Staff Employee Handbook

We are excited to have you as a valued member of our team. At YES, we take pride in being Utah’s premier staffing agency, built on a foundation of simple human kindness, friendship, and a commitment to ensuring that every person is valued and progressing.

Since our founding, we’ve focused on one guiding principle: our people matter most. As part of our internal staff, you are integral to our mission of connecting talented individuals with exceptional opportunities and making a positive impact on the lives of those we serve.

This handbook is designed to provide clarity on our expectations, policies, and the resources available to support you in your role. It reflects our dedication to fostering a workplace where collaboration, growth, and shared success thrive. If you ever have questions or need assistance, please don’t hesitate to reach out to your manager or the HR team.

Thank you for choosing YES as your professional home. We look forward to growing together and achieving great things as a team.

Welcome to the YES family! Warm regards,

Reed Laws

Chief Executive Officer

Your Employment Solutions (YES)

Section 1: Introduction

1.1 About Your Employment Solutions

Since its founding, Your Employment Solutions (YES) has grown to become Utah’s leading staffing agency by focusing on what truly matters—people. We have a simple yet powerful mission: to improve lives through meaningful work opportunities and to foster connections that make a

difference for businesses and job seekers alike.

Our vision, "Through simple human kindness and friendship, we have a place where every person is valued and progressing", shapes everything we do. It’s a promise not only to our clients and associates but also to you, our valued employees.

YES operates at the intersection of innovation, empathy, and results-driven excellence. By combining cutting-edge technology with a personal touch, we create tailored solutions that meet the unique needs of both employers and job seekers. Over the years, we have cultivated strong relationships with some of the top employers in Utah and beyond, earning a reputation for integrity, reliability, and care.

Our core values—kindness, friendship, integrity, and growth—guide our daily actions and

decisions. As part of the YES team, you contribute to maintaining these values by embodying them in your work and interactions with clients, candidates, associates, and colleagues. Together, we are not just a staffing agency; we are a community where every person has the opportunity to succeed and progress.

1.2 Purpose of the Handbook

The YES Staff Employee Handbook is a comprehensive guide designed to empower you with the knowledge and tools you need to thrive in your role. It is more than just a list of policies and

procedures—it reflects our culture, values, and commitment to your success as a permanent member of our team.

Staffing is a dynamic and fast-paced industry, requiring adaptability, clarity, and alignment across all levels of an organization. This handbook serves to:

Clarify Expectations: Provide a clear understanding of company policies, work standards, and your responsibilities, ensuring alignment across teams.

Support Consistency: Establish a unified approach to managing our workforce, promoting fair treatment, and maintaining high-quality service to our clients and associates.

Enhance Communication: Offer transparent guidance on how to access resources, report concerns, and collaborate effectively.

Promote Professional Growth: Outline the opportunities for learning, development, and career advancement available to you as part of our long-term staff.

Foster a Positive Workplace: Highlight the standards of conduct, safety, and teamwork that create a productive, respectful, and enjoyable environment for everyone.

By adhering to industry best practices, this handbook ensures that YES remains a leader in staffing excellence. It empowers you to deliver exceptional service, develop meaningful relationships, and grow professionally in an environment that values and supports you.

If you ever have questions or suggestions about the handbook or your role, we encourage open communication. Your feedback helps us evolve and improve as an organization.

Section 2: General Employment Policies

At Your Employment Solutions (YES), we are committed to fostering a workplace where all

employees feel respected, valued, and supported. The following policies are designed to ensure that our workplace reflects our values and complies with all applicable laws and regulations.

2.1 Equal Employment Opportunity (EEO)

YES is an equal opportunity employer. Employment decisions at YES are based on merit,

qualifications, and business needs. We do not discriminate on the basis of race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, veteran status, or any other legally protected status.

This policy applies to all aspects of employment, including recruitment, hiring, promotion, termination, compensation, benefits, training, and working conditions.

If you believe you have experienced or witnessed discrimination, you are encouraged to report it immediately following the reporting procedures outlined in Section 2.5 of this handbook.

2.2 Employment At-Will Statement

As an internal staff member of Your Employment Solutions (YES), your employment is considered “at-will.” This means that either you or YES may terminate the employment relationship at any time, with or without cause, and with or without notice, unless otherwise prohibited by law or specified in a written agreement.

While we strive to create a supportive and stable work environment, the nature of at-will

employment allows flexibility for both parties. Your dedication to professionalism, alignment with company values, and consistent performance are key to fostering long-term success at YES.

If you have any questions regarding the at-will employment relationship or related policies, please contact the HR department for clarification.

2.3 Anti-Discrimination and Anti-Harassment Policy

Policy Overview

Your Employment Solutions (YES) is committed to providing a workplace free of harassment,

discrimination, and retaliation. Harassment based on a legally protected characteristic—including race, color, ancestry, national origin, gender, sex, sexual orientation, gender identity or expression, marital status, religion, age, disability, veteran status, or any other characteristic protected under federal, state, or local law—is strictly prohibited.

This policy applies to conduct by all individuals in the workplace, including management, supervisors, coworkers, and non-employees such as vendors, contractors, and customers.

Retaliation against individuals who complain about harassment or participate in an investigation is also strictly prohibited.

Your Employment Solutions (YES) will take all necessary steps to prevent harassment, eliminate any substantiated violations of this policy, and provide appropriate remedies as needed.

Definitions

Unlawful Harassment

Unlawful harassment includes conduct that:

Creates an intimidating, hostile, or offensive work environment;

Substantially and unreasonably interferes with an individual’s work performance; or

Adversely affects an individual’s employment opportunities based on their membership in a protected class.

Examples include, but are not limited to:

Epithets, slurs, or derogatory comments;

Threatening, hostile, or intimidating behavior;

Written or graphic material, jokes, or pranks that demean a protected class;

Stereotyping or offensive acts based on legally protected characteristics.

Sexual Harassment

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and verbal or physical conduct of a sexual nature when:

Submission to or rejection of such conduct is explicitly or implicitly a term or condition of employment or a basis for employment decisions; or

Such conduct unreasonably interferes with work performance or creates a hostile, offensive, or intimidating work environment.

Examples include, but are not limited to:

Unwanted physical touching or sexual advances;

Sexual jokes, comments, or discussions about someone’s sexual activities;

Displaying sexually explicit objects, images, or cartoons;

Leering, whistling, or making sexual gestures;

Inquiries into someone’s sexual history or comments about their body.

Complaint & Reporting Procedure How to Report

Associates who believe they have experienced or witnessed harassment, discrimination, or retaliation are encouraged to report the issue promptly. Complaints can be made orally or in writing to any of the following:

Immediate supervisor or department manager;

Human Resources Department (HR Director);

Any other member of management with whom the associate feels comfortable; or

The designated Equal Employment Opportunity (EEO) Officer or ADA Coordinator:

Alison Avila

Physical Address: 880 West Center Street, North Salt Lake, Utah 84054 Phone: (801) 298-9377 | Email: [email protected]

No Retaliation

Your Employment Solutions (YES) strictly prohibits retaliation against associates who:

File a harassment or discrimination complaint,

Participate in an investigation, or

Oppose unlawful practices under this policy.

Associates who believe they have experienced retaliation should report it immediately to one of the contacts listed above.

Investigation Process

Your Employment Solutions (YES) will promptly and thoroughly investigate all complaints in a fair and impartial manner. Investigations will be conducted with discretion and confidentiality to the extent possible, consistent with the need to thoroughly address the issue.

If a violation of this policy is confirmed, the Company will take immediate corrective action, which may include disciplinary measures up to and including termination of employment.

Commitment to Resolution

Associates can appeal decisions regarding complaints or accommodation denials within 15 calendar days to the EEO Officer, Alison Avila, at the contact information provided above.

2.4 Americans with Disabilities Act (ADA) Accommodations

The Americans with Disabilities Act (ADA), enacted in 1990 and amended by the ADA Amendments Act of 2008 (ADAAA), is a civil rights law that prohibits discrimination against individuals with

disabilities in all areas of public life, including employment. The law ensures that qualified individuals with disabilities have equal rights and opportunities and are free from discrimination and retaliation.

To support equal employment opportunities, Your Employment Solutions (YES) will provide

reasonable accommodations for the known disabilities of otherwise qualified individuals, unless doing so would result in an undue hardship on the operation of the business. The Company strictly prohibits retaliation against associates who:

Request reasonable accommodations,

Report disability-related discrimination, or

Exercise their rights under the ADA.

