New Team Member Orientation

Welcome Packet

Name:

Clock In #

Connect Username:

US Employees Only

Table of Contents

ADDRESS AND CONTACT INFORMATION

LEGACY CONNECT AND HOW TO USE IT

ATTENDANCE AND HOURS OF WORK

JOB DESCRIPTION INFORMATION

PRIMARY FACILITY RULES

GENERAL WORK AND SAFETY RULES

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Work Location Address: 9421 Transportation Way Fontana, CA 92335 (909) 829-5635

General Manager XXXXX 1st Shift Operations Manager XXXXX 1st Shift Operations Supervisor XXXXX

LEGACY SCS Human Resources Contact: Cipriano Corral Jr, Human Resources Admin Office: (XXX) XXX-XXXX Cell: (XXX) XXX-XXXX ccorral@legacyscs.com

XXXXX, Regional Human Resources Manager Office: (XXX) XXX-XXXX Cell: (XXX) XXX-XXXX XXXXX@legacyscs.com

LEGACY Corporate Offices:

Oak Brook, Illinois (XXX) XXX-XXXX Fernandina Beach, FL: (XXX) XXX-XXXX Portsmouth, New Hampshire: (XXX) XXX-XXXX Brampton, Ontario Canada (XXX) XXX-XXXX

Business Ethics Hotline (XXX) XXX-XXXX Conduct that raises questions as to LEGACY’s integrity or creates the appearance of illegal activity or improper conduct is prohibited. If you observe this please report it by calling the Business Ethics Hotline.

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Address and Contact Information

Paid Time Off (PTO):

PTO is time given to all team members for the purpose of taking time away from work without loss of wages.

• PTO time accrues on an anniversary cycle beginning on your first day of employment. Weekly accruals will be earned based on service levels.

• PTO time may be taken following (3) three months of continuous employment.

• If your employment terminates prior to your (3) three month anniversary, no accrued PTO will be paid.

• PTO will automatically be applied to your timecard when you are absent if you have a positive balance. Attendance points will apply if you do not have enough PTO to cover the entire absence.

• You may opt out of using PTO twice in a calendar year. Opting out will not disqualify you from attendance points nor can it be scheduled in advance.

• Team members are eligible to borrow up to 40 hours of PTO after one year of employment. Any negative balance active at the time of termination will be deducted from your last paycheck.

Uses:

• Vacations

• Short-term illness

• Personal business

• Family care

• Other needs which require time off from work

Facility management is responsible for:

• Administration of this policy

• Scheduling PTO time in a fair and consistent manner

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PTO, Holiday’s and Time-Off Request

• Developing guidelines allowing only a certain number of people off at any one time.

Scheduled PTO may be requested and taken in partial day (hourly) or full day (eight hour) increments.

All scheduled PTO requests must be made at least 24 hours (or day prior) in advance to the team member’s immediate supervisor at the time clock.

PTO time will accrue on an anniversary cycle beginning on your first day of employment

Weekly accruals will be earned based on the following service levels:

Team Members may not have more than five (5) days over their annual award total in their PTO bank at any given time.

If you carry more than 40 hours over your yearly accrual rate, then you will stop accruing PTO until the balance is less than 40 hours of your yearly accrual rate

Holidays: Based on our customer’s schedule and your work schedule Legacy has established for the LVLA locations a total of eight paid Holidays per year (6 core and 2 Floating Holidays) The core Holidays are:

• New Year’s Day • Memorial Day • Independence Day • Labor Day • Thanksgiving Day • Christmas Day

Floating Holidays • 2 Floating Holidays (The two floating holidays must be taken no later than

the end of the quarter of subsequent year).

SERVICE PERIODANNUAL (DAYS/

HOURS) BI-WEEKLY (HOURS)

First Year 7 (56) 2.15

Second through Fourth Year 12 (96) 3.69

Firth through Fourteenth Year 17 (136) 5.23

Beginning Fifteenth Year 22 (176) 6.76

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In addition, all employees will receive 40 hrs of Floating holiday every year. It will be provided Feb 1st-Jan 31 each year.

