oHANDBOOK
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CONTRACTOR

YOUR SAFETY IS OUR NUMBER ONE PRIORITY

CORPORATE SAFETY VISION
Welcome to NESCO Resource, one of the Top 100 Staffing Services companies in the USA. NESCO Resource is fully committed to the safety of every employee. We believe our employee’s are our greatest asset and we strive to provide the highest level of protection for them every day. Our goal is to work with business partners who share in our passion for safety and accident prevention, those who will provide safe working conditions, the safest equipment available and quality training for our employees. As a valued NESCO Resource employee, you have a personal responsibility to help carry out our safety vision. Our commitment to safety is unending and we will never waiver from our desire to protect the health and well being of every NESCO Resource employee. Thank you for joining our team, and I wish you the best of success as a representative of our company. Sincerely, Tim McPherson President and Chief Operating Officer NESCO Resource

CONGRATULATIONS AND THANK YOU
You have just joined one of the premier staffing services in the industry today. Without your commitment and hard work we could not enjoy the success we have today and we thank you for choosing NESCO Resource as your employer of choice. As with any employer, there are a few policies you must follow if you are to be a successful part of the NESCO Resource team. This handbook contains some of NESCO Resource’s policies and you should review them carefully prior to the start of your employment. Like other businesses, NESCO Resource reserves its right to change and modify its policies from time to time. If you have any questions regarding our policies, please contact your local NESCO Resource representative as soon as possible.

OUR COMMITMENT TO YOU
We are committed to you, our employee. You are able to promote NESCO Resource on the job site with your quality work better than anyone and we appreciate this. We strive to find positions that will fit your background and goals. We will prepare you for each assignment by giving you all the information you need to be successful on the job. When you accept an assignment, we will give you the client’s name, directions to the job site, hours of work, dress code and a complete description of the job duties. We will also tell you how to take care of your time card each week to assure you are paid in a timely manner. Please write down all the information you are given and leave home a little early the first day to assure you arrive at the client location in a timely manner. If for any reason all the above information is not given to you, ask!

YOUR COMMITMENT TO NESCO RESOURCE
In return for our commitment to you, we ask that you also make a commitment to NESCO Resource. You are never obligated to accept an assignment. However, if you do accept an assignment, we expect you to complete the assignment. If for any reason you find you are unable to complete your assignment, notify your NESCO Resource office with adequate notice (at least 48 hours).

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NESCO RESOURCE IS YOUR EMPLOYER
Although your job assignments may take you to a variety of client job sites, remember NESCO Resource is your employer. If you have any questions regarding your payroll, your job duties, assignment length, or concerns while on your assignment, please direct those questions to your NESCO Resource representative. We will be happy to help clear up any questions you may have. BE RESPONSIBLE: A two hour notice to NESCO is required if you are unable to go to work that day. If you do not call in to notify NESCO of a pending absence or if you fail to work all required hours, we have the right to take appropriate disciplinary action up to and including termination of your employment. BE CONFIDENTIAL: While on assignment you may learn many things about our client. It is a rule to never discuss their business with anyone outside the company. Discussions regarding any confidential information about the client, or discussions regarding salaries or your rate of pay are grounds for immediate termination.

YOUR EARNINGS
YOU WILL BE PAID a specific rate for each assignment depending on the job description. This rate will be discussed before each and every assignment. You are paid only for the hours you work, not for lunch breaks, holidays, vacation, sick time or any other time not spent working unless stipulated by your contract or government regulation. Overtime is paid only after a full forty hour week, not after 8 hours in one day, unless your state has different overtime regulations or unless otherwise specified by the assignment agreement.

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PAYROLL
On Monday before 8:30 a.m. your hours must be delivered, faxed or e-mailed to our office. Paycheck availability varies by location so verify with your local NESCO Resource representative the day and time your check will be available for pickup each week. Take time cards to each assignment unless you are told otherwise. An example of how to fill out your time card is printed in this handbook. Always make sure both you and the client sign the time card. Without these signatures, your payroll can not be processed.

TIMESHEETS
It is your responsibility to see that your timesheet is properly filled out and signed by the client before returning it to us, which includes your social security number. Hours should be rounded to the nearest quarter hour, unless otherwise directed by a NESCO Resource Representative. An improperly completed or unsigned timesheet could result in your paycheck being delayed. If you make a mistake – start over on a new timesheet. Your NESCO Representative will advise you of your payroll deadline.

TIPS FOR SUCCESS
• Be on time. • Be sure to dress professionally. • Do not make personal phone calls or discuss personal business while on assignment. All cell phones must be placed on vibrate or mute status at all times. • Always be productive, when you have completed a task, ask your supervisor for additional work. • Observe company policies and procedures regarding breaks and lunch periods.

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WHEN YOU SHOULD CALL OUR OFFICE
• If you have any questions or problems • If the work duties of your assignment have significantly changed • When you are available for an assignment • When your assignment is ending • When your assignment is extended • When you are offered a permanent position • If you have an address or phone number change • If you are running late or unable to report to work • If you need to reach a NESCO Resource Representative for any reason, please call during work hours, or you can leave a message 24 hours a day, 7 days a week. • If you are injured on the job. If you don not report your accident within 72 hours, you will be terminated and NESCO may not be held liable for any costs associated with the accident. If your assignment has ended and you do not contact our office, we will assume you are not available for work. If you do not call and are tardy or do not show up to work it may be grounds for termination. You are required to call in 2 hours prior to start time if you are not going to work.

