Shiftgig Bullpen,

Inc.Staff
Employee Handbook
REV. JUNE 2015
CONTENTS

WELCOME TO SHIFTGIG BULLPEN, INC.! 3

ABOUT THIS HANDBOOK 3

PICKING UP SHIFTS 4
CONFIRMING YOUR SHIFT 4
BE PREPARED 4
DRESS CODE 4

TIME REPORTING 5
TIME REPORTING 5
BREAK PERIODS 5

ATTENDANCE 6
ABSENCES 6
TARDINESS 6
CANCELLATION 6
NO CALL NO SHOWS 6

UNDERSTANDING EXPECTATIONS 7

SAFETY 8
REPORTING INJURIES OR AILMENTS 8
WORKER’S COMPENSATION 8

PAYROLL 9
PAY PERIOD 9
PAY OPTIONS 9
PAYLOCITY 9
DEDUCTIONS 10
OVERTIME & HOLIDAY PAY 10

EMPLOYMENT CATEGORY 11

SEPARATION OF EMPLOYMENT 12
DISCIPLINARY ACTION & TERMINATION POLICY 12

GENERAL COMPANY POLICIES 13

EQUAL EMPLOYMENT OPPORTUNITY 13
REASONABLE ACCOMMODATIONS 13
EMPLOYEE COMMUNICATIONS 13
ANTI-HARASSMENT & ANTI-DISCRIMINATION 14
ANTI-VIOLENCE 16
SOCIAL MEDIA USE 17
SPECIALIST ISSUED MATERIALS & EQUIPMENT 18
PERSONAL PROPERTY 18
ALCOHOL & DRUGS 18

SPECIALIST STANDARDS OF CONDUCT 19

EMPLOYEE HANDBOOK ACKNOWLEDGMENT 20

Specialist Employee Handbook 2

WELCOME TO SHIFTGIG BULLPEN, INC.!

YOU ARE NOW A VALUED MEMBER OF THE MOST I NNOVATIVE STAFFING SERVICE ON THE MARKET TO DATE. WE
PRIDE OURSELVES ON O UR INTEGRITY, TEAMWORK, PASSION, COMMUNICATION, IMPACT, AND RESPECT, WHICH
WE STRIVE TO PROVIDE OUR PARTNERS, FELLOW STAFF MEMBERS, AND CLIENTS WITH ON A DAILY BASIS.

WE RECOGNIZE THAT OU R SPECIALIST STAFF (“SPECIALISTS”) ARE A VALUABLE SOURCE OF IDEAS FOR IMPROVING
THE WAY WE OPERATE, AND FOR MAKING OUR WORKPLACE MORE INTERE STING AND ATTRACTIVE . WE ARE FIRMLY
COMMITTED TO OPEN COMMUNICATION WITHIN OUR ORGANIZATION., ANY QUESTIONS, CON CERNS,
SUGGESTIONS OR EVEN COMPLAINTS ARE ALWAY S WELCOMED BY OUR MANAGEMENT TEAM.

ABOUT THIS HANDBOOK

THIS HANDBOOK WAS CR EATED TO HELP MAKE Y OUR EMPLOYMENT WITH SHIFTGIG BULLPEN, INC. (“SHIFTGIG
BULLPEN”) AS BENEFICIAL AS POSSIBLE, AS WELL AS TO OUTLINE THE EXPECTATIONS WE HOLD FOR ALL OF OUR
SPECIALISTS. HOWEVER, THIS HANDBOOK CANNOT ANTICIPATE EVERY CIRCUMS TANCE OR QUESTION AB OUT
POLICY. ADDITIONALLY, AS TIMES CHANGE OR AS SITUATIONS ARISE THAT ARE NOT ADDRESSE D IN THE HANDBOOK,
THE NEED MAY ARISE TO CHANGE POLICIES DE SCRIBED IN THE HANDB OOK. THE COMPANY THE REFORE RESERVES
THE RIGHT TO REVISE, SUPPLEMENT, DEVIATE FROM OR RESCIND ANY POLICIES OR PORTION OF THE HANDBOOK
FROM TIME TO TIME AS IT DEEMS APPROPRIATE , IN ITS SOLE AND ABSOLUTE DISCRETION. WE WILL OF COURSE
MAKE AN EFFORT TO NO TIFY YOU OF SUCH CHA NGES AS THEY OCCUR.

AS A CONDITION OF EM PLOYMENT, YOU ARE RE QUIRED TO SIGN THE ENCLOSED ACKNOWLEDGMENT FORM,
LOCATED ON THE LAST PAGE OF THIS HANDBOO K TO COMPLY WITH OUR E MPLOYMENT POLICIES.

PLEASE NOTE: THIS HANDBOOK IS NOT INTENDED TO, AND IN NO EVENT SHALL, CREATE A CONTRACT OF EMPLOYMENT
OR BE INTERPRETED AS A BINDING AGREEMENT. RATHER, IT IS SIMPLY INTENDED TO DESCRIBE SPECIALIST’S CURRENT
POLICIES AND PROCEDURES, AND GENERAL GUIDELINES, AS THEY PERTAIN TO THE SPECIALIST TEAM. YOUR
EMPLOYMENT WITH SHIFTGIG BULLPEN SHALL BE “AT-WILL” AND CAN BE TERMINATED, WITH OUR WITHOUT CAUSE,
AND WITH OR WITHOUT NOTICE, AT ANY TIME, AT THE OPTION OF SHIFTGIG BULLPEN. NO REPRESENTATIVE OF SHIFTGIG
BULLPEN, OTHER THAN THE CEO, HAS THE AUTHORITY TO ENTER INTO ANY AGREEMENT FOR A SPECIFIED PERIOD OF
TIME, OR TO MAKE ANY AGREEMENT CONTRARY TO THE FOREGOING. ANY SUCH AGREEMENT MUST BE BY INDIVIDUAL
AGREEMENT, IN WRITING AND SIGNED BY YOU AND THE CEO. NO ONE HAS THE AUTHORITY TO MAKE ANY VERBAL
STATEMENTS OF ANY KIND, OR AT ANY TIME, WHICH ARE LEGALLY BINDING ON US. AGAIN, EMPLOYMENT WITH SHIFTGIG
BULLPEN IS “AT-WILL”.
PICKING UP SHIFTS

BY JOINING THE SHIFTGIG BULLPEN TEAM YOU HAVE THE CHANCE TO E ARN EXTRA CASH, WORK WHEN YOU WANT,
WORK EXCLUSIVE EVENTS, AND LEARN NEW SKILLS! SHIFTGIG BULLPEN ALLOWS ITS WORKERS THE OPPORTUNITY
TO PICK UP SHIFTS AT THEIR CONVENIENCE AND LEISURE. IN AN EFFORT TO ELIMINATE ANY CONFUSION ABOUT
SHIFT DETAILS AND EXPECTATIONS, BE SURE TO THOROUGHLY REVIEW THE FOLLOWING INFORMATION:

CONFIRMING YOUR SHIF TS

When you pick up a shift you shall receive an electronic confirmation of your acceptance of the shift. Upon confirmation,
details about the shift will be provided, which will include, but are not limited to:

 CLIENT NAME AND LOCATION OF SHIFT

 EXACT DATE AND TIME OF SHIFT, INCLUDING THE CHECK-IN TIME, START TIME AND END TIME
 DESCRIPTION OF SHIFT DUTIES
 NAME OF SHIFTGIG BULLPEN FIELD MANAGER OR ON-SITE SUPERVISOR
 DRESS CODE, INCLUDING SPECIFIC UNIFORM DETAILS AND/OR SAFETY EQUIPMENT REQUIRED
 PAY RATE, AND ANY OTHER ADDITIONAL MONIES OWED, AS IT PERTAINS TO THE SHIFT
 OTHER INFORMATION, PERTAINING TO THE SHIFT, MAY BE PROVIDED AS NECESSARY

Electronic confirmation and shift details shall be provided to you by a member of our internal staff and shall be documented
in your personnel file, as well as your WorkNow mobile app. Electronic confirmation and shift details shall be provided to
you either via email and/or your WorkNow mobile app.

