About One Touch Staffing, LLC

One Touch Staffing, LLC. is located in Southaven, MS. We specialize in providing light industrial employees to a variety of clients. Light Industrial workers fill various clients’ needs in warehousing, plastic manufacturing, electronics manufacturing, assembly and production lines for various products, distribution centers, and other labor-intensive needs.

Did You Know?

No placement fees are charged to you! One Touch doesn’t charge a fee to applicants for finding you a job. We don’t just offer temporary job assignments either. We offer full-time placements and direct opportunities as well.

The more complete information you provide us with, the better! We want you to understand how you are selected for an assignment. We work with our clients to determine what skills they are looking for and what they are willing to pay for that position. Once we have gathered that information, we search for those skills, abilities, and experience in our available job pool to determine the most qualified individuals to send. The information you provide us with during the application process is critical in identifying if you are among the most qualified workers. We try to match the best candidates for the jobs. If you tell us your minimum acceptable pay rate is $12 an hour, we will not consider you as the best match for a job paying $10 an hour.

We don’t set your pay rate. Even though One Touch is your employer, we do not set your pay rate. Our direct clients set the rate for the job they have. While we make every effort to assign you to the highest paying job available, we can’t guarantee we will have jobs with your desired pay. We will always advise you of the hourly pay when you are offered an assignment. You can refuse any assignment.

The number of available jobs we have varies. The number of positions we fill can vary every week based on clients’ needs. We try to predict how many employees we will need but that isn’t always possible. There will be times when we get last-minute client orders. To stay at the top of our availability list, stay in touch with us. Your Talent Coordinator or Recruiter Specialist will let you know how you should call in as available. If any of your contact information changes, be sure to let us know.

How to Get an Assignment

1. Call our office each morning to say you are available to work. You’re in control! By letting us know you’re ready to, we will work with you to find an assignment.
2. Let us know what type of work you want to do. We will put you on our availability list.
3. When an assignment fits your availability, experience, and skills, we will contact you and provide the job details. We will do our best to call you about assignments a day or two in advance, but some jobs may start right away.
4. You can accept or decline any assignment. Please note that declining an assignment could impact your ability to draw unemployment benefits.
5. When you accept an assignment, you must abide by that assignment’s requirements such as start time, attendance requirements, location, required uniforms, and necessary personal protective equipment (PPE).
6. When you have completed your assignment, contact us the next business day to let us know your availability. If we do not hear from you, we change your status to inactive and unemployment benefits may be denied.

Getting Paid

• One Touch’s week runs Monday through Sunday. Some clients’ pay schedules differ. You will be informed if your pay schedule is different, but you will receive your pay on Friday for the prior pay period.
• Each assignment tracks time differently. You are responsible to ensure you understand and follow the timekeeping method at your assignment.
• Deductions and taxes will be assessed as allowed or required by law.
• We can automatically deposit your pay into your bank account or on a pay card. If you receive a check instead, you can pick it up on Friday, between the hours of 8 a.m. to 4 p.m. at our local Southaven office and bring your photo I.D.
• Contact the office if someone else will pick up your check to learn the proper procedure.
• Notify One Touch of any changes so that W-2’s will be delivered properly.

Points to Remember

• Arrive on time every day.
• Let us know where you are. Contact our office if you are running late or will be absent.
• Dress appropriately for the assignment as directed by your Talent Coordinator.
• Leave your cell phone at home or in your vehicle as it is not allowed on the job. Direct all personnel emergency calls to our office and we will pass your messages. Do not use client phones without permission.
• Let us know if you desire a full-time position or are offered one while on assignment.
• You remain a One Touch employee eligible for placement when your assignment ends, but you need to contact us the next business day to update your availability for placement.

We are proud to offer you the following benefits as a temporary associate for One Touch Staffing. If the benefits have pre-qualification requirements, they are listed below.