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PEOPLE TO KNOW
My NESCO Office Address __________________________________________________________ __________________________________________________________________ City, State, Zip ___________________________________________________

Phone ____________________________________________________________ Fax ______________________________________________________________ My NESCO Recruiter Name ____________________________________________________________ Email Address _____________________________________________________ Phone ____________________________________________________________ Fax ______________________________________________________________ My NESCO Payroll Coordinator Name ____________________________________________________________ Email Address _____________________________________________________ Phone ____________________________________________________________ Fax ______________________________________________________________

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NESCO BACKGROUND AND CRIMINAL RECORD CHECKING POLICY
NESCO expects all employees to report for work in good faith, to abide by all federal and state laws governing them at a given location, and to do their best to perform all work efforts in a manner that meets or exceeds the expectations of NESCO Resource Clients. Furthermore, employees are expected to behave in a manner that does not jeopardize or otherwise do harm to the property or lives of persons interacted with during the course of, or as a result of, working for NESCO Resource. This policy applies to and covers all active employees of NESCO Resource, whether working at our business location or at an on-site location, under the direction of a NESCO Resource Client.

GENERAL POLICY
NESCO Resource will not knowingly employ persons who have been convicted of a violent criminal felony, without first obtaining express written approval from the Risk Manager for NESCO. If accepted for employment, such persons shall not be placed on any assignment unless the Client has full knowledge of Employee’s past criminal conviction. Violent criminal felonies include, but are not limited to: Armed Robbery Assault Aggravated Battery Crimes Against Children Kidnapping Murder Rape Sexual battery Use of a firearm to commit another felony

PRE-EMPLOYMENT BACKGROUND SCREENING
Any job applicant considered to be a final candidate under one of the following conditions may be required to undergo a criminal background investigation as a part of the application process. • NESCO Resource will conduct random criminal background checks to verify the information provided on randomly selected applications to ensure the employment application is complete. • The applicant’s first assignment will be working for an existing Client, whose contract with NESCO Resource requires such investigation prior to hire.

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• In addition to violent criminal behavior, if the applicants’ first assignment calls for an employee to handle money or any other type of negotiable instrument, criminal convictions for petty theft, grand larceny, writing bad checks, or other financial criminal schemes may also prohibit hire, unless an exception is permitted by NESCO’s Risk Manager and the Client. If an applicant is found to have been convicted of a violent criminal felony, the application process will be terminated immediately. Applicants who have been convicted of a violent criminal felony, but wish to pursue special consideration from the Risk Manager from NESCO may put such request into writing. The Risk Manager, after a review of the individual circumstances, will render a decision in writing within 30 days. In the event the Risk Manager does not agree that an exception to this policy should be allowed, there will be no further appeal and the applicant will be denied employment with NESCO Resource. If the Risk Manager agrees that an exception should be made, the Client will be advised of the person’s criminal history prior to assignment and will be permitted to accept or reject the employee at their discretion.

BACKGROUND INVESTIGATION OF ACTIVE EMPLOYEES
• In the event behavior on the job indicates the information provided on an employee’s employment application may not be complete and/or accurate, the Company may, at its discretion, choose to conduct a back ground investigation to confirm compliance with NESCO hiring practices. • Where a background investigation is a Client contract requirement, those employees reallocated to work on the assignment will undergo a background investigation, according to the terms of the contract. • If the background check reveals convictions that are unacceptable to the Client, those Employees will be immediately removed from the assignment and may be subject to disciplinary action, up to and including termination of employment.

BACKGROUND INVESTIGATION RECORDS
Although records of criminal felony convictions are matters of public record, NESCO Resource will endeavor to limit the sharing of such acquired information to persons involved in the hiring process within the Company and its affected Clients. In compliance with the Fair Credit Reporting Act (FCRA, 15 U.S.C. 1681 et seq, Federal Trade Commission), persons negatively impacted by information revealed by background investigations conducted by a third party will be informed of the source and content of such records and of their

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right to request a copy of the report from the consumer reporting agency that provided the information which resulted in the negative employment decision. Such requests must be made within 60 days of receiving notice that the information in a persons file was used unfavorably by a third party.

WORKERS COMPENSATION CLAIM INVESTIGATION
In the states that allow access to individual worker’s Workers Compensation claim filing history, NESCO may conduct a W.C. Claim Report history on any active employee that is placed on assignment. If this check reveals discrepancies in the information provided to NESCO by the worker prior to job placement, the employee is subject to immediate termination.

NESCO RESOURCE DRUG-FREE WORKPLACE POLICY
NESCO Resource expects all employees to report for work in good condition and be able to perform their assigned duties each workday. The company established a drug-free workplace policy regarding alcohol and the use of non-prescribed drugs, to comply with the Drug-Free Workplace Act of 1988 and to ensure that alcohol or drug abuse by Employees does not jeopardize business operations or adversely impact NESCO Resource, other Employees, our Clients or the general public. This policy applies to and covers all active employees of NESCO Resource,whether working at our business location or at an on-site location, under the direction of a NESCO Resource Client.