Requesting a Reasonable Accommodation

Associates who require a reasonable accommodation are encouraged to submit their request orally or in writing to their supervisor, hiring manager, human resources representative, contractor representative, or the ADA Coordinator, Alison Avila.

Associates may also consult with the ADA Coordinator for:

Assistance in submitting a reasonable accommodation request,

Reporting denied requests for accommodation, and

Reporting disability-based discrimination or retaliation.

Interactive Process

Once a request for accommodation is made, Your Employment Solutions (YES) will engage in an interactive process with the associate to assess the need for accommodation and determine a reasonable solution that allows the associate to perform the essential functions of their job.

Confidentiality

All medical information obtained during the accommodation process will be treated as confidential and will be maintained in compliance with the ADA and applicable privacy laws.

Contact Information

Your Employment Solutions Human Resources Department:

Address: 880 West Center Street, North Salt Lake, Utah 84054

Phone: (801) 298-9377

Fax: (801) 298-9498

Email: [email protected]

The designated Equal Employment Opportunity (EEO) Officer or ADA Coordinator:

Alison Avila, located at the address listed above or email: [email protected]

2.5 Reporting Concerns and Contact Information

To maintain the integrity of these policies, it is essential that employees feel safe reporting concerns without fear of retaliation.

How to Report:

Immediate Supervisor: Whenever possible, speak with your direct supervisor and/or a YES Representative.

Human Resources Department: Contact HR directly by phone or email:

o Phone: (801) 298-9377

Email: [email protected], or the HR Director at [email protected]

Investigation Process:

Reports will be handled promptly, impartially, and discreetly.

Investigations may involve interviews, document review, and other relevant methods.

Corrective actions will be taken if violations are found, up to and including termination of employment.

No Retaliation Policy: Retaliation against anyone who reports a concern, files a complaint, or participates in an investigation is strictly prohibited. Employees who experience retaliation should report it immediately.

Section 3: Company Culture and Core Values

At Your Employment Solutions (YES), our workplace culture is the cornerstone of our success. It is shaped by our mission, vision, and guiding principles, which together create an environment where kindness, friendship, and progression thrive.

3.1 Our Vision and Mission

Vision: "Through simple human kindness and friendship, we have a place where every person is valued and progressing."

Our vision guides every decision we make and reminds us that our culture is built on fostering a sense of belonging, respect, and growth for everyone—employees, clients, candidates and associates alike.

Mission: To connect people with meaningful work opportunities and build strong partnerships with our clients. Through our work, we improve lives and create lasting positive impacts in the communities we serve.

3.2 Our Culture in Action

Our culture is not just an idea; it is an active, daily commitment to behaviors and values that support our mission. It emphasizes collaboration, accountability, and the belief that every individual has the capacity to contribute to our collective success.

Kindness and Friendship: At YES, kindness is not just a value—it’s a way of operating. We approach each other with empathy, support, and encouragement, fostering friendships that strengthen our team dynamic.

Progression: Growth is at the heart of what we do, whether it’s helping employees develop professionally, finding the right opportunities for our candidates and associates, or helping clients meet their goals.

3.3 Guiding Principles: The YES Way

Our guiding principles articulate the behaviors and attitudes we embrace to sustain our culture and achieve our vision.

Be All In

Commit fully to your role by holding yourself accountable, being reliable, and giving your best effort.

Understand how your actions impact the team and the workplace atmosphere. When you make a mistake, own it, learn from it, and work to improve.

Accountability fosters trust and ensures that we collectively meet our goals.

Act with Integrity

Build trust by being honest, respectful, and dependable in all interactions.

Confidentiality is crucial—avoid gossip or speculation, and encourage others to share concerns with the appropriate channels, like their manager or HR.

Acting with integrity creates a culture of oneness where everyone feels supported and secure.

Be Humble

Recognize and value the contributions of others, remaining open-minded and teachable.

Understand that different perspectives strengthen our organization, fostering innovation and long-term success.

Humility reduces ego-driven behavior, promotes harmony, and encourages collaboration across all teams.

Have Consistent Communication

Communicate openly, honestly, and respectfully—even when having tough conversations.

Respect boundaries by avoiding the pressure to disclose personal or confidential information.

Clear communication reduces misunderstandings, strengthens relationships, and ensures alignment within teams.

Promote a Fun Culture

Celebrate successes—big and small—across the company to foster motivation and camaraderie.

Create an enjoyable and upbeat work environment that attracts and retains top talent.

A fun and collaborative culture drives engagement and supports company growth.

3.4 How Culture Shapes Decision-Making and Interactions

Our culture serves as a compass for decision-making and guides how we interact with colleagues, clients, candidates and associates. By prioritizing our guiding principles, we:

Build trust and alignment across teams through transparent and respectful communication.

Foster an environment where employees feel empowered to share ideas, take initiative, and innovate.

Handle challenges with empathy and fairness, ensuring that every decision aligns with our vision and mission.

Promote growth and learning opportunities for employees, ensuring that progression is both an individual and organizational priority.

When making decisions or addressing workplace situations, we ask ourselves:

Does this align with our values of kindness, integrity, and accountability?

Will this decision foster trust and contribute to the progression of our team?

Are we creating an environment that supports openness, collaboration, and fun?

By living these values every day, YES not only maintains its reputation as Utah’s premier staffing agency but also ensures that our employees and partners feel valued and inspired to achieve their goals.

Section 4: Employment Basics

This section outlines the fundamental employment policies and practices at Your Employment Solutions (YES). These guidelines ensure that our internal staff members understand their roles, responsibilities, and rights, enabling consistency, fairness, and alignment with staffing industry best practices.

4.1 Employment Classifications

Understanding employment classifications is essential for determining eligibility for benefits, pay structures, and compliance with labor laws. At YES, employees are categorized as follows:

Full-Time Employees: Regularly scheduled to work at least 30 hours per week. Eligible for company-sponsored benefits such as health insurance, paid time off (PTO), and retirement plans, depending on specific plan eligibility requirements.

Part-Time Employees: Regularly scheduled to work fewer than 30 hours per week. Eligibility for benefits may vary based on hours worked and applicable laws.

Exempt Employees: Salaried employees exempt from overtime pay requirements under the Fair Labor Standards Act (FLSA). These roles typically involve managerial, executive,

administrative, or professional duties.

Non-Exempt Employees: Hourly employees entitled to overtime pay for hours worked over 40 hours in a workweek, or as otherwise defined by applicable state law.

Temporary or Contract Associates: Governed by separate policies outlined in the YES Staffing Associate Handbook.

Clear classification ensures compliance with labor laws and helps internal staff understand their rights and obligations.

4.2 Work Schedules

YES values flexibility while maintaining operational efficiency to support clients and associates effectively.

Standard Hours: The typical workweek is Monday through Friday, 8:30 AM to 5:00 PM, with a 30-minute lunch break.

Flexibility Options: Subject to manager approval based on business need, employees may request flexible start and end times or hybrid work arrangements, depending on their role and responsibilities.

Breaks and Meal Periods: Employees are entitled to breaks and meal periods in accordance with applicable labor laws. For example:

Non-exempt employees must take an uninterrupted 30-minute meal break if working more than 5 consecutive hours.

Short rest breaks (typically 10–15 minutes) are provided for every 4-hour work period.

Employees must communicate schedule adjustments or conflicts with their manager in advance.

4.3 Attendance and Punctuality

Reliable attendance and punctuality are critical to ensuring seamless operations and maintaining client satisfaction in the staffing industry.

Expectations: Employees are expected to arrive on time, prepared to work, and follow their assigned schedule.

Notification of Absences: If you are unable to report to work or will be late, notify your manager as soon as possible, preferably no later than the start of your scheduled shift.

Excessive Absences or Tardiness: Repeated or unexcused absences/tardiness may result in disciplinary action, up to and including termination.

YES understands that emergencies and unexpected situations arise. Open communication with your manager is key to addressing attendance concerns and finding solutions.

Employees are encouraged to consult Section 6.1 Paid Time Off (PTO) and Leave Policy for comprehensive details regarding the eligibility, use, and administration of paid time off benefits and leave provisions.

4.4 Timekeeping Procedures

Accurate timekeeping is essential for compliance with labor laws and ensuring proper pay for hours worked, particularly for non-exempt employees.

Recording Hours:

Non-exempt employees must accurately record all hours worked, including overtime, on the designated timekeeping system.

