report.

MASSACHUSETTS: If you ask, you have the right to a copy of any background check report concerning you that the Company has ordered. You may contact the Consumer Reporting Agency for a copy.

NEW YORK: If you submit a written request, you have the right to know whether the Company ordered a background check on you from the Consumer Reporting Agency. You may inspect and order a copy of the report by contacting the Consumer Reporting Agency.

WASHINGTON STATE: You have the right, upon written request made within a reasonable period of time after your receipt of this disclosure, to receive from the Company a complete and accurate disclosure of the nature and scope of any “investigative” consumer report we may have requested. You also have the right to request from the Consumer Reporting Agency a written summary of your rights and remedies under the Washington Fair Credit Reporting Act. If the Company obtains information bearing on your credit worthiness, credit standing or credit capacity, it will be used to evaluate whether you would present an unacceptable risk of theft or other dishonest behavior in the job for which you are being considered.

Para informacion en espanol, visite www.ftc.gov/credit o escribe a la FTC Consumer Response Center, Room 130-A 600 Pennsylvania Ave. N.W., Washington, DC 20580.

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.ftc.gov/credit or write to: Consumer Response Center, Room 130-A, Federal Trade Commission, 600 Pennsylvania Ave. N.W., Washington, DC 20580.

• 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, by September 2005 all consumers will be entitled to one free disclosure every 12 months upon request from each nationwide credit bureau and from nationwide specialty consumer reporting agencies. See www.ftc.gov/credit 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.ftc.gov/credit 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.ftc.gov/credit.

• 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.ftc.gov/credit.

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. Federal enforcers are:

TYPE OF BUSINESS: CONTACT: PHONE:

Consumer reporting agencies, creditors and others not listed below

Federal Trade Commission: Consumer Response Center - FCRA

Washington, DC 20580

877-382-4357

National banks, federal branches/agencies of foreign bank (word "National" or initials "N.A." appear in bank's name)

Office of the Comptroller of the Currency

Compliance Management

Mail Stop 6-6

Washington, DC 20219

800-613-6743

Federal Reserve System member banks

Federal Reserve Board

Division of Consumer & Community Affairs

Washington, DC 20551

202-452-3693

Savings associations and federally chartered savings banks

("Federal" or "F.S.B."in name)

Office of Thrift Supervision

Consumer Complaints

Washington, DC 20552

800-842-6929

Federal credit unions (words "Federal Credit Union" appear in

institution's name)

National Credit Union Administration

1775 Duke Street

Alexandria, VA 22314

703-519-4600

State-chartered banks that are not members of the Federal

Reserve System

Federal Deposit Insurance Corporation

Consumer Response Center 2345 Grand Ave, Suite 100

Kansas City, Missouri 64108-2638

877-275-3342

Air, surface, or rail common carriers regulated by former Civil Aeronautics Board or Interstate Commerce Commission

Department of Transportation

Office of Financial Management

Washington, DC 20590

202-366-1306

Activities subject to the Packers and Stockyards Act of 1921

Department of Agriculture

Office of Deputy Administrator - GIPSA

Washington, DC 20250

202-720-7051

MS Substance Abuse and Testing Policy

MS Companies LLC (MS Companies) is committed to protecting the safety, health and well-being of all employees, customers and other individuals in the workplace. The possession, use, transfer, purchase or sale, of illegal drugs while on duty/assignment, while operating vehicles or equipment that are owned, leased or used by MS Companies or its customers, or while on MS Companies or its customers property is prohibited. In addition, no employees may report for an assignment, go on or remain on duty while under the influence of or impaired by any illegal drug or where there is a detectable amount of any illegal drug in the employee’s system.