*In DC 6914, they only observe Christmas Day and those employees will receive 56 hours of Floating Holiday.

Actual holidays will vary based on location and customer requirements. Please check with your supervisor for days recognized at your specific location.

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Logging In GO TO: www.legacyscs.com Select Legacy Connect at the top of the page

Logging in for the first time

After entering your info for the first time, you will be prompted to create a new password. The new password must be at least 8 characters and at least include:

➢ One capital letter ➢ One lower case letter ➢ One number ➢ One character

Example: Legacy1$

!

!

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Legacy Connect and How to Use it

Requesting Time Off

You will then need to select and answer 3 Challenge Questions to finish the process and enable you to use the “Forgot your password” link to reset your password going forward.

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SD Floating Holidays Earned: All hours earned so far Available: Hours you currently

PTO Biweekly Earned: All hours earned so far Available: Hours you currently

Request time off by Clicking Here

Requesting Time Off

US Employees Only

Make sure your TOTAL equals the amount of hours you are requesting. If you take time of un-scheduled days, the total will automatically

Viewing your Pay

Making Changes to Personal Information

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Under the Pay tab, you can:

You can update your personal information under the Personal Tab by reviewing the far right

Facility Hours of Operation:

4:00am-9:30pm

Lunch and Break Times:

Standard lunch break is normally 30 minutes in length (subject to daily production volumes), you may leave the building if you wish, but you must clock out.

You will receive two 15 minute breaks per day. Break times are paid.

Everyone is expected to return from lunch and breaks on time.

Lunch and break periods may be modified due to business needs.

The Time Clock:

The time clock is located by in the breakroom. You are required to clock in when you arrive in the morning (no sooner than seven minutes before the beginning of your shift), clock out for lunch, clock back in after lunch, and clock out at the end of your shift.

You are also required to clock out whenever you leave the premises and clock back in when you return to work.

Call in procedures for absences or if you are going to be late:

You should call your supervisor as soon as you know you are going to be late. You may leave a message, but are required to either leave a phone number where you can be reached, or continue calling until you reach your supervisor. Sending a message through a co-worker or having a family member call in for you is not acceptable unless you are physically incapable of making the phone call.

Attendance and Punctuality:

This policy is provided as a general guide to control excessive absenteeism. In order for our facility to be a competitive and reliable source of supply for our US Employees Only

Attendance and Hours of Work

customers, we must depend on our team members to be at work on time and on a regular basis. Everyone must understand they are hired on the basis they will attend work as scheduled. We expect team members to fulfill this obligation.

The following absences are excluded from this policy:

▪ Scheduled PTO ▪ Military Service ▪ Paid Holidays ▪ Jury or Court Duty ▪ Paid Bereavement Leave ▪ Job Related Injuries ▪ Lack of Work ▪ Disciplinary Suspension (i.e., Decision Making Leave) ▪ Absences Approved in Advance by Management

We will consider “Mitigating Circumstances” in assessing a point only when an absence triggers a disciplinary action. Mitigating Circumstances are defined as those absences which occur as a result of something unique, compelling, non-recurring, and beyond the person’s control, giving the team member no choice but to miss work.

Normal counseling procedures will occur for excessive absenteeism, tardiness, leaving early, late report, and no call/no show.

Counseling will be triggered when any team member has accumulated the sixth point in a rolling twelve (12) month period.

Team members who go four (4) months with perfect attendance (i.e., no points) will have the most recent occurrence removed from their record.

• Team members who go the previous 12 months with perfect attendance and who do not have any points on their record at all will receive a credit of 1/2 point. These credited points will be good for the remainder of the calendar year and cannot be rolled over into the next calendar year.

Any time spent on approved or extended paid leaves of absence (short-term or long-term disability), worker’s compensation, FMLA leave or other extended leave will be excluded for the purposes of counseling procedures.