Health Insurance You are eligible to participate in Group Benefit Programs that we sponsor. The program may offer the opportunity to choose from these plan:

• Medical
• Term Life Insurance
• Dental
• Shirt-Term Disability
• Vision

Paid Holidays After working 1500 hours during the prior 12 months and being currently employed without a two-week break, you become eligible for (6) paid holidays per year.

• New Year’s Day
• Labor Day
• Memorial Day
• Thanksgiving Day
• 4th of July
• Christmas Day

If you are on unpaid leave, you will not receive holiday pay during the leave period.

Service Bonus Each year, after working 1500 hours during the prior 12 months and being currently employed without a two-week break, you will be eligible for a Service Bonus of 40 hours of paid time as a paid bonus. Service Bonus hours are based on actual hours worked. We will not count time paid for the holidays or any leave pf absence when calculating Service Bonus time. You are responsible for keeping copies of your check stub or timesheets and notifying our office when you have reached 1500 working hours. You must plan for approval one week prior to taking any Service Bonus time. Only one week of Service Bonus time is allowed within a 12-month period. Service Bonus may not carry over unless required to do so by law.

Safety Rules

Overview You have a right to a safe and healthy workplace. The Occupational Safety and Health Act of 1970 requires employers to provide workplaces free from serious recognizes hazards and to comply with occupational safety and health standards.

We will provide a generic overview of the most common safety regulations, ways you can prevent accidents and injuries, and instructions for what to do if you have a work-related injury or illness. When you start an assignment, you will receive additional safety training.

These safety policies and procedures are designed to protect you and your co-workers from potential harm. You are responsible for complying with all safety and health standards that apply to your job.

If you have questions or do not understand safety standards, restrictions, or instructions, ask your supervisor or contact One Touch office for further assistance or information.

Hazard Communication There are more than 650,000 chemicals that have been categorized as hazardous by the federal regulatory agencies. Examples include, but are not limited to, inks, solvents, adhesives, dusts, cleaning chemicals oil, and lubricants.

The Occupational Safety and Health Administration (OSHA) Hazard Communication Standards (HCS) is based on a simple premise that you have both a need and a right to know the hazards and identities of the chemicals you work with and around. You also need to know what protective measures are available to prevent adverse

effects from occurring and what actions to take if exposure occurs. OSHA designed the HCS to provide employees with the information they need to know.
Container labels for the Global Harmonized System (GHS) and Material Safety Data Sheet (MSDS) are two primary means of communicating chemical hazards.

Container labels use words, symbols, numbers, and colors to quickly communicate information about a chemical’s potential hazards (e.g., flammability, chemical’s potential hazard), and precautions to take when handling them. All chemical containers must be labeled to provide this information. The two most common types of container labels are the National Fire Protection Association, or “NFPA” label, and the Hazardous Materials Identification System, or “HMIS” label. The client will provide site-specific information about interpreting the labeling system it uses.

Each MSDS contains specific chemical hazard information such: physical health hazards, routes of entry, exposure limits (if any), precautions for safe handling and use (if known), spill clean-up procedures, personal protective equipment (PPE) be used, emergency and first aid procedures, and the name, address, and telephone number of the chemical manufacturer. All of the information on the MSDS must be in English and available to those working or near hazardous chemical.

Upon placement, the client will provide site-specific, HCS training. The training shall include methods and observations used to detect the presence or release of chemical, physical and health hazards, protective measures, and labeling and explanation of the GHS and MSDS information.

Machine Guarding Equipment with moving parts can be hazardous if proper guarding is not in place or related work procedures are not followed. Examples of guarding methods are barrier guards, two-hand tripping devices, and electronic safety devices.

One or more methods of machine guarding will be provided, as appropriate and necessary, to protect you and your co-workers from hazards such as those created by point of operation, ingoing nip or pinch points, rotating parts, flying chips, and sparks. These guards must always be in place when the equipment is operating. If you notice guards missing or feel guarding is inadequate, immediately notify your client supervisor and One Touch Staffing.