Substance Testing – MS Companies may require employees to submit to drug or alcohol testing under certain conditions. A drug or alcohol-screening test may be required under the following circumstances:

Job Applicants
Current employees being offered an assignment with a customer that requires a drug test
Employees whose actions and/or behavior lead MS Companies or its customers to have a reasonable suspension that the employee is under the influence of illegal drugs or alcohol.
Post-Accident
Random Testing

Substance Testing Acceptance

I hereby consent to submit to urinalysis and/or other tests as shall be determined and required by MS Companies, for the purpose of determining any drug and/or alcohol content thereof.
I agree to and hereby authorize the release of the results of said tests to an authorized medical review officer (MRO), MS Companies, or an authorized agent of MS Companies.\
I understand that it is the current, illegal use of drugs and/or abuse of alcohol that would prohibit me from being employed at MS Companies. Applicants for employment will be tested for the use of illegal drugs, whereas employees can be tested for the use of illegal drugs and alcohol.
I further agree to hold harmless, MS Companies and its agents from any liability arising in whole or part out of the collection of specimens, testing, and use of the information from said testing in connection with MS Companies' consideration of my employment, or my employment application if a candidate for employment.
I further agree a reproduced copy of this consent and release form shall have the same force and effect as the original.
I also hereby certify that I have received and read this Substance Abuse Policy. I understand that if my performance indicates it is necessary, I will submit to a drug and/or alcohol test. I also understand that failure to comply with a drug and/or alcohol testing request or a confirmed positive result for the illegal use of drugs and/or alcohol will lead to discipline up to and including termination of employment and/or forfeiture of workers’ compensation benefits.
I understand that if I receive notification that my test results are confirmed positive, I will be given the opportunity to provide medical information to explain the positive result to the laboratory personnel. I further understand that I may be retested at my expense at a laboratory of my choice, as long as the laboratory is licensed by the state and retest occurs within five days of the positive result.
I understand that some MS Companies customers require a copy of substance test results for MS Companies employees who are placed on assignment at their facilities. I further understand that upon request of the customer, a copy of my substance test results will be supplied to the customer.

I have read, and understand, the MS Companies Substance Abuse and Substance Testing Policy, and agree to its contents and stipulations.

e-Signature: *

Federal tax Forms (W4)

To view this form in it's entirety, please visit: http://www.irs.gov/pub/irs-pdf/fw4.pdf

Filing Status: *

Total number of allowances you are claiming: *

Additional amount, if any, you want withheld from each paycheck:

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

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. e-Signature: (Type Name) *

Please Select the State you reside in: *

State Tax Form

Indiana State Tax Form

To view the Indiana Paperwork, visit: http://www.in.gov/spd/files/wh4.pdf

Indiana County of Residence as of January 1: *

Indiana County of Principal Employment as of January 1: *

Ohio State Tax Form

To view the Ohio State Tax Form, visit: http://tax.ohio.gov/documents/forms/employer_withholding/Generic/WTH_IT4_fi.pdf

Public school district of residence (http://tax.ohio.gov/online_services/thefinder.stm): *

School district number: *

Michigan State Tax Form

Drivers License number: *

Are you a New Employee? *

Date of hire:

Kentucky State Tax Form

To view the Kentucky tax form, visit: http://revenue.ky.gov/NR/rdonlyres/690434A9-D933-4F06-8228-6C70D441A8E0/0/42A8041110.pdf

Alabama State Tax Form

To view the Alabama tax form, visit: http://www.jsu.edu/depart/hr/forms/a4.pdf

Georgia State Tax Form

To view the Georgia tax form, visit: https://etax.dor.ga.gov/inctax/withholding/TSD_Employees_Withholding_Allowance_Certificate_G4.pdf

I claim exemption from State withholding for 2012: *

Total number of Exemptions: *

Additional amount, if any, you want deducted each pay period:

I hereby declare that to the best of my knowledge the above statements are true. e-Signature *

No State Paperwork Needed. Click Next Page button.