Consecutive absences of two (2) days or more DUE TO ILLNESS will be counted as one (1) point provided the team member returns to work with a doctor’s note. Each day absent will count as a single point if no doctor’s note is provided.

Counseling procedures are as follows: US Employees Only

• Step 1. On the accumulation of the sixth point, the team member will receive a written counseling.

• Step 2. On the accumulation of the seventh point, the team member will receive a final counseling.

• Step 3. On the accumulation of the eighth point, the team member will be placed on a Decision Making Leave (DML) and will meet with their manager within forty-eight (48) hours.

During this DML period, the team member and the company will meet to decide the future of the team member’s relationship with the company. The team member may be terminated or returned to work on a probationary basis depending on circumstances and past employment record.

Points are defined as follows:

!*A pattern of failing to follow the required call-in procedure within the first hour of the scheduled start of shift will result in progressive corrective action.

Absence due to personal or family illness for a period of three (3) consecutive working days or longer will require a doctor’s statement prior to returning to work. In the case of team member illness, the doctor’s statement must release the team member to return to work.

Absence Type # of Points

Tardy < 2 hours 1/4 Tardy 2 hours or more 1/2 Leave Early < 2 hours 1/4 Leave Early after 4 hours worked

1/2

Leave Early before 4 hours worked

1

Late Report (no notification of absence within 1st hour of scheduled shift start time)

Point values assessed based on length of absence prior to

reporting for work* Absence (each day) 1 Absence – 2 or more consecutive days with doctor’s note.

1 (for the entire absence)

No Call/No Show 2

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A team member who is absent for three (3) consecutive workdays or longer without properly notifying the supervisor will be terminated for “job abandonment”.

Nothing described herein will prevent the company from providing corrective action to a team member, including termination, who displays a pattern of absences, a general unavailability for work, or failing to follow absence notification procedures.

Late is defined as reporting to work one (1) or more minutes after the scheduled start time.

Late Report is defined as failing to report to work or to call during the first hour of the scheduled shift.

No Call/No Show is defined as failing to report to work or to call to report the intended absence by the end of the scheduled work day.

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Below please find a position description for your position.

JOB DESCRIPTION

Warehouse Associate

SUMMARY Warehouse Associate is responsible for all aspects of warehouse functions including the receiving, storing, handling, shipping and preparing of product for customer delivery. Ensures workplace health and safety requirements are met

ESSENTIAL FUNCTIONS • Receives material coming into the building accurately and promptly. • Verifies the quantity and description of product received by checking the

merchandise packing list • Examine incoming shipments and reject damaged items

• Appropriately report any discrepancies

• Safely operate all the necessary equipment in work area

• Ensure warehouse and equipment is maintained on a regular basis

• Accurately identify and count stock materials as listed on the count list

• Adhere to safety policies and procedures related to all facets of the job while working in a fast paced environment.

• Promotes & maintains a flexible, cooperative, team-oriented & customer-focused attitude with co-workers & other departments

• Attaches identification codes or labels to materials and marks information on cases, bales or other containers

• Abides by all warehouse rules, policies, procedures, and regulations

REPORTS TO: Operations SupervisorDATE CREATED: March 15, 2016

DEPARTMENT: Field Operations

FLSA STATUS: Non-Exempt

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Information About Your Position:

• Perform other warehouse duties and tasks as assigned by management

REQUIREMENTS • High School diploma or Equivalent

• Excellent communication skills

• Basic math and reasoning skills

• Ability to understand and execute instructions

• Must be able to identify merchandise by size, type, style, color, or product code

• Operate inventory control equipment, i.e. bar-coding equipment

• Clean Criminal History and ability to pass comprehensive background check and drug screen

Essential Skills:

Ability to apply common sense understanding to carry out written or oral instructions

Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manual

Environment:

While performing the duties of this job, the employee is regularly required to stand; walk; use hands to finger, handle, or feel; reach with hands and arms; stoop, kneel, crouch, or crawl and talk or hear. The employee is occasionally required to sit and climb or balance and must regularly lift and /or move up to 50 pounds. The employee is occasionally exposed to moving mechanical parts and can be exposed to extreme heat and extreme cold including climates consistent with outside weather condition

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CORE VALUE COMPETENCIES

Being the Best

1. Understands the whole business and how your decisions and/or actions impact it. 2. Aware of how others strategies and tactics work in the marketplace. 3. Has the functional and technical knowledge and skills to do the job at a high level. 4. Action oriented and full of energy for the things he/she sees as challenging; not fearful of taking action

Customer Focus

1. Meets or exceeds internal and external requirements and expectations. 2. Gets first-hand information and uses it for improvements. 3. Acts with customer's best interest in mind. 4. Makes decisions in a timely manner, sometimes under tight deadlines and pressure 5. Steps up to conflicts, sees them as opportunities. 6. Hammers out tough agreements and settles disputes equitably; can find common ground

Financial Stability

1. Meets or exceeds company margin and growth goals. 2. Keeps costs within budget 3. Contributes to new business development 4. Promotes employee safety and health. 5. Maximizes return on and safe guard’s company assets. 6. Adheres to internal financial controls.

Integrity

1. Is direct and presents the truth in an appropriate, helpful manner. 2. Adheres to core values and beliefs during good and bad times. 3. Doesn't misrepresent his or herself for personal gain. 4. Practices what he/she preaches. 5. Holds oneself and others to the highest levels of integrity. 6. Accountable...accepts responsibility for results.

Making a Difference

1. Creates strong morale and spirit in his/her team; shares wins and successes. 2. Holds others accountable and responsible for their work. 3. Communicates a compelling and inspired vision or sense of core purpose. 4. Creates mileposts and symbols to rally support behind the vision. 5. Inspires and motivate entire units or organizations. 6. Seeks to utilize/share capabilities outside the four walls into the community thru outreach.

Servant Leadership

1. Spends extra effort to put others at ease. 2. Builds rapport by promoting two-way dialogue. 3. Practices attentive and active listening. 4. Leads by example..."Living the Values" 5. Bring out the best in people. 6. Demonstrates and teaches humility.

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Personal Appearance and Attire (Dress Code):

While it is the intent of Legacy that all team members dress for their own comfort during work hours, the professional image of our organization is maintained, in part, by the image that our team members present to customers, vendors, and other visitors.

Dress, grooming, and personal hygiene standards contribute to the morale of all team members and affect the business image Legacy presents to customers and visitors.

During business hours, team members are expected to present a clean and neat appearance and to dress according to the requirements of their positions. All team members should practice good judgment and common sense rules of neatness, good taste, and comfort. Team members should not wear clothes that are provocative or offensive to co-workers or others. Clothing should be free of sexually related references, foul language, or suggest or promote the use of illegal drugs or other actions deemed inappropriate. For all team members, professional appearance also means that the organization expects you to maintain good hygiene and grooming while working. Legacy management reserves the right to determine appropriate dress at all times and in all circumstances. Team members who appear for work in a condition of inappropriate dress, appearance, grooming, or personal hygiene will be sent home and directed to return to work in proper attire and appearance. Under such circumstances, team members will not be compensated for the time away from work and it will be considered an absence towards attendance control.

Clothing, including footwear, must not constitute a safety hazard for team members working in warehouse or operational areas.

Consult with your supervisor or HR representative if you have questions as to what constitutes appropriate attire.

Use of personal cell phones:

Use of your personal cell phone is only allowed during non-work time. When you are clocked in, your cell phone must be turned off and stored outside of your work area.

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Primary Facility Rules:

Random drug tests and other processes:

LEGACY performs random drug screens every month. If your name is chosen, your supervisor or HR will notify you. You will have 2 hours to report to the clinic used by your facility for your drug screen.

Other testing may include:

1) Pre-Employment drug test as a term of hire

2) Post-Accident drug testing in the case of an on the job accident

3) Reasonable Suspicion of drug or alcohol use during work will result in either a breathalyzer test or urine testing.

