Page 21 - Temporary Solutions Inc. Employee Handbook 2017

 Politely, but firmly, confront the individual responsible for the harassment,
discrimination or retaliation. Request that the person cease the conduct immediately.
 If the harassment continues, or you believe that adverse consequences may result from
the confrontation, immediately report the concern to your on-site supervisor and
Staffing Specialist. You may submit the report orally or in writing, stating specific details

of the harassing conduct.
 If you believe that inadequate action is being taken to resolve your compliant, direct
your concern to the Corporate Human Resources Manager.
 If you continue to believe that inadequate action is being taken to resolve your
complaint, direct your concern to the President.

There is no requirement to follow any formal chain of command when filing a complaint.

Employees may file complaints or express any issue of concern with the Staffing Specialist,
Human Resource Manager, or any member of the Executive Team at 1-888-222-0457.

DISABILITY ACCOMMODATION

We comply with the Americans with Disabilities Act and the ADA Amendments Act (ADAAA) as
well as applicable state and local laws providing for nondiscrimination in employment
concerning qualified individuals with disabilities or perceived disabilities who can perform the
essential functions of the job, with or without reasonable accommodation. Reasonable
accommodation will be provided in accordance with these laws to qualified individuals who
have made their accommodations known, and where such accommodation does not constitute

an undue business hardship.

If you believe that you need reasonable accommodation to perform the essential functions of
an assignment you must immediately inform the Staffing Specialist. The Staffing Specialist, and
if necessary, the Corporate Human Resource Manager will engage in an informal, interactive
process with you and appropriate management and/or client representatives identified as
having a need to know, to determine the feasibility of the requested accommodation. Various
factors will be considered, including, but not limited to, the nature and cost of the

accommodation, the impact of the accommodation on the client’s operation, including the
impact on the ability of other employees to perform their duties and the client’s ability to
conduct business.

ETHICS AND CONFIDENTIALITY AND PROTECTION OF PROPRIETARY
INFORMATION

We expect all employees to act honestly and deal fairly in all business relationships. We
endeavor to maintain legal and ethical compliance with all laws and expect employees to
conduct themselves in a manner consistent with this policy.
Temporary Solutions, Inc. 20 2/2017

Disclaimer: This Handbook contains internal confidential propriety information. The policies can change at any time, for any
reason, without warning.