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RESPONSE - RFP - P843 TEMPORARY PERSONNEL SERVICES
Statement of In ten t At Express Personnel Services we are committed to providing you with the highest quality strategic staffing services available today. It is our mission to assist you in building an effective and high-performance organization, NOT just by providing you workers on a short-term basis, but by joining your bottom -line human resource efforts and assisting you with strategic staffing solutions. We have the resources to service your organization with short- or long-term temporary help, productivity focused flexible or facility staffing, full-time recruiting and placement of core or contract employees, and executive - and management -level professionals. ►I • F &VA COMMITTED TO EXCELLENCE June 11, 2002 RE: Express Personnel Services To Whom It Islay Concern: BOARD OF COUNTY COMMISSIONERS Post Office Box 1190 Fort Collins, Colorado 80522-1190 (970) 498-7010 Fax (970) 498-7006 Our experience with Express Personnel has been excellent. Last fall I contacted them with a need for a temporary secretary to cover the duties of someone who would be on maternity leave. Even though my request to them was made several months in advance, they kept in touch with me on filling the position and found an excellent candidate. This was important since the temporary employee would be with us for eleven weeks. I was also impressed with their thoroughness in gaining the information they needed to match the right person with the job and our department. The match they made was a good one. They also made sure I understood the difference between a pay rate and a bill rate. I have not always experienced that with other agencies. Their staff is always friendly and helpful. I plan to continue to call them for our staffing needs. Sincerely, Donna Hart Commissioner's Administrative Manager (970) 498-7012 dhart(cu.larimenorg i � PRINTED ON RECYCLED PAPER 24 Volt Illness/Injury Procedures The injury procedures are established to ensure expedient and effective care is offered to Volt employees who may have been injured, These steps must be followed for the well being of the employee as well as to ensure notification of appropriate personnel. Day Shift Non -technical employees: If you are sick or injured, call or page the Volt Site Manager immediately (refer to page 3). If the Volt Site Manager is unavailable, call the Volt Clerical/Light Industrial Site office (refer to page 3). Technical employees: If you are sick or injured, call the Volt Technical On -Site Office (refer to page 3.) • A first aid kit is available at each Volt Site Office for minor cuts, etc. • Use the AGILENT TECHNOLOGIES nurses only in "life or limb" emergencies. If physically able, see your appropriate Volt contact immediately. In case of emergency, call extension 2911. • Be sure to contact your Volt Site Manager or Volt On -Site Office as well as your AGILENT TECHNOLOGIES supervisor if you are going to be late or sick, • If it is deemed necessary, the employee will be sent to Emergicare, • The employee will need to immediately aid in filling out the necessary forms with the Site Manager. Night Shift If a Volt employee is injured while working during any time other than day shift, the employee should be sent to Emergicare at the discretion of a supervisor. Leave a voice mail with the Volt On -Site office (refer to page 3). © 2002 Volt Services Group 25 Ergonomics: The Key to Comfort and Safety Ergonomics is the science of arranging and adjusting your work environment to fit you and your body. These five easy steps to good ergonomics can help you assess your workstation and make simple adjustments that can improve your comfort and safety on the job. There are several factors that can increase your risk of ergonomic injuries: • Repetitive motion • Excessive force • Awkward posture • Muscle tension • Direct pressure on nerves or soft tissue To alleviate your risk, follow the steps below: Adjust your chair Because you spend most of your day sifting, your chair affects your comfort more than anything else in your work environment. Reorganize your work area A well -organized and properly adjusted workstation can improve your efficiency and help prevent muscle strain. Check the lighting Adjusting your lighting to reduce glare may help you avoid headaches and eyestrain. Make lifestyle changes Simple lifestyle changes, such as regular exercise and enough sleep, will go a long way toward helping you feel better and work more comfortably. Put your ergonomic awareness to work Once you know how to make your own work area comfortable and safe, see if you can help someone else improve his or her ergonomic comfort and safety. © 2002 Volt Services Group P Ergonomic Injury Prevention The best treatment for ergonomic injuries is prevention. Prevent problems before they even start. Take the time to go through the following steps. Analyze Analyze the risks you may be exposed to. Minimize Minimize those risks by finding ways to reduce repetitive motion and excessive force. Neutralize Neutralize awkward postures that may cause strain and tension. Place your body in a neutral, relaxed position. In a neutral position your shoulders and back are relaxed, your neck is straight and your arms and elbows are close to your body. © 2002 Volt Services Group 27 Ergonomic Principles for the Seated Worker Maintaining a good posture significantly reduces demands on the body. Employees can use the following guidelines to facilitate working in comfort. For more information, contact EHS or Health Services, Adjusting Your Chair and Workstation • Adjust lumbar support by moving the backrest up or down. • Adjust the tilt of the backrest and/or seat to keep your body straight or reclined slightly forward. • Adjust the seat height for adequate leg clearance under the workstation and keep the keyboard at approximately elbow level. • Rest feet firmly on the floor. A footrest can be used to help support and lift legs. • Adjust your monitor so that your nose is even with the middle of the screen. Adjusting Your Body Posture • Keep your body straight with ears, shoulder and hips in alignment. • Do not incline your head forward more than 150. • Keep elbows close to your body. • Place items used most often within 16 inches of your body. • Keep wrists in a neutral position; flexed no more than 150 in either direction. A keyboard tray and palm support can be used to help support the wrists in a neutral position. • Keep fingers in a relaxed position when working. The next five pages contain an ergonomics checklist that can help you evaluate your workspace for a safe, ergonomically sound workstation. Definitions Awkward Positions: Postures with wrists bent or arms outside safe work zone (i.e., involving twisting, stretching, or exertion.) Recovery Time: Change of demand on muscles by type and size of activity (i.e., changing from small intensive notions, to large varied activity, to rest). Safe Work Zone: With elbows at 90° and stationary at waist, area covered by hands horizontally to the sides and vertically from shoulders to hips. © 2002 Volt Services Group F Ergonomic Checklist Self Evaluation of Work Station Task Design Yes No Are awkward positions* or reaching outside your safe work zone* avoided? ID El Is static muscular work (prolonged muscle contraction) avoided? El El Are prolonged repetitive motions avoided? 0 El Does the task avoid a variety of different working distances affecting frequent eye focusing? 0 Q Are clamps or supports for the workplace available to avoid static postures? El Cl Are parts or tools supplied in a correct pre -adjusted manner? Cl El Are parts and tools within your safe work zone* for distance and height? LI El Can task design accommodate both right and left handed employees? 0 El Is it possible to complete work with: • Arms and elbows in the neutral position (hanging loosely and close to the body?) El El • Wrists in a straight position? 0 El • Neck straight or less than a 15-degree forward tilt? 0 El • A relaxed, correct posture? El El • No excessive leaning over? El El • No excessive standing? El El • No twisting of the back? El 0 • No repetitive hands, arm, or shoulder movements in poor position? El El • No "clothes -wringing" motions of the wrist? EE El © 2002 Volt Services Group P Work Area Does the work space adjust for a comfortable fit: Surface Height • Shoulders able to be relaxed and not elevated? • Elbows approximately 90 degrees to upper arm? • Wrist not bending repetitively nor maintaining bend? • Work at level allowing relaxed without chronic forward bend? • Thighs clear underside of work surface? Chair Adjustment • Is the chair comfortable? • Is seat height adjustable? • Is a chair height adjustable and fit lower back curve? • Does chair allow for close fit to work surface? • The front end of seat pan does not touch back of lower leg at knee but allows for several inches of clearance? • Upper arms kept close to body? Feet Placement • Are you able to sit with knees bent approximately 90 degrees? • Are feet flat on floor or footrest with back against chair backrest? • Are knees approximately level with hips? Workstation Arrangements • Vertical document holder available for prolonged terminal inputting? • Telephone headsets available for prolonged telephone use? • Are wrist, arm, feet and backrests provided where needed to support static work postures? • Work surface edges rounded or padded? • Are awkward positions or reaching outside your safe work zone avoided? Vision • Whei using a visual display terminal, viewing distance approximately 18-24" with nose in middle of view screens? • Use of bifocals or trifocals does not cause frequent head position changes to accommodate viewing of work? • Is lighting and visibility adequate? • Is direct and/or reflected glare minimized? © 2002 Volt Services Group Yes No o El El El EJ El El I] El n El 0 t] Cl 0 n n 0 E1 0 El El 0 30 Manual Materials Handling Are lifting tasks limited to: Yes No • Less than 10 feet carrying distance? El El • Weight less than 30 pounds? El El • (Horizontal) distance between the object and the body less than 12 inches? El 0 • Lifts within the knuckle -to -shoulder zone? El El • Loads that are not awkward to handle? Ef El • Objects with handholds for manual lifting? Cl El • Minimal pushing, pulling, and carrying without twisting? I] El Controls and Displays Yes No • Is the most frequently used test equipment grouped together in one area with central position CI Cl in the visual field? • Are controls within easy operating reach? Cl E] • Is the initiating force required to operate the controls low enough for easy operation? Cl E[ • Can the operation continue without maintaining force? El EI Hand Tool: (production and office) Are hand tools: Yes No • Operable with a straight -wrist position with elbows close to body? El EI • Powered where feasible? El El • Well-balanced and easy to hold? El El • Counter -balanced if weight is excessive? El Cl • Equipped with handles shaped to contact as much of the hand than fingers as possible? El EE • Equipped with a grip span between thumb and forefinger less than 4 inches? El El • Designed to eliminate sharp edges or ridges, which cause discomfort in hands? Ei Cl • Designed to eliminate pinch points? Lx] El • Designed to keep vibration to a minimum? Cl Cl • Padded and comfortable to use? l] [Q • Designed to avoid pressure in risk area of palm? Cl El • Are blades sharp and in good repair? n n © 2002 Volt Services Group 31 Protecting the Environment Volt and AGILENT TECHNOLOGIES place a strong emphasis on protecting the environment, It calls for; • Conducting all operations in such a manner that protects the environment. • Minimizing energy and materials consumption, • Actively promoting recycling materials, including hazardous waste, whenever possible. • Minimizing the generation of hazardous chemical discharges and non -hazardous waste from AGILENT TECHNOLOGIES facilities. • Properly dispose of hazardous waste. Reduce, Reuse, Recycle One way to protect the environment is to use resources carefully. Examples include ordering supplies in smaller quantities and replacing existing materials with less wasteful alternatives, Reuse materials whenever possible. Used furniture and office supplies may be valuable to others on site. Materials we do not reuse are often welcome donations at schools or charitable organizations. Materials, which can be recycled, should not be put in the trash. AGILENT TECHNOLOGIES has an excellent recycling program for white and mixed paper, aluminum cans, glass, cardboard, toner cartridges, polystyrene foam and scrap metal. New programs are evaluated on an ongoing basis. We can also help support recycling efforts by buying recycled and recyclable products. Eating, Drinking and Smoking • AGILENT TECHNOLOGIES is a non-smoking facility. Smoking is not permitted in any of the buildings. Smoking is allowed only outside, 25 feet away from the entrance(s). • Eating and drinking are not permitted in any of the production areas. Washing your hands is highly encouraged before leaving a production area, and prior to eating, drinking or smoking. © 2002 Volt Services Group 32 The OSHA Hazard Communication Standard Often referred to as "Right -to -Know," the OSHA Hazard Communication Standard was created to inform employees about chemical hazards in the workplace and the measures they can take to protect themselves from those hazards. Goals of the OSHA Hazard Communication Standard • To reduce illness and injury caused by chemical hazards in the workplace. It is designed to reduce both the number of incidents and the severity of those that do occur. • To identify the hazards of industrial chemicals. • To communicate information to employees. • To ensure that all employees throughout the country have the same level of protection, regardless of varying state laws. Right -to -Know and Other OSHA Legislation Ensures Your Right to See Various Documents • Material Safety Data Sheets (fact sheets on specific chemicals and their properties) • Your medical records • Chemical exposure monitoring results You are also protected against any possible discrimination on the part of your employer as a result of your request to see these records. The Hazard Communication Program Consists of Five Basic Areas • Written hazard communication program. • Workplace lists (inventories) • Material Safety Data Sheets (MSDS) • Container labels • Information and training © 2002 Volt Services Group 33 Material Safety Data Sheets What is a Material Safety Data Sheet? A Material Safety Data Sheet (MSDS) is a document provided by the chemical manufacturer with information on the ingredients in the material, the physical and health hazards it presents, how to respond to an emergency involving the material, and personal protective equipment recommended to reduce or eliminate exposure. How are Material Safety Data Sheets Used? Material Safety Data Sheets are used for the following: • To develop policies and procedures for handling hazardous materials • As a source of information for educating employees • To provide a quick reference guide for handling hazardous materials emergencies Access to Material Safety Data Sheets The OSHA Standard requires that Material Safety Data Sheets be readily accessible during each work shift to employees when they are in their work area(s). Employees may access Material Safety Data Sheets with AGILENT TECHNOLOGIES part numbers through the on-line CHEMVIEW system. Non-AGILENT TECHNOLOGIES part numbers can be accessed in the departments green inventory book. Master copies of MSDS are located in -Environmental Health and Safety. Interpreting the Material Safety Data Sheet For assistance with interpreting Material Safety Data Sheets, employees may contact your supervisor and use the following MSDS guide when seeking more information. CHEMVIEW CHEMVIEW is the on-line Material Safety Data Sheet DataBase System, which has been specifically set up for AGILENT TECHNOLOGIES using AGILENT TECHNOLOGIES part numbers. This system is located in PC-COE under Program Manager/Site Applications, © 2002 Volt Services Group Creating A Healthier Community June 18, 2002 To Whom It May Concern: I am pleased to recommend Express Personnel Services as a professional and reliable source of temporary assistance. The Poudre Health Services District has utilized Express since 1995 as a sole source of staffing for temporary support. Jean Fangman and her staff are responsive to our staffing needs and place highly qualified and experienced personnel with us. Often times we require bilingual personnel to fill positions within our organization. These people are not always easy to find. Express makes a special effort to accommodate these needs and have placed exceptional people with us. In fact, we now have several of their placements as members of our permanent staff. They take pride in their customer service and always follow-up to keep us informed as to their progress. I also appreciate their telephone calls after a placement has been made to make sure that we have personnel that are meeting our needs. I would not hesitate to recommend them very highly. Please call me if you would like further information about Jean Fangman and her staff at Express Personnel Services. I can be reached at 970-224-5209 ext. 211. Since ely, Judith J. Robison -Bullard Human Resources POUDRE HEALTH SERVICES DISTRICT Adult Dental Clinic: Children's Dental Clinic Childhood Immunization Outreach Health Bridge Health Van and Medical Services Mental Health Connections Prescription Assistance Community Protects 120 Bristlecone Drive Fort Collins, Colorado 80524 970.224.5209 Fax 970.221.7165 www.healthdistrict.org 34 Material Safety Data Sheets These sheets provide a detailed picture of the chemicals in your work area. The chemical manufacturer sends an MSDS with the initial shipment of each hazardous substance. You will receive ongoing training to help you understand the data sheet and the terminology involved. The following explanation of each section of the MSDS will help you to become familiar with its contents. Material Safety Data Sheet Section I — Product name and general information Provides: • Manufacture's name and address • Emergency telephone number • Chemical name • Trade name and/or other synonyms associated with this chemical • Chemical formula • Chemical family Section II — Hazardous Ingredients Describes: • Hazardous components in percent by weight • Threshold limit values (TLV) of each hazardous component Toxicity (LD-lethal dose or LC -lethal toxicity, in 50' Section III — Physical Data Describes: • Physical characteristics of that particular chemical, such as boiling point, vapor pressure & density, solubility in water, melting point, etc. • The appearance and odor of the chemical under normal and pressure conditions. Section IV — Fire and Explosion Hazards Explains: • Flash point, auto ignition temperature and explosive range Special fire fighting information The proper fire extinguishing media Section V — Health Hazard Data Provides: • Summary of possible health hazards associated with this chemical • Regulated limits of exposure (TLV "threshold limit value"/PEL "permissible exposure limit") • Ways in which the chemical may enter the body • Effects of overexposure • Emergency and first aid procedures Section VI — Reactivity Data Describes: • Stability of chemical • Conditions to avoid, such as: temperature extremes, materials and ignition sources • Incompatible materials to avoid • Hazardous materials that are produced from a reaction Section VII — Spill or Leak Procedures Identifies: • Precautions and procedures to follow if a material is spilled or leaked Methods for disposing of the material Section VIII— Special Protection Information Lists: • The necessary personal protective equipment to use while working with chemicals (gloves, glasses, respirator, apron, face shield, etc.) • The type of ventilation required Section IX— Special Precaution:, and/or Other Comments Describes: • Precautions and procedures for handling and storing chemicals Covers: • Any procedures and/or information that was not covered previously © 2002 Volt Services Group 35 Hazardous Material Information and Training Generic Information for all Employees All employees, whether they work directly with chemicals or not should receive certain information. • Employee rights to information and non-discrimination • Explanation and availability of the written hazard communication plan • Explanation of Material Safety Data Sheets • Procedures to follow in the event of an emergency Department Specific Information In departments where chemicals are used, the supervisor has the primary responsibility for providing specific information on chemical safety. That information includes: • Location of operations using hazardous products • Material Safety Data Sheets for chemicals used in the area • Details of the in-house labeling system • Methods used to detect the presence or release of a hazardous substance • Specific hazards and protective measures for the work area • Your AGILENT TECHNOLOGIES supervisor will cover these areas when reviewing the Health and Safety checklist © 2002 Volt Services Group 36 Waste Management Satellite accumulation areas are a reserved spot where waste chemicals are placed for disposal. This is the only place for that type of waste. Waste should not be allowed to accumulate to quantities greater than allowable limits —it should be shipped frequently. Make sure that the container that will be used is compatible with the chemical waste you are disposing of. All waste containers must be labeled. The container that you place waste in must be in good condition. Do not use containers that are dented, rusted or otherwise damaged. Should you become aware of any discrepancies, please report them to your supervisor immediately. Hazardous Waste Identification Most of the chemicals purchased for use in your department will arrive in containers that are clearly labeled. Check that container. Chemicals that are ignitable, corrosive, reactive or toxic must be disposed of as hazardous waste. Another way to determine if the chemical is hazardous is to look in your department's Material Safety Data Sheet book. This is the best way to obtain information about the chemicals that are in your department. This is also a very good reason to keep the MSDS book updated. Remember: Never pour a hazardous chemical down the drain or throw it in the trash- ispose of it properly. When in doubt contact your supervisor or EHS (Environmental Health and Safety). Hazardous Waste Disposal Waste Minimization Waste minimization is everyone's goal for environmental protection today. Cost savings are maximized and reducing the waste generated at the process source minimizes the environmental impact. Effective waste management will substitute the use of a hazardous chemical for one less hazardous, or if possible, eliminate it all together. Recycle whenever possible. There is ample opportunity afforded in all areas to develop the most effective recycling practices. Procedures for Handling Chemical Spills: If a chemical spill or leak occurs, the first and primary concern is the safety of the people in the area. If the chemical is flammable and/or toxic, everyone should move far enough away so that the odor or chemical irritation is no longer detected. The Chemical Emergency Response Team (CERT) or SRT should then be notified by dialing x2911. Another factor to consider is the quantity of the spill. If the volume spilled is a pint or more, the CERT/SRT team should be notified immediately. © 2002 Volt Services Group 37 If a Significant Chemical Spill Occurs; 1. Evacuate the area to a minimum of 50 feet or more. 2. Dial 2911. Be prepared to give the operator as much specific information as possible about the chemical(s) involved, including the location, quantities, and injuries. 3. The operator will notify the Chemical Emergency Response Coordinator. The CERT/SRT will either go to the incident scent: and assess the problem or immediately activate the entire team. (If the spill occurs after normal work hours, the Security Guard will answer, and the Guard Captain will be dispatched to the area.) 4. Secure the area and keep people out of the area until help arrives. 5. If the CERT team is called to the scene, they will have the responsibility of identifying, containing, controlling and removing the hazard. 6. DO NOT attempt to clean up a chemical spill unless instructed to do so! If the Chemical Spill is Very Small or the Chemical is not Hazardous: You may clean t') the spill yourself. Consult the Material Safety Data Sheet book to determine if the chemical is hazardous. Waste Treatment personnel can be contacted for assistance with small spills which do not require activation of the CERT/SRT teams. Materials used to clean up small spills such as the Sorb -All, Kimwipes, etc., must be put in a plastic bag and sent to waste treatment for proper disposal. Proper personal protective equipment is a must. © 2002 Volt Services Group 38 General Electrical Safety The following electrical guidelines are geared for all employees. If you repair or service electrical equipment, your supervisor or your EHS Representative will provide more specific requirements. • Only qualified personnel, with proper training should attempt to work around or on high voltage sources, "hot" electrical equipment or instruments, • Use only equipment which carries a label indicating that the design has been determined to be safe by a recognized testing laboratory such as, but not limited to, Underwriters' Laboratories (UL) or Factory Mutual (FM). • Check with your EHS Representative before bringing any products designed for home use into the workplace. This particularly includes equipment, which may have specific safety risks (i.e. space heaters and fans). • Whenever possible, purchase electrical equipment with 3-prong plugs. Some sites may allow limited use of equipment with 2-prong plugs if the equipment is: o not available with a 3-prong plug, and o in good condition, and o double insulated or has a polarized 2-prong plug, and o listed by a recognized testing laboratory such as UL • Provide a minimum clearance of 36 inches in front of electrical panels at all times. (Some larger electrical panels require additional clearance and should be posted accordingly.) • Arrange electrical cords and cables in a safe mannlar so they do not become a shock, fire or tripping hazard. Do not lay cords or cables across aisles. Do not run electrical cords through walls or drape them across partitions. • Avoid overloading electrical circuits. Facilities personnel can assist with identifying potential overload conditions. • Do not use extension cords in place of permanent wiring. Extension cords are for temporary use only. If it's necessary to use an extension cord: 0 Use a cord, which is capable of carrying sufficient current. Amperage ratings should be listed on both equipment and extension cords. The amperage rating of your extension cord must be equal to or greater than that of the equipment you are using it with. o Make sure it is long enough to reach an electrical outlet without having to use a second extension cord. Do not "piggy -back" or "daisy -chain" extension cords or power strips together. o Use a plug strip with a built-in circuit breaker or fuse. • Secure power strips up off the floor to prevent damage. • Periodically conduct a visual inspection of electrical devices in the department. Remove damaged or faulty electrical equipment or cords from service immediately. Do not return them to service until authorized personnel have repaired them. Dispose of equipment or cords that cannot be properly repaired. © 2002 Volt Services Group 39 Safety Equipment Many assignments at AGILENT TECHNOLOGIES require the use of safety equipment. 1. Safety glasses are required in all production positions. Safety glasses will meet the ANSI Z87 standards. 2. Protective footwear is required in all material handling positions. Protective footwear will meet the ANSI Z47 standards. 3. Hearing protection is available for use through EHS. Contact your supervisor or EHS if there is need for hearing protection. 4. Protective clothing, (such as gloves, aprons, coveralls, etc.) is available through your supervisor or EHS. 5. Respiratory protection is available only through EHS. If you feel a need for a respirator, contact your supervisor or EHS. © 2002 Volt Services Group 40 Specialized Safety Training Because of the nature of business at AGILENT TECHNOLOGIES, there may be specialized safety training required in your position. The following is a list of training that may be required. 1. Electrostatic Discharge (ESD) 2, Forklift 3. Electrical Safety 4. Chemical Safety 5. Compressed Gas Safety 6. Hoist Safety 7. Laser 8. Lockout/Tagout 9. Machine Safety 10. Personal Protection Equipment © 2002 Volt Services Group 41 Volt Misconduct Policies The employment of an ETW who engages in harmful or illegal acts which involve or affect AGILENT TECHNOLOGIES Company or which occur on AGILENT TECHNOLOGIES property may be terminated for misconduct. Acts of misconduct include the following: 1. Theft, damage or unauthorized possession or use of property/systems. 2. Falsification of records. 3. Unauthorized access to computer files. 4. Use, possession, sale, dissemination or other involvement in illegal drugs or controlled substances. 5. Unauthorized use or possession of alcohol. 6. Being under the influence of alcohol, drugs or controlled substances, 7. Acts of physical violence or acts involving threats, intimidation, harassment or coercion. 8. Unauthorized introduction to AGILENT facilities of firearms or other dangerous weapons or materials. 9. Insubordination. 10. Safety violations that may present risk of serious injury. 11. Violations of Standards of Business Conduct. Employees engaged in or reasonable believed to have engaged in misconduct may be required to leave AGILENT TECHNOLOGIES's premises immediately. The employee's pay and benefits will continue during this period. The circumstances surrounding the act of misconduct will be reviewed promptly by management to determine if termination is appropriate. 12. Those who avail themselves to computer resources are required to behave in their use of technology in a manner consistent with Standards of Eusiness Conduct. Internet access and cc mail are monitored at AGILENT TECHNOLOGIES. Individuals involved in the misuse of the internet, i.e. viewing sexually explicit materials, forwarding inappropriate materials to others, will be terminated. 13. Your pay rate is confidential. Discussion of pay rates among ETW's or with AGILENT TECHNOLOGIES employees is discouraged and may be cause for dismissal. 14. A record of tardiness or absenteeism is cause for terminating your assignment. Be sure to contact your Volt Admin, as well as your AGILENT TECHNOLOGIES supervisor if you will be late or sick. If you need to schedule time off, complete an ETW Time Off Request, and follow form instructions to obtain approval. 15. Accessing any AGILENT TECHNOLOGIES communication system that is not job related may be cause for termination. With regard to applying for a regular AGILENT TECHNOLOGIES position, follow the guidelines stated in the handout you received. Do not search for a regular AGILENT TECHNOLOGIES position, on AGILENT TECHNOLOGIES time, on any AGILENT TECHNOLOGIES site, nor on any AGILENT TECHNOLOGIES equipment. If you do not have personal access to e-mail, or AGILENT TECHNOLOGIES's website, utilize such resources at the public library or by reviewing postings at your local job service. This policy is subject to change at any time without notice. 2002 Volt Services Group H ORI Z O N WES T PROPERTY MANAG E M ENT June 14, 2002 To Whom It May Concern: Horizon West Property Management has used Express Personnel Services for our staffing needs since 1983. Many of the temporary employees have found full-time employment with us. We have found Express Personnel to be a professionally managed employment service, concerned about meeting our needs as well as the needs of the people they represent. Express sends only qualified applicants to us, demonstrating that they do a thorough job of testing and screening their people in order to understand their qualifications and represent their skills fairly. This minimizes the time spent on our part when starting a new person in a job. In short, we recommend Express Personnel Services as a source for temporary and full-time personnel and as an excellent company to work with. Sincerely, HORIZON WEST PROPERTY MANAGEMENT, INC. tchell M. Morgan President MMM: jlc 760 Whalers Way, Bldg. C, Suite 200. Fort Collins, CO 80525 Phone 970/224888 Fax 970/225-1100 6029 South Shields - Fort Collins, CO 80526 June 19, 2002 To Whom It May Concern: It is without hesitation that I recommend Express Personnel Services. We have utilized their services for several years without any problems. They are very professional and seem to understand our needs. They have always been able to fill our positions in a very timely manner. Sincerely, GULLEY GREENHOUSE, INC 6029 South Shields St Ft Collins, CO 80526 (970) 223-GROW (4769) - FAX (970) 226-2763 - E-Mail: gulleygh@)gulleygreenhouse.com COLORADO STATE UNIVERSM' (9 0) 182-2910 Faa: (970) 484-0354 RESEARCH FOUNDATION CS U rf FORT COLLINS. COLORADO 80522 June 18, 2002 Subject: Express Personnel Services Letter of Recommendation To Who It May Concern: CSURF has used Express Personnel Services for approximately 10 years for both temporary and permanent employment services. I have always found the staff of Express Personnel Services to be responsive, professional and understanding of our needs. Express Personnel Services remains my first choice for personnel services. Please feel free to call me if you have any questions, or if you would like to discuss this further. Sincerely, r. Julie H. Birdsall -Chief Fin ancial Officer & Corporate Secretary/Treasurer jhb: cc: Jeanne Fangman Express Personnel Services June 19, 2002 To Whom It May Concern: This letter is written in support of Express Personnel Services. BMC West Door and Millwork, a national distributor of building materials, has used the services of Express since February, 1999. We have always found the employees of Express to be very service oriented, friendly, and able to provide well -qualified associates quickly. Many of the associates have worked temp -to -hire and have become employees of BMC West. I can recommend to you both the team at Express and their employees. We have been happy with our association, and plan to continue to call on Express Personnel Services for support. Sincerely, '�?' <z_-_ ex-� Ruben Tamez Operations Manager Fort Collins Door & Millwork 1502 Timberline Rd Fort Collins, CO 80524 �b'!5u&A)ood AND ASSOCIATES, P C 11f+,lrvGu)ry s.�._E r Ji'l C CLJ'\'S C C: H0 :14 970 482-5626 1A;i 975 4',' SL: June 10, 2002 RE: Express Personnel Services To whom it may concern: We have used Express Personnel Services since 1995 for various temporary positions within our office. We are a certified public accounting firm and require specific skills and personality traits in our employees. Express has consistently supplied us with a selection of good choices, from which we have always been able to select staff. In addition, we have hired several of the staff supplied by Express as permanent employees. I would highly recommend them for any personnel or staffing requirements needed. If you should have any questions regarding this company, please do not hesitate to contact me at your convenience. Sincerely, B. Sue Wood c: Jeanne Fangman Express Personnel Services 2.0 THE EXPRESS GROUP OF STAFFING M! PERSONNEL SEIPV/CES. *' Express Personnel Services provides a wide range of quality, individualized workforce solutions. As a full -service provider of industrial, technical, clerical and professional workers, we can meet various personnel needs from flexible staffing to p g direct hire. Our commitment to continuous quality improvement is driven by a goal to constantly exceed each and every one of your expectations. Following our analysis of your labor condition and current production situation and goals, we can work together to develop strategic workforce solutions to meet your objectives. Express Personnel Services offers the following staffing options: • Traditional Temporary • Evaluation Hire Flexible Staffing • Facility Staffing • Direct Hire • Employee Payrolling 2.1 Temporary Help Express offers the option of utilizing temporary employees for short- or long-term needs to avoid production losses caused by core employee absences and leaves. Express issues weekly paychecks and handles all federal, state and local taxes for its associates. Benefits of traditional temporary staffing include: ■ Associates available on short notice ■ Quality assurance ■ No overtime premium paid All Express associates are thoroughly screened and evaluated via our proprietary Express Selection Process (ESP) before being assigned to a client company. Solutions for Business A primary solution for businesses, Traditional Temporary staffing is a vital tool for companies experiencing short-term and occasional needs. Traditional Temporary staffing can help you keep your business on target, especially during: • staff vacations • staff leaves of absence • special projects • peak work sessions Quick response to immediate needs Offsets production losses No overtime premium paid Quality assurance Variable cost of labor versus fixed cost And, our trained and screened associates are available on short-term notice in a variety of fields, including: • office services • industrial/generallabor • technical/electronic • marketing/sales • data processing www.expresspersonnet.com 0 PERSONNEL SEIPV/CfS ,b1( 6 RI'V 9/0R 2.2 Evaluation Hire The Express Evaluation Hire program allows our clients the flexibility to evaluate prospective employees for 420 hours prior to placing them on their payroll. Evaluation Hire not only allows you the opportunity to work with the prospective employee and review their skills and work habits, but it also serves to protect you from the employee/employer liabilities associated with releasing workers from duty within an evaluation period. Evaluation Hire also benefits Express associates. Our associates get a chance to see the company work environment and interact with company team members. Therefore, when a joint hiring decision is made, the result is a longer -term employee. 