Exempt employees are responsible for tracking time off in accordance with PTO policies.

Overtime: Non-exempt employees must obtain prior approval from their manager before working overtime. Unauthorized overtime may result in disciplinary action.

Corrections: If you notice an error in your time records, report it to your manager or HR immediately to ensure timely adjustments.

Best Practices for the Staffing Industry:

Clear documentation of time worked is critical for compliance with client agreements, accurate invoicing, and adherence to labor laws.

Section 5: Compensation and Benefits

At Your Employment Solutions (YES), we are committed to providing comprehensive benefits that support the well-being and professional growth of our full-time employees. Below is an overview of the benefits available to you, designed to ensure your success and work-life balance while aligning with industry best practices.

5.1 Pay Cycle & Pay Dates

Bi-Weekly Pay: Staff employees are paid every other Friday.

Holiday Adjustment: In the event that payday falls on a holiday, pay will be processed on the previous business day to ensure timely payments.

This pay schedule ensures consistency and predictability, which is essential in the staffing industry, where both internal and temporary employees often require clear communication regarding

compensation timelines.

5.2 Paid Holidays

YES offers paid holidays to staff employees as part of our commitment to work-life balance.

Typical Staff Holidays:

New Year’s Day

President’s Day

Memorial Day

Independence Day (4th of July)

Labor Day

Thanksgiving Day

Day After Thanksgiving

Christmas Eve

Christmas Day

Holiday Dates: The specific dates for each holiday are confirmed annually by the end of the current year for the following year, allowing employees to plan accordingly. In cases where business needs require flexibility, the Christmas Eve holiday may be moved to a different weekday within the same week or offered as a floating holiday, as determined by management.

Eligibility for Holiday Pay:

Staff employees who are regularly scheduled to work on a YES-recognized holiday are eligible for holiday pay, up to the maximum of 8 hours.

Staff employees not scheduled to work on a recognized holiday are not eligible for holiday pay, as no hours are lost.

Staff employees who work on a recognized holiday to meet client needs will receive regular pay for hours worked and a floating holiday to use later within the calendar year.

In the staffing industry, where client needs may require coverage on holidays, YES ensures that employees enjoy scheduled time off while maintaining client satisfaction. This holiday structure also reflects industry best practices by offering time off for major national holidays that align with staffing agency standards.

Note: For out-of-state employees, holiday pay policies may be adjusted according to regional differences in labor laws or contractual agreements.

5.3 Paid Time Off (PTO)

PTO is an important benefit that allows employees to manage personal time while ensuring their professional obligations are met.

Accrual Basis: PTO is accrued based on tenure and the employee’s work anniversary date.

Requesting Time Off: Employees are required to notify and obtain approval from their direct manager or team lead before taking time off.

Important Notes:

PTO resets annually on January 1st.

Use It or Lose It: Unused PTO does not roll over to the next year and is not paid out upon termination.

Please refer to Section 6.1 Paid Time Off (PTO) and Leave Policy for more details.

In staffing, where flexibility and responsiveness are key, the PTO policy ensures that employees have sufficient time to recharge while maintaining adequate coverage for clients and internal operations. Aligning PTO accrual with tenure fosters retention and incentivizes long-term

employment.

5.4 Health Insurance

YES offers a variety of health insurance plans to eligible employees. These plans provide comprehensive coverage for medical, dental, and vision care. For specific details about available plans, participating networks, and associated costs, please refer to the benefits guide provided during onboarding or contact your YES HR representative.

Eligibility: Health insurance becomes available the first of the month following a 60-day waiting period for staff employees working 30 or more hours per workweek.

Enrollment: To enroll, employees must notify HR within 30 days of becoming eligible.

Coverage:

Employee-only portion: 100% of the cost is covered by YES for medical and dental plans.

Dependent costs: Dependent coverage is available, with associated costs depending on the plan selected and employee tenure.

Plans Available:

Dental: 1 dental plan is available.

Medical: 3 medical plans, including 2 Health Savings Account (HSA) options.

Vision: Vision plan available at the employee’s expense.

This benefit is in line with industry practices for staffing firms that value employee health and recognize the importance of providing access to affordable healthcare coverage for both individuals and their families. The flexibility in plan options allows employees to choose what best fits their needs.

5.5 Retirement Plan 401(k)

Your Employment Solutions (YES) offers a 401(k) retirement savings account with an employer match for eligible employees. To participate in the plan, you must meet the following eligibility requirements:

Eligibility:

Minimum Age: 18 years old

Hours Worked: At least 1,000 hours

Service Requirement: 1 full year of employment with YES

Entry Dates: Employees who meet eligibility requirements can begin participating on the next available Entry Date of January 1, April 1, July 1, or October 1, following their eligibility.

Matching: YES matches 100% of employee contributions up to 6% of salary.

A retirement plan is a key benefit in the staffing industry, where job stability and long-term planning can be significant concerns for employees. Offering a 401(k) with company matching demonstrates YES’s commitment to the long-term financial well-being of its staff.

For more details about the 401(k) plan, including coverage options, employer matching contributions, and instructions for enrollment, please contact your YES HR representative at (801) 298-9377 or [email protected]

5.6 Additional Benefits and Perks

At YES, we are committed to offering a comprehensive and flexible range of benefits to support the well-being and satisfaction of our staff employees. In addition to the core benefits, we provide

access to the following additional offerings:

· Accident and Hospital Indemnity Coverage:

Optional insurance plans through our partnership with Assurity that are designed to help offset costs related to unforeseen accidents or hospital stays.

· Pet Insurance:

Coverage options to help manage veterinary expenses for your furry family members.

Group discounts available through our partnership with ASPCA.

· Corporate Cell Phone Plan Discounts:

Get Previ Member Reduced rates and special offers on mobile plans with participating carriers; T-Mobile and AT&T

These offerings are designed to provide added peace of mind and convenience, supporting both your personal and professional life. For more details or to enroll in any of these programs, please reach out to HR or refer to the benefits guide available in your employee portal.

5.7 Mileage Reimbursement

Employees who use their personal vehicles for work-related travel are eligible for mileage reimbursement at a rate determined annually by YES. This rate will be reviewed to ensure it remains fair and comparable to industry standards, though it may not always align with the IRS standard

mileage rate. To qualify for mileage reimbursement, employees must comply with the following:

Driver Safety and Work-Related Travel Policy: Employees must adhere to all guidelines outlined in Section 8.5 Driver Safety and Work-Related Travel Policy. This includes maintaining a valid driver’s license, following safe driving practices, and ensuring that the vehicle used is properly insured and in safe working condition.

Failure to comply with the Driver Safety and Work-Related Travel Policy may result in the denial of mileage reimbursement and potential disciplinary action.

Section 6: PTO and Leave Policies

At Your Employment Solutions (YES), we are committed to supporting our employees' health, well- being, and work-life balance. Our Paid Time Off (PTO) and leave policies are designed to comply with federal and state laws while offering flexibility to meet the diverse needs of our workforce, including both in-state and out-of-state employees.

Below are the key components of our leave policies:

6.1 Paid Time Off (PTO) and Leave Policy

Purpose

Paid Time Off (PTO) combines vacation, personal days, and sick leave into one flexible benefit, giving employees the ability to use their accrued time off as needed. This policy covers both hourly and salaried employees, detailing eligibility, accrual, and specific PTO usage requirements based on employee classification.

Eligibility and Accrual Rates

Employees accrue PTO based on scheduled hours per week and tenure with YES, as outlined below:

Hours Per Week	Tenure	PTO
35+ Hours	0-2 Years (0-35 Months)	80 Hours
	3-4 Years (36-59 Months)	120 Hours
	5+ Years (60+ Months)	160 Hours
25 – 34 Hours	Upon Hire	40 Hours
10 – 24 Hours	Upon Hire	20 Hours
< 10 Hours	Upon Hire	Not Eligible

Anniversary Year Basis

PTO accrual is administered on an anniversary year basis, starting from the employee’s hire date. PTO tracking and usage is administered on a calendar year basis, is “use-it-or-lose-it”, and does not roll over or pay out at year’s end or upon resignation or employment termination.

PTO Management and Responsibility

All employees, including salaried staff, are responsible for tracking and managing their PTO balance. Employees are encouraged to plan time off throughout the year to ensure a reasonable opportunity to utilize their Paid Time Off benefits.