Lockout/Tagout The client may sometimes shut down machinery or equipment for maintenance or repair to ensure operation. Often, the maintenance or repair technician may not be visible to you. To protect personnel working on equipment, locks or tags are used to prevent the device from being accidentally turned on, this procedure is called “lockout/tagout.” Never attempt to start or operate a piece of equipment or machinery with a lick or tag on it.

You are prohibited from locking or tagging out machinery or equipment unless the client has specifically authorized and trained you to do so, and you have received One Touch’s approval.

Personal Protective Equipment Some job functions may require the use of personal protective equipment (PPE). PPE is designed to protect you from serious workplace injuries or illnesses resulting from contact with chemical, biological, physical, electrical, mechanical, or other workplace hazards.

Examples of PPE include ard hats, Aprons and smocks, Safety Glasses, Gloves, Ear Plugs or muffs, Safety Shoes or boots, Respirators, face masks, and face shields.

If your job function requires PPE, the client may provide additional information, including training on how to properly use and maintain it. If you are asked to use PPE that you are unsure about, notify your client supervisor and/or One Touch Staffing.

Powered Industrial Vehicles In addition to machinery, powered industrial vehicles (PIVs), may be used to transfer materials throughout a facility. A PIV is any powered vehicle used to carry, push, pull, lift, or stack materials.

Examples of PIVs include Forklifts, hi-los, fork trucks, tractors, platform lift trucks, and motorized hand trucks.

When walking through a facility, it is important to be aware of PIVs at all times. Use pedestrian walkways when provided. Before stepping out from aisles, between equipment, or from blind corners, check both ways and use convex mirrors, if available, to make sure the path is clear. If you have been authorized and trained as PIV operator, travel at a safe speed suitable to the surroundings and the type of load you are carrying. Also, watch out for pedestrians. Slow down and sound your horn at cross aisles and other locations where vision is obstructed.

Confined Spaces Many workplaces contain spaces that are considered “confined” because they hinder or limit the activities of employees who must enter, work in, and exit them. Tanks, vessels, silos, storage bins, hoppers, vaults, and pits are examples of confined spaces.

Bloodborne Pathogens Bloodborne Pathogens are microorganisms such as viruses or bacteria that are carried in blood and can cause disease. There are many different bloodborne pathogens, but Hepatitis B and HIV (the virus that causes AIDS) are the two diseases of which you should be especially aware of.

Any worker who may come in contact with blood, other bodily fluids, or needles is at risk, including nursing staff, lab workers, doctors, and even janitors or other housekeeping staff.

Emergency Action Plan At the beginning of every new assignment you should familiarize yourself with the location of emergency exits, evacuation procedures, and available shelter areas. The client will provide site- specific training regarding their Emergency Action Plan and the procedures to be followed in the event of a fire, severe weather, (e.g., tornado, hurricane), chemical spill, or any other event deemed an emergency.

Fire Extinguishers, first aid kits, and other emergency equipment may be provided, but keep in mind that the use of this equipment requires appropriate, site-specific training. If you have any questions or do not understand any of the emergency procedures or equipment, ask your client supervisor for further assistance.

Reporting Workplace Injuries and Illness While we are committed to providing you with a safe workplace, injuries sometimes occur. If you are injured on the job, keep these points in mind to ensure you receive the best possible care.

• Immediately report any injury or illness, no matter how minor, to both the client supervisor and One Touch Staffing
• If you require medical attention, we will make the necessary arrangements for you to receive appropriate medical care.
• You have the right to your medical records. Please notify One Touch Staffing if you need copies.

We know you want to get back to work as soon as possible and we will work closely with you to meet that goal.

Anti-Harassment Policy & Reporting Procedures We are committed to maintaining a work environment that is free from harassment. We will not tolerate harassment of or by our employees. All employees are expected to help ensure the work environment remains free of any forms of harassment.