2.3 Flexible Staffing The Flexible Staffing option is proposed to companies who require the flexibility of expanding and reducing a workforce based on production demands. For this purpose Express offers a flexible staffing option which supplies supplemental workers to model the ideal number of core employees for peak and slow production periods — ensuring more cost effective staffing while reducing fixed staffing costs. You can access our trained and screened workforce in order to adapt to fluctuating production demands. Flexible staffing offers an alternative solution to adding core employees permanently to your payroll. TABLE OF CONTENTS 1. EXPRESS PERSONNEL SERVICES 1.1 Experience With The City of Fort Collins 1.2 Local Ownership Overview 1.3 Corporate History 1.4 References 2. THE EXPRESS GROUP OF STAFFING 2.1. Temporary Help 2.2. Evaluation Hire 2.3. Flexible Staffing 2.4. Direct Hire 2.5. Employee Payrolling 3. METHODS FOR RECRUITING, SELECTING AND SCREENING EMPLOYEES 3.1. Recruiting 3.2. The Express Selection Process 3.3. Reference Checks 3.4. Drug Screening 3.5. Background Checks 4. COMPLIANCE 4.1. Equal Employment Opportunity 4.2. People with Disabilities (ADA) 4.3. Family and Medical Leave Act (FMLA) 4.4. Employment of Non -Citizens (IRCA) 4.5. Harassment Polity 4.6. Safety and Health 4.7. Worker's Compensation 4.8. Unemployment Claims 4.9. Hazard Communication Right to Know Act 4.10. ASA Code of Ethics 4.11. NAPS Standards of Ethical Practices 5. TRAINING 5.1. Employee Readiness Training 5.2. Computer Training for Express Associates 5.3. Internal Staff Training 6. TESTING 6.1. Office Skills Evaluation 6.2. Customizer Option 6.3. Industrial Skills Evaluation 6.4. Other Profiles and Evaluations Evaluate Before You Hire Locating qualified, long-term employees is a growing burden in today's turbulent marketplace, but the Evaluation Hire program from Express can help you overcome that challenge. Express with for a qualifications position. recruits screens and interviews potential associates. �162 Ots , 66's the most qualified associate in your work TrOlIM n4y '`e,W the associate's skills and work habits for 90 it hours. 1x ;< r the evaluation period, you may choose to make a ��riq.decision ' based on the employer/employee fit. tgd�yl a� i't! Evaluation Hire's benefits include: • Cost savings • Time savings • Quality assurance • Protection from employee/employer liabilities And, when a joint hiring decision is made, the result is a loyal employee whose skills and abilities match your company's needs. PERSONNEL SERVICES www.expresspersonne1.com Expand Your Staff on Short Notice Having trouble with cost control during seasonal and peak production periods? The Flexible Staffing solution from Express enables your business to flex or grow on short notice. With Flexible Staffing, you can access trained and screened Express associates when it is not economical to retain a surplus of core employees. Your flexible workforce expands and contracts to match peaks and valleys in the workload — which makes good financial sense. idle time overtime Fluctuating Workload Core Staff Levels without Flexible Staffinq: CORE COMPANY EMPLOYEES Express Personnel Services Flexible Workforce Fluctuating Workload Core Staff Levels with Flexible Staffing Workforce: CORE COMPANY EMPLOYEES ` • Increased productivity • Variable, not fixed, staffing costs • Adapting quickly to production demands • Fewer core employees year round 11PERSONNE1 SERVICES expresspersonneL.com IOU n .4 Direct Hire Express has the ability to recruit experienced, well -trained, industry -specific professionals for your core workforce. Through Express Direct Hire you can access our database of applicants and associates, as well as our international network of Express offices to find the right individual for the job. Direct Hire is a contingency -based recruiting strategy. Express clients pay nothing unless a candidate is selected for the position. Express offers a competitive fee schedule and service beyond the placement. Express incurs all recruiting costs, administers the proper testing and verifies work history, education and references. Because Express delivers only high quality associates and conducts a proficient evaluation and screening of all candidates, we will guarantee your hiring decision. Express Personnel Services provides its clients the opportunity to confidentially recruit highly skilled professionals for both core and contract positions within four primary business niches: • Accounting/Financial • Information/Technology • Engineering/Manufacturing/Technical • Sales/Marketing 2.5 Employee Payrolling During times of rapid growth Express clients may choose to continue their recruiting efforts in order to staff many positions in a short period of time. Express offers these companies an Employee Payrolling option that includes the following services: ■ Applicant prescreening ■ Employment verification ■ Background checking ■ Drug screening Payrolling allows businesses to recruit, interview and select candidates, who are then placed on the Express payroll for a probationary period or until the assignment ends. This "Evaluation Hire" or probationary period allows you to determine if the employee is the "right fit" for the job, before they are transferred to the client's payroll. Since there are no recruiting costs and employer liability is significantly reduced, the financial benefit to your company can be considerable. N Recruiting Your Core Workforce When you're looking to expand your core workforce with qualified full-time employees, Express Direct Hire is the answer. Well -trained and experienced, our Direct Hire Consultants can assist you with placements from entry-level to management. We will guide you through our process, ensuring we gather all the necessary details to match the right person with the right job. These processes include a thorough, detailed, evaluation procedure, one-on-one interviews, plus background and reference checks to help identify talent. We've been providing staffing support to businesses for more than 15 years, and we know that people — the right people, are the greatest resource of any company. Benefits of Direct Hire: �$ • Creates avenue to the Express network of nearly 300,000 associates • Provides confidential recruiting for specific positions • Retains experienced Direct Hire staffing professionals • Ensures quality • Saves time Through effective recruiting and a thorough screening process, Express has the resources and capabilities to locate the right person for your business needs and objectives. expresspersonnel.com PERSONNEL SERVICES, Mc7 REV 11/98 3.0 METHODS FOR RECRUITING SELECTING, & SCREENING EMPLOYEES 3.1 Recruiting Methods One of the primary functions of Express is to recruit the highest quality and most skilled workers available in the marketplace. Because Express has been in operation since 1984 we have developed a professional reputation that draws candidates. Applicants are often referred by friends and family with the knowledge that their treatment as an Express employee is one of fairness and respect. Our Express Selection Process (ESP) recruiting methods are designed to target specific fields, skills, education and a number of other criteria to select and hire employees. As a full -service staffing provider, we understand the importance of an effective and affordable recruiting program and want to assure you that through ESP we will hire and assign the most experienced workers available. We use an array of methods to attract and retain our associates. Below are a few of Express' standard recruiting techniques: Selecting Quality Employees The exclusive applicant testing and training process at Express Personnel Services is designed to consistently provide high quality associates with the skills to perform successfully. Key Categories of Our 21-Step Interview Process: Interview Screen Test Skills Train Conduct Orientations Assign The Express Selection Process is proof that, at Express, quality and excellence are our overriding objectives. In every aspect of our business, the focus is on performing beyond your expectations. This commitment has made us the primary strategic staffing provider for an extensive list of respected companies locally and worldwide. Express takes every step to guarantee quality and ensure your satisfaction. Quality Assurance Checks: Confirmation Call Arrival Call 4-Hour Guarantee Call 2nd-Day Performance Call Friday Call Ending Assignment Call expresspersonnel.com INPfRSONNfI SERVICES, MC14 3.2 The Express Selection Process We understand that the key to any successful company is people. In a committed effort to guarantee the skill level and work history of all Express associates, every applicant is required to complete our comprehensive Express Selection Process. 3.3 Reference Checks Because we value your business and understand the importance of providing the highest quality associates, it is our policy to conduct reference checks of no fewer than two previous employers before assigning an associate to any client company. This helps confirm that Express associates possess the work ethic, skills and education they present on the application and during the interview. 3.4 Drug Screening Express has been providing drug -screened individuals to facilities in the Fort Collins ;and Loveland areas for several years. We can provide workers who have been drug end alcohol screened prior to starting an assignment at the City of Fort Collins. The facility we currently use meets all standard specifications. We would provide drug - screened workers at our cost to the City of Fort Collins. Currently our cost is averaging $18.00 per individual. 3.5 Background Checks Express Personnel works with two information service bureaus organized to verify data for employers: Avert/ADP and Factual Data. The following products and services offered can be provided at cost to the City of Fort Collins. These pre-screening options can be customized to your specifications: • Worker's Compensation Claims Histories • Felony, Misdemeanor Criminal Histories • Driving Records (MVRS) • S SN Link • Credit Link • Database Employment History • Database Residence History • Fraud Search �I OPERSONNEI SERVICES Re: Reference Check SS#: The above named person has applied for a position with Express and has authorized us (below) to request work history information. Since it is our policy to learn as much as we can about the work habits and attitudes of those we employ before assigning them to our clients, we appreciate your verification of their former employment with your firm. After completing this form, please fold (bottom first) and return. Thank You! Express Personnel Services ------------------------------------------------------------------------------------------------------------------------------------------------ ----- (fold down second) You are hereby authorized to provide Express Personnel Services with full information concerning my work history with your firm. Name of Employee: Signed: Date: Employed From: To: Position: Reason for Leaving: Eligible for Rehire? ❑Yes ❑No (If No, Please Explain) Additional Comments: ----------------------------------------------------------------------------------------------------------------------------------------------------- (fold up first) Please rate the performance of your former employee in the following categories Exceeded Expectations Met Expectations Below Expectations Performance....................................... ❑ ............................... ❑ ............................ ❑ Attendance......................................... ❑ ............................... ❑ ............................ ❑ Punctuality......................................... ❑ ............................... ❑ ............................ ❑ Dependability.................................... ❑ ............................... ❑ ............................ ❑ Attitude.............................................. ❑ ............................... ❑ ............................ ❑ Initiative............................................. ❑ ............................... ❑ ............................ ❑ Dress/Grooming/Appearance ............ ❑ ............................... ❑ ............................ f❑ Ability to Work Well With Others .... ❑ ............................... ❑ ............................ ❑ Company: Signed: Date: ❑ Yes J No — I am interested in more information about Express Personnel Services. (1) Copyright f xpress Services, Inc. TAd (Rev. 12/98 ) Drug Screening In an effort to assist our clients in maintaining a safe workplace, Express offers drug testing for all client specific associates. In fact, Express has led the industry by being the first staffing service to offer drug testing for associates. Our laboratories test for the following drugs: • Alcohol • Amphetamines • Barbiturates • Benzodiazepines • Cocaine • Meth ado ne/Propoxyphen • Morphine • Opiates (Heroin) • PCP • Phencyclidine • THC (Marijuana) Express is committed to a safe, productive work environment at facilities and worksites to which it assigns associates. All associates may be required to undergo drug screening as a condition of assignment by Express. This may be in the form of routine testing or as a result of critical events, (for example: work -related accident, unusual behavior and the like). PfASONNEI SERVICES. www.expresspersonnet.com MU) I .0 COMPLIANCE 4.1 Equal Employment Opportunity (EEO) Express Personnel Services is an Equal Employment Opportunity employer. Decisions regarding employment are based upon valid job requirements to ensure equal opportunity in all aspects of employment. Through cooperation with our clients in areas where we have mutual employer responsibilities, such as investigating allegations of discrimination, we both achieve effective human resource management as well as employment law compliance. 4.2 People With Disabilities (ADA) ` Express understands and adheres to the requirements of the Americans With Disabilities Act (ADA) placed upon all employers and believes that by collaborating ,Disabilities our clients, we can ensure joint compliance with this complex employment law. 4.3 Family Medical Leave Act (FMLA) Under the Family and Medical Leave Act (FMLA), eligible employees are entitled to leave for a variety of personal and family reasons for a maximum of 12 weeks in a 12-month period. As a primary employer, Express ensures that all provisions of this law are met in a timely and effective manner. 4.4 Employment of Non -Citizens (IRCA) Express is committed to employing only United States citizens and non -citizens who �Ire authorized to work in the United States. In compliance with the Immigration Reform and Control Act of 1986 (IRCA), each employee must complete the I-9 form. Express does not unlawfully discriminate on the basis of citizenship or national origin. 4.5 Harassment Policy Express prohibits any form of employee harassment based on race, color, religion, sex, national origin, age, disability, status as a Vietnam -era or special disabled veteran, or status in any group protected by federal, state or local law. Any interference with Express employees' ability to perform their assigned job duties is not tolerated. 7. ASSESSING THE CITY'S NEEDS 7.1. Quarterly Partnership Reviews 7.2. Client Focus Groups 7.3. Customer Service Survey 7.4. Associate Performance Appraisals 7.5. ISO Certification 8. SUBCONTRACTING 9. BENEFITS 9.1. Incentives/Bonus Programs 9.2. Benefits 10. ASSOCIATE PERFORMANCE ASSESSMENT 11. INFORMATION TRACKING AND REPORTING 12. OPERATIONS AUTOMATION 12.1. Quest Automated Search 13. PURCHASE ORDERS 14. COMPANY REPRESENTATIVES 5. PROPOSED RATE INFORMATION 15.1. Fixed Hourly Rates By Category 15.2. Fixed Mark -Up Percentage 15.3. Fixed Fee Project 15.4. Job Categories & Descriptions Equal Employment Opportunity Statement of Policy Express Personnel Services is an Equal Employment Opportu- nity employer. Decisions regarding employment are based only on valid requirements for hirinC, and promotions to en- sure equal opportunity in all aspects of' employment. While the employment philosophy of Express stresses the need to employ and promote the hest qualified person to perform a particular joh, it provides for equal employment opportunity without regard to race, color; religion, sex, na- tional origin, age, disability or veteran status in connection with. but not limited to, solicitation, compensation, hiring, selection for trainimg (inchrding apprentice- ship), layoff or termina- tion, advaneeinent, par- ticipation in social and recreational functions and rise q f employee facilities. Periodic analyses of all personnel actions will he conducted to ensure compliance with the above policy. Breach of this policy by any employee or office will constitute grounds for dis- ciplinary action, up to and including discharge and revocation of all agree- nlents. Aa,-:7-a2-,-e4 Robert A. Funk Chief Executive Officer M AM PERSONNEL SERVICES AMER/CA'S EMPLOYER Federa4 State & Local Compliance Americans with Disabilities Act (ADA) Express acknowledges, understands and adheres to the Americans with Disabilities Act (ADA). We also believe that through working together, we can ensure each of us is in compliance with ADA requirements. ADA prohibits discrimination against qualified, individuals with disabilities who are able to perform the essential functions of a job. Employers must make -reasonable accommodations" that allow otherwise qualified, individuals to perform the job, unless doing so causes the employer "undue hardship". Harassment Policy Express specifically prohibits any form of unlawful employee harassment based on race, color, religion, sex, national origin, age, disability, status as a Vietnam -era or special disabled verteran or status in any group protected by state or local law. Improper interference with the ability of Express employees to perform their assigned job duties is not tolerated. With respect to Sexual Harassment, Express prohibits the following: 1. Unwelcome sexual advances, requests for sexual favors and all other verbal, visual or physical conduct of a sexual or other- wise offensive nature, especially where: • Submission to such conduct is made either explicitly or implicitly a term or condition of employment, • Submission to or rejection of such conduct is used as the basis for decisions affecting an individual's employment; or • Such conduct has the purpose or effect of creating an intimidating, hostile or offensive working environment. 