A. Hourly Employees

Accrual: PTO is accrued based on hours worked per week, up to the annual limit for each tenure bracket. PTO for part-time employees will be accrued proportionally based on hours worked.

Usage for Hourly Employees: Hourly employees are required to use PTO for any time off exceeding four (4) consecutive hours from their regular work schedule. If an hourly

employee is absent for less than four (4) hours, they may choose whether or not to use PTO for the time missed. This policy ensures accurate tracking of time off while allowing

flexibility for shorter absences.

Approval and Scheduling: Hourly employees must seek approval from their supervisor in advance. Emergencies must be reported as soon as possible.

Tracking: PTO is tracked through timecards and must be approved before taking time off.

Excessive Absences: Unauthorized or unplanned absences exceeding two consecutive days will be reviewed closely. Excessive or unapproved time off may result in disciplinary action.

Excessive Absences

Excessive absences are defined as more than three consecutive unplanned absences in a row or five unplanned absences in a six-month period, without a valid reason. Excessive unapproved PTO usage may result in disciplinary action, up to and including termination.

B. Salaried Employees

Accountability: Salaried employees are expected to manage their PTO responsibly, taking leave only as needed and with proper advance notice to ensure business continuity.

Work Expectations and Workweek: Salaried employees are expected to be available and working during core business hours of Monday-Friday, 8:30am-5:00pm, except when taking PTO or with prior supervisor’s approval. A full workweek typically consists of 40 hours, regardless of when the hours are worked. If a salaried employee works outside traditional hours, this does not reduce the expectation to be present during the core business hours.

Usage for Salaried Employees: Salaried employees must use PTO in increments of at least four (4) hours to help ensure appropriate tracking and consistent reporting. This means that if a salaried employee needs to take time off during the workday, they must record either a half-day (4 hours) or a full day (8 hours) of PTO. This structure helps maintain alignment with company expectations for salaried employees’ time off and provides a consistent approach to time management.

Reporting and Tracking: Salaried employees must report PTO usage, in increments of at least 4 hours, to their reporting supervisor, specifying days taken off and type of leave. Frequent unplanned absences or excessive time off will be reviewed.

Approval: All PTO requests must be pre-approved by the employee’s supervisor (at least 48 hours' notice is required for non-emergencies) to avoid disruption.

Excessive Absences: Unauthorized or unplanned absences exceeding two consecutive days will be reviewed closely. Time off beyond accrued PTO will be treated as unpaid leave, unless otherwise authorized. Excessive or unapproved time off may result in disciplinary

action.

PTO Usage Requirements

Scheduled Absences: PTO must be used for all planned time off, including vacation, medical appointments, and personal business.

Unplanned Absences: PTO is required for all unscheduled absences. Employees who run out of PTO may face disciplinary action for further unplanned absences.

Concurrent Leave Usage: PTO will run concurrently with FMLA, Workers' Compensation, and other disability leaves as applicable, without extending the total leave time.

Holiday Policy

Eligible employees receive nine designated holidays per year, paid according to their regular work schedule (up to 8 hours per day for full-time employees). Part-time employees receive holiday pay based on their scheduled work hours.

If a paid holiday falls on an employee's scheduled workday, the employee is eligible for holiday pay. If employees are required to work on a holiday, they may be compensated with either time and a half or an alternative day off, as determined by company policy or applicable state law.

Employees should refer to Section 5.2 Paid Holidays for more detailed information on scheduled holidays and associated holiday pay.

End of Employment

Unused PTO is forfeited upon notice of resignation and is not paid out. Employees may not use PTO after submitting their resignation notice unless pre-approved by their manager.

Legal and Policy Disclaimer

The company will not discriminate or retaliate against employees who utilize their PTO in

accordance to this policy. All PTO requests and approvals will be managed equitably. This policy may be amended, revised, or rescinded at the discretion of the company, in compliance with applicable state and federal laws.

Note: For out-of-state employees, paid time off policies may be adjusted according to regional differences in labor laws or contractual agreements.

6.2 Family and Medical Leave (FMLA)

Your Employment Solutions (YES) complies with the Family and Medical Leave Act (FMLA) by providing eligible employees with up to 12 weeks of unpaid, job-protected leave within a 12-month period for qualifying family and medical reasons.

Reasons for taking FMLA include, but are not limited to:

The birth or adoption of a child.

Caring for a spouse, child, or parent with a serious health condition.

The employee’s own serious health condition that prevents them from performing essential job functions.

Certain qualifying exigencies related to a family member’s active military duty or call to duty.

Eligibility for FMLA leave is determined based on federal guidelines, including:

At least 12 months of employment with YES (need not be consecutive).

At least 1,250 hours worked in the 12 months preceding the leave.

How to Request Information or Apply for FMLA Leave

If you believe you may qualify for FMLA leave, you are encouraged to contact Human Resources as soon as possible to discuss your situation and obtain the necessary forms. To request more information or begin the FMLA application process:

Notify your manager or HR of your need for leave and the anticipated dates.

HR will provide you with the required documentation to determine eligibility, including a Notice of Eligibility and Rights & Responsibilities form.

Return the completed documentation, including any medical certifications, to HR by the requested deadline.

HR is available to assist you throughout the process and ensure you understand your rights and responsibilities under FMLA. Please reach out to HR by email, phone, or in person for further guidance or to address any questions.

Paid or Unpaid: FMLA leave is unpaid; however, employees may use accrued PTO or other available leave for pay during this period.

State-Specific Family Leave: Some states, including Utah, do not provide additional family leave beyond FMLA requirements. However, employees working in states that offer

expanded leave rights (such as California or New York) will be provided with the appropriate benefits in accordance with their state laws.

For more information, please contact Human Resources at office number (801) 298-9377 or email at [email protected]

6.3 Jury Duty, Voting, and Military Leave

Your Employment Solutions (YES) supports and encourages employees to fulfill their civic duties, including jury service, voting, and military service. We comply with all applicable federal and state laws to ensure employees' rights to leave for these purposes are protected. The following outlines our policies regarding jury duty, voting, and military leave.

Jury Duty Leave

YES recognizes that serving on a jury is a civic responsibility, and we provide employees with the time off required to fulfill this duty.

Eligibility: Employees are eligible for time off to serve on jury duty, provided they notify their manager and HR promptly. Employees must provide documentation of jury duty service, including the dates and times of service, to ensure the leave is properly recorded and

compensated.

Pay: YES will provide up to 5 days of paid jury duty leave, depending on the duration of the service. If the jury duty service extends beyond 5 days, employees may use accrued PTO or unpaid leave for the additional time off. Employees are required to provide proof of service, such as a jury duty summons or verification from the court.

State-Specific Laws: Jury duty leave and pay provisions may vary by state. YES will comply with both federal and state laws regarding jury duty leave for out-of-state employees and

adjust benefits and time off accordingly.

Voting Leave

We support employees’ right to vote in all elections, and YES provides leave for this purpose in accordance with federal and state laws.

Eligibility: All employees are eligible for voting leave, provided they inform their supervisor or HR in advance of the election day. Employees are expected to make every effort to vote during non-working hours but may request time off if needed.

Pay: YES provides up to 2 hours of paid leave for employees to vote in state and federal elections, provided that the employee’s working hours conflict with the election. If the

voting hours are outside of the employee’s shift or the employee has sufficient time to vote before or after their workday, they are not eligible for voting leave. Proof of voting (such as a voting receipt) may be requested to validate leave taken for voting purposes.

Military Leave

YES complies with the Uniformed Services Employment and Reemployment Rights Act (USERRA) and Utah state law regarding military leave. Employees who are members of the armed forces, National Guard, or reserves are entitled to military leave to fulfill their service obligations.

Eligibility: Employees who are members of the military, National Guard, or reserves are eligible for military leave when they are called to active duty or required to attend training. Employees must notify their manager and HR of the dates and duration of their military service as soon as possible.

Pay: Military leave is unpaid; however, YES offers the option to use accrued PTO during the leave. Employees will receive continuation of benefits (if applicable) during their military

leave. Employees on military leave are entitled to job reinstatement upon completion of service, as long as they return within the required timeframe according to USERRA and Utah state law.

General Guidelines for Leave Requests

Employees must request leave for jury duty, voting, military service, or other types of protected leave as far in advance as possible, to allow for adequate scheduling and planning.

For any protected leave, employees are required to submit documentation upon return, such as a jury duty summons, proof of military orders, or voting receipts, to verify the need for leave.