It is the policy of the Company to maintain an environment free of discrimination, intimidation, insult, and harassment. Harassment is a form of employment discrimination that violated Title VII of the Civil Rights Act of 1964, the age discrimination in Employment Act of 1967 (ADEA), and the Americans with Disabilities Act of 1990 (ADA). Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.

If you believe you are being harassed or witnesses the harassment of or by another employee, you have the responsibility to promptly report the matter directly to One Touch main office.

At-Will Employment Employment with One Touch Staffing is at-will, unless otherwise specified in a written employment agreement. This means you or One Touch may end the employment at any time, with or without cause or advance notice.

Disability Discrimination One Touch does not tolerate harassment or discrimination based on a disability. If you require accommodation to perform the essential functions of your job, contact a member of management at One Touch Staffing.

Employment Category As a Temporary Associate Employee, you provide temporary services to One Touch’s clients, or One Touch, on an as-needed and temporary basis. You are eligible only for the benefits listed in this handbook.

Equal Employment Opportunity Policy One Touch Staffing is an Equal Employment Opportunity employer. It is the company’s policy to avoid and to prohibit any such discrimination against any employee or applicant for employment because of the individual’s race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, veteran’s status, or any other characteristic protected by law.

Family and Medical Leave One Touch Staffing complies with the Federal Family and Medical Leave Act (FMLA) and applicable state laws. The following is a summary of the policy. Once you request leave by contacting our main office, we will give you specific information as to the process. The policy may vary slightly from state to state depending on state or local law.

Basic Leave Entitlement You are eligible for FMLA benefits when you have worked for One Touch Staffing for both of the following:

• For at 12 months (need not to be consecutive), and
• Worked a minimum of 1,250 hours during the previous 12 months

One Touch provides up to 12 weeks of unpaid, job-protected leave during any rolling calendar year to eligible employees for the following reasons:

• For your incapacity due to pregnancy, prenatal medical care or childbirth
• To care for your child after childbirth, or placement for adoption or foster care
• To care for your spouse, child, or parent, who has a serious health condition, or
• For a serious health condition that makes you unable to perform your job

Use of FMLA will not result in the loss of any employment benefit earned or that may have been entitled to before the FMLA leave. On your return, you will be reinstated to the same or equivalent position as required by law.

Military Family Leave Entitlements You may also be provided up to a total of 26 workweeks of unpaid leave in a single 12-month period for Military Caregiver Leave to care for a covered service member with a serious illness or injury incurred while in the line of duty during active duty.

Substitution of Paid Leave for Unpaid Leave Employees taking FMLA leave will be required to exhaust any accrued paid leave while taking FMLA leave prior to taking any unpaid FMLA leave. In order to use paid leave for FMLA, employees must comply with One Touch’s normal paid leave policies.

Your ResponsibilitiesWhen seeking FMLA leave, you are required to provide to our main office:

• Thirty-day advanced notice of the need to take FMLA leave when the need is foreseeable.
• Notice of an unforeseeable leave as soon as practical of learning of the need to take leave within the usual and customary notice and procedural requirements for reporting absences.
• Medical certification supporting the need for the leave die to a serious health condition affecting the associate or an immediate family member.
• Periodic re-certification (if applicable and necessary)

Personal Appearance Your personal appearance should reflect respect for the diverse group of individuals with whom you will be working, inspire confidence in your knowledge and skills, and ensure you and your co- workers’ safety. We will consider requests for reasonable accommodation under applicable law. If you fail to comply with these requirements, you may be relieved from duty until you are compliant. One Touch will be the final decision-maker as to whether your appearance complies with our standards, Non-compliance is subject to One Touch’s progressive discipline procedures.

• Your clothing must be clean and fit appropriately.
• Keep your hair, sideburns, mustaches, and beards neat and well-groomed.
• Make-up should be moderate.
• For safety reasons while working near equipment – avoid dangling jewelry, loose fitting of clothes and other objects that may get caught in machinery.
• Uniforms as required by job assignment.