GENERAL POLICY
NESCO Resource (Company) prohibits the illegal use, possession, sale, manufacture, or distribution of drugs, alcohol, or other controlled substances on all property owned or leased by the Company or its Clients, in vehicles owned or leased by the Company or its Clients, or at Company or Client job sites. It is also against Company policy to report to work or to work under the influence of alcohol or non-prescribed drugs. Violation of this NESCO Resource policy will result in disciplinary action, up to and including immediate termination of employment. The Company may, at any time and at its discretion, suspend Employees without pay under this policy, pending the results of an alcohol and/or drug test or a related investigation. Furthermore, in the event the results of an alcohol and/or drug test indicate the employee was in violation of this Company policy at the time of a work-related accident, the employee may forfeit any and all benefits otherwise due under the terms of the Company’s workers compensation insurance policy and may be held criminally liable for damages.

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PRE-EMPLOYMENT DRUG TESTING
Any job applicant considered to be a final candidate for an assignment under the one or both of the following conditions may, at the Company’s discretion, be tested for the presence of alcohol and/or non-prescribed or illegal drugs as a part of the NESCO Resource application process: • First assignment will require the employee to drive a Company or Client’s vehicle and/or to operate other potentially dangerous equipment. • First assignment will be working for an existing Client, whose contract with NESCO Resource requires such testing prior to hire. If an applicant is being considered for a first assignment under the terms outlined above, but then refuses to submit to drug screening, the application process will be terminated immediately. Applicants who test positive for alcohol and/or drugs will he informed of their failure to meet required employment standards for the assignment. If they have already begun a work assignment for a NESCO Resource Client when the test results come back positive, their employment on the given assignment will be immediately terminated. Applicants or new hires may request, at their own expense, that the original drug-screening sample be re-tested. If the second test confirms the results of the first test, there will be no further appeal. However, if the second test indicates that the first test results were inaccurate, the applicants or new hires will be allowed to continue with the application process or resume working; however, they will not be reimbursed for the cost of the second test. If applicants or new hires who test positive do not challenge the results of the drug screening test, or if the second test also produces a positive result, they may reapply for a position after thirty days from the date of the original screening. However, repeat applicants may be required to pay for any subsequent drug screening tests at a facility of NESCO Resource’s choosing.

DRUG SCREENING OF ACTIVE EMPLOYEES
• Employees who cause, contribute or are otherwise involved in an accident on NESCO Resource or a Client’s property, on a NESCO Resource or Client’s job site, while engaged in performing work for NESCO Resource or it Clients, or while driving a Company or Client’s vehicle will be tested for the presence of alcohol and/or non-prescribed or illegal drugs, as soon as possible after the accident as is medically feasible. Employees involved in an on the job accident who seek medical treatment without the direction of a NESCO representative or do not report an accident to a NESCO manager must submit themselves for testing within 72 hours of the accident, failure to be tested will result in immediate termination.

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• If a post-accident drug-screen result is positive for the presence of alcohol and/ or non-prescribed or illegal drugs, employees may not be eligible for workers’ compensation medical or indemnification benefits, and will be subject to disciplinary action, up to and including immediate termination of employment. Employees refusing to be tested following an accident or do not report for testing within 72 hours of injury occurrence may likewise be ineligible for workers’ compensation benefits and will be subject to disciplinary action, up to and including immediate termination of employment. Furthermore, in the event the accident creates a financial burden for the Company, it may, at its discretion, pursue any and all additional legal remedies available to seek restitution for said damages. • Where initial and/or random drug testing is a Client contract requirement, those employees reallocated to work on the assignment will be tested, according to the terms of the contract. If the drug screening result is positive for the presence of alcohol and/or non-prescribed or illegal drugs, those employees will he immediately removed from the assignment and will be subject to disciplinary action, up to and including immediate termination of employment. • Additional drug-testing may be conducted, if required by applicable federal, state, or local laws, rules, or regulations, or to resolve a dispute about whether the NESCO Resource drug free workplace policy has been violated by an employee. Employees refusing to be tested under these circumstances will be subject to disciplinary action, up to and including termination of employment. • If there is reasonable suspicion to conduct a drug test based on employee behavior, attendance or attitude as determined by a NESCO manager.

DRUG-SCREENING INFORMATION/ RECORDS
All information, interviews, reports, statement memoranda and drug test results, written or otherwise, received by NESCO Resource as part of this drug-testing program are confidential communications. Unless required by federal, state, or local laws, rules or regulations or unless necessary in a legal proceeding, NESCO will not release such information to persons outside of the Company without a written consent form voluntarily signed by the person tested.

AGREEMENT
Because some of NESCO Resource’s Clients perform work for federal and state agencies, federal law requires that the Company demonstrate its compliance with the Drug-Free Workplace Act of 1988. Therefore,

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as a condition of employment, all Employees are required to sign the statement at the end of this handbook, agreeing that they have read and will abide by NESCO Resource’s drug policy, outlined above.