MS Employee Handbook

Hourly Employee Handbook

MS Companies LLC

ABC Employment Holdings LLC

Revised: December 2011

This Employee Handbook supersedes and replaces any and all Personnel or Employee Policies , Manuals or Handbooks previously distributed to, made available to, or made applicable to employees. All such previous policies, manuals or handbooks are expressly revoked. If you have any questions about the applications of any of these policies in the state in which you work, please ask a member of the Human Resources Department

This Employee Handbook is designed to inform employees and to provide a summary of certain employment policies about MS Companies LLC, doing business as ABC Employment Holdings LLC (hereinafter referred to as “MS Companies”). It is not intended to be comprehensive or to address all of the possible applications of, or exceptions to, the general policies described. These policies have been written for employees for the purpose of explaining their rights, responsibilities, and the terms and conditions of employment. Violation of the policies in this handbook may result in disciplinary action up to and including termination, even for a first offense. The policies in this handbook have been drafted to comply with applicable state and federal laws. In the case of any inconsistencies between these policies and state or federal law, the state or federal law applies. This employee handbook is not intended to be all-inclusive and does not reference each and every state supported employment policy.

MS Companies reserves the exclusive right to interpret, modify, or discontinue any of its policies or procedures at any time, whether or not they are contained in this handbook, with or without prior notice. This employee handbook is not an employment contract and is not intended to create contractual obligations. All employees of MS Companies are employed “at-will”.

Please read the handbook carefully and familiarize yourself with its contents, it will answer many questions about employment with MS Companies. All employees will be required to sign a signature page at the end of the manual, which acknowledges their receipt, and understanding of the policies in the Employee Handbook.

Notices and Statments

Contingent Workforce Notice

MS Companies provides contingent workers to various industries on an as-needed basis. Your employment with MS Companies is as a Contingent Employee. As a result, employees are never guaranteed a position, schedule or continued work.

At-Will Employment Notice

Your employment with MS Companies is “at-will” and is entered into voluntarily. You are free to resign at any time, for any reason, with or without notice. Similarly, MS Companies is free to terminate your employment at any time.

Equal Employment Statement

MS Companies is committed to providing equal employment opportunity to all applicants and employees according to all applicable equal opportunity and affirmative action laws, directives and regulations of federal, state, and local governing bodies and agencies. In keeping with this commitment, it is the policy of MS Companies, to base all employment decisions only on valid job requirements without regard to race, color, creed, religion, sex, national origin, marital status, public assistance, local human rights commission activity, disability, age, sexual orientation, or status as a qualified protected veteran, or any other protected class status. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay, or other forms of compensation, and selection for training at all levels of employment.

Immigration Reform and Control Act/E-Verify Statement

In compliance with the Immigration Reform and Control Act of 1986, every new employee, as a condition of employment, must provide information to complete the Employment Eligibility Verification Form I-9. Every new employee must also within three (3) days of the date of hire, present documentation establishing identity and employment eligibility from the I-9 list of acceptable documents. Former employees who are rehired also must provide I-9 information and must also complete the form if they have not completed an I-9 with the Company within the past three (3) years, or if their previous I-9 is no longer retained or valid. Photocopies of documents are not accepted; however, the Company may copy and retain copies of documents provided by employees.

In order to determine whether Form I-9 documentation is valid, MS Companies uses E-Verify’s photo matching tool to match the photograph appearing on some permanent resident and employment authorization cards with the official U.S. Citizenship and Immigration Services’ (USCIS) photograph. Employees who receive notices from the Social Security Administration (SSA) or Department of Homeland Security (DHS) indicating that the combination of name and social security number do not match their records are responsible for resolving these issues directly with the those agencies.

I have read this page of the handbook. *

INTRODUCTION

Welcome to MS Companies! This employee handbook was specifically designed to prepare you for your assignments, provide benefits information and communicate general policies. No employee handbook can anticipate every situation or answer every question about employment; questions should be directed to the Human Resources Department.

Who We Are

MS Companies is a multi-faceted organization that prides itself in bringing value to our clients by hiring skilled contingent workers who are also willing to learn new skills. Originally founded in 2001 in Indianapolis, Indiana as an industrial staffing agency, the core of our business now is value-added outsourcing that delivers quality in the areas of assembly, sub assembly, inspection & containment, material handling, transportation & warehousing and worldwide sourcing. Our attention to flexibility and customer service allows us to reduce vendor counts and improve quality, while delivering cost savings to our customers

Our Mission

Our mission is to provide our customers with the highest level of service using our outstanding dedication and industry knowledge to ensure that our customers receive the highest level of quality.