BE PREPARED

Prior to picking up a shift, either via your WorkNow mobile app, it is important that you are certain of your availability and
understanding of the expectations of the shift. If you find yourself uncertain about your availability and/or the expectations
of the shift, please contact your local Shiftgig Bullpen office or your designated Shiftgig Bullpen representative before
confirming your shift.

REMEMBER: WE ARE COUNTING ON YOU TO PICK UP SHIFTS THAT YOU HAVE THE ABILITY TO ATTEND, AND WE EXPECT
THAT YOU ARE AWARE OF YOUR EXPECTATIONS, AND FULLY PREPARED FOR THE SHIFT AHEAD OF TIME.

DRESS CODE
SHIFT: Each individual shift requires a unique dress code, which you must abide by. Failure to abide by the required dress code, as
dictated by the client’s management’s standards, may result in early release from the shift, and may result in disciplinary action, up to
and including termination.

Specialist Employee Handbook 4

OFFICE: Although it is not mandatory, we expect our Specialists to dress in a respectful and reasonable manner when visiting
any of our office locations, and while engaging with members of our internal staff. Please refrain from attire that is distracting,
offensive, sloppy, or unnecessarily revealing, while on any Shiftgig Bullpen premises.

Specialist Employee Handbook 5

TIME REPORTING

Reporting the amount of time worked during a shift is a combined effort between the Specialist, the on-site Specialist field
manager or client supervisor, and the corresponding account manager. Currently, the time reporting process is as follows:

 UPON CLAIMING A SHIFT, THE SPECIALIST’S PROFILE IS ADDED TO A SHIFT ROSTER, WHICH IS SENT DIRECTLY TO
THE CLIENT

 UPON ARRIVAL TO SHIFT, THE SPECIALIST CHECKS IN WITH ON-SITE FIELD MANAGER OR CLIENT SUPERVISOR

 THE SPECIALIST SIGNS HIS/HER NAME NEXT TO HIS/HER PROFILE ON THE SHIFT ROSTER;

 UPON CONCLUSION OF SHIFT, THE SPECIALIST CHECKS OUT WITH ON-SITE FIELD MANAGER OR CLIENT
SUPERVISOR AND SIGNS HIS/HER NAME NEXT TO HIS/HER PROFILE

 CLIENT RETURNS THE APPROPRIATE DOCUMENTATION BACK TO SPECIALIST FOR PAYROLL PROCESSING

Because this process is currently manual, it is imperative for you, the Specialist, to pay close attention to your shift start
time and shift end time, shown on the shift roster, before signing. Signing the shift roster indicates your acknowledgment
and acceptance of the time being reported. Any determinations of Specialist time worked as reported by the Client shall be
conclusive.

PLEASE NOTE: YOU WILL NOT BE COMPENSATED FOR CHECKING IN AT THE DESIGNATED CHECK-IN TIME. THE CHECK-IN
TIME IS PROVIDED TO ALLOW YOU AMPLE TIME TO ARRIVE AND PREPARE FOR YOUR SHIFT. ADDITIONALLY, YOU WILL
NOT EXPECT TO BE COMPENSATED FOR YOUR COMMUTE TO AND FROM A SHIFT. IN ADDITION, IF YOU DO NOT SIGN IN
OR SIGN OUT ON THE SHIFTGIG BULLPEN ROSTER, YOU MAY NOT GET PAID.

BREAK PERIODS

Shiftgig Bullpen abides by state and federal law, in regards to the regulation of employee break periods, which states that
employees are not entitled to taking break periods during their shift, unless granted by the employer. Federal law also states
that employees are entitled to compensation during break periods, but only within the allotted break period determined by
the employer.

The timing of and the decision of whether or not to grant Specialists break periods during shifts is solely dependent upon
the client and in accord with applicable laws. The client will report any break time taken in excess of allotted break period(s),
and that time will be unpaid.

Smoking is allowed only during the designated break periods and lunch periods, and only in designated areas, at least
fifteen (15) feet from any entrances/exits from the building or work area.

Specialist Employee Handbook 6

ATTENDANCE

SPECIALISTS’ ATTENDANCE TO SCHEDULED SH IFTS IS OF THE UTMOS T IMPORTANCE TO THE PRODUCTIVITY OF OUR
BUSINESS AND ALSO IS A CONDITION OF YOUR EMPLOYMENT W ITH SHIFTGIG BULLPEN . PLEASE NOTE THE
FOLLOWING EXPECTATIO NS AS IT PERTAINS TO AT TENDANCE:

EFFECT OF RESINGNATIO N OR TERMINATION

Because Specialists have the flexibility to pick up shifts at their own convenience, there are no stipulations or consequences
to not picking up a shift within a given time period. However, if a Specialist has resigned or been terminated, we will place
a Specialist’s employment status as “terminated” and their WorkNow mobile app account will be deactivated. Terminated
or Resigned Specialists will be notified of this change to their employment status, in writing. Resigned Specialists are also
eligible for re-hire at any time but subject to the hiring process but terminated Specialists are not eligible for re-hire..

TARDINESS

We understand that sometimes life can get in the way of making it to work on time, and we also recognize that sometimes
things don’t always go as planned. In an effort to help you reduce the possibility of being tardy to your scheduled shift, we
ask that you arrive to your shift at the scheduled check-in time, which is typically fifteen (15) minutes before the start of the
shift. Please know that tardiness to shifts is monitored, and excessive tardiness, or a pattern of frequent tardiness, may
result in disciplinary action, up to and including termination.

CANCELLATION

As previously stated, it is imperative that you carefully consider your availability when committing to picking up a shift.
Canceling shifts that you already confirmed availability for creates a difficult situation for Shiftgig in that it falls on the Shiftgig
fulfillment team to quickly replace you with a new Specialist.

That being said, we allow Specialists to cancel shifts, at a minimum, forty-eight (48) hours in advance of the scheduled shift.
If there is a need to cancel a shift within forty-eight (48) hours of the scheduled shift, Specialists are required to immediately
contact their local recruiting office or their designated Shiftgig Bullpen representative.

Cancellation anytime within twenty-four (24) hours of the scheduled shift is strongly discouraged and highly frowned upon.
Please know that all cancellations are monitored, and any single or a pattern of frequent cancellation may be grounds for
disciplinary action, up to and including termination.

NO CALL NO SHOW

To No Call No Show means that a Specialist does not attend his/her scheduled shift, nor does he/she notify their local
Shiftgig Bullpen office, or designated representative, of an anticipated absence. Although we take into consideration each
Specialist’s overall reliability and work performance, we uphold a very low tolerance for No Call No Shows, and consider
this grounds for immediate disciplinary action likely to result in termination.

Specialist Employee Handbook 7

UNDERSTANDING EXPECTATIONS

It is important for you to remember that, no matter the situation, Shiftgig Bullpen is your employer. Whether you are working
on a short- or a long-term shift assignment with a client company, you are always a Shiftgig Bullpen employee, and should
adhere to following procedures.

CONTACT YOUR LOCAL SHIFTGIG BULLPEN OFFICE OR DESIGNATED REPRESENTATIVE IF:

 YOU’RE GOING TO BE LATE, OR UNABLE TO ATTEND, YOUR SCHEDULED SHIFT.