Employees should communicate with their supervisor or HR to understand their eligibility for leave, whether paid or unpaid, and to ensure compliance with both company policy and legal requirements.

Non-Retaliation and Protection of Rights

Employees who take leave for jury duty, voting, military service, or other protected reasons will not face retaliation or discrimination for exercising their rights. YES strictly prohibits any retaliatory

actions, including dismissal, demotion, or reduction in pay, as a result of requesting or taking protected leave.

6.4 State-Specific Considerations

As YES expands to include employees from other states, our policies will continue to be updated to comply with the respective state and local leave laws. This includes, but is not limited to:

Paid sick leave regulations.

Family and medical leave requirements.

Paid parental leave options.

Employees who work in states with more generous leave provisions will be entitled to the benefits as defined by state law. YES is committed to ensuring that our policies remain in compliance with all applicable laws and provide equitable leave benefits for all employees, no matter their location.

Section 7: Workplace Expectations

Your Employment Solutions (YES) is committed to fostering a professional, ethical, and inclusive workplace. These policies outline the expectations for employee behavior and interaction, ensuring consistency, trust, and alignment with the values of YES as a staffing agency. Adherence to these standards promotes a positive and productive work environment for employees and clients alike.

7.1 Code of Conduct

YES employees represent the company and our clients, so it is essential to maintain high standards of professional behavior, appearance, and communication.

Professional Behavior:

Demonstrate respect and courtesy in interactions with colleagues, clients, candidates, and associates.

Avoid disruptive behavior, harassment, or actions that could harm the reputation of YES or its clients.

Uphold honesty, integrity, and accountability in all business dealings.

Dress Code:

Dress appropriately for your role and the client environment.

For office-based staff: Business casual is the standard unless otherwise specified.

For client-facing roles: Follow the client’s dress code to maintain a polished and professional appearance. Ensure compliance with industry standards, including the proper use of required Personal Protective Equipment (PPE) and any other job- specific attire.

Communication:

Use clear, respectful, and inclusive language in verbal and written communication.

Be prompt and responsive when engaging with candidates, associates, clients, and internal teams.

7.2 Conflict Resolution Process

Conflict is inevitable in any workplace, but how it is managed reflects the company's culture and professionalism. Your Employment Solutions (YES) encourages open and respectful dialogue to resolve disagreements.

Steps to Resolve Conflict:

Address Directly: Employees should first attempt to resolve conflicts directly with the involved party in a respectful and constructive manner.

Seek Mediation: If unresolved, consult your manager or supervisor to mediate the issue.

Escalate to HR: For conflicts involving sensitive matters or potential violations of policy, employees should escalate the issue to the Human Resources department for a formal review.

Best Practices:

Focus on the issue, not the person.

Use “I” statements to express concerns without assigning blame.

Maintain confidentiality throughout the resolution process.

7.3 Social Media and Technology Use

As a staffing agency, Your Employment Solutions (YES) understands the power of social media and technology in networking and recruitment. However, employees must use these tools responsibly to safeguard the company's reputation and data security.

Personal Social Media:

Avoid sharing confidential or proprietary company or client information on personal platforms.

Refrain from posting content that could reflect negatively on YES or its clients.

Clearly state that personal opinions shared online do not represent YES.

Company Technology:

Use company-provided devices and systems for business purposes only.

Do not download unauthorized software or applications onto company devices.

Protect login credentials and report any suspected breaches immediately.

Recruitment-Specific Use:

Engage with candidates, associates, and clients on professional platforms (e.g., LinkedIn) responsibly.

Avoid discriminatory or biased language in social media posts or messaging.

Note: This policy should not be construed to restrict employees’ rights to engage in protected

concerted activities or discussions regarding workplace conditions, wages, or other employment- related matters.

7.4 Confidentiality and Data Protection

Confidentiality is critical in the staffing industry to protect sensitive candidate, client, and company information.

Candidate Data:

Keep all candidate information secure, including resumes, employment histories, and personal identifiers.

Share candidate information only with authorized personnel or clients under strict confidentiality agreements.

Client Data:

Protect client business information, including contracts, hiring needs, and internal processes.

Avoid discussing client matters outside work-related contexts.

Company Data:

Adhere to YES’s data protection protocols and comply with all applicable laws, such as GDPR or CCPA, if applicable.

Do not store company data on personal devices unless approved by management.

Best Practices:

Regularly update passwords and use multi-factor authentication where possible.

Avoid using public Wi-Fi for accessing sensitive systems.

Report any data breaches or suspicious activity immediately.

7.5 Artificial Intelligence (AI) in the Workplace

Purpose

To ensure the ethical, responsible, and secure use of Artificial Intelligence (AI) tools, enhancing efficiency while protecting proprietary and confidential information.

Scope

This policy applies to all employees, contractors, and third-party entities using AI tools in their roles at Your Employment Solutions (YES).

Policy Guidelines

· Permitted Use

AI tools may assist with data analysis, candidate sourcing, and administrative tasks.

AI should augment, not replace, human decision-making, particularly for critical decisions.

· Confidentiality

Do not input proprietary, client, or personal information into AI systems unless explicitly approved.

Ensure compliance with data protection laws and internal confidentiality policies.

· Responsible Use & Ethics

Avoid unethical or harmful AI usage, including generating biased or discriminatory outcomes.

Validate all AI-generated work for accuracy before external use.

· Training & Accountability

Employees must complete training before using AI tools.

Record AI-related activities in the company’s AI governance system.

Employees are responsible for outcomes and must justify AI-driven decisions.

· Compliance

Adhere to all applicable laws, including data protection, privacy, and intellectual property regulations.

Ensure third-party AI providers follow the same ethical standards.

· Bias & Fairness

Actively identify and mitigate biases to promote fairness and inclusivity in AI usage.

· Monitoring & Reporting

Report misuse or concerns about AI tools to supervisors or HR immediately.

Incidents involving accidental data sharing should be reported to IT promptly.

· Policy Review

This policy will be updated regularly to align with evolving AI regulations and industry standards.

Consequences for Violations

Violations of this policy may result in disciplinary action, including termination, depending on severity.

Section 8: Safety and Health

8.1 Safety and Health Policy

The safety of our employees is a top priority at Your Employment Solutions (YES). We are committed to providing a safe and healthy work environment at every client site.

Employee Responsibilities:

Follow all safety protocols and guidelines provided by the client and YES.

Report any unsafe conditions, equipment, or practices to immediate supervisor or the HR department.

Wear any required personal protective equipment (PPE) and use safety equipment as directed.

Drug-Free Workplace:

YES strictly prohibits the use, possession, or distribution of illegal drugs or alcohol during work hours or on client property. Employees under the influence while on the job may be subject to immediate termination and potential legal consequences. Please see Section 8.2 for full policy.

Work-Related Injuries:

If you sustain a work-related injury:

Report the injury to your supervisor or an HR representative immediately.

Seek medical attention as outlined in Section 8.4 on Workers’ Compensation.

8.2 Drug-Free Workplace Policy

Your Employment Solutions (YES) is committed to providing a safe, productive, and healthy work environment for all employees. To ensure the well-being of our workforce and compliance with industry standards, YES maintains a strict Drug-Free Workplace Policy. This policy applies to all staff employees and associates of YES and extends to all client worksites.

Policy Overview:

YES and our clients have zero tolerance for the use, possession, or distribution of illegal drugs, alcohol, or controlled substances during work hours or on company or client property.

This policy applies to any work-related situation, including during breaks, on company premises, or while traveling for work purposes.

Any employee found in violation of this policy may face disciplinary action, up to and

including termination of employment, and may be reported to law enforcement authorities if applicable.

Drug Testing Requirements:

Drug testing may be required at various times, including but not limited to:

Pre-Employment Drug Testing

Random Drug Testing

Post-Incident Drug Testing

Reasonable Suspicion Testing: If a YES representative or client supervisor has reasonable suspicion that an employee or associate is under the influence of drugs or alcohol during working hours, the employee may be required to undergo a drug test. Suspicion may be based on observable behaviors, erratic performance, or safety concerns.

Types of Drug Testing:

Drug testing may include any of the following methods, depending on client requirements and applicable laws:

Urine Tests: The most common form of drug testing, which screens for a variety of substances.

Saliva Tests: Some clients may opt for this method for immediate, on-site testing.

Breathalyzer Tests: Used to detect alcohol use, this may be required if there is suspicion of alcohol consumption during work hours.