MS Companies is Your Employer

When you are on assignment with one of our customers you are still an MS Companies employee. Call your MS Companies Supervisor or the local MS Companies office to inform us if:

You are going to be late or are unable to report for work. Not showing up for an assignment without first calling us could result in termination.
The work you’re asked to do is substantially different then the work described to you when you accepted the assignment or the work environment appears unsafe.
Your address or phone number changes
You become sick at work or feel that you cannot complete the job during the course of the day.
If you are injured at work; immediately notify your worksite Supervisor, then contact us as soon as possible the same day. We will provide you with our Worker’s Compensation information to ensure that you receive proper medical treatment.

Assignments

When you accept an assignment from MS Companies you will be provided with the following:

Customer name, location and directions to the worksite
Start date, time and if know, the projected length of assignment
Supervisor’s name and/or check-in procedures
Description of what you’ll be expected to do on the job
Dress code, including required safety equipment
Pay rate

While on assignment you will be expected to:

Follow and comply with the rules, policies, procedures and working conditions established by the customer your assignment is with, as well as MS Companies policies and Code of Conduct.
Arrive promptly to your assignment ready to work, dressed appropriately (including required safety equipment), with proper identification. MS Companies suggests you arrive 15 minutes prior to your schedule start.
Behave in a professional manner. Personal conduct, including conversations while on assignment must not violate MS Companies policies including, but not limited to, Harassment. Threatening actions, conduct or language of any kind will not be tolerated.
Refrain from making personal cell phone calls during customer work and/or production time. Personal calls can be made during your lunch or break time only.
Bring any and all complaints or disputes about your pay, working assignment or working conditions to your MS Companies Supervisor immediately.
Refrain from asking the customer about full-time employment.

If you have any questions or uncertainty about the position, let us know immediately. When you accept an assignment both MS Companies and our customer is counting on you to successfully complete it.

I have read this page of the handbook. *

Availability

MS Companies maintains an up-to date database of all available employees to fill new assignments as they become available. Any employee who declines an assignment offer three (3) consecutive times will be removed from “available” status in our database and will no longer be contacted for new assignments. In order to be returned to “available “status you will need to contact the local MS Companies office.

Acceptable Dress

While MS Companies uniforms are generally based on customer requirements, we have put together the following guidelines to be followed for all assignments:

Standard MS Companies uniform

Long pants
MS Companies Shirt
Steel Toe Footwear
Safety Glasses

Maintain acceptable personal hygiene
Ensure jewelry, make-up, perfume, and cologne are not excessive

Attendance

MS Companies expects all employees to report for their assignments on time and stay for the duration of their scheduled shift. Late arrival, early departure or other absences are disruptive and must be avoided. If you are ill, you are required to call your MS Companies Supervisor at least two (2) hours prior to your scheduled reporting time. If the Supervisor is not available when you call, leave a voicemail message with the reason for the absence, when you expect to return to work and a phone number where you can be reached. If it is necessary for you to leave your work assignment for personal reasons, you must clock out. If you walk off the assignment, you will not be offered assignments again.

Documentation for absences will need to be provided upon request. If your absence is due to a medical emergency, you will be required to provide a return-to-work statement from a physician’s office.

Any employee who is absent from work for more than two (2) work days without notification or authorization will be considered to have voluntarily resigned their employment with MS Companies.

PAY AND BENEFITS

MS Companies payroll week runs Monday through Sunday. Employees are paid every other Friday for timesheets properly submitted for work completed through the proceeding Sunday.

Timesheets - To ensure you are paid correctly, and in a timely manner, you are responsible for reporting your time by:

Accurately tracking hours worked by signing in and out each day worked.
Submitting legible, complete and accurate timesheets, with full name listed, by the designated deadline.
Report any errors regarding timesheets, including missing hours or incorrect totals, to your MS Companies Supervisor or the local office immediately.
Failure to submit timesheets in a timely manner may result in errors in your pay and possible disciplinary action.