 THE WORK DELEGATED TO YOU ON-SITE IS DIFFERENT THAN THE POSTED SHIFT DESCRIPTION.

 THE ON-SITE WORKING ENVIRONMENT APPEARS TO BE HAZARDOUS.

 YOU BECOME SICK OR INJURED WHILE WORKING, OR IF ANY OTHER CIRCUMSTANCES ARISE THAT RESULT IN
YOUR INABILITY TO COMPLETE THE SHIFT IN ITS ENTIRETY.

 YOU ANTICIPATE BEING UNAVAILABLE TO PICK UP SHIFTS FOR AN EXTENDED PERIOD OF TIME.

 YOU CHANGE YOUR RESIDENTIAL ADDRESS, PHONE NUMBER, OR E-MAIL ADDRESS.

 YOU HAVE LEARNED NEW SKILLS, OR HAVE A DESIRE TO LEARN NEW SKILLS, THAT MAY QUALIFY YOU FOR
ADDITIONAL SHIFTS AND/OR PROMOTIONAL OPPORTUNITIES.

 YOU ARE REQUESTED, BY THE ON-SITE FIELD MANAGER OR SUPERVISOR, TO LEAVE YOUR SHIFT EARLIER THAN
ORIGINALLY SCHEDULED, AND FOR ANY REASON.

 YOU FEEL AS THOUGH ANY OF OUR POLICIES AND PROCEDURES ARE BEING VIOLATED BY FELLOW SPECIALISTS,
SPECIALIST FIELD MANAGERS, ON-SITE CLIENT SUPERVISORS, OR ANY OTHER ASSOCIATES ON A CLIENT SITE.

Specialist Employee Handbook 8

SAFETY

SHIFTGIG BULLPEN IS COMMITTED TO PROVIDING A SAFE AND HEALTHFUL WORKING ENVIRONMENT FOR ALL OF OUR
SPECIALISTS. OUR COMMITMENT INCLUDES DEFINING IMPORTANT SAFETY RULES, MAINTAINING A SAFE WORKING
ENVIRONMENT ON ALL SPECIALIST PREMISES, ASSURING S AFE WORK CONDITIONS OF ALL CLIENT PREMISES, AND
AFFORDING PROPER INS URANCE COVERAGE. HO WEVER, SAFETY ON THE JOB REQUIRES ACTIVE PARTICIPATION BY
SPECIALISTS AS WELL AS MANAGEMENT. YOU CAN HELP ASSURE YOUR OWN SAFETY BY PERFORMING YOUR JOB DUTIES
IN A SAFE MANNER, WEARING PERSONAL PROTECTIVE EQUIPMENT WHEN EXPOSED TO HAZARDOUS MATERIALS, AND
USING COMMON SENSE TO PROTECT YOURSELF AND FELLOW SPECIALISTS FROM INJURY.

REPORTING INJURIES OR AILMENTS

If you are injured, or suffer from an ailment, that is a direct result of working a shift on one of our client sites, please know
we want you to receive our full attention and the most appropriate care without delay. If you are injured during a shift notify
your field manager or on-site supervisor immediately, and contact your local Shiftgig Bullpen office, your designated
representative, or Human Resources as soon as possible, and on the same day as the incident. Failure to immediately
report an injury or illness could adversely affect worker’s compensation benefits. Additionally, failure to provide immediate
notification may lead to discipline for failure to follow safety and reporting procedures.

WORKER’S COMPENSATION

Shiftgig Bullpen maintains worker’s compensation insurance, which is paid for by Shiftgig Bullpen and supervised by state
law to assure proper care in the event of work-related injury or illness,. Worker’s compensation exists to assist with medical
bills and lost wages, resulting from a work-related injury, until you are physically and mentally able to return to work.

EMPLOYEE COVERAGE: All Specialists are covered under worker’s compensation insurance, with the exception of
the following employment categories: a) independent contractors, b) unpaid interns, and c) unpaid volunteers.
Coverage is immediate, and begins upon hire.

Specialist Employee Handbook 9

PAYROLL

YOUR HOURLY WAGE WIL L BE DETERMINED BY Y OUR DESIGNATED SKILL(S) AND THE SHIFT ASSIGNMENT YOU PICK
UP. THAT BEING SAID, PLEASE KNOW THAT YOU R HOURLY WAGE MAY VA RY FROM SHIFT TO SHIFT AND WILL BE
SHOWN ON EACH SHIFT ASSIGNMENT’S JOB DESCRIPTION. YOUR PAY IS BASED ON YOUR COMPLE TED TIME
REPORTS, SUBMITTED B Y SPECIALIST FIELD MANAGERS OR ON-SITE CLIENT SUPERVISORS, PER SHIFT.

PAY PERIOD

Specialist’s typical pay day is Friday and the current payroll schedule is bi-weekly. The pay schedule, including the typical
pay day, may be changed in the sole discretion of Shiftgig Bullpen. In addition, the date of pay may be delayed in the event
of a nationally recognized holiday that falls on pay day.

PAY OPTIONS

Shiftgig Bullpen offers two options for receiving your pay: direct deposit and paper paychecks. In addition, we have plans
to issue cash cards in the near future. When we start using cash cards, the Specialist will have a choice between direct
deposit or cash cards. At this time, paper checks will no longer be available, Upon being hired, Specialists will receive a
cash card. Your payroll funds will then be automatically uploaded onto the cash card each pay period. If a Specialist does
not want to use a cash card, he/she may sign up for direct deposit through our payroll provider. Paper paychecks are
available for pick-up at your local Shiftgig Bullpen office for one (1) full week following pay day. All paychecks that are not
picked up by the following Friday after payday will be mailed out, via U.S. postal mail, to the residential address we have on
your employee profile.

PLEASE NOTE: If you choose to receive paper paychecks, and your paycheck is mailed out to your residential
address, you must understand that Shiftgig Bullpen does not accept responsibility for any inconsistency of the U.S.
postal mail system. For this reason, we strongly recommend that you enroll in the direct deposit payment option.

ALSO NOTE: Upon enrollment for direct deposit, you should allow one full pay period before expecting your direct
deposit to be activated. You must understand that Shiftgig Bullpen does not accept responsibility for any
inconsistency of your financial institution’s internal processes.

PAYROLL VENDOR

For your convenience, Shiftgig Bullpen has provided you with access to all of your personal payroll information, as well as
the option to participate in direct deposit, at no charge, via our payroll vendor. By registering for our vendor’s self-service
portal, you will be able to conduct the following actions:

 ACCESS ALL OF YOUR PAST AND PRESENT PAYSTUBS AND W2s

 REVIEW AND UPDATE YOUR PERSONAL INFORMATION (e.g. phone number, email, address, etc.)

Specialist Employee Handbook 10

  ENROLL FOR, REVIEW, AND UPDATE YOUR DIRECT DEPOSIT ACCOUNT(S)

 EASILY DOWNLOAD AND PRINT ANY PAYROLL INFORMATION YOU NEED

PLEASE NOTE: IT IS STRONGLY RECOMMENDED THAT YOU REGISTER FOR, AND GAIN ACCESS TO, YOUR PERSONAL
ACCOUNT WITH OUR PAYROLL VENDOR SO THAT YOU MAY MANAGE YOUR PERSONAL PAYROLL INFORMATION
INDEPENDENTLY. BY DOING SO, YOU ARE HELPING TO AVOID ANY CLERICAL ERRORS THAT MAY ARISE DUE TO
INCORRECTLY RECORDED INFORMATION.