2.Offensive jokes, comments, innuendos and other sexually -oriented statements. Family Medical Leave Act Express adheres to the Family and Medical Leave Act of 1993 for all eligible employees. Eligible employees are entitled to leave for up to 12 weeks in any 12-month period (or longer if required by state or local law, or in the case of a leave for an employee's serious health condition, where a leave extension is requested and approved). Immigration Reform and Control Act of 1986 (IRCA) Express is committed to employing only United States citizens and aliens who are authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin. In compliance with the Immigration Reform and Control Act of 1986, each new em- ployee, as a condition of employment, must complete the Employment Eligibility Verification Form 1-9 and present documen- tation establishing identity and employment eligibility. UPIRSONNIZ SERVICES. AMER/CAS EMPLOYER .6 Safety and Health The prevention of occupational injuries and illnesses is given a top priority at all times. Express prefers that all clients have an accident prevention program in place, as well as provide a work environment that complies with Occupational Safety and Health Administration (OSHA) standards. Express requires all associates to follow the Industrial Safety and Health Act requirements, as well as the safety policies and procedures of our client. 4.7 Worker's Compensation As the employer of record, Express will complete and submit all Workers' Compensation reports, as well as manage all workers' compensation claims. All Express associates are provided workers' compensation insurance covering any injury arising out of and within the scope of employment, as required by the governing state laws. .8 Unemployment Claims Kpress Personnel Services will file and manage all associate unemployment claims. It is the policy of Express to minimize the cost of unemployment by keeping all eligible employees working. 4.9 Hazard Communication (Right to Know Act) The Hazard Communication standard implements the "Right to Know" Act related to the workplace. The code sets requirements for information and training on hazardous chemicals used in the workplace. Federal law requires all states to comply with hazard communication regulations. Clients of Express are asked to: 1. Advise Express associates of any operation in the area where they will be working involving hazardous chemicals. 2. Advise Express associates of the location and availability of their written hazard communication program, including the list of hazardous chemicals and data sheets. 3. Train Express associates, whose work involves any exposure to hazardous chemicals on: ■ How to detect the presence or release of hazardous chemicals. ■ Physical and health hazards of hazardous chemicals in the work area. ■ How to protect themselves through safe work practices, emergency procedures and personal protective equipment. ■ Details of the hazard communication program, including explanation of the labeling system and materials safety data sheets, and instruction on how to obtain and use hazard information. .10 ASA Code of Ethics and Good Practices In addition to its own equal opportunity policy, Express also supports and complies with the Code of Ethics and Good Practices of the American Staffing Association (ASA). As a member of ASA, Express pledges itself to adhere to the following code: ■ To comply with all laws and regulations applicable to our business and to maintain the highest standards of ethical conduct in the operation of that business and in our dealing with employees, customers and competitors; • To treat all applicants and employees with dignity and respect, and to provide equal employment opportunities, based on bona fide job qualifications, without regard to race, color, religion, national origin, sex, age or disability; • To maintain the highest standards of integrity in all advertising, and to assign the best qualified employees to fill customers' needs; To determine the experience and qualifications of applicants and employees as the staffing firm deems appropriate to the circumstances, or as may be required by law; • To explain to employees prior to assignment their wage rate, applicable benefits and hours of work -- and to promptly pay any wages and benefits due in accordance with the terms of the individual's employment and applicable legal requirements; ■ To satisfy all applicable employer obligations, including payment of the employer's share of social security, state and federal unemployment insurance taxes and workers' compensation -- and to explain to employees that the staffing firm is responsible for such obligations; ■ To determine that employees are assigned to work sites that are safe, that they understand the nature of the work the customer has called for and can perform such work without injury to themselves or others and that they receive any safety training that may be necessary or required; • To take prompt action to address employee questions, concerns or complaints regarding unsafe work conditions, discrimination or any other matter involving the terms and conditions of their employment; and • When customer accounts change hands, to ensure the outgoing firm is given reasonable prior notice that the account is being transferred, and that assigned employees be allowed to continue working on the payroll of the outgoing firm for some reasonable transition period. Thereafter, they should be given the choice of accepting an assignment with another customer of the outgoing firm, or applying to stay on their current assignment with the new firm. F, 4.11 NAPS Standards of Ethical Practices Express also supports and complies with the Standards of Ethical Practices of the National Association of Personnel Services. As a member of NAPS, Express pledges itself to adhere to the NAPS code, including the following: Relations Between Temporary Services and Clients ■ A temporary employee's experience and qualifications shall be stated as accurately and fully as possible, or as requested. ■ A temporary employee shall be referred to the client for a work assignment only with the prior verbal or written authorization of the client unless other specific arrangement has been made. Confidential information relating to the business policy of the client, which is imparted as an aid to the effective fulfillment of the job requirements, shall be treated accordingly. ■ Communications, written or verbal, with clients regarding temporary workers shall represent bona fide temporary employees. Relations Between Personnel Service Firms, Clients, Candidates, Employees and Others • A candidate, employee, personnel service or employer who has a complaint about a personnel service should be directed to file the complaint with the Chairperson of the Ethics Committee of his/her state or in care of NAPS headquarters in Alexandria, Va. The firm receiving the complaint should not become involved. The Association provides adequate means for assuring adherence by members to its standards of ethics. To further the effectiveness of these procedures, each member shall be responsible for bringing to the attention of the Association's Ethics Committee (or local counterpart) any violations of these standards. The Ethics Committee shall process any such complaint in accordance with its usual procedure, and, where the facts warrant it, the Ethics Committee shall bring the matter to the attention of the appropriate government authority for its action. • A member shall not, in the course of advertising, public relations efforts, or any other activity, permit the demeaning or criticizing in any manner whatsoever of any other personnel service firm. 5.0 TRAINING 5.1 Training and Development All Express customized training programs are designed to familiarize associates with work procedures, work site policies, equipment and necessary industry terminology to perform effectively. Our goal is to provide you with flexible workers who are prepared and ready to perform. Express can tailor training programs that speak to your unique culture and individual job specifications. Core training consists of the following: ■ Client Specific Orientation Vision/Mission/Histoiy of the Company Company Policies/Procedures Workshops Customer Service Human Relations/Soft Skills Training Safety Specific Job Duties Data Entry Office Automation Training Technical Electronic Customer Service Telemarketing 5.2 Computer Training for Express Associates Express recognizes the rapid change in computer technology, so we offer and encourage all associates to improve and increase their skills at no cost. We offer computer -based tutorials in 1-hour, 2-hour and 4-hour increments, for novice and advanced levels of learning in the Windows, DOS and Macintosh formats as well as training for a variety of software applications. Employee Readiness Training Employee Readiness Training (ERT) from Express Personnel Services is more than an employee training program — it's an employee training partnership designed to ensure motivated, productive workers. Employee Readiness Training is designed to enhance the on-the-job communication and human relations skills of Express associates, improving their overall job performance and work ethic. Employee Readiness Training focuses on: * Effective communications skills Human relations Basic economics Safety education Employee Readiness Training also addresses the soft skills employees need to be successful in today's workforce. ERT training programs can be customized to include a client -specific orientation and an overview of the worksite and culture, including a client policy handbook, to acquaint our associates with your company's policies and procedures. Benefits of Employee Readiness Trat l Decreases turnover Increases productivity Improves attendance Improves associate morale Improves associate dependability Improves quality of associates Working closely with your staff, Express can consistently provide your company with workers who are informed, pre -trained and, most important, ready to go to work. PEIPSOHNE[ SERVICES, expresspersonnel.com MC24 5.3 Internal Staff Training At Express Personnel Services, we welcome our full-time staff members to an extensive training process. Because we are part of a large franchise organization, are fortunate to have a systematic training manual and supporting workbooks provided for all new staff members. The training is divided into modules, each of which is discussed with the office manager as the employees progress through the training. Initial training is an ongoing on-the-job process that takes several months. Highlights of the information furnished in the training process are as follows: • Interviewing and selecting the right employee for each assignment • Employment and Legal Issues • Risk Management • Servicing the Client Because Express Personnel Services is a franchised company, there is also an international training center for additional instruction. The training center keeps our office employees abreast of the most current information regarding our industry and is accessible for questions at all times. Locally we can access tele-training conferences held by our international office on a monthly basis as well as attend classroom -like regional meetings for hands on training in all areas of our business. N 6.0 TESTING 6.1 Express Selection Process (ESP) Office Skills Evaluation With the ESP computerized Office Skills Evaluation for clerical personnel, you can be assured the associates assigned will possess the administrative and office skills that match your job requirements. ESP is an interactive testing process. The person being evaluated must actually perform the test functions in order to complete the process. In addition to standard word processing functions, ESP Office Skills Evaluation measures basic, intermediate and advanced knowledge of all of the following software applications: ESP TESTING CAPABILITIES indows Operating System MicrosoftWord Data Entry mi Pro WordPerfect Display Write ,Microsoft Excel Lotus 1-2-3 Lotus 1-2-3 �'Lotus 1-2-3 Microsoft Word Quattro Pro' WordPerfect Microsoft Word , WordPerfect `Microsoft PowerPoint Microsoft Access Accounts' Receivable Data Entry Spelling Applied Math Accounts Payable Multiple Choice Proofreading Dexterity ccounting' Clerk Fill -in -the -blank Grammar Memory ookkeeping Letter Form Medical Terminology Sales Preference Payroll Transcription Medical Transcription Customer Service Statistical Typing Legal, Terminology Judgment 10-key Legal Transcription Motor Speed Typing Legal Typing Office'Terms 6.2 Customizer Option The ESP Customizer Option enables Express to create an unlimited number of customized tests specifically addressing your company's evaluation needs. For example, if you have a customized and accredited data entry test specifically developed to evaluate and screen potential employees, Express can duplicate that exact examination in the ESP system, therefore reducing the number of hours your internal staff spends on managing the administration of your customized evaluation. Performance -Ready Office Staff At Express Personnel Services, our goal is to consistently provide qualified, reliable and professional associates to businesses in our community. When it comes to office staffing, you can count on Express. Our entire team is dedicated to recruiting, testing, training and selecting only the most skilled office services associates for your company. Ensuring Express associates possess both the skill level and experience to meet your needs is one of our primary objectives. Our thorough Express Selection Process (ESP) includes a comprehensive 21-step interview, validated testing and training, reference checking, quality assurance and the Express guarantee. Express associates are skilled in a wide range of office positions, including: • Payables/Receivables Clerk File Clerk • Payroll Clerk Copier Operator • Executive Secretary Mail Clerk • Administrative Assistant Transcriptionist • Legal Secretary Word Processing/Data Entry Operator • Receptionist/Switchboard Operator Legal/Medical Transcriptionist • Telemarketing Customer Service Validated Testing and Training Our ESP Skills Evaluation System evaluates Express applicants' basic intermediate and advanced knowledge of software applications. As software applications are updated and new technologies created, we too, update our ESP testing and training. Below are just some of the applications included in our ESP Testing and Training Packages: Windowsi RZER ° Is Windows Oper. System Microsoft Word Data Entry Ami Pro WordPerfect Display Write Microsoft Excel Lotus 1-2-3 Lotus 1-2-3 Lotus 1-2-3 Microsoft Word Quattro Pro WordPerfect Microsoft Word WordPerfect Microsoft PowerPoint Microsoft Access CONTINUED ON OTHER SID N1c" The Vision of Express To help as many people as possible find good jobs by helping as many clients as possible find good people, and help clients make those jobs and those people even better. The Values of Express People Integrity Professionalism Being Positive Teamwork Continuous Improvement Easy to Do Business with Perseverance Partnerships for Profitability JM PEIPSONNEI SERVICES www.expresspersonnet.com 61(:5R1A 9/)x 6.3 Express Selection Process (ESP) Industrial Performance Predictor Because Express provides staffing assistance to numerous organizations involved in technical manufacturing and distribution, there was an obvious need to develop the ESP Performance Predictor. Because these evaluations are "hands-on" they can accurately assess the technical and mechanical skills of potential Express associates. Developed especially for Express Personnel Services by the University of Columbia at Missouri, the ESP Performance Predictor evaluates an individual's ability to perform successfully in specific technical skill areas. Both the validity and reliability of the instruments were of major concern. On -site study and testing at several client locations helped refine each category of testing, as well as ensure that the ESP Performance Predictor would accurately reflect the hands-on ability of applicants in the following areas: Mechanical Assembly and Repair Drafting Manual Dexterity 6.4 Other Profiles and Evaluations: CPP — Comprehensive Personality Profiles Tests MAI — Motivation and Achievement Inventory CPF — Social Contact Performance Test NPF —Measures emotional stability API — Measures work style and career preferences OAS —Determines problems that lead to employee dissatisfaction WMI — Measures an individual 's personal work values Foreign Translations Pseudo-Isochromatic color test H.R.R. Pseudoisochromatic test PSI-120 —Helps define one's propensity to succeed in a particular position Supplying A Dependable Workforce Industrial staffing requires high -quality, reliable workers, and it's our job at Express Personnel Services to consistently provide them. To ensure that every Express associate possesses the skill level and experience necessary, we evaluate every applicant with our comprehensive screening process that includes interviewing, validated testing and training systems, reference checking, and the Express guarantee. Express provides workforce strategies to clients in need of skilled workers. These positions include: • Shop Worker • Package Help • Maintenance Worker • General Production Machine Operator • CNC Machinist • Warehouse Worker • Lathe Operator • Stock Clerk • Production Welder • Shipping/Receiving Clerk • Assembler • Inventory Clerk Increases response times to immediate needs Decreases production losses Ensures quality Provides for variable versus fixed staffing costs When it comes to staffing industrial positions, you can count on Express. Our team of staffing professionals is dedicated to recruiting, testing and selecting only the most skilled Express associates for your company. expresspersonnel.com OEEEEEaffi EEEEEEM eEEEEW EEEEEM PERSONNEL SERVICES 11C' ; ASSESSING THE CITY'S NEEDS Express has an excellent working relationship with the City of Fort Collins Human Resources Department. Jeanne Fangman will continue managing any work with the City of Fort Collins. As Co -Owner and manager of the Fort Collins Express Office, she has extensive experience with the Human Resources Department as well as with any of the other departments within the City. Beth, our Marketing Representative, has worked with Joan Busch for approximately two years as well as placing associates with various departments. Stacie Davis, our Personnel Supervisor, has been placing associates with various City departments for the past two years as well. Just recently Stacie recognized one of our associates assigned to the Transfort Office as Employee of the Month. Our experience over the years in placing associates with the various city departments helps us track and predict upcoming needs. Our information tracking system provides us with a detailed history of your account, including all Express associates who have worked for you, as well as their tasks, pay level, length of assignment and ,Much more. This same system allows us to track job details such as skill levels and experience that have been requested in the past. We are also able to recruit for special projects such as a recent parking study, which required a large number of associates to work varying shifts. We have repeatedly filled early morning calls requesting clerical help to cover for an ill employee. When there is a special project or need, Express has and is able to flex from using one or all of our internal staff to meet the City's needs. Quarterly Partnership Reviews At Express we believe in tnie partnering — to the extent that we will provide a series 6f analyses and reports with valuable information regarding staffing usage and trends. This review allows your company the ability to analyze our services and provide checks and balances in our partnership as we plan for your future. We can provide the following reports for your review: Service Analysis User survey results and continents Service accomplishments Overview Total usage by location/state in hours and in dollars spent Job category usage by region Trends Analysis Industry, salary, turnover and safety trends Cost Savings Analysis Turnover savings Training results Direct hire savings On -site coordinator savings 7.2 Client Focus Groups Express also utilizes Client Focus Groups that are held monthly in different areas across the country. This allows every Express office to identify areas where improvement is needed. This forum encourages open communication among clients and franchisees and facilitates change and improvement. 