Company Lockers:

LEGACY SCS will provide for each team member a locker to store personal items. Locker inspections may be conducted randomly and without notice.

In order to support the continued safety and security of LEGACY, its property, and its team members, personal locks are not permitted for company lockers. Company issued locks will be provided for all company lockers.

Personal Belongings:

Personal belongings brought onto LEGACY premises are the team member’s responsibility. While the company does all it can to protect team member’s property, it cannot be held responsible for the loss or theft of personal belongings. If team members find property missing or damaged, they should report it to their supervisor immediately.

Security Inspections

LEGACY wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms, explosives, or other improper materials. To this end, LEGACY prohibits the possession, transfer, sale, or use of such materials on its premises.

Access to LEGACY premises is conditioned upon its right to inspect or search the person, vehicle, or personal effects of any team member or visitor. This may include any team member’s office, desk, file cabinet, closet, locker, purses, briefcases, baggage, toolboxes, lunch boxes/bags, clothing, vehicles on company property, or similar place or item in which improper materials may be hidden. Because even a routine inspection or search might result in the viewing of a team member’s personal possessions, team members are encouraged not to bring any item of personal property to the workplace that they do not want revealed to the company.

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Desks, lockers, locks and other storage devices may be provided for the convenience of team members but remain the sole property of LEGACY.

Any prohibited materials (or potentially prohibited materials) that are found in a team member’s possession during an inspection or search will be collected by management and placed in a sealed container or envelope. The team member’s name, date, circumstances under which the materials were collected, and by whom they were collected will be recorded and attached to the container or written upon the envelope. If after further investigation, the collected materials prove not to be prohibited, they will be returned to the team member, and the team member will sign a receipt for the contents. If the prohibited materials prove to be illegal and/or dangerous, they will not be returned to the team member but will be turned over to the appropriate law enforcement agency.

From time to time, and with or without prior notice, inspections or searches by any authorized LEGACY agent or representative may be made of anyone entering, leaving, or on the premises or property of the company (including alcohol and/or drug screens or other testing) including searches of any packages or other belongings. Refusal to cooperate in such an inspection or search (including alcohol and/or drug screens) is grounds for termination. LEGACY reserves the right to conduct searches on its property or authorize searches by Law Enforcement on its property without the team member being present.

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General Work and Safety Rules

Each location should develop general work and safety rules that apply to all personnel. It is important to communicate the consequences of failing to adhere to these rules. It is also important to enforce the implementation of these rules fairly and consistently.

Examples of General Facility Work and Safety Rules have been provided for consideration. These rules should be periodically communicated to all team members as well as to new team members during orientation. The Safety Committee should also review and revise the rules periodically as needed. Involving team members through a Safety Committee provides an avenue for team member involvement in the safety program development.

Department Rules In addition to the General Facility Work and Safety Rules, it is also recommended that you operate within the rules/standards developed by your department as they relate to specific tasks, equipment and procedures. Understanding these rules allows you to be a vital resource to your department and the Safety Committee in identifying potential unsafe working practices or recommending workplace improvements.

Department work and safety rules should also be reviewed with new team members at orientation and periodically reviewed and revised with input from all team members.

In order for LEGACY SCS team members to have a complete knowledge of what is expected of them during their employment and the basic rules of conduct that must be followed, the following guidelines have been implemented. The company must ensure a safe work environment and to assure safe work practices, each team member, as a condition of employment, must observe all facility and safety rules. It is the responsibility of each team member to be aware of hazards, notify a supervisor of any unsafe condition and to follow all facility and safety rules as well as those rules that apply to individual jobs.

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General Work and Safety

In order for Legacy team members to have a complete knowledge of what is expected of them during their employment and the basic rules of conduct that must be followed, the following rules have been implemented. The company must ensure a safe work environment and to assure safe work practices, each team member, as a condition of employment, must observe all facility work and safety rules. It is the responsibility of each team member to be aware of hazards, notify a supervisor of any unsafe condition and to follow all facility work and safety rules as well as those rules that apply to individual jobs.