Specialist Employee Handbook 11

DEDUCTIONS
Shiftgig Bullpen makes payroll deductions as required by law, including FICA (social security) and federal and state income
tax withholding. Shiftgig Bullpen may also make deductions for garnishments as required by law. It is the responsibility of
the Shiftgig Bullpen to determine the amount of federal and state income tax withholdings. If there is a change in the number
of dependents you wishes to claim, you should submit a new W4 Form to Human Resources or make the appropriate
adjustments through your personal Payroll account.

It is Shiftgig Bullpen’s policy not to take any improper pay deductions that would be in violation of the Fair Labor Standards
Act, its regulations (specifically Section 541.602(a)), or relevant state law or local ordinance. Specialists who believe their
pay has been improperly deducted should report their claim immediately to Human Resources. The complaint will be
promptly investigated and the results of the investigation will be reported to the complaining Specialist. If the Specialist
is unsatisfied with the findings of the investigation, the Specialist may appeal the decision to the CEO.

Any Specialist whose pay is improperly deducted shall be reimbursed for such improper deduction no later than the next
pay period after the improper deduction is communicated to management.

OVERTIME AND HOLIDAY PAY

Specialist employees are entitled to overtime pay, at a rate of 1.5 times their hourly rate, in correspondence with the specified
pay rate per shift assignment, for hours worked in excess of forty (40) hours within one (1) week.

Specialist employees are not entitled to holiday pay. Holiday pay is only provided when specified on the shift assignment.

Specialist Employee Handbook 12

EMPLOYMENT CATEGORY

AS PREVIOUSLY STATED, ALL EMPLOYEES ARE HIRED ON AN “AT-WILL” BASIS AND ARE CLASSIFIED AS PAR T-TIME,
SEASONAL EMPLOYEES. THE EMPLOYMENT CATEGORIES THAT APPLY T O YOU ARE AS FOLLOWS:PART-TIME
EMPLOYEE

A part-time employee is one who is hired to work for an undefined period with a work schedule that may range from zero
(0) to thirty-nine (39) hours per week. Part-time employees are not eligible for benefits with Shiftgig Bullpen.

OVERTIME CLASSIFICAT IONS

EXEMPT: This is a classification that has been established by the Fair Labor Standards Act, for purposes of regulating
overtime compensation. Exempt employees are employees that are not eligible for overtime compensation, in accordance
with applicable federal and state wage and hour laws. Positions that are generally exempt are executive, administrative,
supervisory, or professional in nature.

NON-EXEMPT: This is a classification that has been established by the Fair Labor Standards Act, for purposes of regulating
overtime compensation. Non-exempt employees are entitled to overtime compensation, in accordance with applicable
federal and state wage and hour laws.

YOUR EMPLOYMENT STATUS AND CLASSIFICATION WILL BE ESTABLISHED BY SHIFTGIG BULLPEN, AND COMMUNICATED
TO YOU, AT THE TIME OF HIRING. YOUR EMPLOYMENT CLASSIFICATION MAY BE AMENDED AT A LATER DATE, IN WHICH
CASE YOU WILL BE NOTIFIED OF ANY CHANGES.

TEMPORARY CHANGES IN THE NUMBER OF HOURS YOU WORK DO NOT AFFECT YOUR EMPLOYMENT STATUS, AND THE
ABOVE DEFINITIONS ARE NOT TO BE CONSTRUED AS A GUARANTEE OF WORK HOURS.

Specialist Employee Handbook 13

SEPARATION OF EMPLOYMENT

We want you to understand that the employment relationship is that of "employment-at-will." This means that you may
resign from employment at any time; and that Shiftgig Bullpen also reserves the right to terminate the employment
relationship at any time, with or without notice, for cause or without cause.

In the event you find it necessary to resign from your employment with Shiftgig Bullpen, please notify Human Resources
so that proper steps can be taken to update your personnel file, payroll information, and so we can remove you from any
mass communications. Written notification is preferred, and providing two weeks’ notice is not necessary.

All separating employees are required to return any company property or equipment and adhere to all confidentiality
requirements of agreements entered into with Shiftgig Bullpen, Shiftgig Bullpen requires that this be done prior to receiving
your final paycheck.

As previously stated, because Specialists have the flexibility to pick up shifts at their own convenience, there are no
stipulations or consequences to not picking up a shift within a given time period. However, if a Specialist has resigned or
been terminated, we will place a Specialist’s employment status as “terminated” and their WorkNow mobile app account
will be deactivated. Terminated or Resigned Specialists will be notified of this change to their employment status, in writing.
Resigned Specialists are also eligible for re-hire at any time but subject to the hiring process but terminated Specialists are
not eligible for re-hire..

DISCIPLINARY ACTION AND TERMINATION POLICY

Specialists are expected to acknowledge, understand, and abide by all company policies and rules, as stated within this
Employee Handbook. Failure to do so will result in disciplinary action, up to and including termination.

Although there are many situations which might result in immediate dismissal from employment and you are an “at will” part-
time employee, the following are examples of the most common occurrences:

 ONE OR MORE DOCUMENTED OCCURRENCES OF NO CALL NO SHOW FOR SCHEDULED SHIFTS (including back-up
shifts)

 A PATTERN OF THREE OR MORE DOCUMENTED OCCURRENCES OF CANCELLATION WITHIN FORTY-EIGHT (48)

HOURS OF SCHEDULED SHIFT

 A PATTERN OF TWO OR MORE DOCUMENTED OCCURRENCES OF CANCELLATION WITHIN FOUR (4) HOURS OF
SCHEDULED SHIFT

 A PATTERN OF THREE OR MORE DOCUMENTED OCCURRENCES OF LATE ARRIVALS (TARDINESS) TO SCHEDULED

SHIFTS

 ONE OR MORE DOCUMENTED OCCURRENCES OF CLIENT COMPLAINTS, REGARDING YOUR PERFORMANCE,

ATTITUDE, APPEARANCE, OR ANY OTHER JOB-RELATED QUALIFICATION (depending on severity)

 ANY COMBINATION OF THREE OR MORE DOCUMENTED AFOREMENTIONED OCCURRENCES

PLEASE NOTE: ALL DISCIPLINARY ACTIONS / TERMINATIONS ARE DETERMINED ON A CASE-BY-CASE BASIS AND IN
CONSIDERATION OF THE SPECIALIST’S OVERALL WORK PERFORMANCE AND RELIABILITY.

Specialist Employee Handbook 14

GENERAL COMPANY POLICIES

IT IS VERY IMPORTANT THAT YOU THOROUGHLY UNDERSTAND SHIFTGIG BULLPEN’S COMPANY POLICIES. PLEASE
REVIEW EACH POLICY THOROUGHLY, AND INDICATE YOUR UNDERSTANDING BY SIGNING THE AG REEMENT AT THE
BACK OF THIS HANDBOO K.

EQUAL EMPLOYMENT OPPORTUNITY

It is Shiftgig Bullpen’s policy and practice to provide and promote equal employment opportunities for all applicants and
employees. It is the responsibility of all employees to ensure that the concepts of equal employment opportunity and non-
discrimination are understood, abided by, and carried out by everyone.

Shiftgig Bullpen hires, trains, promotes, compensates, and administers all employment practices without regard to race,
color, religion, sex, national origin, age, mental or physical disability, ancestry, sexual orientation, veteran status, military
status, marital status, order of protection status, or any other protected category as defined by applicable law. Harassment
of employees, because they are members of any of the foregoing protected groups, is prohibited, and will not be tolerated.
Shiftgig Bullpen will take appropriate measures, in response to any such incidents which are reported. Every good faith
effort will be taken by Shiftgig Bullpen to fulfill the objectives of this policy.

REASONABLE ACCOMMODATIONS
Shiftgig Bullpen supports the Americans with Disabilities Act of 1990, as amended, and will attempt to provide reasonable
accommodations for people with disabilities in the workplace, unless such accommodations would present an undue
hardship for the company.

