Equal Employment Opportunity Statement

This company is committed to the principles of equal employment opportunity and is committed to make employment decisions based on merit. We are committed to complying with all federal, state and local laws providing for equal employment opportunities, as well as all laws related to terms and conditions of employment. The Company desires to maintain a work environment that is free of sexual harassment and discrimination due to race, religion, color, national origin, physical or mental disability, age or any other status protected by federal, state or local laws. The Company will make reasonable efforts to accommodate those physical or mental limitations of an otherwise qualified employee unless undue hardship would result for the company

Discrimination and Sexual Harassment Policy Statement

This Company will not tolerate any form of unlawful discrimination, including sexual harassment. Any employee who engages in unlawful discrimination or sexual harassment will be subject to appropriate discipline, up to and including termination.

Prohibited sexual harassment is defined as follows:

Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature.

This constitutes sexual harassment when (1) submission to such conduct is made whether explicitly or implicitly a term or condition of an individual's employment; (2) Submission to or action of such conduct by an individual is used as the basis for employment decisions affecting such individuals; or (3) Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive work environment. 

Disclosure to Applicants Concerning Drug/Alcohol Testing

If you are offered a position with the Company, you may be given a drug/alcohol test as a condition of employment. Your refusal to timely submit to a dug/alcohol test or your failure to pass such a test means you will not be employed by this company. The test results will be kept confidential. The individual undergoing testing will not be directly observed while providing the specimen unless there are reasonable grounds to believe the individual may alter or substitute the specimen. Negative test results are required as a condition of employment. 

Our company wishes to ·create a work environment that promotes job satisfaction, respect, responsibility, integrity and value for all of our employees, clients, customers and other stakeholders. Every employee has a shared responsibility toward improving the quality of our work environment. By deciding to work at this company you agree to follow the company's rules and to refrain from conduct that is detrimental to our goals.

The prohibited conduct listed below is not an inclusive list as the company cannot.. with foresight, determine what inappropriate conduct under every circumstance is. Moreover. the company does not limit its right to discipline or discharge employees to the prohibited conduct listed below. Remember that while we value our employees, the company maintains the right to terminate an employee at any time and for any reason, with or without notice.

Violation of the prohibited conduct set forth below. or any other conduct deemed inappropriate, may subject an employee to disciplinary action, including oral or written warnings, suspension without pay, tl"cUlsfer or possible termination. Although the Company may utilize progressive discipline, it is not required. If you have any questions about your conduct or that of a fellow employee, immediately consult your supervisor or human resources for clarification.

The following list contains examples of conduct considered improper which may result in discipline, including tennination. Understand that other behaviors may also result in discipline or termination.

• Violation of the policies and procedures set forth in this handbook.
• Possessing. using. distributing, selling, negotiating the sale of, or being under the influence of alcohol, drugs or other controlled substances during working hours, on company property (including company vehicles), in company uniform, or on company business.
• Falsification of the hours worked by you or any other employee.
• Falsification of any employment related document including, but not limited to, job applications, personnel files. employment review documents, intra-company communication, communications with those outside the company, or expense records, etc.
• Theft or destruction of company property or that of visitors, clients or fellow employees.

• Possession or custody of potentially haz.ardous or dangerous property, such as firearms, weapons, chemicals, etc .. without prior authorization.
• Fighting with, or harassment of, any fellow employee or customer.
• Unauthorized or excessive use of company property. or the property of any visitor, customer, fellow employees, including hut not limited to, vehicles, supplies, telephones, mail and computers.
• Disclosure of company trade secrets or any other confidential or proprietary information of the company, its customers or fellow employees.
• Insubordination, including but not limited to, refusal to perform a requested or required job task.
• Failure to follow, or general neglect of, safety rules and procedures.
• Excessive tardiness or absences.
• Smoking in non-designated areas.
• The taking of unauthorized overtime.