INJURY/ACCIDENT POLICY
NESCO is the insurer of any work related injury. As a NESCO employee, when injured you must immediately notify your supervisor where you are currently on assignment, and then immediately notify the NESCO office that you are registered to. Notification should happen when the accident occurs. If your injury is serious enough NESCO will arrange for your transportation to the nearest medical clinic where you will receive a postaccident drug test and be treated as needed. After the initial treatment and the post accident drug test is conducted, you will report to your NESCO office of origin to complete all necessary post accident paperwork. You will cooperate with NESCO regarding any information or documentation that NESCO may need regarding your injury, follow-up with NESCO and assigned treatment provider as required and perform any light duty assignments as offered. As a NESCO employee, if you report any fraudulent injury and or accident resulting in a Workers Compensation claim or if you fail to report the accident/injury within 72 hours of occurrence to a NESCO manager, you will be terminated, the claim will be denied, and, if appropriate, you will be prosecuted to the fullest extent of the law.

MODIFIED DUTY POLICY
NESCO has every type of light and modified duty work available. Where it is tedious and taxing, it is within any doctor prescribed modified duty needs. If injured and placed on modified work restrictions, you must report to a NESCO representative for modified duty with your doctor’s restrictions within 24 hours of the issuing of work restrictions. Failure to do so will be considered as your refusal to perform modified duty work and will resulting in the loss of any modified duty wages.

MODIFIED DUTY ATTENDANCE POLICY
You will be required to have good attendance, which is defined as having no more than one unexcused absence a month (you must provide a doctors note for any missed time to constitute an excused absence). You will be required to be at work on time (no more than 7 minutes late) and work your whole shift. Being late (8 minutes or more late to work) more than 4 times a month constitutes poor attendance. You will receive a written warning for your first infraction of the attendance policy, a 5 day suspension without pay for your second infraction and the third infraction will constitute termination of employment and loss of any additional lost time benefits.

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WORKERS COMPENSATION FRAUD POLICY
Reporting fraudulent Workers’ Compensation claims is illegal in every state. The costs associated with exposing and fighting fraudulent claims dramatically affects NESCO’s ability to provide our employee’s with the best possible jobs at the best possible pay rates. Any NESCO employee reporting a fraudulent Workers’ Compensation claim against NESCO Resource or any NESCO Resource client will be terminated immediately and prosecuted to the fullest extent of the law. All costs incurred by NESCO and/or its client during the exposure and fighting of a fraudulent claim will be recuperated through every legal means necessary from the reporter of the fraudulent claim.

WORK ETHICS
When placed on assignment, all NESCO employees are expected to report for work each day, on time and ready to perform the tasks at hand. In the event you are unable to complete a work assignment, you are expected to provide a minimum of two working days notice. If you do not provide NESCO Resource with two days notice or an acceptable reason for not providing such notice, you may not be considered for future assignments. Employees and former employees are prohibited from releasing to any other party any information whatsoever about NESCO Resource that is of a confidential nature or which could be deemed to constitute a “trade secret” Likewise, any information learned about a given business while . working for a NESCO Client is to be kept confidential.

JOB OFFERS: AGREEMENT
In consideration of your employment by NESCO SERVICE COMPANY DBA NESCO Resource (the Company), which we agree shall be on an at will basis, we agree as follows: 1. During your employment by the Company and after your termination for any reason whatsoever, you agree that you will not disclose and/or disseminate to any person, firm or corporation, or make personal use of any confidential business and/or technical information of the Company and its clients. 2. In the event you are terminated for any reason whatsoever, you agree to immediately return to the Company any and all property, records and documents, including customer names, customer lists and price lists belonging to the Company or its clients, which you obtained from the Company or its clients during your employment.

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3. During your employment by the Company and for one (1) year after termination (for any reason whatsoever), you will not in any manner induce, attempt to induce or assist others to induce or attempt to induce: a) any employee or other person associated with the Company to terminate his or her association with the Company: not in any manner, directly or indirectly, interfere with the business relationship between the Company and any such persons; b) any existing client of the company or any prospective client whom the Company has had contact to terminate its business relationship with the Company, or do anything, directly or indirectly to interfere with the business relationship between the Company and any of its clients (including prospective clients), any person or any concerns purchasing from or dealing with the Company. 4. During your employment by the Company and for sixty (60) days after termination (for any reason whatsoever), you agree that you will not, either directly or indirectly, in any manner or capacity, as principal, agent, partner, officer, director, employee, member of any association, consultant, advisor or in any capacity: a) engage in or arrange for the performance of temporary service or employment services for any client of the Company for which you performed services while employed by the Company, without prior written consent of the Company.

NESCO ATTENDANCE POLICY
The following attendance policy applies to and covers all active employees of NESCO Resource, whether working at our business location or at an on-site location, under the direction of a NESCO Resource Client. NESCO expects employees to make every effort to report for work in a timely manner each work day or throughout the completion of an assignment, as applicable to the individual. In the event an employee is unable to report for work at the office or to work on an assignment due to illness or an emergency situation, he or she must notify the appropriate local NESCO representative each day, at least two hours prior to the start of the work shift.

EXCUSED ABSENCES:
Employees are expected to explain the reason for the absence as well as when he or she anticipates being able to work. Occasional absences for acceptable reasons and with proper notification will be deemed “ excused absences” and will not effect an individual’s employment with NESCO; however the individual may be replaced on a given assignment at the request of a client or due to the urgency of a deadline.

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UNEXCUSED ABSENCES:
If an employee fails to report to work without an acceptable reason, or if an individual fails to notify the appropriate local NESCO representative at least two hours before start of his or her work shift, the absence will be considered an “unexcused absence. ” NESCO Resources employees may be permitted up to three unexcused absences before being subject to termination of employment. The decision to continue or to discontinue employment will be made on a case-by-case basis, at the discretion of NESCO management, and in no way alters the existing “Employment at Will” status of the employee.