Reasonable accommodations apply to all associates and include hiring practices, job placement, training, pay practices,
promotion, and demotion policies and layoff and termination procedures.

A qualified person with a disability is any individual with a disability who, with or without reasonable accommodation, can
perform the essential functions of the job the individual has or wants, and does not pose a direct threat to the health or
safety of himself/herself or other individuals in the workplace.

Should you require a reasonable accommodation in the workplace, please contact Human Resources as soon as possible.

EMPLOYEE COMMUNICATI ONS

Shiftgig Bullpen’s management team operates with an open communication style, in which each employee is encouraged
to speak freely to their assigned Specialist representative, any supervisor, and to Human Resources. We make a conscious
effort to keep all Specialist’s informed about matters affecting their job, and welcome your ideas and suggestions. You are
encouraged to speak with your designated representative if you have any questions or concerns. If your designated
representative is unable to provide assistance, the matter will be brought to the attention of management or Human
Resources. We will do our best to provide a fair and timely response.

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ANTI-HARASSMENT AND ANTI-DISCRIMINATION

SHIFTGIG BULLPEN INSISTS THAT ALL EMPLOYEES ARE TREATED WITH DIG NITY, RESPECT, AND C OURTESY. IT IS
WITHIN YOUR RIGHTS T O WORK IN AN ENVIRON MENT THAT IS FREE FROM HARASSMENT, HOSTILITY, AND
INTIMIDATION. SHIFTGIG BULLPEN WILL NOT TOLERATE HARASSMENT OF SPECIALIST EMPLOYEES BY ANYONE,
INCLUDING ANY SUPERVISOR, CO-WORKER, VENDOR, CLIENT, CONTRACTOR, CUSTOMER, OR OTHER REGULAR
VISITOR OF SHIFTGIG BULLPEN. VIOLATION OF THIS POLICY MAY BE CONSIDERED GROUNDS FOR DISCIPLINARY
ACTION, UP TO AND IN CLUDING DISCHARGE.

DEFINITION OF SEXUAL HARASSMENT

Sexual harassment consists of unwelcome sexual advances, requests for sexual favors, and other verbal or physical
conduct of a sexual nature when made by any employee to another employee where:

 SUBMISSION TO SUCH CONDUCT IS MADE EITHER EXPLICITLY OR IMPLICITLY A TERM OR CONDITION OF A

PERSON’S EMPLOYMENT;

 SUBMISSION TO OR REJECTION OF SUCH CONDUCT IS USED AS THE BASIS FOR ANY EMPLOYMENT DECISIONS
AFFECTING SUCH INDIVIDUAL; OR

 SUCH CONDUCT HAS THE PURPOSE OR EFFECT OF SUBSTANTIALLY INTERFERING WITH AN INDIVIDUAL’S WORK
PERFORMANCE OR CREATING AN INTIMIDATING, HOSTILE OR OFFENSIVE WORKING ENVIRONMENT.

Sexual harassment, as defined above, may include, but is not limited to:

 UNINVITED SEX-ORIENTED VERBAL “KIDDING” OR DEMEANING SEXUAL INNUENDOES, LEERS, GESTURES, TEASING,
SEXUALLY EXPLICIT OR OBSCENE JOKES, REMARKS OR QUESTIONS OF A SEXUAL NATURE;

 GRAPHIC OR SUGGESTIVE COMMENTS ABOUT AN INDIVIDUAL’S DRESS OR BODY;

 DISPLAYING SEXUALLY EXPLICIT OBJECTS, PHOTOGRAPHS OR DRAWINGS;

 UNWELCOME TOUCHING, SUCH AS PATTING, PINCHING OR CONSTANT BRUSHING AGAINST ANOTHER’S BODY; OR

 SUGGESTING OR DEMANDING SEXUAL INVOLVEMENT OF ANOTHER EMPLOYEE, WHETHER OR NOT SUCH SUGGESTION
OR DEMAND IS ACCOMPANIED BY IMPLICIT OR EXPLICIT THREATS CONCERNING ONE’S EMPLOYMENT STATUS OR
SIMILAR PERSONAL CONCERNS.

DEFINITION OF OTHER HARASSMENT

Inappropriate conduct in the workplace, based upon an individual’s race, color, religion, sex, national origin, age, mental or
physical disability, ancestry, sexual orientation, veteran status, military status, marital status or any other protected category
as defined by applicable law that has the purpose or effect of interfering with an individual’s work performance or creating
an intimidating, hostile or offensive work environment.

By way of example, the conduct forbidden by this policy specifically includes, but is not limited to: (a) epithets, slurs,
negative, stereotyping, or intimidating acts that are based on a person’s protected status; and (b) written or graphic

Specialist Employee Handbook 16

material circulated within or posted within the workplace that shows hostility toward a person or persons because of their
protected status.

Specialist Employee Handbook 17

INVESTIGATION PROCED URE

All Specialist employees are responsible to help assure that we avoid harassment. Any individual who believes that he or
she has been subjected to harassment or discrimination, as prohibited by this policy, or who has witnessed harassment or
discrimination should submit a complaint to Human Resources, designee, or any other manager or supervisor, in
accordance with the following complaint procedures. If a manager or supervisor receives a complaint of harassment or
discrimination directly from an employee, or becomes aware of such conduct, the complaint shall be immediately reported
to Human Resources.
 ANY EMPLOYEE WISHING TO SUBMIT A COMPLAINT (I.E. THE “COMPLAINANT”) SHOULD SUBMIT A WRITTEN
STATEMENT TO HUMAN RESOURCES, OR ALTERNATIVELY, THE CEO, OR HIS DESIGNEE, IN THE EVENT THAT HUMAN
RESOURCES IS THE ALLEGED HARASSER/DISCRIMINATOR. THE WRITTEN STATEMENT SHOULD STATE THE SPECIFIC
FACTS AND/OR PERCEIVED WRONGFUL ACT (E.G. LOCATION, NAMES, DATES, TIMES) TO BE INVESTIGATED. ALL
SUCH WRITTEN STATEMENTS SHOULD BE SUBMITTED WITHIN THIRTY (30) DAYS AFTER THE INCIDENT OR ACT
WHICH GIVES RISE TO THE COMPLAINT, UNLESS THE TIME FOR SUBMISSION IS EXTENDED BY HUMAN RESOURCES,
OR DESIGNEE, BECAUSE THE COMPLAINANT HAS SHOWN GOOD CAUSE FOR SUCH AN EXTENSION.

 HUMAN RESOURCES, OR ITS DESIGNEE, SHALL PROMPTLY INVESTIGATE THE COMPLAINT. CONFIDENTIALITY WILL
BE MAINTAINED DURING THE INVESTIGATORY PROCESS TO THE EXTENT PRACTICAL AND APPROPRIATE UNDER THE
CIRCUMSTANCES. HUMAN RESOURCES, OR ITS DESIGNEE, SHALL MAKE ALL REASONABLE EFFORTS, INCLUDING
BUT NOT LIMITED TO CONVENING A CONFERENCE WITH THE COMPLAINANT AND/OR THE ACCUSED
HARASSER/DISCRIMINATOR, TO DISCUSS THE COMPLAINT AND THE RESULTS OF THE INVESTIGATION, TO RESOLVE
THE MATTER INFORMALLY.

 IF THE COMPLAINANT OR THE ACCUSED IS NOT SATISFIED WITH THE DISPOSITION OF THE INVESTIGATION, HE/SHE
MAY SUBMIT IN WRITING AN APPEAL TO THE CEO OR HIS DESIGNEE, WHO WILL REVIEW THE INVESTIGATION
REPORT AND MAKE A FINAL DECISION. AT THE CEO’S OPTION, HE OR HIS DESIGNEE MAY CONDUCT FURTHER
INVESTIGATION, IF NECESSARY.