Hourly Wage - Your hourly wage may vary from job to job and will be determined by your skill level and our customer’s requirements. You will be told the hourly pay rate for an assignment before you accept the assignment.

Overtime - MS Companies pays overtime to non-exempt hourly employees in accordance with the Fair Labor Standards Act at the rate of one and one-half times the non-exempt employee’s rate for all hours worked over 40 hours in any work week. Paid hours not actually worked will not be counted toward the 40-hour work week. All overtime work must be specifically authorized by your MS Companies Supervisor. Working in excess of 40 hours in any work week without prior MS Companies approval will result in disciplinary action, up to and including termination.

Meals and Breaks - MS Companies will comply with all state and federal laws regarding meals and breaks. Meal breaks are not counted toward worked hours and as such are unpaid. You will be expected to follow the customer’s break schedule.

I have read this page of the handbook. *

Deductions - MS Companies will deduct the mandatory FICA, Federal, State and Local taxes from your check. Only legally required, court-ordered, and other deductions authorized by you in writing will withheld from your pay.

Check Pick-up - You may pick up your paycheck during the posted office hours or it may be mailed to your home the Thursday prior to payday. In the event that a holiday falls on pay day, employees will be notified of the alternate pay day. For your protection, checks must be signed for by you, the employee. If you are unable to pick up your check, payroll will release your check to another person, only if we receive signed authorization from you.

Replacement Check - A lost or destroyed check should be reported immediately so that payment can be stopped at the bank and another check can be issued. You will be responsible for any related fees associated with stopping the original check, as well as the cost of expedited mailing expenses for the replacement check.

Time Off

All requests for unpaid time-off, including Personal Days, Holidays and Vacations, must be scheduled with your

MS Companies Supervisor in advance by completing the Time-Off Request Form. Submitting the request

does not guarantee approval. All requests will be granted on a business-needs basis. All time-off is unpaid.

Family & Medical Leave Act

MS Companies FMLA policy complies with the mandates of the Federal FMLA and applicable state laws. To be eligible for FMLA benefits, you must have worked for MS Companies for at least 12 months with a minimum of 1,250 hours during the 12 month period immediately prior to the beginning of leave.

When possible, you must give MS Companies notice of a request for FMLA leave by completing and submitting a “Family and Medical Leave Request” form to Human Resources. This form must be submitted no less than 30 days before leave is to begin if the leave is foreseeable and as soon as practicable if the leave is not foreseeable. Human Resources must approve all FMLA leaves.

A medical certification completed by a health care provider, describing the serious health condition and its expected duration, will be required when requesting intermittent FMLA or FMLA over one week in duration to care for a spouse, child or parent or due to the employee’s own serious health condition. The medical certification form may be obtained from Human Resources and must be returned to Human Resources within 15 days of your receipt of the form.

FMLA eligibility is based on a rolling 12-month period measured backward from the date you used any FMLA.

Insurance

MS Companies provides access to voluntary basic insurance coverage through Reliance Standard Insurance (RSI) BasicCare. The following types of insurance coverage are available through RSI BasicCare:

Medical
Dental
Disability (Employee only) and Term Life Package

New employees are eligible to enroll in RSI BasicCare during their first 30 days of employment. After 30 days of employment, the next opportunity for enrollment will be during the open enrollment period, in November of each year.

The premiums for RSI BasicCare are paid entirely by you, the employee, through payroll deduction. Once you have been enrolled, coverage will begin once the first payroll deduction has been taken and will continue as long as the deductions from your paycheck continue. Note: It is your responsibility to check your pay stubs to ensure the deduction was taken. If you miss a paycheck, to avoid a break in coverage, you may send payment directly to RSI.

For more information about RSI BasicCare, their plan options and rates, call 800-766-5710.

401(k) Savings Plan

MS Companies has established a 401 (k) plan that allows eligible employees to invest part of their own wages on a tax-deferred basis. Employee contributions and earnings are always 100% vested.