7.3 Customer Service Survey Your feedback is important to us. We use the information gathered from our Customer Service Appraisals to evaluate and improve our service. This Service Appraisal addresses several areas including personal attention, speed of service and effectiveness of screening or training. This process is yet another step in our continuing quality effort to constantly improve our service to you. 7.4 Associate Performance Appraisals Express is dedicated to managing and monitoring the quality level of our associates, and our Associate Performance Appraisal program is yet another critical factor in maintaining the high standards of our clients and of Express. Express employee evaluation forms and mail -in cards request that you evaluate our associates in several areas, including their knowledge, skill, attitude, initiative and quality of work. To ensure your standards are being met, Associate Performance Appraisals are conducted on a regular basis. ISO Certification Express Services, Inc. acquired ISO 9002 certification in 1998. Express and its customers benefit from the ISO seal of approval through a dedication to our quality management system. Some of the most recognized benefits of doing business with an ISO certified company are: Improved customer satisfaction ■ Increased productivity • Higher levels of efficiency In order to obtain certification, Express Services, Inc. had to satisfy ISO's stringent quality requirements and guidelines. In short, this certification assures our customers that we will abide by the ISO theme, "Say What You Do — Do What You Say." PERSONNEL SERVICES. Company Name Title Client Survey Date Thank you for the opportunity to service your staffing needs. Express Personnel Services always strives to provide the highest quality service. So that we may better achieve this goal. we would appreciate you completing the following survey. Use the following rating scale to indicate how well Express is currently performing: 1D Consistently falls below expectations (Z Consistently meets expectations O Consistently exceeds expectations Expectation Performance Level of Importance to You Delivers courteous, professional. and efficient service. IO OO OO ❑ Low ❑ Medium ❑ High Understands my typical job orders and hiring needs. ( 02 (I ❑ Low ❑ Medium ❑ High Recommends additional services/programs if needed. IO 02 (3) ❑ Low ❑ Medium ❑ High Confirms the arrival of all new associates and performs quality checks consistently. IO OO OO ❑ Low ❑ Medium ❑ High Updates me on the status of open job orders. IO 02 O ❑ Low ❑ Medium ❑ High Fills my orders in a timely manner. O O O ❑ Low ❑ Medium ❑ High Provides me with all requested reports. O O O ❑ Low ❑ Medium ❑ High Resolves problems quickly and effectively. O O T ❑ Low ❑ Medium ❑ High Responds promptly to after -hour needs. (D O O ❑ Low ❑ Medium ❑ High Provides high -quality, productive Express associates. (D O O ❑ Low ❑ Medium ❑ High Provides well trained employees who understand the demands of the position(s). O O O ❑ Low ❑ Medium ❑ High Other (please specify) O O O ❑ Low ❑ Medium ❑ High For any expectation you rated highly important in which Express performs below your expectations, please explain the reason for your rating. Expectation not met I Explanation Are there time-consuming administrative tasks regarding temporary staff that Express could handle for you? Is there additional information that should be provided to a new Express associate prior to starting an assignment? What suggestions could you offer to improve the level of service provided by Express? ©Express Scrxiccs. Inc. TA 122 ( 1 1 /99 ) UPERSONNE! SERVICES. ASSOCIATE EXIT INTERVIEW The following questions are designed to assist us in maintaining a positive work environment. Please be assured your comments will be kept confidential. GENERAL INFORMATION: Name Date of Hire - Express Reason Assignment Ended Type of Assignment Client Company End Date of Last Assignment ❑ Resignation ❑ Reassigned ❑ Layoff ❑ Transfer ❑ Assignment Completed ❑ Released by Client ❑ Terminated by Express ❑ Other ❑ Office ❑ Manufacturing ❑ Warehouse ❑ Other Job Title: Training Received: ❑ General Orientation to Company ❑ On -the -Job Training by Supervisor ❑ On -the -Job Training by Co-worker ❑ Classroom Training ❑ Other ASSOCIATE COMMENTS: (May be filled out by associate prior to formal exit interview/meeting) If you marked "resignation" above, please indicate the reason you are leaving: ❑ Better Job ❑ Returning to School Dissatisfied with: ❑ Salary ❑ The Way I Was Treated ❑ Moving from Area ❑ Other ❑ Family ❑ Work Conditions ❑ Company in General ❑ Job Duties ❑ Not Applicable What would have kept you on this assignment? Other comments: CLIENT COMPANY ENVIRONMENT: Please rate the following items as they relate to your last assignment through Express: Communication with Express Communication with Client Supervisor Communication Between Departments Cooperation Between Client Workers Cooperation Between Departments Initial Orientation/Training Received Comments: Not Excellent Good Fair Poor Applicable ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ PfIPSOHNEL SEIPV/CfS mployee Performance Evaluation z/e take pride in our service and continually monitor, evaluate, and improve it. Please help us )y evaluating the Express Temporary Employee we assigned to you recently. We also appreciate :our comments concerning the service you received when you called Express. [hank you! We hope to serve you again whenever you need temporary personnel. Sincerely, Express Temporary Service Please fill in the evaluation, fold inside, staple together, and return to Express ) FROM TO: Express Temporary Service :Ol a:)waS tiejodwal ss3jdx3 :WOH EXPRESS TEMPORARY SERVICE Employee Performance Evaluatio About our employee: Excencnt Good Average Fair Poor Productivity ❑ E] ❑ ❑ ❑ Quality of work ❑ El ❑ ❑ ❑ Appearance ❑ ❑ ❑ ❑ ❑ Attitude [] ❑ ❑ ❑ ❑ Initiative 0 ❑ ❑ ❑ ❑ Adaptability ❑ ❑ ❑ ❑ ❑ Co-operation ❑ ❑ ❑ ❑ ❑ Punctuality/Attendance ❑ E] E] ❑ ❑ Overall Impression E) ❑ ❑ ❑ ❑ Would you want this employee again for the same level of work? Yes _ No About our service: Excellent Good Average Fair Poor Promptness ❑ ❑ ❑ ❑ ❑ Professional Attitude ❑ ❑ ❑ ❑ ❑ Understanding Your Needs ❑ El El ❑ ❑ Sending Right Person E) ❑ ❑ ❑ ❑ Reasonable Rates El ❑ ❑ ❑ ❑ Name of employee Name of customer (Please fold this form inside to insure confidentiality.) m ioan cvDo c cGrnnr rn T SUBCONTRACTING We have designed specific procedures to provide the highest quality service and support to every client. If Express is unable to respond with a qualified candidate within a reasonable period of time (generally within 24 to 48 hours) after receiving the order, we want to assure the City of Fort Collins that priority would be given to find someone quickly. We have an excellent working relationship with several local temporary services and would handle communication appropriately. As the primary vendor for several companies in Fort Collins and Loveland, we will call the secondary vendor with the order eliminating that call for you. BENEFITS Incentive/Bonus Programs e realize that turnover affects any business; therefore, the retention of high quality sociates is a continuous goal at Express. Several incentives and benefits are offered to promote increased employee satisfaction. Through implementation of various retention strategies, Express associates are continually reminded they are a valued and essential part of the team. Our incentive programs benefit you by providing easy access to qualified and satisfied workers with the desire to succeed. Below are some examples of the various local and national associate incentive and us programs: Benefits package National sweepstakes programs Pay raises Employee of the month, quarter and year Employee appreciation programs Local and national awards programs Scholarship opportunities Customer service awards Attendance/assignment completion bonuses Referral bonuses Performance/safety/sign-on bonuses .2 Benefits In order to keep and maintain the best associates, Express offers one of the industry's finest benefit packages in the market today. These benefits include: ■ Accident/Sickness Medical Plan ■ Comprehensive/Major Medical Plan ■ Prescription discount card (Vision, Dental and Eye care) ■ 401(k) ■ Life insurance ■ Paid vacation ■ Paid holidays ■ Scholarship opportunities ■ Skills enhancement training [till] ASSOCIATE PERFORMANCE ASSESSMENT At Express we want you to expect excellence -- excellence in our service and in our associates. Our goal is to perform above and beyond your expectations to ensure your satisfaction. We not only want to be your primary staffing provider, but also to assist you in refining and enhancing your strategic staffing solutions. You can be assured that we'll work hard to continue to earn your trust and business. The critical steps to ensuring your satisfaction and reinforcing our commitment to quality staffing and service include: • Confirmation Call • Arrival Call • Guarantee Call • Second -Day Check Call • Friday Call • Assignment End Call ach Express associate receives and signs a Policies and Procedures Statement which clearly defines work assignment guidelines. If there is ever a problem with performance or misconduct of an Express Associate, it is our responsibility to rectify the situation to your satisfaction. Communication is the key to accomplishing the task of assuring quality for both the client and the temporary associate. EXPRESS' PARTNERSHIP WITH THE CITY OF FORT COLLINS 1.1 Express' Experience with the City of Fort Collins Express has serviced the City of Fort Collins in a variety of areas and departments since 1984. We feel we have a good understanding of the working environment and culture within the various departments of the city. Just to give you an idea of our experience with the City of Fort Collins, we have listed a partial list of departments we have serviced in the past. The City of Fort Collins has hired several of our temporary associates full-time as well. DEPARTMENT Advanced Planning Office and Zoning City Clerk's Office City Manager's Office Cultural, Library & Recreational Current Planning Office Department Human Resources Office Information Technology Natural Resources Office eighborhood Resources ASSIGNMENT Receptionist Data Entry Minute Taker Photocopier Office Clerk Secretary Receptionist Receptionist Secretary Admin Support to City Manager Word Processing Receptionist Office Assistant Receptionist Customer Service Office Filing Clerk Office Assistant Data Entry Part Time Clerical Internet Research Receptionist Phone Survey Filing Clerk Packaging for Recycling Photocopying Project Receptionist Receptionist Performance That's Guaranteed Express Personnel Services guarantees acceptable performance from every associate we provide. We certify that all associates are fully qualified in the skills specified in your job order. If you are not completely satisfied with our associate's performance and we are notified within four hours, a replacement will be sent. You will not be charged for the original associate. Taxes and Record Keeping Express is the employer of record for all persons assigned by them to any client. As the employer, Express guarantees its full compliance with all federal and state payroll tax and record -keeping requirements, including FICA and unemployment taxes. Express further guarantees to pay all associates promptly by check for all hours worked. PERSONNEL SERVICES www.expresspersonnet.com %](3 Rev 7 -M El All Express Personnel Services associates are insured and bonded. Express guarantees to provide and maintain the insurance coverages listed below. These policies cover the actions of Express associates for which we may be legally liable. Coverage Limits of Liability Workers' Compensation Statutory and Employer's Liability $1,000,000 Comprehensive General Liability Errors & Omissions Fidelity Bond Umbrella Liability Automobile (hired and non -owned) $1,000,000 $2,000,000 $1,000,000 $5,000,000 $1,000,000 Express agrees to be responsible for losses which Express is legally obligated to pay which are covered by the insurance on this Certificate. However, this does not include losses resulting from: work being performed in a reasonable, prudent manner by Express associates and/or as instructed by Client; losses resulting from willful misconduct, intentional acts or negligence of the Client (except for losses covered by Express' Workers' Compensation Insurance); injury to Client's employees; operations of any motor vehicle licensed for highway use; or for damage of machinery, equipment or materials in the care, custody or control of an Express employee. Certificates of Insurance must be requested by the franchise office to Express' Corporate Risk Management Department and must be issued by the insurance broker. Robert A. Funk Chief Executive Officer www.expresspersonnet.com NERSONNE1 SERVICES NU 4 INFORMATION TRACKING AND REPORTING Express has the ability to create reports according to any client's specifications or needs. We are able to generate numerous reports, which assist in the management of your temporary workforce, including: • Individual Time Card Report • Time Card Summary Report • Daily Time Report • Department/Task Summary Report • Monthly and Quarterly Summary Report Currently we are also creating special spreadsheet reports for clients that require Specialized tracking of information. These can be tailored to your Specific needs. We also have the capability of electronically transmitting these reports to you and are presently doing so for several clients. Samples of only a few of the reports we can generate are included in the following INDIVIDUAL TIME CARD SUMMARY REPORT LAST NAME FIRST NAME Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi Mausbach Heidi CLIENT NAME City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept City of Fort Collins - HR Dept Job Order # C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 C722 Hrs Worked 16.00 16.00 4.00 20.00 20.00 20.00 12.00 8.00 16.00 20.00 16.00 20.00 20.00 16.00 12.00 16.00 16.00 23.00 12.00 19.00 12.50 20.00 20,00 20.00 19.00 16.00 20.00 19.00 20.00 16.00 16.00 8.00 8.00 8.00 10.75 8.00 8.00 12.00 8.50 12.00 12.00 8.00 10.00 12.00 W/E Date 11/12/00 11 /19/00 11 /26/00 12/3/00 12/ 10100 12/17/00 12/24/00 12/31/00 1 /7/01 1 /14/01 1 /21 /01 1 /28/01 2/4/01 2/11 /01 2/18/01 2125/01 3/4/01 3/11 /01 3/18/01 3/25/01 4/1 /01 4/8/01 4/15/01 4/22/01 4/29/01 5/6/01 5/13/01 5/20/01 5/27/01 6/3/01 6/10/01 6/ 17/01 6/24/01 7/ 1 /01 7/15/01 7/22/01 7/29/01 8/5/01 8/12/01 8119/01 9/2/01 9/9/01 9/16/01 9/23/01 Mausbach Heidi City of Fort Collins - HR Dept C722 11.50 9/30/01 Mausbach Heidi City of Fort Collins - HR Dept C722 12.00 10/7/01 Mausbach Heidi City of Fort Collins - HR Dept C722 12.00 10/14/01 Mausbach Heidi City of Fort Collins - HR Dept C722 12.00 10/21/01 Mausbach Heidi City of Fort Collins - HR Dept C722 14.75 10/28/01 Mausbach Heidi City of Fort Collins - HR Dept C722 12.00 11/4/01 Mausbach Heidi City of Fort Collins - HR Dept C722 12.25 11/11/01 Mausbach Heidi City of Fort Collins - HR Dept C722 11.50 11/18/01 Mausbach Heidi City of Fort Collins - HR Dept C722 8.00 11/25/01 Mausbach Heidi City of Fort Collins - HR Dept C722 12.00 12/2/01 Mausbach Heidi City of Fort Collins - HR Dept C722 12.00 12/9/01 Mausbach Heidi City of Fort Collins - HR Dept C722 12.00 12/16/01 Mausbach Heidi City of Fort Collins - HR Dept C722 10.00 12/23/01 Mausbach Heidi City of Fort Collins - HR Dept C722 8.00 1/6/02 Mausbach Heidi City of Fort Collins - HR Dept C722 12.00 1/13/02 Mausbach Heidi City of Fort Collins - HR Dept C722 12.00 1/20/02 Mausbach Heidi City of Fort Collins - HR Dept C722 6.00 1/27/02 Mausbach Heidi City of Fort Collins - HR Dept C722 12.00 2/3/02 EXPRESS PERSONNEL SERVICES QUARTERLY SUMMARY REPORT - 1ST QTR 2002 LAST NAME FIRST WE DATE PAY BILL CLIENT/DEPARTMENT HRS Brzezinski Bonnie 12/30/01 $7.50 $10.73 City of Fort Collins - Adv. Planning 8.00 Evenson Rene 2/24/02 $7.50 $10.73 City of Fort Collins - Adv. Planning 8.00 Graver Amy 1/6/02 $7.50 $10.73 City of Fort Collins - Adv. Planning 6.50 Graver Amy 1/13/02 $7.50 $10.73 City of Fort Collins - Adv. Planning 5.00 Harris Bryan 3/3/02 $7.50 $10.73 City of Fort Collins - Adv. Planning 6.00 Nichols Aurelia 2/17/02 $7.50 $10.73 City of Fort Collins - Adv. Planning 9.00 Becker Pamela 12/30/01 $10.00 $14.30 City of Fort Collins - Engineering Dept. 10.00 Becker Pamela 1/6/02 $10.00 $14.30 City of Fort Collins - Engineering Dept. 20.00 Becker Pamela 1/13/02 $10.00 $14.30 City of Fort Collins - Engineering Dept. 40.00 Becker Pamela 1/20/02 $10.00 $14.30 City of Fort Collins - Engineering Dept. 40.00 Becker Pamela 1127102 $10.00 $14.30 City of Fort Collins - Engineering Dept. 33.50 Becker Pamela 2/3/02 $10.00 $14.30 City of Fort Collins - Engineering Dept. 40.00 Becker Pamela 2/10/02 $10.00 $14.30 City of Fort Collins - Engineering Dept. 40.00 Becker Pamela 2/17102 $10.00 $14.30 City of Fort Collins - Engineering Dept. 30.00 Becker Pamela 2/24/02 $10.00 $14.30 City of Fort Collins - Engineering Dept. 34.00 Becker Pamela 3/3/02 $10.00 $14.30 City of Fort Collins - Engineering Dept. 38.50 Becker Pamela 3/10/02 $10.00 $14.30 City of Fort Collins - Engineering Dept. 33.00 Becker Pamela 3/17/02 $10.00 $14.30 City of Fort Collins - Engineering Dept. 40.00 Becker Pamela 3/24/02 $10.00 $14.30 City of Fort Collins - Engineering Dept. 40.00 Blehm Jennifer 2/24/02 $8.50 $12.16 City of Fort Collins - HR Dept 14.75 Blehm Jennifer 3/3/02 $8.50 $12.16 City of Fort Collins - HR Dept 19.50 Blehm Jennifer 3/10/02 $8.50 $12.16 City of Fort Collins - HR Dept 27.50 Blehm Jennifer 3/17/02 $8.50 $12.16 City of Fort Collins - HR Dept 8.50 Blehm Jennifer 3/24/02 $8.50 $12.16 City of Fort Collins - HR Dept 21.75 Evenson Rene 313/02 $8.00 $11.44 City of Fort Collins - HR Dept 12.00 Mausbach Heidi 1/6/02 $8.50 $12.16 City of Fort Collins - HR Dept 8.00 Mausbach Heidi 1/13/02 $8.50 $12.16 City of Fort Collins - HR Dept 12.00 Mausbach Heidi 1/20/02 $8.50 $12.16 City of Fort Collins - HR Dept 12.00 Mausbach Heidi 1/27/02 $8.50 $12.16 City of Fort Collins - HR Dept 6.00 Mausbach Heidi 2/3/02 $8.50 $12.16 City of Fort Collins - HR Dept 12.00 Williams Felicia 2/10/02 $8.50 $12.16 City of Fort Collins - HR Dept 12.00 Williams Felicia 2/17/02 $8.50 $12.16 City of Fort Collins - HR Dept 12.00 Williams Felicia 2/24/02 $8.50 $12.16 City of Fort Collins - HR Dept 12.00 Williams Felicia 3/3/02 $8.50 $12.16 City of Fort Collins - HR Dept 18.75 Williams Felicia 3/10/02 $8.50 $12.16 City of Fort Collins - HR Dept 13.75 Williams Felicia 3/24/02 $8.50 $12.16 City of Fort Collins - HR Dept 9.75 Ramos Holly 2/17/02 $9.00 $12.87 City of Fort Collins - Info. Tech. 12.25 Ramos Holly 2/24/02 $9.00 $12.87 City of Fort Collins - Info. Tech. 32.00 Walters Lauren 3/17/02 $8.00 $11.45 City of Fort Collins - Natural Resources 4.00 Nichols Aurelia 2/3/02 $8.00 $11.44 City of Fort Collins - Neighborhood Resources 8.25 Lee Jennifer 2/10/02 $8.00 $11.44 City of Fort Collins - Smart Trips 10.25 Horton Ryan 3/24/02 $8.50 $12.16 City of Fort Collins - Transfort 16.00 Report Date: 6/24/2002 Created by: JCFangman Report Time: 11:55 AM Associate Hours Worked Report From:3/21/2002 To:6/30/2002 Office number: 1016 Ryan John Horton 389-80-9161 Week Ending Check Number/Type Days / Hours Worked Gross Wages 06/16/2002 838562 1 38,0000 $361.00 06/09/2002 807926 1 38,0000 $361.00 06/02/2002 782683 1 32,0000 $304.00 05/26/2002 756454 1 40.0000 $380.00 05/19/2002 730206 1 40.0000 $380.00 05/12/2002 704068 1 24.0000 $228.00 05/05/2002 676613 1 40.0000 $380.00 04/28/2002 649318 1 39.0000 $370.50 04/21/2002 629360 1 40,0000 $380.00 04/14/2002 603267 1 32.0000 $288.00 04/07/2002 564633 1 40.0000 $340.00 03/31 /2002 551896 1 40.0000 $340.00 03/24/2002 528575 1 16.0000 $136.00 Totals: 13 459.0000 $4,248.50 Page: 1 12.0 OPERATIONS AUTOMATION 12.1 Quest Automated Search To provide you with immediate and accurate service, Express searches for qualified associates through our automated office system, Quest3. This automated system enables our staff to more effectively and efficiently screen, select and place our associates on job assignments, as well as maintain complete client usage records. When a staffing need arises, contact Express. Simply request the job category and skill requirements. An Express personnel supervisor will input the required skills and within seconds, scan a list of Express associates whose skills match your requirements. Our computer network integrates both the front office and back office functions. The Express automated search system provides a detailed history of your account including full financial and operational reporting. Currently our international headquarters has the capability of receiving electronic payment of any invoices from Express clients. (EFT) Our bank also has the capability of sending and receiving invoicing inforination to our clients. (EDI) Direct deposit of paychecks for Express temporary associates is also available. We invite you to visit our facility and view our automated system firsthand. We want to be your primary staffing provider, and we'll go the distance to earn and keep your business. 