• Solicitation of fellow employees on the company premises.
• Failure to dress appropriately.
• Use of obscene or otherwise inappropriate language or conduct in the work place.
• Failure to provide medicaJ authorizations for medical absences in excess of two days.
• Inappropriate horseplay which is either distracting to fellow employees or which could create dangers to others.
• Criminal activity at or outside of the work place.
• Off-duty conduct that can affect the company's credibility or reputation.
• Outside employment which interferes with your ability to perform your job at this company including, but not limited to. that with a competitor of the company.
• Gambling on company premises.
• Sleeping or neglect of job duty.

 • Taking unauthorized gratuities in connection with company business.
• Lending keys to company property to unauthorized persons or allowing duplicate keys to be made without prior authorization.
• Leaving without prior authorization.

All applicants are required to disclose on the employment application if they have ever been convicted of a felony. If .they have, they are required to describe the situation on the application. This information will be reviewed for job relatedness and time since conviction.

The applicant will be rejected if the applicant discloses or if a criminal history reveals that the applicant has:

1. Any felony conviction in the last seven (7) years preceding the date of the application. However, exceptions may be considered in truly unusual cases where the conviction does not reflect upon the applicant's suitability for employment

2. Any misdemeanor convictions in the last seven (7) years preceding the date of the application if the misdemeanor involves violence, theft drugs, or sexual misconduct. Again exceptions may be considered in truly unusual cases where
the conviction does not relect upon the applicant's suitability for employment.

3. If an applicant has been arrested but not adjudicated in the last seven (7) years preceding the application for any crime that would have made him/her unacceptable for employment by the Company if the applicant had been convicted, th.en the hiring manager wiU make reasonable effort to detemiine if the applicant actually committed the offense. lf the hiring manager is not convinced that the applicant did not commit the offense. then the applicant will be rejected for employment.

Exceptions and questionable cases must be referred to the Owners of HR New Hire. LLC for assistance and approval.

Our Company is committed to the principles of Equal Employment Opportunity and to making employment decisions based on merit and value. We are committed to complying with all federal, state, and local laws regarding Equal Employment Opportunities, as well as all laws related to terms and conditions of employment. We desire to maintain a work environment which is free of harassment or discrimination because of sex,, race, religion, color, national origin, physical or mental disability, marital status. age, or any 0th.er satus protected by federal, state or local laws. Additionally, the Company will make every reasonable effort to accommodate those physical or mental limitations of an otherwise qualified employee, unless undue hardship would result for the Company. 

Just as the Company bears a responsibility towards this policy, each employee must clearly communicate their disintere t in, or offense taken to, any perceived discrimination or harassment. We are all responsible for upholding this EquaJ Employment Opportunity policy and commitment. Equal Employment Opportunity laws afford each one of us the chance to succeed or fail based on individual merit.

Non-Harassment

Our Company believes we should all work in an environment free from unwarranted harassment. Sexual. racial, ethnic and other forms of harassment of, or by, employees, vendors, visitors, customers and clients is forbidden by law and will not be tolerated by the Company.

Harassment may include, but is not limited to:

• Offensive or derogatory jokes, comments, slurs. kidding or teasing;
• Threatening, intimidating, or unwelcome touching or other actions;
• Written or graphic material, including pictures, cartoons or posters, which are offensive, pornographic or denigrating.

Prohibited sexual harassment is defined as follows: Unwelcome sexual advances, requests for sexual favors. and other verbal or physical conduct of a sexual nature constitutes sexual harassment when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating hostile or offensive work environment.

It is not possible to identify each and every act that constitutes or may constitute sexual harassment. However, examples of sexual harassment are provided below: (a) unwelcome requests for sexual favors; (b) lewd or derogatory comments or jokes; (c) comments regarding sexual behavior or the body of another employee; (d) sexual innuendo and other vocal activity such as catcalls or whistles; (e) obscene letters, notes, invitations, photographs, cartoons, articles, or other written or pictorial materials of a sexual natures; (f) continuing to express sexual interest after being informed that interest is unwelcome; (g) retailing against an employee for refusing a sexual advance or reporting an incident of possible sexual harassment to the Company or any government agency; (h) offering or providing favors or employment benefits such as promotions, favorable evaluati.ons, favorable assigned duties or shifts, etc., in exchange for sexual favors; (i) any unwanted physical touching or assaults, or blocking or impeding movements.