To be eligible to participate in the 401 (k) plan you must be at least 21 years of age, have completed six (6) months of employment, and have worked at least 500 hours during that time. Once you have met all the requirements you will then be eligible to enroll during the next open enrollment period, the following July or January.

I have read this page of the handbook. *

YOU LEARN, YOU EARN

MS Companies created the You Learn, You Earn program to assist you in increasing your skill and knowledge level.

While all employees must complete the “Core MS Orientation” training course within a week of their hire date, the remainder of the courses, “Inspector 1-4” and “Supervisor Training “are intended to help you grow as an employee. As the program’s name suggests, using these provided training courses to Learn More, allows you to Earn More after completing the training, working a set number of hours with MS Companies, and getting a satisfactory performance review from your MS Companies Supervisor.

Below is the matrix of how the You Learn, You Earn program works:

	Contingent	Inspector	Team Lead	Supervisor
Core	Minimum Curriculum: Core Courses
MS 1 Star		Hours Worked: Under 260 hours and under 3 months with MS
		Minimum Curriculum: Core, and Inspector 1 Courses
		Review and Validation: Course Completion and Supervisor Review
MS 2 Star		Hours Worked: 260-520 hours and 3-6 months with MS
		Minimum Curriculum: Core, Inspector 1 & 2 Courses
		Review and Validation: Course Completion, Supervisor Observation, Performance Evaluation & Recommendation
		Possible Pay Rate Increase: .25 cents/hour, with satisfactory evaluation and recommendation
MS 3 Star		Hours Worked: Over 520 hours and over 6 months with MS	Hours Worked: Over 520 hours and 6-9 months with MS.	Hours Worked: Over 830 hours and over 9 months with MS
		Minimum Curriculum: Core, Inspector 1, 2 & 3 Courses	Minimum Curriculum: Core, Inspector 1, 2 & 3, and Team Lead Courses	Minimum Curriculum: Core, Inspector 1, 2 & 3, Team Lead and Supervisor Courses
		Review and Validation: Course Completion, Supervisor Observation, Performance Evaluation and Recommendation	Review and Validation: OM or Supervisor Observation, Performance Evaluation and Recommendation	Review and Validation: Course Completion, OM or ROM Observation/ Audits, Performance Evaluation and Recommendation
		Possible Pay Rate Increase: .25 cents/hour , with satisfactory evaluation and recommendation	Possible Pay Rate Increase: .25 cents/hour, with satisfactory evaluation and recommendation	Possible Pay Rate Increase: based on prior performance and local area.

I have read this page of the handbook. *

POLICIES

Quality

MS Companies is dedicated to our customers needs through the continual improvement of the Quality Management System.

ISO Certification

MS Companies is proud to be ISO 9001:2008 certified. This is a designation that MS Companies works diligently to maintain and requires all our employees to abide by its requirements at all times.

Safety

MS Companies works to maintain an environment that is healthy and safe for all our employees and customers. Employees are expected to adhere to all health and safety policies, including, but not limited to:

Established Safety Procedures
Best Safe Practices
Personnel Protection Equipment
Warning Labels
Caution Signs
Operating and Storage Procedures

All job-related injuries or illnesses are to be reported to your MS Companies Supervisor immediately, regardless of the severity. Failure to report an injury or illness may preclude or delay the payment of any benefits to the employee and could subject the MS Companies to fines and penalties.

Every injured employee must complete an accident investigation report right away, except in the case of an emergency when it may be filled out after medical attention has been received.

Failure to observe health and safety rules may result in discipline including, but not limited to, immediate termination.

Driving

Employees whose work requires travel and operation of a motor vehicle for company business must present and maintain a valid driver’s license and a driving record acceptable to our insurer. Employees whose positions require regular motor vehicle use may be asked to submit a copy of their driving record to MS Companies from time to time.

Company Business is defined as driving at the direction, or for the benefit of the employer. It does not include normal commuting to and from work.

Company vehicles are to be driven by authorized employees only and it is the driver’s responsibility to operate the vehicle in a safe and courteous manner.