13.0 PURCHASE ORDERS In order to provide a proper quotation for each specific Purchase Order, Express Personnel Services will work with each department at the time of the request. This information is routinely gathered with the aid of the Express Job Assignment Order Form. A copy follows for your review. Back-up information to be provided will include: • A description of the work to be performed • The umber and categories of employees required • The location and time for initiation and performance of the work • The payment procedures and amounts • A description of the labor, materials, and support to be supplied by the City • Identification of the supervisor/project manager for the department Any other special circumstances relating to the performance of the work assignment 14.0 COMPANY REPRESENTATIVES The owners, Paul and Jeanne Fangman, are outlined in section 1.2. Following are the resumes of Stacie Davis, Personnel Supervisor, and Beth Fangman, Marketing Representative. Both are responsible for coordinating requests with the City Human Resources Department with the support of Jeanne Fangman. In addition, Express Personnel has an employee whose sole duty is to complete the weekly payroll. DEPARTMENT ASSIGNMENT Poudre Fire Authority Receptionist Secretary/Scheduler Smart Trips Data Entry Mailing Project Office Assistant Streets Department Transfort Transportation Office Utilities Receptionist Administrative Assistant Receptionist Administrative Clerk Clerical - Bus Usage Project Data Entry Filing Clerk Traffic Count Update Transfort Schedules Parking Study Aid Receptionist Stacie Ann Davis -------------------------------------------------------------------- -------------------------------------------------------------------- 911 Akin Avenue E-mail: stacieadavis@home.com Fort Collins, CO 80521 (970) 498-9615 Work Experience: Express Personnel Services, Fort Collins, CO September 2000-Present Personnel Supervisor ♦ Conduct jib interviews, administer and score tests, evaluate applicant skills, abilities, and availability for assignment ♦ Analyze client's operation, develop and present alternative staffing strategies suited to client - specific needs ♦ Monitor and record associate performance and provide necessary feedback. ♦ Maintain awareness of local labor market, business conditions, activities of competing companies, and industry -related trends Ft. Collins Economic Development Corporation, Fort Collins, CO August 1999-September 2000 Administrative Assistant ♦ Created Power Point presentations for businesses looking to relocate to Fort Collins ♦ Gathered current information and statistics about Fort Collins for publications ♦ Designed a guide for new as well as maintained correspondence with current investors ♦ Planned all annual events and outings as well as monthly board meetings ♦ Processed accounts payable, receivable, and payroll ♦ Coordinated fundraising events ♦ General office duties: answer phones, set appointments, file, run financial reports Reason for leaving: company to merge with Loveland Dillon Sales Company, Layton, UT January 1997-August 1999 Sales Representative ♦ Independently developed and operated Utah division January 1998 ♦ Created and maintained database of accounts developed in three state territory ♦ Made individual and joint sales calls with distributor representatives on hospitals, clinics, nursing homes, and home care stores ♦ Organized and conducted sales training programs for major medical distributor sales and customer service personnel ♦ Participated in numerous national trade shows conducting product training presentations to healthcare professionals ♦ Prepared and executed weekly, monthly, and annual business plans for development and growth of sales in territory ♦ General office duties: Accounts Payable/Receivable, filing, weekly budget CB Commercial Real Estate, Inc., Englewood, CO August 1995-September 1995 Office/Property Manager -Internship ♦ Trained in property management ♦ Maintained tenant relations and leases for five buildings ♦ Processed accounts payable and receivable ♦ Assisted in compiling and calculating annual budget ♦ Updated tenant files and leases in preparation for sale of building and two other properties ♦ Designed an office manual and contact sheets for new management Education: Colorado State University, Ft. Collins, CO December, 1996 Bachelor of Science degree, Business Administration Concentration: General Business/Entrepreneurship ELIZABETH A. FANGMAN 4446 Sunknoll Drive Loveland, Colorado 80538 (970)461-8039 Related Experience Marketing Representative — Express Personnel Services, Fort Collins, CO. 2000 — Present ■ Expand and maintain existing client accounts ■ Establish new business accounts ■ Interview and dispatch associates to client accounts ■ Develop and Maintain recruiting sources Sales Consultant — Waste Management, Fort Collins, CO. 1998 — 2000 ■ Sell and solicit commercial waste accounts to the industrial, construction, and general business markets. ■ Responsible for managing territories in the Northern Front Range area including Fort Collins, Loveland, Berthoud, Longmont, Windsor and Greeley, ■ Acquired a working knowledge of the waste removal industry in order to conduct consultative sales calls and corporate account development. ■ Responsible for cold calling, generating $2,500 in new sales per month, contract resolution and customer retention, implementation of price increases and service changes, and facilitating collections procedures. ■ Appointed as Special Events Coordinator for the entire Northern Colorado Region. Sales Representative - TANDEM STAFFING, Denver, CO 1997 -1998 • Sell and market temporary staffing services to the industrial, construction and general labor markets. • Responsible for cold calling, conducting presentations, consultative sales and corporate account development in a Denver South Suburban and Southern Colorado territory. • Promote optimum account relations and ensure account retention through regular site visits, corporate client follow-up and resolution of contract problem situations. • Generated two new accounts weekly, achieving highest productivity in new business development. • Captured a major staffing account with The Great Indoors with quarterly projected revenues of $200K. • Recognized as "Top Sales Performer" - first quarter, 1998, Employment Representative - EXPRESS PERSONNEL, Fort Collins, CO 1988-1994 • Generated new corporate client business through cold calling and referral lead development. Worked directly with managers and supervisors In support of company hiring and staffing needs. Negotiated administrative support temporary help contracts and salary compensation with employers. Interviewed, tested, screened and assessed applicant's suitability for specific employment positions. ■ Participated in candidate search and employee recruitment activities. Other Experience Property Manager- CARMEL COMPANIES, Denver, CO (312 Units) • Hired, trained and motivated up to eight staff including assistant manager and maintenance personnel. • Processed and approved new tenant applications; updated resident profiles; posted monthly rents; and served as court witness In litigating delinquent or evicted tenants. • Managed Internal/external maintenance and site improvement projects, Including acquiring contractor bids and monitoring work progress. Assistant Manager - THE BREAKERS APARTMENT RESORT, Denver, CO (1300 Units) • Assisted In all aspects of leasing and property management, Initiated tenant credit checks; approved payment Invoices; generated status reports; and assisted with advertising, promotions, and marketing. • Awarded "Employee of the Month" for outstanding job performance, 1994. Education B.A., Business Administration, Fort Lewis College, Durango, CO, 1993 Relevant Coursework: Personnel Management, Industrial Relations, Psychology/Social Issues, Conflict Resolution, Business Law, Business Statistics, Marketing, Financial Management, Managed Information Systems. 15.0 PROPOSED RATE INFORMATION 15.1 FIXED HOURLY RATES BY CATEGORY We have provided several fixed hourly pay and bill rate examples below. Please note that all the following proposed rates have not increased since 2000 in an effort to remain competitive: Clr�calI .: $7.50 $10.73 Clerical II $8.00 $11.44 Oretqry' $8.50 $12.16 Administrative Assistant $9.00 $12.87 For positions that are non -clerical, we will use a similar formula with the exception that the appropriate workers' compensation rate would be used. Following are examples of areas that we have furnished temporary workers for the City of Fort Collins in the past: $8.00 $11.58 $8.50 $12.30 15.2 FIXED MARK-UP PERCENTAGE All clerical and administrative support positions will be billed at a fixed markup percentage using the formula of the pay rate plus forty-three percent (43%) of the pay rate. Non -clerical will be billed at a fixed markup percentage using the formula of the pay rate plus forty-four and sixty-seven hundredths (44.67%) of the pay rate. 5.3 Fixed Fee Project Express can also provide the option to the City of Fort Collins to quote as a fixed fee per project. This typically would be used for higher -level technical or professional temporary employees. We have given two examples below for a technical writer and an accountant. Obviously, the examples are fictional and for demonstration purpose only. We will work with the City of Fort Collins on a case -by -case basis for such project. The guidelines we used to create the fixed fees are as follows: Employee's skills and qualifications meet those required for the project Employee would work 40 hours per week Project is projected to last six months or more $15.00 $21,934.00 $20.00 $29,239.00 15.4 Job Categories & Descriptions Following are some of the main job categories and job duties Express Personnel utilizes. The duties for each assignment that most closely fit the requirements of he assignment is the criteria we will use to match associate skill levels appropriately: • CLERICAL I — Receptionist work, filing, light typing, photocopying • CLERICAL H — Word processing, typing, data entry • SECRETARY — Heavy word processing, spreadsheets, office coordination, meeting notes • ASMINISTRATIVE ASSISTANT — Heavy work processing, project coordination, decision -making tasks • LIGHT INDUSTRIAL — General laborer, janitorial light warehouse work, light lifting Express Personnel Services bills for services rendered on a pay -per -hour basis. The stated rates will apply to the position(s) discussed. These rates are applicable through June, 2003 barring any unforeseen changes. EXPRESS PERSONNEL SERVICES CLIENT COMPANY NAME Signature Title Date Spirit of the Agreement Signature Title Date It is the philosophy of Express Personnel Services to abide by this agreement not only to the letter, but also in the spirit, of the agreement. We are committed to providing you with flexible and responsible service, enabling you to focus on your core business. No Text . 52 years of knowledge and innovation . One Source network E-cruiting Ta rg etE JA Skill evaluation by rent Q ree v No Text PERSONNEL SERVICES, OCAL OWNERSHIP OVERVIEW [I us.... SS PERSONNEL ;ES is a locally owned ry help and full-time ;nt service affiliated a franchise network r 411 other Express l Services offices , The affiliation with all rporation allows y abreast of the 7n our industry and ong foundation. ally owned, Express aid interest in fulfilling needs, as well as a to "Excellence". was recently i as one of the staffing t outstanding This commitment 1>.Dur clients with the v of service in the cur office.... PERSONNEL > has served local and full-time needs for over ars working with ea businesses he positions we fill eceptionist, ive assistant, data tor, accountant and i technologists, to oduction workers, dscapers and general all types. Our full- ent division fills arils in the areas of administrative support varying from entry-level to mid -management. EXPRESS PERSONNEL SERVICES can fill any need! our experienced owners.... Paul Fangman has over thirty-three years of experience in the temporary help industry and personnel field, owning and operating a temporary service for over twenty four of those years. Jeanne Fangman has been actively involved in the business since 1984. Locally, Paul and Jeanne have lived in the Fort Collins/Loveland area for over twenty-four years and have owned Express Services since 1984. devoted to our community.... All of Express' internal employees are actively engaged in community service. Company policy encourages involvement in organizations including the Chamber of Commerce, Rotary, Leadership Fort Collins, Fort Collins Foundation, Northern Colorado Economic Development Corporation, Front Range Community College Advisory Board, and The Northern Colorado Human Resource Association. devoted to our associates.... Our associates also play an essential role in the success of our business and we are dedicated to keeping quality employees. To that end, we offer several benefits. Express associates have the option of participating in a 401(k)- retirement plan. Associates are also eligible to participate in our Accident/Sickness Medical Plan. Express even offers holiday and vacation pay benefits to qualifying associates. professional affiliations.... Express is a member of all relevant professional organizations, including the American Staffing Association (ASA), National Association of Personnel Services, (NAPS), National Association of Personnel Consultants, (NAPC), Colorado Association of Temporary Services (CATS), and the Colorado Association of Personnel Consultants (CAPC). volt urrices i apimmmism uanaiaates i Front Office Volt -Track • User name: ML PA msimpson Password: I********* Log On This system is to be used only by Volt aukhorize:1 personnel, User ine submittal, resume )w and i ntervievy , j Customized Report Capabilities -?:CPT VOLT SERVICES GROUP MANAGFMFNT REPORT + SAMKt 1'34 jSAST t,AME cFci JOE; 1�1 E 1 .AT ! G :IR T NUMEIF —_ 14 ) Kr F JESC R T, N c4cc T 'Mil 040: T 773W, = t i_% :OT- E,.,T.—' JOB SUBTOTAL c4i JOB SUDIO TAT CUSTOMER TOTAL 3n'r--�m Hr rnILr3-)NG,,-;nF,FA A IJUMLIE� INCLUEI;NGi-JETS tAL! Ah'.'A:414 I_ --A 11T11 %A v CIO y WFIL. CJIT T C T E Am.- L)h Hours worked RFT Hpi -L HP; RATE BILLIED 3) 00 7IN '73 0 15 15 j) 0; 44 (Regular and ovefVme) 5.0 C. CID 50 ccI 40 U-1 11 I i}j Dollars spent .4. 7, 1 IF 1 94 aer ,AV Depth and demonstrated � commitment to leading the industry makes Volt unique 2 Breadth of resources puts powerful industry tools at your disposal 3 Aggressive investment in technology helps you managenore effectively Volt ... Driving Bottom Line Results ......................... ................. vv' { Volt Services Group No Text ployee Handbook For V's on Assignment silent Technologies VOLT SERVICES GROUP Table of Contents Welcome.................................................................................................................................................................................. 3 AssignmentInformation...........................................................................................................................................................4 VoltCompany Overview..........................................................................................................................................................5 AssignmentIntroduction..........................................................................................................................................................6 SexualHarassment.................................................................................................................................................................9 SubstanceAbuse.....................................................................................................................................................................11 WorkplaceViolence.................................................................................................................................................................13 Benefits.....................................................................................................................................................................................16 TimecardProcedures..............................................................................................................................................................18 Security............................................................................................................................... ...........19 .......................................... Emergencies............................................................................................................................................................................ 