Refusal to Test:

Refusing to submit to a drug test is considered a violation of YES’s Drug-Free Workplace Policy. If you refuse to take a required drug test:

You may be removed from your job assignment and terminated from employment with YES.

Refusal may be treated as if the test results were positive and may be reported to any applicable authorities.

Consequences of Violating the Drug-Free Workplace Policy:

Immediate Termination: Employees who test positive for illegal drugs or alcohol, or who refuse to submit to testing, may be immediately terminated from their assignment.

Impact on Future Assignments: Violations of this policy may disqualify you from future placements with YES and may be reported to other staffing agencies or employers.

Confidentiality:

All drug test results and related information will be treated with confidentiality. Results will only be shared with authorized personnel involved in the investigation or action process.

Employee Assistance:

Your Employment Solutions (YES) recognizes that substance abuse is a serious issue and encourages associates to seek help if needed. If you are struggling with substance abuse or

addiction, we encourage you to contact your immediate supervisor or HR to discuss available

resources. YES is committed to supporting employees in maintaining a safe, healthy, and productive work environment.

8.3 Work-Related Injuries:

At Your Employment Solutions (YES), the health and safety of our employees is our top priority. Any employee who is injured while at work or while performing work-related tasks must immediately report the injury to their supervisor, manager, or HR department, regardless of the severity. Prompt reporting helps us provide necessary medical assistance and begin the process for workers'

compensation if applicable.

Employees are responsible for following all required procedures for reporting and managing workplace injuries. This policy ensures that all injuries are addressed in a timely and appropriate manner to support recovery and maintain a safe working environment.

What to Do if You Are Injured:

Report the Injury Immediately: Notify your supervisor or HR representative as soon as possible, even if the injury seems minor. Timely reporting is critical for necessary treatment and processing your claim.

Seek Medical Attention: YES will provide information on approved medical providers as required under workers’ compensation regulations. Emergency situations should be

addressed immediately by calling 911 or visiting the nearest emergency room.

Complete Necessary Documentation: Your YES HR representative will guide you through the workers’ compensation claim process and provide the necessary forms.

Wage Replacement Benefits:

If your injury prevents you from working, workers’ compensation may provide partial wage replacement during your recovery period.

Eligibility and the amount of wage replacement depend on the nature and severity of the injury and Utah state guidelines.

Modified Duty Assignments:

YES is committed to supporting employees during their recovery by offering modified or light-duty work whenever possible. These assignments:

Allow you to continue earning wages while you recover.

Are tailored to accommodate your medical restrictions and abilities.

Are offered in collaboration with your medical provider and client site, if applicable.

If modified duty is unavailable, we will work with you to explore other options under workers’ compensation guidelines.

Important Notes:

Falsifying or failing to report injuries may result in disciplinary action and could jeopardize your claim.

Workers’ compensation benefits are designed to cover medical costs and wage replacement; they do not typically cover pain and suffering or punitive damages.

For more detailed information on Worker’s Compensation responsibilities and coverages, please refer to Section 8.4 Workers’ Compensation.

For additional questions or assistance, contact your direct supervisor or our Human Resources Department at (801) 298-9377 or [email protected]

8.4 Workers’ Compensation

At Your Employment Solutions (YES), we provide workers’ compensation insurance for all

employees and associates, as required by state and federal laws. This insurance offers coverage for medical expenses and wage replacement benefits for injuries or illnesses that occur as a direct result of your job duties.

What is Covered

Workers’ compensation insurance covers:

Injuries sustained while performing work-related tasks on assignment.

Illnesses directly caused by workplace conditions or exposures.

Wage replacement benefits for eligible recovery periods (see details below).

Workers’ compensation typically does not cover:

Injuries sustained while commuting to or from a client site, unless specifically required by the job assignment.

Injuries or illnesses that occur outside the scope of your employment duties.

Steps to Take if You Are Injured

1. Report the Injury Immediately

Notify your supervisor or an HR representative as soon as possible, even if the injury seems minor. Timely reporting is critical for processing your claim and ensuring you receive appropriate benefits.

2. Seek Medical Attention

In the event of an injury, YES will provide information on approved medical providers as required under workers’ compensation regulations.

For emergency situations, call 911 or go to the nearest emergency room. Ensure your supervisor or an HR representative is informed as soon as possible.

3. Complete Necessary Documentation

An HR representative will guide you through the workers’ compensation claim process and assist with completing the required forms.

Wage Replacement Benefits

Waiting Period: Workers’ compensation includes a three-day waiting period for wage replacement benefits. The first three days of missed work are generally not covered unless you are unable to work for more than 4 consecutive scheduled work days, at which point benefits may retroactively cover those initial days.

Partial Wage Replacement: Workers’ compensation provides partial wage replacement for lost work time based on state guidelines and the nature of your injury.

Modified Duty Assignments

YES is committed to supporting your recovery by offering modified or light-duty work whenever possible. These assignments:

Allow you to continue earning wages during your recovery period.

Are tailored to meet your medical restrictions and capabilities.

Are coordinated in collaboration with your medical provider and the client site.

If modified duty is unavailable, we will work with you to explore other options under workers’ compensation guidelines.

If you deny available modified or light-duty work, you may lose eligibility for wage replacement benefits.

Important Notes

Falsification or Non-Reporting: Falsifying an injury or failing to report an injury promptly may result in disciplinary action and could jeopardize your claim.

Benefit Limitations: Workers’ compensation benefits cover medical costs and partial wage replacement; they do not typically cover pain and suffering or punitive damages.

Client-Specific Policies: Some client worksites may have additional protocols for handling workplace injuries. These will be communicated at the start of your assignment.

Questions or Assistance

For more information or assistance with workers’ compensation claims, contact your YES representative or the Human Resources Department at (801) 298-9377 or [email protected]

8.5 Driver Safety and Work-Related Travel Policy

Purpose

Your Employment Solutions (YES) is committed to ensuring the safety of all employees who drive for work purposes, whether in company-owned vehicles, rental vehicles, or personal vehicles. This Driver Safety Policy outlines the expectations, guidelines, and responsibilities for all employees to maintain safe driving practices, protect themselves and others on the road, and minimize liability for the company.

Scope

This policy applies to all internal staff members who drive as part of their work duties, including:

Managers and higher-level staff who frequently travel for work-related purposes or drive other employees.

Any employee who operates a vehicle for company business, whether a personal, rental, or company-owned vehicle.

Driver Requirements

Proof of Valid Driver’s License:

Employees who operate a vehicle for company business must provide HR

with proof of a valid driver’s license upon hire and annually thereafter.

Any employee driving for company purposes must possess a valid,

unexpired driver’s license appropriate for the vehicle operated.

Driving Record:

YES reserves the right to conduct motor vehicle record (MVR) checks for employees driving as part of their job duties.

Employees must report any license suspensions, revocations, or significant violations to HR immediately.

Insurance:

Employees using personal vehicles for work must maintain current auto insurance that meets state-mandated minimum coverage requirements.

Safe Driving Practices

Employees must adhere to the following safety guidelines when driving for work:

Compliance with Traffic Laws:

Abide by all federal, state, and local traffic regulations.

No Distracted Driving:

Refrain from using mobile phones, texting, or engaging in any activity that diverts attention from driving.

Use hands-free devices if necessary for work-related communication.

Seat Belts:

All drivers and passengers must wear seat belts at all times.

Vehicle Condition:

Employees using personal vehicles must ensure they are roadworthy and properly maintained.

Prohibited Substances:

Driving under the influence of alcohol, drugs (including certain medications), or other substances that impair driving ability is strictly prohibited.

Inclement Weather:

Use caution and postpone non-essential travel during severe weather conditions.

Accident and Incident Reporting

Accidents:

In the event of an accident during work-related driving, notify local authorities and your manager or HR as soon as it is safe to do so.

Provide a detailed report of the incident within 24 hours, including any applicable police report.

Vehicle Damage:

Report any vehicle damage or maintenance concerns to HR if a company- owned vehicle is involved.

Near Misses:

Employees are encouraged to report near misses to promote awareness and improve safety practices.

Work-Related Travel for Manager-level and Higher

Managers and higher-level staff, who often drive for work purposes, are responsible for:

Maintaining their vehicle in safe working order.

Ensuring all passengers adhere to safety policies, including wearing seat belts.

Scheduling regular breaks during extended drives to prevent fatigue.