WE WILL NOT TOLERATE ANY FORM OF DISCRIMINATION OR HARASSMENT!

Any employee who feels that he or she has witnessed, or been subject to, any form of discrimination or harassment must immediately notify their supervisor, human resources manager or other manager at the Company. The Company will promptly investigate any claim and take appropriate action. We will impose appropriate sanctions against any person found to be in violation of this po Hey. These sanctions may include, but are not limited to reprimand, suspension, demotion, transfer and discharge. The complainant will be informed of all such remedial action.

Our Company prohibits retaliation against any employee who brings forth any complaint or assists in the investigation of any complaint.

Any employee who believes he or she has been subject to unlaw6.il discrimination, harassment or retaliation may also raise his or her concerns to the Equal Employment Opportunity Commission or State Fair Employment Office.

The safety and security of our employees, residents, tenants, vendors, contractors and the general public are of essential importance. Therefore, threats or acts of violence made by an employee against another person's life health, weH-being, family or property will not be tolerated. Employees who violate this policy will be subject to discipline up to and including immediate termination.

The following are prohibited: 

• Any act or treat of violence made by an employee against another person's life, health, well-being, family, or property.
• Any act or threat of violence, including but not limited to intimidation, harassment. or coercion.
• Any act or threat of violence, which endangers the safety of employees, residents, tenants, vendors, contractors or the general public.
• Any act or threat of violence made directly or indirectly by words, gestures, symbols or e-mail.
• Use or possession of a weapon on the Company's premises managed by the Company.
• It is a requirement that employees report to their supervisors or Human Resources, in accordance with this policy, any behavior that compromises the Company's ability to maintain a safe work environment. Al] reports wiU be investigated immediately and kept confidential, except where there is a legitimate need to know.

In applying for employment with Eco Clean, LLC ("Company"), I hereby authorize the Company, or any designated agent(s) working on the Company's behalf, including but not limited to reporting agencies or professional investors to obtain and review those reports checked off below as well as following up on information presented in the reports. The Company, or its agents may also request these reports and information during any employment as a condition of continued employment. My consent extends to any possible investigations performed during the employment, including those related to complaints of discrimination, harassment, theft or other conduct. 

It is my understanding the information being obtained will not be used in violation of any federal or state equal opportunity law or regulation, and that, before any adverse action is taken, based on upon review of such investigative consumer report, I will be provided with a copy of said report as well as a summary of consumer's rights.

I understand the nature and scope of said inquiries may include, but are not limited to, verification, inspection and/or reporting of any lawfully available records or information pertaining to work history; social security number, education; workers' compensation claims, criminal and civil court related actions; driving history (including traffic related offenses); personal financial status
(including consumer credit reports); and any other information available from any public or otherwise documented record. It may also inctude inquiries regarding any past or present business, professional or personal activities.

I hereby state that to the best of my knowledge all information I have provided to the Company, and any reporting agency, in any form, is true and accurate. I understand that any misrepresentation made to the Company or reporting agency by me will exclude me from further consideration as a candidate for employment or advancement and may result in termination of my employment with the Company if I am hired or advanced by the Company before such misrepresentation is discovered. I fully understand this authorization, waiver and release of liability is not an offer or a contract for employment by the Company. It is also understood that the Company operates under an "at-will" employment policy and that this authorization and release does not alter or affect this policy in any manner.

In accordance with the Americans with Disabilities Act and related state laws and regulations· it is the Company's policy to select and retain the best-qualified applicant for each available job. An applicant's or employee's disability will not remove the applicant from consideration or the current employee from his/her job if the applicant or employee is otherwise qualified and is able to perform the essential functions of the job with or without reasonable accommodation.