21 SafeWork Practices................................................................................................................................................................24 Illness/injury Procedures.........................................................................................................................................................25 Ergonomics..............................................................................................................................................................................26 ErgonomicChecklist................................................................................................................................................................29 Protectingthe Environment.....................................................................................................................................................32 OSHA....................................................................................................................................................................................... 33 MaterialSafety Data Sheets................................................................................................................................................... 34 HazardousMaterial Information..............................................................................................................................................36 WasteManagement................................................................................................................................................................ 37 GeneralElectric Safety ............................................................................................................................................................39 MisconductPolicies.................................................................................................................................................................40 Welcome to the Volt Team Congratulations on being chosen for an assignment at AGILENT TECHNOLOGIES. Your Volt interview, skill evaluations and work history indicate that you will be a welcome, valuable addition to the Volt/AGILENT TECHNOLOGIES team. We believe both employee and employer have mutual responsibilities. As a responsible employee, you will need to be here as scheduled, follow Volt and AGILENT TECHNOLOGIES policies and procedures, and do the best job you are capable of doing while on assignment. You may be required to work overtime during your assignment at AGILENT TECHNOLOGIES. Our responsibility, as your employer, is to assist you in meeting our expectations and to provide you with a comfortable work environment. The information contained in this guide will assist you throughout your assignment at AGILENT TECHNOLOGIES. Please read it carefully and keep it for future reference. If this guide does not answer all of your questions, please contact the Volt Recruiting Coordinator at the Fort Collins Technical Branch. Our goal is to make your experience with us as rewarding as possible. The entire Volt team maintains a personal and professional commitment to providing outstanding service to AGILENT TECHNOLOGIES — we invite you to join us in this commitment. Volt Technical Office: (970) 494-3125 Volt Light Industrial Office: (970) 494-2000 © 2002 Volt Services Group 4 Assignment Information Branch ID Number: Volt Job Num'Jer: Volt Employee Number: Special Safety Equipment: Anytime you have a question, please contact your Volt once listed on page 1. © 2002 Volt Services Group 1.3 Corporate History Express was founded in 1983 by Robert A. Funk, James R. Gray and William H. Stoller. The founders were long-time executives and/or franchise owners with an international personnel firm established after World War II. By the end of the first year, Express was up and running fast. Although the new company had many unique elements, the primary distinction was the fact that it was wholly franchised. The decision to build one of a few 100-percent franchised staffing firms would soon be recognized as a principal reason for the organization's rapid success. Today, Express employs over 300,000 workers in 411 locations internationally. Express understands that its franchise foundation provides its clients a total quality management approach to business. The decision -makers are closer to the customer and can offer more flexibility in developing staffing solutions that are tailored to meet their local needs. Volt Company Overview Volt had its origins in 1950 in New York City, by supplying technical publication services to business. The original founders, William Shaw and Jerome Shaw, are still with Volt and serve as President and Chairman of the Board, and Executive Vice President and Secretary, respectively. Volt's contract personnel business was formed in 1956. Initially, most of its customers were requesting writers, editors, illustrators, parts catalogers and others skilled in the preparation of technical publications. As opportunities were presented, Volt expanded into areas such as computer -aided de sign and drafting, computer software programming and development, petrochemical, pharmaceutical, energy, and the marine industry. The growth of the business was due in large part to our expansion into these new markets. In 1966, a companion business, Volt Temporary Services, was established on the West Coast. This business focused on the placement of clerical, secretarial and light -industrial personnel. During the middle Seventies, Volt Temporary Services experienced rapid growth, with revenues and profits almost doubling every two years. During the Eighties, growth continued, and the business tripled in size within the decade. Geographical expansion and concentration on specific markets and services are two primary factors that fueled Volt's spectacular success in the temporary help business. The response to specific market opportunities or industry needs has been critical to Volt's internal growth. Volt now operates as Volt Services Group with specialty divisions as outlined below. • Clerical and Light Industrial Division • Accounting Division • Technical Division • Computer and Engineering Division Today, Volt Services Group has taken a place among the ranks of the major temporary help companies. We have evolved from a primarily southwestern operation to a national organization whose offices are all company owned and operated. © 2002 Volt "Jervices Group Assignment Introduction During your assignment with Volt at AGILENT TECHNOLOGIES, you will be entering a world -class manufacturing environment with specific expectations, which include: Professionalism in the workplace Commitment to meeting production goals Commitment to Quality, Excellence and Teamwork Maintaining acceptable attendance Respect and courtesy to our customer Values AGILENT TECHNOLOGIES values are a set of deeply held beliefs that govern and guide their behavior in meeting their objectives and in dealing with each other, their customer and others. These values are outlined below: Trust and Respect for Individuals Each situation is approached with the understanding that people want to do a good job and will do so, given the proper tools and support. Focus on a High Level of Achievement and contribution Everyone working at AGILENT TECHNOLOGIES must continuously look for new and better ways to do their work. Conduct Business with Uncompromising Integrity Everyone working at AGILENT TECHNOLOGIES must be open and honest in their dealings to earn the trust and loyalty of others. Achieve Common objectives through Teamwork A commitment to working as a worldwide team to fulfill the expectations of their customers. Encourage Flexibility and Innovation A work environment is created in which diversity of people and ideas is supported. © 2002 Volt Services Group Fort Collins Campus Ri ..J1_-- A .1 v v v v� O ooooD Q CIRMM n IMM Loveland Campus A b rW— At. c 0 L 0 R A 1 —Taft Building 2 — Taft Gale 3 — Weal Gale 4 — llettz Rent -a -Car Puking 5 — "E.. Lobby 6—"E"Lkxk 7 — "D" Loblry 8 — West "D" Dock 9 — Facilities 10 - West "A" lhxk 11 - "A" Building 12 - "B" Building 13 - "C" Lohby 14 - South Gate 15 - Met ix Lobby 16 - CotMate Yards 17 - East Gale 8 Sexual Harassment within the Workplace Harassment in the work place is an issue of which we all must be aware. A recent study reported 99% of all Fortune 500 companies have received complaints and more than one-third have been involved in litigation. The survey estimated in addition to legal expenses, sexual harassment issues cost $6-$7 million per year in employee absenteeism, turnover and loss of productivity. Volt and AGILENT TECHNOLOGIES have strong commitments to providing a safe, friendly and harassment -free work place. Proper conduct, sensitivity and professionalism are expected. The following behaviors are unacceptable in the work environment: • Intimidation or coercion • Verbally abusive or offensive language • Confrontational behavior • Inappropriate anger control • Sexual innuendoes, jokes, conversation • Inappropriate written or graphic materials • Unwelcome sexual advances The Definition of Harassment The definition of sexual harassment has been expanded and more specifically defined over the past several years. Unwelcome sexual advances, requests for sexual favors, audio or visual material of a sexual nature and unwanted physical contact of a sexual nature are all definitions of sexual harassment. However, sexual harassment is now broken down into these integral types, Quid Pro Quo: • Sex for job benefits —offers of employment or promotion for sexual favors. • Implicit —change in attitude after rejection • Explicit —specific requests for favors as a job condition. • Submission to or rejection of sexual favors is used as the basis for employment decisions. Hostile Work Environment: Unwelcome sexual or sex -based behaviors that create an offensive, hostile or intimidating work environment or that which adversely affects an employee's ability to do his/her work. Examples of Sexual Harassment: • Verbal • Non-verbal • Physical © 2002 Volt Services Group The Fact: The way to end harassment in the workplace is through education and establishing an atmosphere of mutual respect among all employees. We can eliminate harassment by: • Being sensitive to the manner in which your co-workers wish to be treated. • Eliminating potentially offensive behaviors by: • Avoiding the use of nicknames (unless asked to) • Avoiding vulgar language • Not doing or saying anything before you think about it. Consider whether you would do or say it in front of a spouse, parent or child. Ask yourself: "Would I do or say this if I were being quoted by a local newspaper?" • Asking yourself if you would want someone else to act this way toward a person with whom you have a relationship (girlfriend, wife, daughter, boyfriend, husband, son)? Remember, treat others as you wish to be treated. If you are a victim of harassment, you should: Report it immediately so it can be investigated promptly. It is our goal to resolve such concerns as quickly as possible. If a situation in the work environment arises that makes you uncomfortable you are encouraged to follow these guidelines: If you choose and feel comfortable enough, tell the person their behavior offends you. Promptly report these concerns to your Volt Supervisor on -site office, who will investigate the situation and take prompt, appropriate action. If you do not receive satisfaction at the Supervisor level, you are welcome to contact the Volt Branch Manager for resolution. If still unresolved, Volt's Human Resources Department in Orange, California is also a resource for you. They can be reached at 714-921-8800. Once a complaint has been received, Volt -nrill: • Take all claims seriously. • Initiate a thorough investigation. • Interview victim for specific facts. • Interview any witnesses, • Interview the accused. • Document all interviews. • Take prompt, appropriate action. Volt maintains a strong commitment to ensuring our employees a safe, friendly, and harassment -free workplace. It is our goal to resolve such concerns maintaining the highest level of sensitivity, discretion and professional as possible. 0 2002 Volt Services Group 10 Substance Abuse America's drug problem is enormous. Estimates show that: 9.7 million Americans use marijuana • 1.9 million Americans use cocaine • Other more lethal drugs have become popular • Drugs are easy to obtain • Drug related medical emergencies are at an all time high. The drug problem in the workplace: 66% of Americans who use drugs are employed. Drug addicts. The workplace is affected in many ways. • Drug abusers are less productive. • Drug abusers have more accidents. • Drug abusers have more medical claims. • Drug abusers have more absenteeism and turnover. • Drug abusers have more product defects. • Drug abusers are involved in more employee theft, • Drug abusers become disciplinary problems. users often become chronic drug abusers, and The cost to business is enormous, the human cost is even greater. Drug testing and drug policies Many businesses like AGILENT TECHNOLOGIES now require pre -employment drug testing and adopting anti -drug abuse policies. Don't many people use drugs without losing control? • Some do, at least for a time. However, a drug abuser can be like a time bomb waiting to go off. • Drug abuse even by a casual user can present a substantial safety and health risk on the job to the person, and the company's customers Drug abuse has a major impact on workplace crime. • In some cases a paycheck alone can not support it. • It is the major cause of embezzlement and other employee theft or theft of equipment. • It can cause employees to steal from co-workers, and can lead to blackmail. • It can have ties to organized crime. • There is often violence associated with drug dealing. • Many drugs are sold to co-workers on or off the job. The workplace is often thought to be a safe place to sell drugs. • Often they are sold on credit. Employee alcohol abuse: • Alcohol remains the number one drug of abuse in America. • It hurts more employees and their families than all other drugs combined. • The impact on safety and productivity is similar. • Abusers are often late or absent. • They use more sick time. © 2002 Volt Services Group 11 The effects of drug abuse: It affects all of us as citizens in many way • higher taxes • higher insurance rates • more crime • higher prices • puts you in more jeopardy for workplace accidents • affects the company's competitiveness and profitability which can increase the likelihood of layoffs • higher health costs • risk of having money or belongings stolen What to watch for: • Excessive absenteeism, tardiness, long lunches, leaving early • Disinterest in work • Poor decision making or irresponsible behavior • Carelessness, wasted materials, damage to equipment • Mood swings or emotional outbursts • Blaming others • Glazed or red eyes, slurred speech, staggered walk, unkempt appearance • Paranoia or unusual irritability If you suspect or know a co-worker that has a problem, you shouldn't: • Look the other way • Make excuses for them If you suspect or know a co-worker that has a problem, you should: • Be informed about the company drug policy • Go to your Volt supervisor • Learn the symptoms of drug abuse and what drug paraphernalia look like • Make a commitment to make a difference Drug abuse is everyone's problem. You can do something about it. Our greatest national and workplace asset is people. Everyone must care. If notified, Volt will: • Take reports seriously • Initiate a thorough investigation • Take appropriate action © 2002 Volt Services Group 12 Workplace Violence —Awareness & Prevention Volt Services Group is committed to a safe and healthful work environment. To that end Volt will take steps to prevent workplace violence and asks that you, as our employee, assist us in a work safety goal. The potential of violence at work should not be taken lightly. Here are some facts: • The United States has the highest per capita incidence of interpersonal violence of any nation not actively engaged in a civil war. • The 1990's have been the deadliest and most violent years since 1979 when statistics first started being maintained, • One in five high school students now carry a weapon to class. • 200,000 people are stalking another individual at any given point in the U.S. and many stalkers are former employees. • Homicide is one of the leading causes of death in the workplace. • Each year there are thousands of violent incidences involving innocent people. • Sometimes the violence is physical but many times it is psychological. • Violence can also include threatening an individual, his or her family, friends, associates or property with harm. • There are many causes of workplace violence. Some of the most common are: • Domestic violence or abuse at home • General mental illness • Political or personal beliefs • Layoffs or down -sizing or job change Terminations Warning signs There are often warning signs. To make the workplace safe for everyone, employees should be alert and recognize troublesome situations or people. Rarely does violence happen without a prior history of problems. People do not "snap" without a warning. Please note: many of these characteristics could be caused by medical problems. It is important not to jump to conclusions or to condemn an innocent person. Some of the patterns to watch are: Physical examples: • Jaw or fist clenching • Rapid head movements or tics • Facial contortions • Hand wringing 2002 Volt Services Group 13 Language Examples: • Rapid or slow speech not normal for the person • Extreme use of profanity • Repeating self • Verbal threats • Very loud voice tone • Not making sense • Emotional outbursts Behavioral Examples: • Gestures • Alternating between cooperative and anger • Entering into another person's space • Not wanting anyone near him/her • Over reacting to criticism or events • Uncontrollable romantic obsession • Sends inappropriate messages to co-workers and management • Enjoys being disruptive • Refuses to cooperate with supervisor or others • The behaviors listed above get progressively worse Thought Pattern Examples: • Cannot concentrate on present • Blaming you or others for the problems; claims to be a victim • Blaming him or herself • Hopelessness • Intense mood swings • Exaggerated self-importance and value to the organization • States a desire to harm self or others • Sabotages equipment or vandalizes • Threatens violence or suicide Reminder: the above list of patterns is meant to be guidelines and are not meant to cause undue fear. Be careful not to be too quick to judge. Suggestions of how to handle someone who is emotionally