Group A: The following rule violations will result in progressive corrective action procedures, including written verbal notifications, written warnings, final warning, decision making leave and/or termination.

• Not reporting at the assigned work station, ready to begin work at the start of a shift or at the end of breaks.

• Punching time cards “in” earlier than seven (7) minutes prior to the start of the shift or “out” seven (7) minutes after the end of the shift unless authorized.

• Entering the facility during non-working hours without the permission of a supervisor or another management official.

• Only “covered drinks” are allowed in work areas. They must be cups with securely fastened lids. Fast food drink cups with plastic lids are not allowed. No food is allowed in the warehouse or operations areas during work hours.

• No purses, backpacks, or personal storage cases are allowed in warehouse floor areas except as authorized (e.g., company laptop cases). These items need to be kept in the lockers or locked in your vehicle.

• Removing or altering posted notices.

• Driving or parking in unauthorized areas on company property.

• Failure to report unsafe conditions to the supervisor.

• Distribution or posting of any written or printed materials without management permission during working hours or when it interferes with business or production.

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General Work Rules

• As permitted by federal or state laws being subject to one or more garnishments or wage attachments which are sent to the company for processing.

• Creating or contributing to unsanitary conditions in washrooms, water fountains, work areas, break rooms, or other company property.

• Failure to maintain performance standards (e.g., production, quality, etc.).

• Using without permission on company time, without authorization, and/or abusing telephones, mail system, internet/intranet, other information technology, or other employer-owned equipment.

• Items such as computers, tablets, phones, internet, electronic mail, and voice mail are provided for business purposes and personal use should be kept to a minimum and may not be used for “hacking,” on-line gambling, sale or distribution of controlled substances or to create, send, receive or store any offensive, harassing or discriminatory material prohibited under Legacy’s Anti-Harassment, Code of Conduct, Equal Employment Opportunity, and Workplace Civility policies.

• Disabling or compromising the security software on Legacy’s computers or using same for political, personal, religious or charitable causes or other ventures outside the scope of the user’s employment is prohibited.

• Failing to adhere to proper dress code as published by the company.

• Discourteous or unprofessional conduct or language.

• Failure to adhere to the Non-Solicitation Policy including soliciting of any kind during working time and in work areas except for a company approved or sponsored event/program.

Group B: One instance of the following rule violations may result in a final warning, decision making leave and/or termination.

• Leaving work area during scheduled work hours without a supervisor’s permission.

• Failure to punch time/attendance clock when leaving company premises when not on authorized company business.

• Insubordination, argumentative behavior, bullying, fighting, horseplay or disorderly conduct, including refusal or failure to perform assigned work.

• Engaging in any form of harassment or retaliation.

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• Repeated or serious failure to meet behavioral standards. These include expectations of service, teamwork, respect, and maintaining appropriate communications with fellow team members, customers, etc.

• Egregious failure to meet performance expectation(s) and/or failure to comply with performance improvement measures.

• Use, possession, manufacture, distribution, dispensation, or sale of illegal drugs, drug paraphernalia, unauthorized controlled substances, and/or alcoholic beverages on company premises including being under the influence of illegal drugs and/or alcoholic beverages on company premises.

• Possession of dangerous weapons on company property.

• Theft or fraud.

• Clocking in or out on another team member’s time card, falsification of information on a time card or a company record, or permitting or encouraging another team member to clock your time card in or out.

• Sleeping on the job.

• Conviction or violation of a law having an adverse effect on the employment relationship or being convicted of a felony after becoming a team member of the company.

• Bookmaking, gambling, or immorality on company property.

• Destruction or defacing of company property or the property of another team member or any other acts of sabotage.

• Injuring or endangering others through careless or reckless acts.

• Refusing to submit to physical examinations or any other tests as required by the company.