 REPORTING HARASSMENT, DISCRIMINATION OR RETALIATION OR PARTICIPATING IN AN INVESTIGATION WILL NOT

REFLECT ADVERSELY UPON AN INDIVIDUAL’S STATUS OR AFFECT FUTURE EMPLOYMENT. ANY EMPLOYEE WHO
RETALIATES AGAINST ANOTHER FOR EXERCISING THEIR RIGHTS UNDER THIS POLICY SHALL BE SUBJECT TO
DISCIPLINE UP TO AND INCLUDING DISCHARGE.

 THE RIGHTS TO CONFIDENTIALITY, BOTH OF THE COMPLAINANT AND OF THE ACCUSED, WILL BE RESPECTED
CONSISTENT WITH SHIFTGIG BULLPEN’S LEGAL OBLIGATIONS AND WITH THE NECESSITY TO INVESTIGATE
ALLEGATIONS OF MISCONDUCT AND TO TAKE CORRECTIVE ACTION WHEN THIS CONDUCT HAS OCCURRED.

 IF AN INVESTIGATION RESULTS IN A FINDING THAT THE COMPLAINANT FALSELY ACCUSED ANOTHER OF

HARASSMENT OR DISCRIMINATION KNOWINGLY OR IN A MALICIOUS MANNER, THE COMPLAINANT WILL BE
SUBJECT TO APPROPRIATE DISCIPLINE, INCLUDING THE POSSIBILITY OF DISCHARGE.

 A SUBSTANTIATED CHARGE AGAINST AN EMPLOYEE WILL SUBJECT THE EMPLOYEE TO DISCIPLINARY ACTION, UP
TO AND INCLUDING DISCHARGE. ADDITIONALLY, SUPERVISORS/MANAGERS WHO HAVE KNOWLEDGE THAT SUCH
HARASSMENT HAS OCCURRED IN THEIR IMMEDIATE DEPARTMENTS OR WORK GROUPS, AND TAKE NO ACTION TO
ELIMINATE IT, ARE SIMILARLY SUBJECT TO DISCIPLINARY ACTION.

PLEASE KNOW: THE FILING OF A COMPLAINT UNDER THE PROCEDURES DESCRIBED HEREIN SHALL NOT LIMIT, EXTEND,
REPLACE OR DELAY THE RIGHT OF ANY PERSON TO FILE A SIMILAR COMPLAINT OR CHARGE WITH ANY APPROPRIATE
LOCAL, STATE, OR FEDERAL AGENCY OR COURT.

Specialist Employee Handbook 18

ANTI-VIOLENCE

SHIFTGIG BULLPEN IS CONCERNED ABOUT THE INCREASED VIOLENCE IN SOCIETY, WHICH HAS ALSO FILTERED INTO
MANY WORKPLACES THROUGHOUT THE UNITED STATES, AND HAS TAKEN STEPS TO HELP PREVENT INCIDENTS OF
VIOLENCE FROM OCCURRING AT SHIFTGIG BULLPEN. IN THIS CONNECTION, VIOLENCE, THREATS OF VIOLENCE, OR
INTIMIDATION OF ANY SPECIALIST ASSOCIATES, INCLUDIN G SUPERVISORS, CO -WORKERS, VENDORS, CLIENTS,
CONTRACTORS, CUSTOME RS, OR OTHER REGULAR VISITORS OF SHIFTGIG BULLPEN, WILL NOT BE TOLERA TED.
VIOLATION OF THIS PO LICY MAY RESULT IN IMMEDIATE TERMINATION OF EMPLO YMENT.

In keeping with the spirit and intent of this policy, and to ensure that Specialist’s objectives in this regard are attained, it is
the commitment of Shiftgig Bullpen:

 TO PROVIDE A SAFE AND HEALTHFUL WORK ENVIRONMENT.

 TO TAKE PROMPT REMEDIAL ACTION, UP TO AND INCLUDING IMMEDIATE TERMINATION, AGAINST ANY EMPLOYEE
WHO ENGAGES IN ANY THREATENING BEHAVIOR, OR ACTS OF VIOLENCE, OR WHO USES ANY OBSCENE,
ABUSIVE, OR THREATENING LANGUAGE OR GESTURES.

 TO TAKE APPROPRIATE ACTION WHEN DEALING WITH CLIENTS, FORMER EMPLOYEES, OR VISITORS TO SHIFTGIG
BULLPEN’S FACILITIES WHO ENGAGE IN SUCH BEHAVIOR. SUCH ACTION MAY INCLUDE NOTIFYING THE POLICE, OR
OTHER LAW ENFORCEMENT PERSONNEL, AND PROSECUTING VIOLATORS OF THIS POLICY TO THE MAXIMUM
EXTENT OF THE LAW.

 TO PROHIBIT EMPLOYEES, FORMER EMPLOYEES, CUSTOMERS, AND VISITORS FROM BRINGING ANY FIREARMS OR
OTHER WEAPONS ONTO SHIFTGIG BULLPEN’S PREMISES.

 TO ESTABLISH VIABLE SECURITY MEASURES TO ENSURE THAT SHIFTGIG BULLPEN’S FACILITIES ARE SAFE AND
SECURE TO THE MAXIMUM EXTENT POSSIBLE, AND TO PROPERLY HANDLE ACCESS TO SHIFTGIG BULLPEN
FACILITIES BY THE PUBLIC, OFF-DUTY EMPLOYEES, AND FORMER EMPLOYEES.

All employees are responsible for maintaining a work environment that is free from threatening behavior and violence.
Accordingly, each employee has a duty to report any threat, instance of harassment or offensive conduct, or violent act
observed or experienced at work. In addition, any employee who has a reason to believe that a violent act may be committed
on the worksite, or against an individual related to the business in any way, must promptly report that belief or suspicion to
the employee’s designated representative or Human Resources. No employee who in no way participated in or instigated
such reported activity, and who in good faith either makes a report or participates in an investigation under this policy
will experience retaliation of any kind.

Any employee who displays a tendency to engage in violent, abusive, or threatening behavior, or who otherwise engages
in behavior that Shiftgig Bullpen, in its sole discretion, deems offensive or inappropriate, will be subject to disciplinary action,
up to and including termination.

Specialist Employee Handbook 19

Any employee who applies or obtains a protective or restraining order which lists Shiftgig Bullpen premises as being
protected areas should inform Human Resources directly. Shiftgig Bullpen may require the employee to furnish it with a
copy of the order.

Specialist Employee Handbook 20

SOCIAL MEDIA USE

SOCIAL MEDIA IS DEFINED AS: BLOGS, OTHER TYPES OF SELF-PUBLISHED ONLINE JOURNALS, AND COLLABORATIVE
WEB-BASED DISCUSSION FORUMS INCLUDING, BUT NOT LIMITED TO, LINKEDIN, FACEBOOK, MYSPACE, INSTAGRAM AND
TWITTER.

GENERAL RULES AND GUIDELINES

The following rules and guidelines apply to the use of social media, whether such use is for Shiftgig Bullpen or on company
time, for personal use during non-work time, outside of Shiftgig Bullpen’s premises or Shiftgig Bullpen’s client’s premises,
or during work time while using Shiftgig Bullpen equipment. These rules and guidelines apply to all employees.