upset: • Listen • Acknowledge the person's frustrations • Show concern • Let them calm down • Suggest they talk to a Volt On -Site supervisor • Treat co-workers with respect and dignity © 2002 Volt Services Group U PERSONNEL SERV/CES PAUL AND JEANNE FANGMAN June 24, 2002 Mr. James B. O'Neill II, CPPO, FNIGP Director of Purchasing and Risk Management City of Fort Collins Purchasing Division 215 North Mason Street Fort Collins, CO 80524 Dear Mr. O'Neill: Thank you for continuing to consider Express Personnel Services as a solution to your staffing challenges. After reading your personnel and human resource needs in the recent Request for Proposal No. P-843, we are positive we have the resources to help you. Express Personnel Services has maintained a very solid working relationship with the City of Fort Collins since 1984 supplying temporary employees to numerous departments in a variety of work assignments. In 1998, we were awarded the contract for temporary staffing to the City and that contract has been renewed annually since then. We are very interested in maintaining our partnership with the City of Fort Collins and would welcome the opportunity to make a presentation to your committee in person. Additionally, we would like to invite you to tour our facility, so you can gain a first- hand look at our automated testing system and other screening and training tools, as well as meet our team. This should give you good insight into the caliber of service and support that you can continue to expect as an Express client. If you have any questions or concerns, please do not hesitate to contact either of us. Sincerely, J Paul Fangman - \ Jeanne Fangman Franchise Owner/Manager Franchise Owner/Manager "A Circle of Excellence Award Winning Office" 4631 S. Mason Street, Suite 82, Fort Collins, CO 80525 9701226-4300 FAX 9701226-1260 14 How to handle aggressive behavior (verbal or physical): • Remain calm, slow down and speak clearly, • Do not let the person be the center of attention. Have someone (preferably a Volt supervisor take them aside.) Do not use hands. Use a barrier and create space. • Listen to his/her complaints but avoid arguing. • Try to make suggestions or provide them with alternatives. • Do not allow physical or verbal abuse. • Make eye contact. • State opinions and directions forcefully. • Be ready to be friendly if behavior changes. • Maintain a calm, but firm voice. • Use diversions such as asking the person to sit down. • Get help immediately. You are important to us. We will listen if you come to us. • Always report any threatening behavior, verbal or physical to your Volt supervisor or job supervisor. In case of verbal behavior please notify your Volt supervisor immediately, and in case of a physical threat, please call 2911 or security first. • Tell us what happened, the time and who else witnessed the event. • Do not be a hero. If there is serious danger, call 2911 immediately. When a complaint has been received, Volt will: • Take all reports seriously and maintain confidentiality, if possible. • Investigate thoroughly, • Take appropriate action. © 2002 Volt Services Group 15 BENEFITS Please take the time to read and understand the benefits listed below. HOLIDAYS Volt offers six paid holidays per year including: • New Year's Day • Memorial Day • Labor Day • Thanksgiving Day • Independence Day (4th July) • Christmas Day In order to receive holiday compensation, the following criteria must be met: • You must work the 13 consecutive weeks prior to the holiday. • You must not miss any weeks during the 13 week period. • You must work the scheduled working days prior to and after the holiday. • Holiday hours will be pro -rated based on an average of 40 hours per week or 520 hours based on the 13 week period prior to the holiday. (Example: No weeks missed for 13 weeks' total hours worked = 483. 483, 520 = 93%. Employee is paid for 93% of 8 hours, or 7.5 hours. ) VACATION Volt offers one week (40 hours) vacation pay. When the eligibility requirements are met, vacation time must be scheduled with the AGILENT TECHNOLOGIES supervisor and Volt. In order to receive vacation compensation, the following criteria must be met: The ETW must have worked 1960 hours. MEDICAL INSURANCE Volt is pleased to offer HMO health insurance, of which we will contribute 50% of the single premium amount, The remainder of the cost is the employee's responsibility. The Volt On -Site office can provide benefit sign-up forms and additional information. The employee will qualify for health insurance after 360 hours at AGILENT TECHNOLOGIES (overtime not included). Benefit sign-up forms and additional information may be obtained from the Volt On -Site office. DENTALISHORT-TERM DISABILITYITERM LIFE INSURANCE Volt also offers a combination dental/short-term disability/term life insurance policy. The employee will qualify after 160 hours at AGILENT TECHNOLOGIES. Benefit sign-up forms and additional information may be obtained from the Volt On -Site office. 2002 Volt Services Group 16 DEPENDENT CARE FLEXIBLE SPENDING ACCOUNT Volt's new dependent care flexible spending account plan allows employees to set aside money using payroll deduction to fund an account to pay for dependent care expenses incurred. The money deposited into this account is deducted from the employee's pay before taxes (including FICA) are paid. This reduces the employee's taxable income, which provides valuable tax savings. DIRECT DEPOSIT Volt offers the convenience of direct deposit with sign-up available immediately. Implementation requires approximately four weeks. 401 K Immediate enrollment into Volt's 401 k savings plan is available to technical employees only. Contact your on -site office for more information. TRW SYSTEMS FEDERAL CREDIT UNION Services include; • Free savings accounts • Free internet account access • Global access debit card • Free telephone banking • No annual fee Visa credit cards • Free teller transactions at Credit Union Service Centers • Low loan rates • No, or low fees, on checking accounts (See an on -site Volt Representative for more details.) COMPENSATION, REWARD, AND RECOGNITION PROGRAMS As the employer, Volt is responsible for all reward and recognition programs for temporary employees on assignment at AGILENT TECHNOLOGIES • Volt production ETW's are scheduled for reviews and potential increases at three, six, and twelve- month intervals. • Technical and Administrative ETW's are scheduled for reviews and potential increases at approximately six, twelve and eighteen months. © 2002 Volt Services Group 17 Volt Timecard Procedures Paying you promptly is very important to us. Following the procedures outlined herein will ensure you receive your paycheck on time. Timecards are due in the Volt Timecard box no later than noon. on Monday. Whenever a holiday approaches (whether it be a paid holiday or not), it will probably affect payroll. Contact your on -site office in advance of any holiday for payroll deadlines. • You may pick up your weekly paycheck from the Volt Technical office each Friday from 11:00 am- 4:30 pm. Checks that are not picked up will be mailed. Instructions for completing your Timecard: • Print your full name and Social Security Number. • Include your Branch ID and Job Number. • Week ending date is always the Sunday date. (The pay week is from Monday through Sunday.) • Write in total hours (straight time and overtime) written numerically and in alpha characters (i.e. "40 hours" would be written as "forty hours"). • Write AGILENT TECHNOLOGIES in the Company Name section. • Complete signature and supervisor's name section. Distribution: The first three copies to Volt. • The fourth copy, marked "Customer," goes to your AGILENT TECHNOLOGIES manager. • The fifth (yellow) copy should be retained for your records. Other Information: Your pay rate is confidential. Discussion of pay rates among ETW's or with AGILENT TECHNOLOGIES employees is discouraged and may be cause for dismissal. Information regarding minimum wage, discrimination, unemployment insurance, workers compensation, equal opportunity, family and medical leave, job safety and health protection is posted at the Volt office at each AGILENT TECHNOLOGIES facility. A record of tardiness or absenteeism is cause for terminating your assignment. Be sure to contact your Volt manager, as well as your AGILENT TECHNOLOGIES supervisor if you will be late or sick. If you need to schedule time off, complete an ETW Time Off Request, and follow form instructions to obtain approval. If you have any questions regarding the timecard and payroll procedures, please contact the Volt office listed on page 1. © 2002 Volt Services Group 18 Security Identification You will be issued an identification badge for the estimated duration of your assignment. This badge must be returned to the Volt on -site office at the end of your assignment. Please note that you are required to wear your badge at all times while at AGILENT TECHNOLOGIES. Access Control Card You will also be issued and accountable for an access control card. All access control cards are programmed for individual use, with the card providing it's own sign-in/sign-out data. Please be aware that if the access control card is lost, you will be required to pay $50.00 for a replacement. Stolen, Missing, or Found Property Employees are requested to immediately notify the Security Department if personal possessions or company property is lost or stolen. Security will investigate and file a Missing Property Report. These reports are used to determine trends for particular areas or items. Since AGILENT TECHNOLOGIES cannot provide reimbursement for lost/stolen personal effects, each employee should exercise vigilance. Items that are "Found" should be turned over to Security. Lobby Areas The lobby guard/receptionist provides a number of functions/services, which may be of benefit to employees. • Employee and contractor identification/verification • Temporary employee and contractor badges • Registration of non-AGILENT TECHNOLOGIES employees and contacting site employees for business related guests • Monitoring property removal • After-hours telephone operator Camera/Video Recording Devices AGILENT TECHNOLOGIES policy does not permit the use of camera/video recording equipment On -Site without proper management authorization. The manager of the area to be photographed or recorded will be responsible for giving this authorization. Security should also be notified of your intent. Drugs and Weapons The introduction onto AGILENT TECHNOLOGIES property, facilities, and company owned vehicles, of illegal drugs, controlled substances, explosives, firearms, dangerous weapons, or harmful devices is strictly prohibited, Employee Assistance Battery jump assists for employees' vehicles are provided by Security. If you have locked your keys in your vehicle, Security may be able to assist. There is no charge for either of these services; however, AGILENT TECHNOLOGIES will not be responsible for any damages incurred during the attempt to jump-start or unlock your vehicle. © 2002 Volt Services Group 19 Parking/Traffic Regulations Employees are requested to exercise prudence and caution while driving on AGILENT TECHNOLOGIES property, Because of limited visibility and pedestrian traffic, vehicle speed should not exceed 15 MPH on AGILENT TECHNOLOGIES property. Backing into or pulling through a parking spot is not permitted because it presents a hazard when the vehicle is pulled out against the normal flow of traffic. Areas of the parking lots have been designated for special purposes and should not be used for general employee parking. These areas include handicapped, company vehicles, visitors, etc. Please do not park in crosswalks, roadways, fire lanes, or in Shipping and Receiving areas. Security personnel patrol these reserved areas and unauthorized vehicles may be issued warning tickets or towed away at the owner's expense. Employees with either permanent or temporary disabilities should contact the security office for your site for information regarding handicapped parking privileges. Appropriate designated parking areas for motorcycles and bicycles are available, Vehicle accidents that occur on AGILENT TECHNOLOGIES property should immediately be reported to Security. Security will file an Incident Report, which is available to both parties. You also have the right to notify local law enforcement if you choose. Storage of vehicles, trailers, RV's etc. on AGILENT TECHNOLOGIES property is NOT permitted. Employees are responsible for their own vehicles. AGILENT TECHNOLOGIES is not responsible or liable for any damage to vehicles or for personal property that is lost, stolen, or damaged while on AGILENT TECHNOLOGIES property. Mobile security officers do patrol and monitor parking lots to help ensure a safe environment. AGILENT TECHNOLOGIES management expects all employees to comply with the site rules including traffic and parking regulations. Managers will be notified or repeat violators and should handle these as performance issues. On occasion, you may see AGILENT TECHNOLOGIES employees with their families or friends on premise. Unfortunately, due to liability issues, ETWs' friends and family are not allowed on AGILENT TECHNOLOGIES's property. Please remember that as per the Addendum A that you have signed, the facilities, benefits, and programs On -Site at AGILENT TECHNOLOGIES are reserved for AGILENT TECHNOLOGIES employees. This includes the wellness centers, softball fields, and other site -specific facilities at AGILENT TECHNOLOGIES in Northern Colorado. The cafeteria is an exception to this rule. 2002 Volt Services Group 20 Reporting Emergencies The prompt and accurate reporting of an emergency is often a key factor in how well that emergency is handled. A delay in calling for help or providing insufficient or inaccurate information can sometimes make the difference between life and death. Provide appropriate information when reporting emergencies: For any emergency Dial x2911 and stay on the line! © 2002 Volt Services Group 21 Emergency Preparedness Pre -planning When an emergency occurs, it's too late to sit down and decide how you're going to respond. All employees must be familiar with emergency procedures ahead of time. Know the Emergency Signal! Evacuations may be initiated in several ways: Evacuation Alarm (loud horn) Emergency Pages Spontaneous Evacuation in Response to an Emergency or Potentially Hazardous Area Once it is safe to re-enter the buildings, the "All -Clear" signal will be communicated by Facilities Maintenance or Security. Know Your Evacuation Route Emergency Exits • Be aware of all exits in your area. • Review your department's prim&ry and secondary exits with your supervisor. • Evacuation Area (evacuation routes maps are located at each coffee station) • Review the location of your evacuation area with your supervisor. • Once outside, proceed to your evacuation area and report to your supervisor. • If you are away from your area during an evacuation, use the nearest exterior exit and proceed to your evacuation area as soon as possible. Emergency Situations Medical Emergencies If ever a medical emergency should arise, the quickest way to summon help is to dial x2911. Be prepared to give as much information as possible about the condition of the individual(s), the specific location of the emergency, and your name and phone extension. Stay at the phone to provide more information if needed, while having another person stay with the person(s) in need. Watch for emergency responders to help direct them to the scene. During normal working hours, the Nurse, along with the assistance of the Medical Emergency Response Team (MERT), will have total responsibility for all medical emergencies. During swing shift hours, MERT members will be available and responsible for all medical emergencies. During all off hours, security will handle the medical emergency through outside paramedics. Fire Emergencies If ever a fire is spotted, the first thing to do is report it by dialing x2911. Be prepared to give as much information as possible about the situation, the specific location, and your name and phone extension. It will be your decision whether to evacuate the building by pulling the nearest Fire Alarm, typically alongside the exit doors. This alerts everyone within the affected building and also notifies the Fire Department at the same time. Only trained fire extinguisher operators should attempt to extinguish a fire. © 2002 Volt Services Group 22 Chemical Emergencies If a significant chemical spill occurs within your area, report it by dialing x2911. Be prepared to give as much information as possible about the chemical(s) involved, quantities, injuric s, specific location, and your name and phone extension, Immediately begin to evacuate employees a minimum of 50 feet away or further if the odor or irritation level persists. Secure the area and keep people away until the Chemical Emergency Response Team arrives. Do not attempt to clean up the spill unless you have been instructed to do so! Hostile Threat Emergencies If ever the facility or an employee's well-being is threatened (e.g. bomb threat, physical assault, etc.), report it by dialing x2911. Depending upon the situation, emergency personnel may send assistance to the location or ask you to come to a designated area. In either case, it is of the utmost importance to restrain from verbal or physical contact with the individual(s). A hasty act or comment could turn a delicate situation into a tragedy. Tornado Warning The facility monitors the Emergency Weather station 24 hours a day. If a Tornado Warning is broadcast, observation posts will be established to monitor conditions. As emergency personnel become aware of any tornado threat, a PA announcement will be made. Depending upon the time available, the PA announcement will advise employees to take cover immediately or go to a pre -designated area. Always contact a Volt on -site representative as soon as possible after an emergency occurs. © 2002 Volt Services Group 23 Safe Work Practices Maintaining a safe work environment also depends on employees using appropriate actions and safe work practices. • Follow safe work practices as outlined in department Standard Operating Procedures (SOP) • Exhibit safe conduct in the workplace, This includes cleaning up spills, not running in the halls, not standing on chairs or other unstable surfaces to reach high objects and no horseplay. • Promptly close drawers to desks and file cabinets. • Use tools and equipment only as designed. Do not attempt unsafe or un-approved modifications. • Promptly correct observed safety hazards or report them to your supervisor for corrective action. • Know where emergency equipment is located and how to use it. Be familiar with emergency procedures. • Wear personal protective equipment as required. Do not work alone under crcumstances, which could pose a threat to your health and safety. If you perform tasks, which may expose you to potential chemical, mechGnical or electrical hazards beyond those present in a normal office environment, review safe work practices and protective measures with your supervisor, © 2002 Volt Services Group