• Refusal to submit to, or cooperate with, an inspection or search of a person, vehicle, or personal effects.

• Using company equipment without authorization.

• Damaging equipment or materials by carelessness or not following instructions.

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The following rules will be enforced for the common interest of both the team member and the company.

Group A:

The following rule violations will result in progressive corrective action procedures, including written verbal notification, written warning, final warning, decision making leave and/or termination.

• Team member ownership of reporting unsafe conditions - Failure to report unsafe conditions to management.

• Cell phones/Communication Devices/Equipment – No unauthorized use of cell phones or Wireless Communication Devices/Equipment (WCDs) during working time in working areas. No use of ear buds, headphones, or other listening devices allowed on warehouse floor.

• Housekeeping – Each team member is required to keep his or her work area clean at all times.

• Proper Clothing – We expect all team members to maintain a professional, neat, and clean appearance.

➢ Under no circumstances may team members wear halter tops, strapless tops, spaghetti straps, tank tops, cropped tops, sleeveless shirts, tee shirts with offensive wording on them, clothing that shows undergarments (sheer), spandex or other form fitting pants, work-out attire, torn clothing, or clothing with holes in it.

➢ All clothing must be clean, neat (no significant defects or tears), and worn and fit in such a manner that it does not impact safety or become distracting, offensive, revealing, or expose the abdomen, chest, or buttocks areas (i.e., no baggy clothes, low-rise pants, or pants worn below normal hip level).

➢ Pants, including denims and jeans, must be of standard length.

➢ No dresses, skirts, skorts, or shorts are permitted except as authorized and of appropriate length.

➢ Long hair (beyond shoulder length) should be tied back when necessary to ensure team members' personal safety while operating rotating equipment or machinery.

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General Safety Rules

➢ Loose clothing or dangling jewelry that poses a safety hazard to team members is also prohibited.

➢ Hooded clothing is not allowed to be worn pulled up in the warehouse.

➢ The wearing of towels, scarves, or handkerchiefs around your neck or that hang out of your pockets is also prohibited to prevent the chances of being pulled into machinery.

➢ Hats, ball caps, or other headwear should not be worn if they interfere with PPE, restrict vision, or create a safety hazard.

➢ Shirt sleeves must be at least four inches long. Sleeves may be rolled up if they meet the length standard and do not increase the chances of being pulled into machinery.

➢ In certain areas, specific clothing or footwear is required due to safety issues and quality concerns.

➢ In general, proper clothing in good condition should protect you from cuts, burns, and exposure to chemicals.

➢ Torn clothing and “untucked” shirttails should be avoided where necessary to prevent vulnerability to hazards (i.e., increased risk of being caught in rotating equipment or machinery).

• Protective Type Shoes - Canvas top shoes, open toe sandals, open heel slides, and high heels are considered inappropriate and inadequate. A substantial shoe, providing full foot coverage and reasonable height heels should be worn. A shoe with a heavy duty sole and leather upper is preferred.

• Sunglasses – Must be removed when entering the facility.

• Safety Signs – Signs and tags are placed to protect personnel and equipment. Team members are required to follow these signs so their actions will not result in personal injury or equipment damage.

• Work Habits – Before starting a job, make sure you know how to perform that job safely. When in doubt, ask your supervisor. Never take short cuts, such as crawling under equipment or using any object other than a prescribed platform or ladder to stand on. Check all tools and equipment before use. Report unsafe equipment, conditions, or practices to your supervisor immediately.

• Lifting – All team members must follow proper lifting methods as instructed. Bend at the knees with a straight back and a tight stomach. Grip the load firmly at opposite corners. Tighten your stomach muscles and keep your

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back straight. Lift smoothly with your legs, while holding the load close to the center of your body. Never try to lift a two-person load alone.

• Do not pile or place tools or materials so they can fall over and cause injury. Leave nothing projecting from a pile for someone to strike against.