Mileage Reimbursement

For guidelines on mileage reimbursement related to work-related travel, please refer to Section 8.6

of this handbook for the Mileage Reimbursement Policy.

Disciplinary Action

Failure to comply with this policy, including unsafe driving practices or failure to report required information, may result in disciplinary action, up to and including termination.

Annual Review and Updates

This policy will be reviewed annually to ensure compliance with federal and state regulations, industry best practices, and company standards.

8.6 Mileage Reimbursement Policy

At Your Employment Solutions (YES), employees may be required to use their personal vehicles for work-related business purposes. In such cases, mileage reimbursement will be provided for the operating expenses of the vehicle, calculated by multiplying the number of miles traveled by the current reimbursable rate as determined annually by YES. The costs of standard commuting (travel between home and office) will not be reimbursed.

Policy

Eligibility for Reimbursement: All employees using their personal vehicles for business purposes must have current and adequate automobile and liability insurance coverage. Employees must also comply with YES’s Driver Safety and Work-Related Travel Policy detailed in Section 8.5 to be eligible for mileage reimbursement.

Unapproved Transportation: Employees may not transport clients, contingent workers, or volunteers in their personal vehicles without prior management approval.

Reimbursable Mileage: Mileage will be reimbursed for the round-trip distance between the employee’s regular worksite and the location of the business function being attended. If the employee departs from or returns to their home instead of their regular worksite, only the miles in excess of the standard daily commute are reimbursable.

Commuting Distance Exclusion: Mileage incurred during an employee’s normal commute (home to office) is not reimbursable. For example, if your standard commute from home to the office is 20 miles each way (40 miles round trip), mileage incurred throughout the day beyond 40 miles will be eligible for reimbursement.

Intermediate Stops Without Added Mileage: If an employee stops at a customer site or business location that does not add additional miles to the regular commute, that mileage is not eligible for reimbursement. For example, if a customer site is along the usual route, and stopping there does not increase the distance to the office, no mileage will be reimbursed.

Additional Mileage Due to Business Travel: Any travel that adds mileage beyond the standard commute, such as visits to other branches or customer sites, is reimbursable for the excess miles only. This ensures reimbursement for miles traveled specifically for business purposes.

Allowable Mileage Examples

Examples of reimbursable business mileage include:

Meetings with clients or vendors

Travel between YES office locations

Work-related errands (e.g., post office, office supply store, etc.)

Unallowable Mileage Examples

Examples of non-reimbursable mileage include:

Standard commuting between home and office

Personal errands or lunch breaks

Procedure

Timing: To comply with IRS documentation requirements, all mileage reimbursements must be submitted through the Ramp App no later than the 5th day of the month following the month in which the mileage was incurred (e.g., mileage for February must be submitted by March 5th). Mileage submitted after this deadline will not be reimbursed. It is recommended that employees submit mileage immediately after their trips to avoid missing any eligible mileage.

Approval: Mileage reimbursement requests will be reviewed by the employee’s manager. Once the manager approves the request, the controller will issue final approval. Funds will be transferred within 5-7 business days from final approval.

Rideshare Use:

Mileage reimbursement will not apply to rideshare trips, as the policy is designed to cover personal vehicle use.

Employees using rideshare services (e.g., Uber, Lyft) for business purposes may request reimbursement for the actual cost of the rideshare trip instead of mileage, subject to approval. Proper documentation, including receipts and a clear business purpose, must be provided.

If the cost of the rideshare trip significantly exceeds what would have been reimbursed for mileage for the same distance in a personal vehicle, reimbursement may be capped at the equivalent milage reimbursement amount to ensure consistency and cost-efficiency. This policy encourages the use of personal vehicles for work-related travel when feasible and cost-effective.

Disciplinary Action

Employees caught submitting falsified mileage or for trips that did not take place will be subject to disciplinary action, up to and including termination.

8.7 Emergency Procedures

Your Employment Solutions (YES) is committed to ensuring the safety of all employees during emergencies. Clear guidelines and procedures are in place to prepare for and respond to various types of emergencies effectively, minimizing risk to personnel and property.

General Guidelines for Emergencies

Stay Calm: In any emergency, remain as calm as possible to ensure clear decision-making and communication.

Know Your Exits: Familiarize yourself with all available exit routes and evacuation plans in your work location.

Follow Instructions: Adhere to the directives of emergency personnel, supervisors, or designated safety officers.

Emergency Types and Procedures

Fire or Smoke:

Activate the nearest fire alarm and call 911 if necessary.

Evacuate immediately using the closest safe exit—do not use elevators.

Assemble at the designated meeting point and report your status to your supervisor.

Medical Emergency:

Call 911 for life-threatening injuries or illnesses.

Provide first aid if trained and safe to do so.

Notify a manager or HR as soon as possible to coordinate additional assistance.

Natural Disasters (e.g., Earthquake, Tornado, Severe Weather):

Earthquake: Drop, cover, and hold under sturdy furniture or in a safe location away from windows and heavy objects.

Tornado/Severe Weather: Move to an interior room or designated shelter away from windows.

Await further instructions from emergency personnel or supervisors.

Workplace Violence or Active Threat:

Take immediate action to protect yourself and others:

Run if it is safe to escape.

Hide in a secure location if escape is not possible.

Fight only as a last resort if your life is in imminent danger.

Call 911 as soon as it is safe to do so and follow law enforcement instructions.

Chemical Spills or Hazardous Materials:

Evacuate the area immediately and avoid contact with the substance.

Notify your supervisor and follow emergency response protocols.

Wait for trained personnel to handle the spill.

Evacuation Procedures:

Follow the evacuation route maps posted in your workspace.

Assist individuals with disabilities or mobility challenges, if safe to do so.

Do not re-enter the building until authorized by emergency personnel.

Emergency Contacts

Local Emergency Services: Dial 911

HR or Safety Team Contact: HR Director, Alison Avila, at (801) 298-9377 or [email protected]

Employee Responsibilities

Familiarize yourself with emergency procedures and participate in regular drills.

Report any safety concerns or potential hazards to your supervisor or HR immediately.

Maintain personal accountability and assist colleagues when safe and appropriate.

Management Responsibilities

Ensure employees are trained on emergency procedures and evacuation plans.

Conduct regular safety drills and equipment inspections.

Provide updates and additional guidance during and after emergencies.

By following these emergency procedures, YES aims to protect the health, safety, and well-being of all employees, clients, and visitors.

Section 9: Performance Management

Your Employment Solutions (YES) is committed to fostering an environment where employees can thrive professionally and contribute meaningfully to the organization. Our performance management process is designed to ensure alignment between individual goals, team objectives, and company vision while encouraging continuous growth and improvement.

Alignment with Industry Best Practices

YES's performance management approach reflects staffing industry standards:

Proactive Metrics Tracking: Regular use of scorecards ensures goals are met and resources are allocated efficiently.

Development Focus: Weekly and quarterly reviews emphasize employee growth, preparing staff to adapt to the dynamic needs of the staffing industry.

Constructive Feedback: Transparent and actionable feedback ensures alignment with company and client expectations and operational excellence.

Flexibility: Tailored corrective action processes ensure responsiveness to individual circumstances while upholding company standards.

Recognition: Celebrating achievements boosts morale and retention, critical for a high- performing team in the staffing sector.

By implementing these best practices, YES ensures that employees are supported, valued, and aligned with the company’s mission to deliver excellence in staffing solutions.

9.1 Goal Setting and Reviews

Effective goal setting and regular reviews are at the heart of the Your Employment Solutions (YES) performance management strategy.

Daily and Weekly Scorecards:

Employees and managers use scorecards to track daily and weekly performance metrics, ensuring alignment with team and organizational objectives.

Scorecards provide real-time insight into progress, allowing for proactive adjustments.

Weekly One-on-One Meetings:

Managers and employees engage in structured weekly meetings to discuss:

Progress toward goals and key performance indicators (KPIs).

Challenges and roadblocks, with brainstorming for solutions.

Opportunities for skill development and training.

These meetings create a collaborative environment for feedback and growth.

Quarterly Performance Reviews:

Formal reviews conducted every quarter provide an opportunity to:

Reflect on achievements and identify areas for improvement.

Adjust goals to ensure relevance and challenge.

Reinforce alignment with YES’s mission and values.

Employees and managers collaborate to document progress, identify development opportunities, and establish goals for the next period.

Best Practices for Goal Setting:

Use the SMART framework (Specific, Measurable, Achievable, Relevant, Time- bound).