Non-Compete Period

MS Companies requires all employees to agree that for a period of ninety (90) days following the termination of their employment with MS Companies, whether voluntary or involuntary, or for such time permitted by law, they will not accept employment, whether as full or part-time, temporary hire, or as an independent contractor from any supplier or vendor doing work at the facility they are assigned to without the express written permission of MS Companies.

Confidentiality

It is the policy of MS Companies to ensure that the operations, activities, and business affairs of MS Companies and our customers are kept confidential. MS Companies requires all employees to agree that you will not use or disclose any confidential information of MS Companies or its customers. Failure to follow this policy may be grounds for immediate discharge. “Confidential Information” means any information not generally known about the business, procedures and processes, and services. This information includes but is not limited to the following:

Customers, clients and suppliers
Ongoing or proposed projects
Financial or Marketing information
Processes and procedures of MS Companies

Specific assignments and/or positions may require a more detailed and specific confidentiality agreement to be signed.

I have read this page of the handbook. *

Contractual Relationship

There are no contractual relationships between the Company and an employee. Letters, emails, verbal statements, benefit or policy statements, performance appraisals, employee handbooks, employee manuals, or other employee communications should not be interpreted as such.

Disciplinary Action

MS Companies may take disciplinary action when it believes that an employee has not adhered to its standards or their work performance is unsatisfactory. MS Companies retains the sole discretion to apply the discipline it considers appropriate under all of the facts and circumstances in each case, up to and including, immediate termination without prior corrective action or notice.

Code of Conduct

MS Companies Code of Conduct applies to all business practices and employee conduct. MS Companies expects you to learn and comply with all laws and customer policies applicable to their assignment and to adhere to the guiding principles outlined in this policy. You are accountable and responsible for your own conduct.

Listing all forms of behavior that are considered unacceptable in the workplace is not possible. The following are examples of infractions of rules or conduct that may result in disciplinary action, up to and including termination of employment. This list is not intended to be exhaustive:

Theft or inappropriate removal or possession of customer, co-worker or MS Companies property
Falsifying records or information
Discourteous treatment of customers
Working under the influence of alcohol or illegal drugs
Fighting or threatening violence in the workplace
Sexual or other unlawful or unwelcome harassment
Absence without notification for two or more days, without notification - Considered voluntary resignation
Smoking in unauthorized areas or at unauthorized times
Excessive absenteeism or tardiness
Possession of dangerous or unauthorized materials in customer’s workplace or on MS Companies premises
Unauthorized use of telephones, email, computer, software, Internet or other MS Companies-owned equipment
Failure to return to work from leave of absence - Considered voluntary resignation
Unauthorized disclosure of trade secrets, proprietary or confidential information

Harassment and Discrimination

MS Companies is committed to providing a work environment that is free from disrespectful and offensive behavior, discrimination, and harassment. MS Companies prohibits harassment and discrimination on the basis of sex, race, color, national origin, ancestry, religion, marital status, disability, age, sexual orientation or other status protected by applicable law.

It is a violation of this policy for any MS Companies employee, customer or other individual to harass or discriminate against any other MS Companies employee, customer or other individual. Any individual determined to have violated this policy will be subject to appropriate disciplinary action, or other action, up to and including termination.

Complaint Procedure - MS Companies is striving to make our work environment free from any harassment or discrimination and we can only accomplish this goal with your cooperation and assistance. If you believe you or someone else has been subject to harassment or discrimination, you should immediately notify your MS Companies Supervisor (unless this individual is engaged in the unwanted conduct), or MS Companies Human Resources Department at (317) 322-3331.

Sexual Harassment Defined - Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment and are prohibited.

I have read this page of the handbook. *

Examples of conduct that may be considered sexual harassment are set forth below. These examples are provided to illustrate the kind of conduct prohibited by this policy. These examples are not exhaustive.