 ALL SPECIALISTS ARE PROHIBITED FROM DISCUSSING CONFIDENTIAL, WORK-RELATED MATTERS THROUGH THE
USE OF SOCIAL MEDIA. SPECIALISTS ALSO HAVE A DUTY TO PROTECT OTHER SPECIALISTS’ PERSONAL
INFORMATION, AND THE CONFIDENTIALITY OF SHIFTGIG BULLPEN’S TRADE SECRETS, MARKETING LISTS,
CUSTOMER ACCOUNT INFORMATION, STRATEGIC BUSINESS PLANS, CUSTOMER LISTS, FINANCIAL INFORMATION,
BUSINESS CONTRACTS, AND ALL OTHER PROPRIETARY AND NONPUBLIC COMPANY INFORMATION.

 ALL SPECIALISTS ARE PROHIBITED FROM USING SOCIAL MEDIA TO HARASS, THREATEN, LIBEL OR SLANDER,
MALIGN, DEFAME OR DISPARAGE, OR DISCRIMINATE AGAINST CO-WORKERS, MANAGERS CUSTOMERS, CLIENTS,
VENDORS OR SUPPLIERS, ANY ORGANIZATIONS ASSOCIATED OR DOING BUSINESS WITH SHIFTGIG BULLPEN, OR
ANY MEMBERS OF THE PUBLIC, INCLUDING WEBSITE VISITORS WHO POST COMMENTS. SHIFTGIG BULLPEN’S ANTI-
HARASSMENT AND EQUAL EMPLOYMENT OPPORTUNITY POLICIES APPLY TO USE OF SOCIAL MEDIA.

PERSONAL USE OF SOCIAL MEDIA

The following rules and guidelines, in addition to the rules and guidelines set forth above, apply to Specialist’s use of social
media on the Specialist’s personal time:

 SHIFTGIG BULLPEN SPECIALISTS WHO UTILIZE SOCIAL MEDIA, AND CHOOSE TO IDENTIFY THEMSELVES AS
SPECIALIST EMPLOYEES, ARE STRONGLY ENCOURAGED TO STATE EXPLICITLY, CLEARLY, AND IN A PROMINENT
PLACE ON THE SITE, THAT THEIR VIEWS ARE THEIR OWN AND NOT THOSE OF SHIFTGIG BULLPEN OR OF ANY
PERSON OR ORGANIZATION AFFILIATED, OR DOING BUSINESS WITH, SHIFTGIG BULLPEN.

 SPECIALISTS CANNOT USE SHIFTGIG BULLPEN’S LOGO OR TRADEMARKS, OR THE NAME, LOGO, OR TRADEMARKS
OF ANY BUSINESS PARTNER, SUPPLIER, VENDOR, AFFILIATE, OR SUBSIDIARY ON ANY PERSONAL BLOGS OR OTHER
ONLINE SITES UNLESS THEIR USE IS SPONSORED OR OTHERWISE SANCTIONED, APPROVED, OR MAINTAINED BY
SPECIALIST.

 SPECIALISTS CANNOT POST SHIFTGIG BULLPEN COPYRIGHTED OR CONFIDENTIAL INFORMATION, OR COMPANY-

ISSUED DOCUMENTS, BEARING SHIFTGIG BULLPEN’S NAME, TRADEMARK, OR LOGO.

 SPECIALISTS CANNOT POST PHOTOGRAPHS OF COMPANY EVENTS, OTHER EMPLOYEES OR COMPANY

REPRESENTATIVES ENGAGED IN SHIFTGIG BULLPEN’S BUSINESS, OR COMPANY PRODUCTS, UNLESS EMPLOYEES
HAVE RECEIVED WRITTEN PERMISSION FROM SHIFTGIG BULLPEN.

Specialist Employee Handbook 21

 SPECIALISTS CANNOT ADVERTISE OR SELL COMPANY PRODUCTS OR SERVICES THROUGH SOCIAL MEDIA.

Specialist Employee Handbook 22

SPECIALIST-ISSUED MATERIALS AND EQUIPMENT

ON OCCASION, SHIFTGIG BULLPEN WILL PROVIDE MATERIALS AND EQUIPMENT DEEMED NECESSARY FOR TH E
PERFORMANCE OF YOUR JOB AND/OR SPECIFIC SHIFT. IN ORDER TO RETAIN COMPANY MATERIALS AND EQUIPMENT
YOU MUST OBTAIN PERMISSION, AND FOLLOW T HE SPECIFIED PROCESS, FROM THE ISSUING SHIFTGIG BULLPEN
REPRESENTATIVE. SPECIALISTS ARE ACCOUNTABLE FOR MATERIALS AND EQUIPMENT ISSUED, AND THE SPECIALIST
MAY BE CHARGED A REP LACEMENT COST IF AN ITEM IS LOST OR DAMA GED. SPECIALISTS ARE RESPONSIBLE FOR
TAKING REASONABLE PRECAUTIONS TO PROTECT THE INTEGRITY AND SE CURITY OF ANY COMPAN Y MATERIALS AND
EQUIPMENT, AS WELL A S FOR REPORTING ANY MALFUNCTIONS OR DAMAGE TO SAID MATERIALS AND EQUIPMENT.
ALL MATERIALS AND EQ UIPMENT MUST BE RET URNED TO SHIFTGIG BULLPEN UPON SEPARATION OF E MPLOYMENT.

PERSONAL PROPERTY

SHIFTGIG BULLPEN IS NOT RESPONSIBLE FOR THE LOSS OR DAMAGE TO ANY EMPLOYEE’S PERSONAL PROPERTY,
EITHER ON SHIFTGIG BULLPEN PREMISES OR ON A CLIENT SITE DURING A SHIFT. PLEASE BE SURE TO PROPERLY
STORE YOUR PERSONAL PROPERTY AND GARMENTS THAT ARE BROUGHT ONTO SHIFTGIG BULLPEN PREMISES
AND/OR CLIENT SITES.

ALCOHOL AND DRUGS

ABUSE OF CHEMICAL SUBSTANCES, SUCH AS ALCOHOL AND DRUGS, IS A SERIOUS PROBLEM IN OUR SOCIETY, CAUSING
PERSONAL GRIEF FOR AFFLICTED INDIVIDUALS AND SIGNIFICANT COSTS TO BUSINESS. SHIFTGIG BULLPEN DOES NOT
WANT TO BECOME INVOLVED IN AN INDIVIDUAL'S PERSONAL LIFESTYLE, BUT WHEN ABUSE OF CHEMICAL SUBSTANCES
AFFECTS JOB PERFORMANCE SHIFTGIG BULLPEN IS ALSO AFFECTED. OUR GOAL IS TO MAINTAIN A DRUG-FREE
WORKPLACE IN ORDER TO PREVENT ERRORS, INJURIES, AND OTHER PROBLEMS STEMMING FROM ABUSE OF CHEMICAL
SUBSTANCES.-

IN THE EVENT AN EMPLOYEE ENCOUNTERS PERSONAL OR JOB PROBLEMS RESULTING FROM EXCESSIVE USE OF ALCOHOL
OR DRUGS, THE EMPLOYEE IS ENCOURAGED TO SEEK COUNSELING AND TREATMENT THROUGH AN APPROPRIATE
MEDICAL FACILITY. IF AN INDIVIDUAL REFUSES TO SEEK OR ACCEPT ASSISTANCE, AND IS UNABLE TO MAINTAIN
SATISFACTORY PERFORMANCE OR ATTENDANCE, THE EMPLOYEE MAY BE SUBJECT TO DISCIPLINARY ACTION WHICH MAY
INCLUDE TERMINATION.

UNAUTHORIZED POSSESSION OR USE OF ALCOHOLIC BEVERAGES IS NOT PERMITTED ON COMPANY TIME OR PREMISES.
ANY UNLAWFUL MANUFACTURE, DISTRIBUTION, DISPENSING, POSSESSION OR USE OF ILLEGAL DRUGS, OR OTHER
CONTROLLED SUBSTANCES, IS STRICTLY PROHIBITED ON COMPANY TIME, PREMISES, OR AT ANY COMPANY BUSINESS
OR SOCIAL FUNCTION. DISREGARD FOR THESE POLICIES MAY RESULT IN DISCIPLINARY ACTION UP TO AND INCLUDING
TERMINATION.