• Ladders – Use care in placing ladders. Never use a ladder with a broken rail or rung. Never place a ladder in front of a door opening. Always face the ladder when going up or down. Do not leave tools on the stepladder. Ladders should be securely lashed at the top and blocked up at the bottom where there is a possibility of slipping out of place. Never use a pail or any other object in place of a stepladder.

• Moving vehicles – Be alert to moving vehicles. Pedestrian has the right-of-way in the facility. Always keep clear of Powered Industrial Truck (PIT) when it starts to move. Passengers on a forklift and reach truck will not be permitted. For training purposes only, a passenger is allowed on a cherry picker provided both passengers are wearing a safety harness.

• Pre-Trip/Post – Trip Inspections - Team members are required to perform pre-trip and post-trip inspections of their PIT at the start and immediately following their shift.

Group B:

One instance of the following rule violations may result in a final warning, decision making leave and/or termination.

• Team members involved in injuries or accidents - All injuries and accidents must be immediately reported to a member of the management team. The office will handle injuries that require a doctor’s care with a team member’s choice from the posted panel of physicians. Failure to follow this procedure will be considered a violation of safety rules and will be reviewed when determining the extent of the safety violation for purposes of corrective action. In cases of a PIT accident, stop progress and report immediately without moving the equipment.

• Use of Safety Devices and Guards - Safety devices and guards are for personal protection, Equipment must not be operated if these guards are removed or inoperative. No team member shall remove or render these devices inoperable.

• Authorized Use of Equipment - Team members are not permitted to operate any machine or apparatus unless you are familiar with its operation and have been instructed or authorized to do so by your supervisor. Equipment such as forklift trucks, cherry pickers, and turrets requires special

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training to operate. Never attempt to operate any machinery without proper training.

• Smoking and Tobacco Use– Smoking and tobacco use is only allowed in plainly marked areas. No smoking or tobacco use inside facility. This includes smokeless tobacco, lighters, and electronic cigarettes.

• Horseplay - Horseplay is prohibited. There is no place for horseplay in the workplace. Horseplay includes running, tripping others intentionally, throwing things, jumping machinery or barriers, and any other act which may startle or distract another team member including the playing of practical jokes.

• Personal Protective Equipment - Team members must follow all PPE procedures within job duties, which include tethers, harnesses, and shoes, face, and eye protection.

• Walking/Standing on working surfaces – Never walk or stand on rollers or belts.

Access to view all LEGACY Human Resource Policies can be found at the following URL: http://connect.legacyscs.com under My Company/HR Policies.

Business Ethics Hotline (888) 578-7902

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Staying

I acknowledge that I received a copy of Legacy’s New Hire Welcome Packet on this date.

I understand that the information contained in this packet has been prepared as an aid and a guideline to give you a summary of the benefits and human resources policies and programs at Legacy. It contains important information about Legacy and what Legacy expects of you.

If, in this packet, we have inadvertently said or implied anything that is different from the actual provisions of any benefit plan documents, the actual provisions of the benefit plan will govern.

I understand that I should consult the Human Resources Department regarding any questions not answered in the packet. Should you have any questions concerning Legacy policies, practices, or procedures, you should first talk to your Supervisor or area Human Resources representative. Also, HR policies are available on Legacy Connect.

I have entered into my employment relationship with Legacy voluntarily and acknowledge that there is no specified length of employment. Accordingly, either I, or Legacy 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, rules, procedures, and benefits described here are necessarily subject to change, I acknowledge that revisions may occur, except to Legacy’s policy of employment-at-will. I also realize that this information and Legacy’s policies and benefits are subject to modification, termination or amendment at any time, with or without notice, in Legacy’s sole discretion.

Furthermore, I acknowledge that this packet is neither a contract of employment nor a legal document. I have received the packet, and I understand that it is my responsibility to read and comply with the policies, practices, rules, and procedures contained herein (including all HR policies) and any revisions made to them.

Team Member (Signature): __________________________

Team Member Name (Print): _________________________

Today’s Date: ______________

US Employees Only

Team Member