AVAILABILITY:
Additionally, if for any reason an employee is unavailable or otherwise unable to accept a NESCO work assignment for a period of 60 consecutive calendar days, NESCO will terminate the individual’s employment. Persons terminated for this reason are free to reapply for employment with NESCO Resource at a later date, in the event their circumstances change, allowing them to be available and willing to work on a regular basis.

SAFETY POLICY FOR NESCO EMPLOYEES
It is the policy of NESCO Resource that accident prevention shall be considered of primary importance. It is the intention of the company’s management to ensure that all client companies and their locations where you may be placed on a temporary assignment maintain a safe and healthy work environment for you and insist upon safe practices at all times by employees. Many accidents can be avoided by using common sense and personal initiative. You should never perform any task that you believe is unsafe. Supervisors in charge of each operation have been instructed to teach and guide employees who are unfamiliar with safe operations and practices. Many accidents occur when employees take short cuts and ignore established employee rules and regulations. No employee should ignore established safety rules when performing any assigned task. Established employee rules and regulations are to be followed at all times. Please notify your NESCO supervisor immediately if you, at any time, for any reason, feel your health or safety on the job may be in jeopardy. If you feel that your personal well-being may be in imminent danger, leave the job site and call your NESCO supervisor immediately. We will investigate the situation and take the appropriate action. If you are injured, report this immediately to the on-site supervisor and NESCO, regardless of how slight the injury.

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NESCO Resource is responsible for complying with all safety regulations implemented by federal, state and local agencies. The information contained in this Employee Handbook sets forth safety rules and procedures to be followed by all company employees. While this Employee Handbook will help you recognize and avoid obvious hazards, it cannot cover all situations. When in doubt, consult with your supervisor for guidance. Each employee shall be responsible for his or her performance and adherence to our safety rules. Failure to do so can lead to disciplinary action or dismissal. NESCO Resource’s upper management, safety directors, supervisors and employees must all assume a degree of responsibility for safety. Each segment of the company plays a key role with a positive attitude toward safety being vital to the success of the program. No employee is to be assigned to any task that he or she is not qualified to perform until that employee is properly trained and is made aware of the hazards associated with the assigned task. No employee is allowed to perform any task which is unsafe and places the employee in danger of injury.

GENERAL SAFETY RULES
NESCO Resource has developed these safety rules patterned after the Federal OSHA requirements. Please read and become familiar with these and other safety rules that apply to your job. 1. Report any injury to your on site supervisor and your NESCO Resource contact immediately. 2. Report any unsafe condition to your on site supervisor and your NESCO Resource contact immediately. 3. Horseplay is prohibited at all times. Don’t do it! 4. Drinking of alcoholic beverages and/or the use of any illegal substances is not permitted on the job. Any employee discovered under the influence of alcohol or drugs will be sent home immediately. 5. If you do not have current First Aid Training, do not move or treat an injured person unless there is an immediate peril, such as profuse bleeding or stoppage of breathing. 6. Appropriate clothing and footwear must be worn on the job at all times. Some jobs will prohibit the wearing of jewelry, check with your supervisor if you have any questions. 7 You should not perform any task unless you are trained to do so and you . are aware of the hazards associated with that task. 8. You may be assigned certain personal protective safety equipment. This equipment should be available for use on the job, be maintained in good

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condition and be worn when required. 9. Learn safe work practices. When in doubt about performing a task safely, contact your supervisor for instruction and training. 10. Never remove or by-pass safety devices. 11. Do not approach machine operators from the blind side, let the operator see you. 12. Learn where fire extinguishers and first aid kits are located. 13. Maintain a clean environment in work areas at all times. 14. Obey all traffic regulations when operating vehicles on public highways. 15. When operating or riding in company vehicles or using your personal vehicle for business purposes, wear the vehicle’s seatbelt. 16. Be alert at all times to hazards that could affect you and your fellow employees. 17 Obey safety signs, warnings and tags. . 18. Always perform your assigned task in a safe manner; do not take shortcuts. Taking shortcuts and ignoring established safety rules is a leading cause of employee injury. 19. Do not operate any equipment or machinery unless you have had prior instruction and authorization to use that equipment. 20. Employees are not to “override” restrict, or otherwise render , inoperable any safety equipment, guards, or devices involved with any machinery, equipment, or the building. Such safety guards and devices are for your protection and safety. It is unlawful to remove or tamper with them. 21. Use the right tools for the job. Use them correctly and safely. 22. Only qualified maintenance personnel are to open or access any electrical control panels or boxes whether attached to machinery or free standing.

EMERGENCY PREPAREDNESS
In order to respond to emergencies, NESCO Resource and its customers must be prepared. A. Each job site should have a written emergency response plan. The emergency response plan should identify different types of emergencies that could occur at the job site, what response will be taken to each of these emergencies, who is responsible to notify needed emergency response services and those who are assigned to oversee and administer the emergency response program. The plan should be placed and

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maintained in an Emergency Response Plan folder for a period of at least 18 months. B. Emergency phone numbers should be posted for medical, fire, police and ambulance services. C. The emergency response plan should be reviewed by management on a periodic basis to make certain it is current and that it reflects current operations. D. Upon the evacuation of the job site, an accounting of all personnel should be determined.