Qualified applicants or employees who inform the company that they have a physical or mental disability, which i.s protected by the Americans with Disabilities Act, will be given reasonable accommodation unless such accommodation will result in undue hardship. A reasonable accommodation is defined as any modification or adjustment to a job, employment practice or the work environment. which will make it possible for an individual with a disability to enjoy an equal employment opportunity.

In addition. the company will ensure that the application process reasonably accommodates applicants who may have a protected disability.

Procedure for Reasonable Accommodation Requests:

• In accordance with the Americans with Disabilities Act and related state laws and regulations· it is the Company's policy to select and retain the best-qualified applicant for each available job. An applicant's or employee's disability will not remove the applicant from consideration or the current employee from his/her job if the applicant or employee is otherwise qualified and is able to perform the essential functions of the job with or without reasonable accommodation.

• Qualified applicants or employees who inform the company that they have a physical or mental disability, which i.s protected by the Americans with Disabilities Act, will be given reasonable accommodation unless such accommodation will result in undue hardship. A reasonable accommodation is defined as any modification or adjustment to a job, employment practice or the work environment. which will make it possible for an individual with a disability to enjoy an equal employment opportunity.

• In addition. the company will ensure that the application process reasonably accommodates applicants who may have a protected disability.

The Human Resources Department will review the suggested accommodation for
reasonableness. Remember, under the ADA, employees are required to perform all essential job dunes to company standards. If the suggested accommodation is approved, they will authorize  the supervisor to implement the accommodation.

I, {fullName5}, do hereby make this covenant and agree that if my employment with EcoClean, LLC is terminated for any cause, I shall not, for a  period of two (2) years after leaving the employment, engage directly or indirectly, eiher personally or as an employee, associate partner, partner. manager, agent or otherwise or by means of any corporate or other device, in the PayrolJ Processing, Staffing, and HR Consultant business within One hundred (100) miles nor shall I for such period and in such localities solicit orders or provide service to, directly or indirectly, any customers of employer, or from any customers of its successor, rectly or indirectly, any customers of employer, or from any customers of its successor, for such products or services as are sold by employer or its successor, either for myself or as an employee of any person, firm or corporation.

Witness my signature on this date - {applicationDate}

l, {fullName5}, understand that I am required to report any and aH workplace accidents. injuries, or illnesses that occur to me or to someone I witness to an owner or manager of EcoCJean, LLC.

I understand that the reporting of injuries or il.lnesses help identify potential safety hazards. I understand that the law requires all worker's compensation claims to be submitted within 24 hours of occurrence. I am also aware that I must turn .in any and all injuries or illnesses not matter how small or insignificant that may seem at the time.

Furthermore I am aware that if I do not turn in all pertinent information regarding the injury or illness within 24 hours of the injury or illness occurring l may denied worker's compensation benefits.

I do hereby authorize EcoClean, LLC to deduct any and all sums necessary from any final wage(s) I receive in te event my employment has been terminated for any reason and I am still in possession of company or client property that has not been returned before the due date of my final payment. This shall also include any claim to destruction, misuse, loss or theft of any property of the client or my employer. It also covers and includes any and all sums that 1 have received as an advance or loan on my pay or any type benefit I receive in any form or manner. It is my intent through this agreement to allow my employer to keep all funds necessary to cover the actual and associated costs of replacing the property or amounts sufficient to reimburse any advance in pay or benefits I received. The property may include, but is not limited to badges, telephones, radios. keys, fuel, money, personal items, etc.
Furthermore, if my termination occurs within 90 days of my initial hire or rehire date then it is my intent to allow my employer to deduct the reasonable sum of $59.99 to reimburse them for my background check and pre-employment screening

Furthermore, it is my understanding and intent to allow al) funds of whatsoever nature to which I am entitled to be subject to the deductions. However. I also understand that in no event shall I receive less than the federal minimum wage for the hours I worked.

If the sums withheld from my final payment(s) do not cover the expenses incurred by my employer then I agree to pay the balance of all monies due within ten days and agree to incur the legally maximum interest chargeable on a monthly interest on all unpaid sums.

Date: {applicationDate}