ANY EMPLOYEE CHARGED OF A CRIMINAL VIOLATION OCCURRING IN THE WORK PLACE, AND INVOLVING DRUGS OR
ALCOHOL, MUST NOTIFY HIS OR HER SUPERVISOR WITHIN FIVE WORKING DAYS OF THE CHARGE. AS A RESULT OF SUCH
A CHARGE, SHIFTGIG BULLPEN WILL TAKE APPROPRIATE DISCIPLINARY ACTION, UP TO AND INCLUDING
TERMINATION, AND/OR REQUIRE SUCH AN EMPLOYEE TO PARTICIPATE SATISFACTORILY IN AN APPROVED DRUG
ABUSE ASSISTANCE OR REHABILITATION PROGRAM.

Specialist Employee Handbook 23

ALL INFORMATION COLLECTED, PURSUANT TO THIS POLICY, WILL BE KEPT IN STRICTEST CO NFIDENCE, REVEALED
ONLY WHEN NECESSARY OR CONSISTENT WITH APPLICABLE LAW.

Specialist Employee Handbook 24

SPECIALIST STANDARDS OF CONDUCT

ALL COMPANIES MUST HAVE REASONABLE RULES IN ORDER TO COORDINA TE THE MANY VARIED A CTIVITIES WITHIN
THE ORGANIZATION. IN RECOGNITION OF THIS, SHIFTGIG BULLPEN HAS DEVELOPED STANDA RDS OF CONDUCT IN
ORDER TO ADVISE SPECIALISTS, REGARDING CONDUCT WHICH IS UNSUITABLE IN A WORKING ENVIRONMENT.
EMPLOYEE MISCONDUCT, WHICH DISREGARDS THE STANDARDS OF CONDUC T, WILL RESULT IN CO RRECTIVE
DISCIPLINARY ACTION. DISCIPLINARY ACTIONS MAY INCLUDE VERBAL WARNINGS, WRITTEN WRI TINGS, OR
TERMINATION. THE SEV ERITY OF THE CORRECT IVE ACTION REFLECTS THE NATURE OF THE OF FENSE, AND
INCREASINGLY SEVERE MEASURES MAY BE TAKE N FOR MORE SERIOUS OR RE PEATED OFFENSES. SERIOUS OFFENSES
WILL RESULT IN IMMED IATE TERMINATION.

The following rules are not designated to be a complete list, but are intended to serve as some general guidelines, including
other similar behavior, which may be subject to disciplinary action.

 FIGHTING, INSTIGATING, OR PARTICIPATING IN A PHYSICAL ALTERCATION ON COMPANY TIME, SHIFTGIG BULLPEN

PREMISES, OR SHIFTGIG BULLPEN’S CLIENT’S PREMISES.

 POSSESSION OR USE OF A WEAPON ON SHIFTGIG BULLPEN PREMISES OR SHIFTGIG BULLPEN’S CLIENT’S PREMISES, AS
WELL AS WHILE PERFORMING COMPANY BUSINESS.

 POSSESSION OR USE OF ALCOHOLIC BEVERAGES OR ILLEGAL DRUGS ON COMPANY TIME, SHIFTGIG BULLPEN PREMISES,
OR SHIFTGIG BULLPEN’S CLIENT’S PREMISES.

 REPORTING TO WORK UNDER THE INFLUENCE OF DRUGS OR ALCOHOL, OR IN AN OTHERWISE UNFIT CONDITION TO
WORK SAFELY.

 FLAGRANT DISREGARD FOR SAFETY OR HEALTH, ENDANGERING LIVES OR PROPERTY.

 FALSIFICATION OR ALTERATION OF ANY OFFICIAL SHIFTGIG BULLPEN DOCUMENT OR FORM INCLUDING, BUT NOT
LIMITED TO, TIME CARDS OR EMPLOYMENT APPLICATIONS.

 DESTRUCTION OR DEFACING OF SHIFTGIG BULLPEN PROPERTY OR SHIFTGIG BULLPEN’S CLIENT’S PROPERTY.

 THEFT, OR UNAUTHORIZED REMOVAL, OF COMPANY PROPERTY, PRODUCTS, OR POSSESSIONS OF OTHERS.

 EXCESSIVE ABSENTEEISM OR A PATTERN OF TARDINESS TO SCHEDULED SHIFTS.

 INSUBORDINATION, OR REFUSAL TO FOLLOW WORK INSTRUCTIONS.

 LEAVING WORK PREMISES DURING COMPANY TIME WITHOUT AUTHORIZATION.

 FAILURE TO FOLLOW WORK INSTRUCTIONS.

 FAILURE TO FOLLOW TIME REPORTING PROCEDURES, SUCH AS CHECKING IN TO YOUR SCHEDULED SHIFT AS
INSTRUCTED.

 FAILURE TO FOLLOW COMPANY POLICIES, GUIDELINES, AND RULES.

PLEASE KNOW: MANAGEMENT RESERVES THE RIGHT TO ADMINISTER DISCIPLINARY RULES AND PROCEDURES BASED ON ITS
INTERPRETATION OF THE FACTS OF THE INCIDENT(S), AND TO ADAPT DISCIPLINE PROCEDURES OR USE IMMEDIATE TERMINATION

Specialist Employee Handbook 25

WHEN SUCH ACTIONS MAY BE IN THE BEST INTEREST OF SHIFTGIG BULLPEN. NOTHING HEREIN SHALL ALTER THE EMPLOYMENT “AT-
WILL” POLICY INCLUDING, BUT NOT LIMITED TO, THE FAILURE TO IMPLEMENT PROGRESSIVE DISCIPLINE.

Specialist Employee Handbook 26

 SPECIALIST EMPLOYEE HANDBOOK

ACKNOWLEDGMENT OF RECEIPT

“I HAVE RECEIVED AN EMPLOYEE HANDBOOK AND UNDERSTAND THAT I AM PERSON ALLY RESPONSIBLE FOR
FOLLOWING THE PERSON NEL POLICIES AT SHIFTGIG BULLPEN . I ALSO UNDERSTAND THAT THIS INFORMATION IS
NOT TO BE CONSTRUED AS A CONTRACT AND I AM AN EMPLOYEE AT WILL. I FURTHER ACKNOWLEDGE THAT THIS
HANDBOOK DOES NOT GUARANTEE MY CONTINUED E MPLOYMENT AT SHIFTGIG BULLPEN. I UNDERSTAND THAT I
OR SHIFTGIG BULLPEN MAY TERMINATE THE EM PLOYMENT RELATIONSHI P AT ANY TIME, AND FOR ANY REASON. I
FURTHER UNDERSTAND THAT THIS EMPLOYEE HANDBOOK MAY BE AMENDE D FROM TIME TO TIME, IN THE SOLE
DISCRETION OF SHIFTGIG BULLPEN, AND THAT UPON RECEIPT OF SUCH AMENDED EMPLOYEE HANDBOOK MY
CONTINUED EMPLOYMENT WITH SHIFTGIG BULLPEM IS AN EXPRESS ACCEPT ANCE OF SUCH CHANGES .”

____________________________________ ______________________________________
Specialist Signature Shiftgig Bullpen Representative Signature

___________________________ ___________________________
Specialist Name Shiftgig Bullpen Representative Name

___________________________ ___________________________
Date Signed Date Signed

Cc: employee personnel file

Specialist Employee Handbook 27