FIRE PROTECTION AND PREVENTION
A. Each job site should have an adequate complement of UL approved portable fire extinguishers. Portable fire extinguishers should be of the A:B:C type and should be provided in all buildings. B. The minimum rating of portable fire extinguishers should be not less than 2A:2OBC. At least one extinguisher should be provided for every building and every floor with the maximum distance to an extinguisher being no more than 75 feet. There should also be one extinguisher provided for every 3,000 square feet of floor area. (Example: A building of 4,000 square feet on one floor would require two portable extinguishers.) Portable extinguishers in office type settings may have a minimum rating of IA:1OBC instead of 2A:2OBC. C. Portable extinguishers which are placed in computer rooms or adjacent to delicate electronic equipment should be of the inert gas type, such as Halo. D. Portable extinguishers should be wall mounted and clearly visible. E. All Portable fire extinguishers should be inspected annually. An inspection tag should be attached to each extinguisher that indicates an extinguisher inspection has been performed. In addition to an annual inspection of portable extinguishers by a qualified individual, each extinguisher should be inspected monthly to make certain that it is at its assigned location and that it is fully charged. F Employees should be trained in the different types of fires, different . types of extinguishers and the proper operation of the extinguishers and the proper operation of the extinguisher in putting out a fire. G. Employees are to obey all No Smoking signs. H. Do not store flammable liquids in areas used as passageways, stairways or exits.

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HOUSEKEEPING AND MAINTENANCE
A. Your work area should be kept free of objects on the ground or floor to reduce the hazard of slip and falls. B. Passageways, ramps and stairways should not be used as storage areas and should be kept clear at all times. C. Work areas, exits and aisle spaces should not be used as storage and should be kept clear at all times. D. Electrical cords should not run across walkways. E. Specific storage areas should be established, and all materials should be stored using proper and safe storage methods. F Worn or frayed carpet, open seams and curled edges should not be . permitted. G. There should be no loose floor tiles or mats. H. Walking surfaces should be kept clear of debris, lint, dust, oil, paint or spray residue, granular materials, sand, mud, ice and other slippery materials. I. Standing water should not be permitted on any walking surface. J. Refuse should be removed on a regular basis and stored away from the building until picked up. K. Accumulations of ice and snow should be removed from parking lot areas and sidewalks on a timely basis to prevent slip and falls. L. Exterior sidewalks and parking areas should have adequate illumination. M. All building exits should be properly marked and a means of emergency lighting should be provided within the building.

YOUR RIGHTS UNDER THE FAMILY AND MEDICAL LEAVE ACT OF 1993
FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to “eligible” employees for certain family and medical reasons. Employees are eligible if they have worked for their employer for at least one year, and for 1,250 hours over the previous 12 months, and if there are at least 50 employees within 75 miles. The FMLA permits employees to take leave on an intermittent basis or to work a reduced schedule under certain circumstances.

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REASONS FOR TAKING LEAVE
Unpaid leave must be granted for any of the following reasons: • to care for the employee’s child after birth, or placement for adoption or foster care; • to care for the employees spouse, son or daughter, or parent who has a serious health condition; or • for a serious health condition that makes the employee unable to perform the employees job. At the employee’s or employer’s option, certain kinds of paid leave may be substituted for unpaid leave.

ADVANCE NOTICE AND MEDICAL CERTIFICATION
The employee may be required to provide advance leave notice and medical certification. Taking of leave may be denied if requirements are not met. • The employee ordinarily must provide 30 days advance notice when the leave is “foreseeable. ” • An employer may require medical certification to support a request for leave because of a serious health condition, and may require second or third opinions (at the employer’s expense) and a fitness for duty report to return to work.

JOB BENEFITS AND PROTECTION
For the duration of FMLA leave, the employer must maintain the employee’s health coverage under any “group health plan. ” U.S. Department of Labor Employment Standards Administration Wage and Hour Division Washington, D.C. 20210 • Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. • The use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave.

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UNLAWFUL ACTS BY EMPLOYERS
FMLA makes it unlawful for any employer to: • interfere with, restrain, or deny the exercise of any right provided under FMLA: • discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA.

ENFORCEMENT
• The U.S. Department of Labor is authorized to investigate and resolve complaints of violations. • An eligible employee may bring a civil action against an employer for violations. FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights. For Additional Information: If you have access to the Internet visit our FMLA website:http://www.dol. gov/esa/whd/fmla. To locate your nearest Wage-Hour Office, telephone our Wage-Hour toll-free information and help line at 1- 866- 4USWAGE (1-866487-9243): a customer service representative is available to assist you with referral information from 8am to 5pm in your time zone; or log onto our Home Page at http://www.wagehour.dol.gov.
WH Publication 1420 Revised August 2001 *U..S.GOVERNMENTPRINTINGOFFICE2001-476-344/49051