Sexual or suggestive comments or jokes, written or verbal
Sexual propositions and unwanted sexual leering
Sexist remarks
Patting, pinching or other inappropriate touching
Unwanted sexual advances
Employment benefits or opportunities given for an individual’s submission to sexual advances or sexual favors
Harassment not of a sexual nature directed toward an individual due to his or her gender

Investigation and Action - Upon receipt of a report, MS Companies will investigate the complaint. The investigation will be conducted as confidentially as is reasonable under the circumstances. In situations where it determines that this policy has been violated, MS Companies will take action up to and including termination of employment, in the case of an employee, or other action designed to end the harassment, in the case of a non-employee.

Retaliation – Employees reporting harassment complaints to MS Companies are protected from interference, intimidation, or reprisal in any form. Retaliation against any person who has made a complaint is prohibited.

Drug and Alcohol Free Workplace

MS Companies is committed to protecting the safety, health and well-being of all employees, customers and other individuals in the workplace. The possession, use, transfer, purchase or sale, of illegal drugs while on duty/assignment, while operating vehicles or equipment that are owned, leased or used by MS Companies or its customers, or while on MS Companies or its customers property is prohibited. In addition, no employees may report for an assignment, go on or remain on duty while under the influence of or impaired by any illegal drug or where there is a detectable amount of any illegal drug in the employee’s system.

Drug Testing – MS Companies may require employees to submit to drug or alcohol testing under certain conditions. A drug or alcohol-screening test may be required under the following circumstances:

Job Applicants
Current employees being offered an assignment with a customer that requires a drug test (see Background Check Release section)
Employees whose actions and/or behavior lead MS Companies or its customers to have a reasonable suspension that the employee is under the influence of illegal drugs or alcohol.
Post-Accident
Random Testing

If you receive notification that your test results are confirmed positive, you will be given the opportunity to provide medical information to explain the positive result to the laboratory personnel. You may be retested at the your expense at a laboratory of the your choice, as long as the laboratory is licensed by the state and retest occurs within five days of the positive result.

Background Check

Some of MS Companies customers require a background check, including criminal history and drug test results, for all MS Companies employees placed on assignment with them. Each customer sets the requirements of the results for their individual assignments. Upon request of the customer, copies of your background check, including criminal history and drug test results, will be supplied to the customer, with your social security number and date of birth blacked out.

I have read this page of the handbook. *

Employee Handbook Acknowledgement Form

Purpose of the Handbook: I have a read a copy of MS Companies Employee Handbook dated October 2011. I understand that it is my responsibility to read and become familiar with the policies contained in this Employee Handbook and any revisions made to it. I understand that the Employee Handbook is intended to provide general employment guidelines and does not necessarily represent all employment guidelines and practices of MS Companies. I further understand that I should contact my MS Companies Supervisor or Human Resources if I have questions that are not answered by the Employee Handbook.

Changes to the Employee Handbook: I understand that the information, policies, and benefits described in the Employee Handbook are subject to change at any time, except MS Companies policy of at-will employment. I understand any revisions will be effective immediately upon adoption, regardless of whether I have notice of these changes. I acknowledge that only Human Resources can adopt revisions to the policies in this Employee Handbook. I further acknowledge that this manual supersedes any and all statements on similar subjects, and that MS Companies may deviate from the policies in individual circumstances in its discretion or as indicated by applicable law.

At-Will Employment/Not a Contract: I acknowledge that I have entered into my employment relationship with MS Companies voluntarily and that my employment with MS Companies is “at-will”. I acknowledge that either MS Companies or I may terminate the employment relationship at any time and for any reason, with or without cause or notice. I acknowledge that this Employee Handbook is not intended to be a contract of employment, nor is any part of it intended to be a promise or representation of any specific term or condition of employment, and that no agent of MS Companies has made any offer of representation to me in connection with my employment that is contrary to the terms of this Acknowledgment and this Employee Handbook.

Employee e-Signature (type name): *

By clicking the submit button, you acknowledge the information submitted in the electronic forms is true and accurate to the best of your knowledge and that you are the person submitting this information. You will verify this information at the time of your employment by providing government issued photo identification and completing and signing the I-9 Form. By clicking the submit button you acknowledge these terms and any false information may impact your ability to gain employment from this source. Furthermore, by submitting information to this source does not in any way guarantee employment.

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