Some clients may have more stringent dress codes. You are required to abide by those standards, as allowed by law, while on those assignments.

Privacy One Touch Staffing reserves the right to search its property including desks, cabinets, vehicles or any bag onto One Touch’s or the client’s property, you consent to its search as well as. One Touch also has the right to search the contents and search history of any of its electronic devices or devices it issues to you, or usage logs it maintains. You should have no expectation of privacy while using One Touch’s electronic devices.

Standards of Conduct ur workplace performance and conduct standards maintain a positive work atmosphere. Conduct that is dangerous to others, dishonest, unethical, illegal, and/or abusive will not be tolerated. Violations of One Touch’s Standards of Conduct will be grounds for disciplinary action, up to and including termination.

Substance Abuse Policy ONE TOUCH STAFFING LLC is committed to providing a drug-free work environment. We believe a workplace free from the effects of drug and alcohol abuse is everyone’s responsibility in our business, including you and our clients.

Unless prohibited by law, One Touch Staffing reserves the right to conduct or require drug and alcohol testing on any employee on company or client premises, engaged in company or client business, or operating company or client equipment.

One Touch Staffing explicitly prohibits:

1. The use, possession, or solicitation, for or sale of narcotics or other illegal drugs, alcohol, or prescription medication without a prescription on our or client premises or while performing an assignment.
2. Being impaired or under the influence of legal or illegal drugs or alcohol on or off One Touch Staffing or client premises that adversely impacts your work performance, you or others safety at the workplace, or One Touch Staffing’s reputation.

We also reserve the right, as allowed by law, to require all employees to submit at any time to drug testing using S.A.M.S.H.A. standards to determine the presence of prohibited substances. This includes testing of the following purposes:

Pre-Employment: As required by individual clients.

Randomly: A random selection of employees will be tested without prior notification.

Post-Accident: Employees may be required to submit to drug screening after any reported on-the-job accident or injury.

Reasonable Suspicion: When we believe that a drug problem exists (including behavioral symptoms of drug abuse as negative performance patterns, excessive absenteeism, or tardiness, fighting, etc.)

One Touch Staffing will treat all drug testing results confidentially and use the results only to make employment-related decisions.

Employees violating this policy are subject to disciplinary action up to and including termination, and consistent with the applicable laws, denial of workers’ compensation benefits. Failure to consent to a test or any attempt to falsify or alter test results will also result in disciplinary action, up to and including termination.

One Touch Staffing will also comply with any and all state requirements.

Work-Related Injury Leave In case of work-related injury or illness, you are entitled to receive leave and benefits in accordance with applicable law. If you are injured while on the job, report it immediately to your supervisor and to the One Touch office. One Touch will coordinate your medical treatment. Any period of work-related injury leave will run concurrently with family and medical leave as allowed by law.

The employee handbook describes important information about One Touch Staffing, LLC and I understand that I should consult with a member of One Touch management regarding any questions not answered in the handbook or that I have about the handbook. I have entered into an employment relationship with One Touch Staffing voluntarily and acknowledge that there is no specified length of employment. Accordingly, either I or One Touch Staffing can terminate the relationship at will, with or without cause, at any time, so long as there is no violation of applicable federal or state law.

Since the information, policies, and benefits described here are necessarily subject to change, I acknowledge that revisions to the handbook may occur, except to One Touch’s policy of employment-at-will. All such changes will be communicated through official notices, and I understand that revised information may supersede, modify, or eliminate existing policies. Only the President/Owner of One Touch Staffing can adopt any revisions to the policies in this handbook.

Furthermore, I acknowledge that this handbook is neither a contract of employment nor a legal document. I have received the handbook, and I understand that it is my responsibility to read and comply with the policies contained in this handbook and any revisions made to it.