EQUAL EMPLOYMENT OPPORTUNITY
NESCO is an equal opportunity employer providing equal opportunities to all employees and applicants for employment without regard to race, color, religion, sex, age, national origin, citizenship status, physical or mental disability, genetic information, or past, present, or future status in the uniformed services of the United States. NESCO’s Equal Opportunity Policies may include other categories not specified above, such as sexual orientation, depending on the laws of the state in which you work. It is the desire and intent of NESCO to comply with all applicable federal, state and local laws governing nondiscrimination in employment in every location in which the Company has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, recruitment, hiring, compensation, promotion, job assignments, transfers, demotions, training, leaves of absence, layoff, benefits, termination and employer-sponsored activities, including social and recreational programs. If you have any questions about NESCO’s equal opportunity policies or any concerns regarding your treatment as an employee of NESCO, you may contact NESCO’s Human Resource administrator at 888-637-2613 or utilize NESCO’s Employee Hotline 1-800-8860705 or Confidential e-mail nescohotmail@nescoresource.com, the following websites

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provide lists and contact information of the regional offices for the United States Equal Employment Opportunity Commission (http://www.eeoc.gov/field/index.cfm) and for the various state fair employment agencies(http://www.thelaw.com/guide/employment/listof-state-fair-employment-practices-agencies).

AMERICANS WITH DISABILITIES ACT
NESCO prohibits discrimination against qualified individuals with disabilities in all aspects of employment including, but not limited to, recruitment, hiring, compensation, promotion, job assignments, transfers, demotions, training, leaves of absence, layoff, benefits, termination and employer-sponsored activities, including social and recreational programs. NESCO’s commitment to this policy includes making reasonable accommodations to persons with disabilities unless to do so would pose an undue hardship on NESCO. At times it may be necessary to modify an employee or prospective employee’s job situation in order to provide a reasonable accommodation, or for other personal or business reasons. The following outlines modifications by way of example only that may be made to an individual employee or prospective employee’s job under appropriate circumstances: 1. Modification of an individual’s job duties by reassigning, reallocating, or redistributing nonessential, marginal functions. 2. Modification of an individual’s work schedule within the individual’s normal workday. 3. Modification of workflow and/or procedures affecting an individual’s job. NESCO may take such actions under the following circumstances: 1. To accommodate the needs of an employee with a disability. 2. To accommodate other extraordinary personal needs of an employee. 3. To satisfy other business. Any employee who has a need for such accommodation should make the need known to his or her immediate supervisor/manager or Human Resources Manager. After appropriate discussion and consideration, a decision will be made by NESCO, and the affected employee will be informed. If the request for an accommodation is denied, the employee will have an opportunity to appeal pursuant to the Complaint Procedure Policy outlined elsewhere in this handbook. NESCO will treat employee accommodation requests and related information as confidential. Any and all documentation pertaining to actions taken by the Company under this policy will be maintained in a separate confidential file and will not be available or otherwise made known to persons not specifically authorized by NESCO.

ANTI-HARASSMENT AND RETALIATION POLICY
NESCO expressly prohibits any form of unlawful harassment based upon race, color, religion, sex, national origin, age, disability, or status as a Vietnam-era or special disabled veteran. Improper interference with the ability of our employees to perform their expected job duties is not tolerated by NESCO. NESCO also prohibits any retaliation against an individual who reports discrimination or harassment, or participates in an investigation of such reports. Retaliation against an individual for reporting harassment or discrimination, or for participating in an investigation of a claim of harassment or discrimination, is a serious violation of this policy and, like harassment itself, will be subject to disciplinary action up to and including immediate termination. We expect everyone at NESCO to be treated with fairness, respect and dignity.

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Accordingly, any form of harassment related to an individual’s race, color, sex, religion, national origin, age, disability, or any other characteristic that is protected by law, is strictly prohibited. For these purposes, harassing conduct includes but is not limited to the following: epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and the display or circulation in the workplace (including through email, text messaging or any other on-line form of communication) of written or graphic material that denigrates or shows hostility or aversion toward an individual or group in a protected category. Employees may not refuse to work with, cooperate with, withhold services from, or otherwise harass, intimidate, demean or isolate, a coworker because of that co-worker’s race, color, religion, sex, age, national origin, citizenship status, physical or mental disability, whether known or perceived, or because of a co-worker’s association with a person with a known or perceived disability or disease. Such conduct is not only socially unacceptable but also unreasonably interferes with work performance and creates an intimidating, hostile, and offensive working environment. Conduct prohibited by this policy is unacceptable in the workplace as well as in any work-related setting outside the workplace, such as during business trips, business meetings and business-related social events.

PROCEDURES APPLICABLE TO NESCO’S EQUAL EMPLOYMENT OPPORTUNITY POLICIES
Individuals and Conduct Covered. NESCO’s Equal Employment Opportunity, Americans with Disability Act and Anti-Harassment and Retaliation Policies apply to all applicants and employees and prohibit discrimination, harassment and retaliation, whether engaged in by fellow employees, by a manager/supervisor, or by someone not directly connected to NESCO (e.g., outside vendors, customers or consultants). Reporting an Incident of Discrimination, Harassment or Retaliation. NESCO strongly urges the reporting of all incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position. Individuals who believe they have experienced conduct they consider contrary to NESCO’s policies, or who have concerns about such matters, should follow the Complaint Procedure Policy outlined in this handbook before the conduct becomes severe or pervasive.