Align individual goals with broader team and company objectives.

Regularly revisit and revise goals to maintain alignment with evolving priorities.

9.2 Corrective Action Process

Your Employment Solutions (YES) strives to handle performance concerns constructively, focusing on improvement and development. While we apply a flexible approach to address each case

uniquely, the typical corrective action process includes:

Verbal Warnings:

Managers address performance or behavioral concerns with the employee directly.

Conversations focus on identifying the issue, understanding contributing factors, and setting clear expectations for improvement.

Performance Improvement Plan (PIP):

For ongoing or significant concerns, a formal PIP outlines:

Specific performance areas needing improvement.

Measurable goals and deadlines for achieving them.

Support and resources provided by YES (e.g., training, mentoring).

Regular check-ins occur throughout the PIP period to monitor progress.

Termination:

If an employee fails to meet expectations despite support and opportunities to improve, termination may be necessary.

Decisions are made collaboratively by management and HR, ensuring fairness and compliance with company policies.

Flexibility and Case-by-Case Consideration:

YES reserves the right to skip steps or adjust the corrective action process based on the severity of the issue, previous history, or other factors. The goal is to address concerns effectively while maintaining fairness and consistency.

Documentation:

All stages of the corrective action process are documented to ensure transparency and compliance with legal and organizational standards.

9.3 Career Growth and Development at YES

At Your Employment Solutions (YES), we are committed to fostering the professional growth and success of our employees. We believe in providing opportunities for advancement and encourage all staff members to take an active role in their development.

Here are a few key ways to grow within the company:

Set Clear Career Goals: Work with your manager during one-on-one meetings to establish clear, achievable career goals. Regularly review your progress and adjust goals as needed to align with both your personal aspirations and the company’s objectives.

Ongoing Learning and Development: YES supports continuous learning through training, workshops, and educational resources. Take advantage of these opportunities to build new skills and stay up-to-date with industry trends.

Seek Feedback: Constructive feedback is an essential part of growth. Regularly ask for feedback from your manager and peers to understand your strengths and areas for improvement.

Take Initiative: Demonstrate your commitment to the company by taking on new

challenges, volunteering for cross-functional projects, and proposing innovative ideas. Your willingness to go above and beyond will be recognized and can lead to new opportunities.

Mentorship and Networking: We encourage employees to seek mentorship from leaders within the company. Building relationships and learning from others in different roles can provide valuable insights and help you navigate your career path at YES.

Performance Reviews: Participate in quarterly performance reviews to assess your

achievements, discuss areas for improvement, and set new goals. Use this time to express your interest in growth opportunities and ask how you can contribute to the company’s success at a higher level.

At YES, we value ambition and strive to provide pathways for employees to reach their full potential. By taking initiative and continuously improving, you can expand your career and take on new and exciting challenges within the company.

Internal Job Postings and Career Growth Opportunities

To support employee development and career growth, YES regularly posts job openings internally, providing staff members with the opportunity to apply for new roles within the company. While we encourage internal promotions and growth, not all positions may be posted internally, particularly key roles where specific skills or experience are critical. Selection for any role is based on

qualifications, skills, and the likelihood of success in the position. This approach ensures that employees are supported in their career advancement while maintaining the company’s commitment to excellence and the best fit for each role.

Section 10: Separation Policies

At Your Employment Solutions (YES), we aim to handle all separations—whether voluntary or involuntary—with professionalism, respect, and compliance with applicable federal and state regulations. Our separation policies are designed to ensure clarity, fairness, and adherence to best practices in the staffing industry.

10.1 Voluntary Resignation

Employees may decide to leave YES for various reasons, and we encourage open communication throughout the resignation process.

Notice Period:

Employees are expected to provide at least two weeks' written notice of their resignation, when possible.

Managers and HR will work with the employee to transition responsibilities and minimize disruption.

Resignation Process:

Submit a written resignation to your manager, specifying your last working day.

Participate in an exit interview (optional but encouraged).

Return all company property (e.g., keys, ID badges, laptops) on or before your last working day.

Rescinding Resignation:

Resignations may be rescinded with manager and HR approval, depending on circumstances.

10.2 Involuntary Termination

Your Employment Solutions (YES) recognizes that involuntary termination is sometimes necessary to maintain operational standards, compliance, or the safety of the workplace.

Reasons for Involuntary Termination:

Performance Issues: Persistent failure to meet performance standards despite corrective action (e.g., verbal warnings, PIP).

Behavioral Issues: Violations of the Code of Conduct, confidentiality breaches, workplace harassment or discrimination, misalignment with Company values or Guiding Principles, or repeated failure to align with YES’s Mission and Vision.

Policy Violations: Breaches of company policies, including misuse of technology or social media.

Business Necessity: Organizational restructuring, downsizing, or role redundancy.

Termination Process:

Terminations are reviewed and approved by HR to ensure fairness and compliance with federal, state, and company policies.

The employee is informed of the decision in a private meeting with a manager and HR representative.

Final documentation, including a termination letter and details about final pay and benefits, is provided during the meeting or shortly thereafter.

10.3 Exit Interviews

Your Employment Solutions (YES) values feedback from employees and uses exit interviews to identify areas for improvement in workplace culture, management, and operational practices.

Purpose:

Gain insights into the employee's experience.

Understand reasons for separation to address potential concerns or trends.

Improve retention strategies and workplace satisfaction.

Process:

Exit interviews are conducted voluntarily with HR.

Feedback is confidential and used for internal improvements.

Format:

Exit interviews may be conducted in person, virtually, or via an anonymous survey.

10.4 Final Pay and Benefits Continuation

This policy outlines the procedures for final pay and benefits continuation for employees separating from Your Employment Solutions (YES). It ensures employees receive timely payment for all earned wages and details the continuation of benefits, such as health insurance, in accordance with applicable laws. YES is committed to ensuring a smooth and compliant transition for both the

employee and the company.

Final Pay:

Federal and Utah Regulations:

Final wages must be paid by the next regular payday or within seven days of termination, whichever is sooner.

Includes all earned wages, overtime, and any reimbursable expenses.

Deductions for unreturned company property may apply, as permitted by law.

Benefits Continuation:

Health Insurance:

Coverage ends on the last day of the month in which employment ends unless otherwise specified.

Eligible employees may opt for COBRA continuation coverage as outlined in federal regulations.

401(k) Retirement Plan:

Employees can choose to roll over, withdraw, or leave funds in the plan, subject to plan rules.

Other Benefits:

Final details on dental, vision, or other benefits are provided during the separation process.

For employees working outside of Utah, state-specific laws regarding final pay, benefits, and termination processes will apply. HR ensures compliance with the applicable jurisdiction.

Acknowledgment and Receipt

I, the undersigned, hereby acknowledge that I have received, read, and understood the Your Employment Solutions Staff Employee Handbook. I understand that the handbook outlines important information about my employment with Your Employment Solutions (YES), including the company's policies, procedures, expectations, and benefits. I acknowledge that it is my responsibility to familiarize myself with the contents of the handbook and to follow the guidelines set forth by YES and its clients.

I further understand that:

Employment At-Will: My employment with YES is at-will, which means that either YES or I may terminate the employment relationship at any time, with or without cause and with or without notice, subject to applicable laws.

Changes to the Handbook: YES reserves the right to modify, amend, or terminate any of the policies and procedures outlined in this handbook at any time, with or without notice, and I agree to comply with any changes communicated by YES.

Client Policies: In addition to YES’s policies, I will also follow any specific workplace policies, procedures, or safety rules set by the client companies I support in my role.

Acknowledgment of Understanding: I acknowledge that if I have any questions about the contents of the handbook, or if I need further clarification regarding any policies, I can contact my manager or YES HR representative for guidance.

Access to the Handbook: I understand that I can refer to this handbook at any time during my employment by contacting my YES HR representative or accessing it via the employee portal or company website.

I understand that failure to comply with the policies, procedures, or performance expectations outlined in this handbook may result in disciplinary action, up to and including termination of my employment with YES.

By signing below, I confirm that I have read and understand the contents of the Your Employment Solutions Staff Employee Handbook and that I agree to comply with the policies and procedures outlined herein.

Employee Name: Employee Signature: Date:

Approval and Revision History

Version	Date	Approved By	Changes Made
1.0	2/19/2024	IT , ML	Initial Creation

Contact Information

For questions or support related to this SOP, contact:
Role/Department: Operations
Email: [email protected]
Extension: 703