IMPORTANT NOTICE TO ALL EMPLOYEES
Early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of discrimination, harassment or retaliation. Therefore, while no fixed reporting period has been established, NESCO strongly urges the prompt reporting of complaints or concerns so that rapid and constructive action can be taken. NESCO will make every effort to stop the alleged conduct before it becomes severe or pervasive, but can only do so with the cooperation of its employees. The availability of the complaint procedure outlined in this handbook does not preclude individuals who believe they are being subjected to discriminatory, harassing or retaliatory conduct from promptly advising the offender that his or her behavior is unwelcome and requesting that it be discontinued. Investigation of Complaints. The Human Resources Manager will investigate any reported allegations of discrimination and/or harassment or retaliation promptly, thoroughly and impartially. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the

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alleged conduct or behavior or may have other relevant information. Confidentiality will be maintained throughout the investigation process to the extent consistent with adequate investigation and appropriate corrective action. Responsive Action. Misconduct constituting harassment, discrimination or retaliation will be dealt with promptly and appropriately. Responsive action may include, for example, referral to counseling, monitoring of the offender and/or disciplinary action such as warning, reprimand, withholding a promotion or pay increase, reduction of wages, demotion, reassignment, temporary suspension without pay, or even termination, as NESCO believes appropriate under the circumstances.

EMPLOYEE HOTLINE: We recognize there are times when employees feel they need to let the Company Management know about opportunities, concerns or workplace issues. Sometimes that communication is most effective when it can be shared in confidence. That is why NESCO has implemented an Employee Hotline. The Hotline is in operation 24 hours a day, 7 days a week and the call is free. It is a voice mail recording system that allows callers to leave a verbal message of any length. Calls are then retrieved and reviewed by the Human Resources manager. If you are confronted with a situation that needs attention, whether it is an opportunity to do things better or a problem in the workplace that requires prompt attention, NESCO Resource employees can call the Employee Hotline: 1-800-886-0705 When calling with an issue that needs attention, you may do so in total confidence. You do not need to identify yourself. However, in some cases, you may want to identify yourself or wish to have a response to your call, that’s fine, too. Just remember when using the hotline, the more detailed and specific you can be with the description of your suggestion or problem, the more likely we can do something about it. We hope this program will continue to improve the level of communication and positive employee relations which are so essential to the success of NESCO Resource and it’s employees. CONFIDENTIAL E-MAIL: We have established a confidential e-mail which can be accessed by visiting our website www.nescoresource. com or through e-mailing directly at nescohotmail@nescoresource.com.

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Acknowledgment and Receipt of Contractor Handbook
NESCO Resource, dba Nesco Resource, Nesco Accounting and Finance, Lehigh G.I.T. Inc., (NESCO) has prepared this handbook as a guide to the policies and general information that should assist you during your employment here. However, neither this handbook nor any other Company communication or practice constitutes an employment contract. NESCO reserves the right to make changes in the content or application of its policies as it deems appropriate, and these changes may be implemented even if they have not been communicated, reprinted, or substituted in this handbook. I further understand that the Company may amend the handbook at any time, and, in such case, any new changes in personnel policies or and working conditions will be communicated to me by NESCO. It is also understood that nothing in this handbook or any other policy or communication changes the fact that employment is “at will” for an indefinite period unless terminated at any time by NESCO or myself. This handbook contains only general information and guidelines. It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described. For that reason, if you have any questions concerning the applicability of a policy or practice to you, you should address your specific questions to the Staffing Specialist in your NESCO office. This handbook and the information in it should be treated as secret and confidential. No portion of this handbook and the information in it should be disclosed to others, except NESCO employees and others affiliated with NESCO whose knowledge of the information is required in the normal course of business. I acknowledge receipt of the employee handbook and understand that my continued employment constitutes my acceptance of any changes that may be made in content or application of the handbook. I further agree to abide by all policies set forth herein.

Printed Name of Employee: ____________________________________________

Employee’s Signature: ___________________________________________________

Date: ______________________________________________

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✁

Acknowledgment and Receipt of Contractor Handbook
NESCO Resource, dba Nesco Resource, Nesco Accounting and Finance, Lehigh G.I.T. Inc., (NESCO) has prepared this handbook as a guide to the policies and general information that should assist you during your employment here. However, neither this handbook nor any other Company communication or practice constitutes an employment contract. NESCO reserves the right to make changes in the content or application of its policies as it deems appropriate, and these changes may be implemented even if they have not been communicated, reprinted, or substituted in this handbook. I further understand that the Company may amend the handbook at any time, and, in such case, any new changes in personnel policies or and working conditions will be communicated to me by NESCO. It is also understood that nothing in this handbook or any other policy or communication changes the fact that employment is “at will” for an indefinite period unless terminated at any time by NESCO or myself. This handbook contains only general information and guidelines. It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described. For that reason, if you have any questions concerning the applicability of a policy or practice to you, you should address your specific questions to the Staffing Specialist in your NESCO office. This handbook and the information in it should be treated as secret and confidential. No portion of this handbook and the information in it should be disclosed to others, except NESCO employees and others affiliated with NESCO whose knowledge of the information is required in the normal course of business. I acknowledge receipt of the employee handbook and understand that my continued employment constitutes my acceptance of any changes that may be made in content or application of the handbook. I further agree to abide by all policies set forth herein.

Printed Name of Employee: ____________________________________________

Employee’s Signature: ___________________________________________________

Date: ______________________________________________

(Pull out this page and provide to Staffing Specialist within the NESCO office)

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REVISED 1/11