EMPLOYEE HANDBOOK

(Revised **** )

Table of Contents

Introduction 1 Welcome To United Service Companies, Inc.! 1 Who We Are 1 About This Handbook 2 At-Will Employment 2 Union Employees 2 Compliance With Federal, State, and Local Law 2 Equal Employment Opportunity 4 Equal Employment Opportunity (“EEO”) 4 Anti-Harassment 5 Safety in the Workplace 8 Accident and Injury Prevention 8 Drug-Free Workplace and Substance Abuse 8 Policy Against Workplace Violence 13 General Work Rules 14 Attendance and Punctuality 15 Dress Code and Personal Grooming 16 Progressive counseling 16 Relationships 18 Return of Company Property 19 Social Media 19 Solicitation and Distribution 20 Standards of Conduct and Work Rules 21 Use of the Company’s Electronic Communications Systems 23 Work and Pay 26 Employment Categories 26 Work Hours and Timekeeping 26 Overtime 27 Fair Labor Standards Act (“FLSA”) 27 Payroll 28 Leave of Absence 29 Family & Medical Leave Act 29 Military Leave of Absence Under Uniformed Services Employment and Re-Employment Rights Act (“USERRA”) 36 Handbook Acknowledgement Statement 42 January 2015

INTRODUCTION

Welcome To United Service Companies, Inc.!

USC’s most valued asset is you – the employee. Our success and long-term prosperity rest on your dedication and the quality of your work. You represent USC to the customers we serve, and we are committed to ensuring that you have the tools and resources you need to perform your job well. This Handbook is just one such tool that contains important information about your responsibilities and the expectations USC has for you as well as the commitments we are making to you.

This Handbook was developed to help new employees become familiar with their new employer, describe some of the expectations of our employees, and to outline the policies, programs, and benefits available to eligible employees. Employees should familiarize themselves with the contents of this Handbook as soon as possible, for it will answer many questions about employment with USC.

Again, congratulations on your career with USC. We are honored you have chosen us, and we look forward to rewarding and celebrating your contributions to our success. Who We Are

In 1965, USC opened its doors as a Chicago-based janitorial company. Starting with only a handful of staff, Richard Simon has grown USC into more than just a janitorial company. USC is a premiere company that has arguably the best service in the industry. We tailor our services to fit our clients’ needs as well as to help them cut costs. Today, USC employs over 13,000 employees among its five divisions who provide a host of different services:

U.S. Aviation Services provides complete fleet cleaning and maintenance services for the airline industry.

United Maintenance Company Inc. specializes in total maintenance solutions for our clients of every size and type. Our facility maintenance solutions include office buildings, theaters, sports facilities, hospitals, hotels, and commercial kitchens.

United National Maintenance Inc. is the largest convention and special event cleaning contractor in the United States.

United Security Services Inc. specializes in providing premium security services under a strict code of ethics.

United Temps Services Inc. specializes in bringing superior temporary staffing to our clients that exceeds their expectations and meets their budget. 2

About This Handbook

This Employee Handbook has been carefully prepared for you. It offers guidance to USC employees on our day-to-day activities and business. This Handbook will give you the information you need to do your job and provide you with many of the work rules we have established to offer you a safe and enjoyable work environment. You should read, understand, and comply with all provisions of the Handbook.

This Handbook applies to all employees, unless otherwise stated, and supersedes any previous handbooks. No employee handbook can anticipate every circumstance or question about policy. This Handbook provides a summary of USC’s key policies and procedures. If you have any questions or concerns about anything in this Handbook, please contact Human Resources for more information.

At-Will Employment

The Company believes in and adheres to the doctrine of employment at will, unless or except as modified by applicable law. This Handbook is not a contract of employment. It does not give rise to any contractual rights or obligation. Provisions of this Handbook should not be interpreted as a promise of continued employment, a guarantee of due process, or a commitment to existing terms or conditions of employment. We reserve the right to change, modify, and/or discontinue any of the policies contained in this Handbook, and the right to interpret and apply this Handbook at our discretion.

Please note that at-will statements do not and are not intended to interfere with or limit employees’ rights to engage in concerted activity with regard to their terms and conditions of employment.

No one other than the Company’s Chief Executive Officer or his designee may enter into an employment agreement for a specified period of time or make any agreement contrary to this At- Will Employment policy. Any such agreement be in writing and signed by the Company’s Chief Executive Officer or his designee.

Union Employees

In the event of any conflict between this Handbook and the terms of an applicable collective bargaining agreement for bargaining unit employees, the collective bargaining agreement will govern.

Compliance With Federal, State, and Local Law

The minimum requirements and outer boundaries of the Company’s and the employees’ respective rights and obligations are not governed by this Handbook, but rather are governed by applicable law. The Company will comply with any and all applicable federal, state, and local laws or regulations that provide different or greater rights to employees than this Handbook may provide. To the extent any of the policies in this Handbook conflicts with applicable federal, January 2015

state, or local law, the law will control and supersede this Handbook. 4

EQUAL EMPLOYMENT OPPORTUNITY

Equal Employment Opportunity (“EEO”)

USC is committed to equal employment opportunity and treatment for all applicants and employees and prohibits discrimination and harassment based on age, ancestry, color, race, national origin, disability, genetic information, military service, religion, creed, sex, pregnancy, childbirth, marital status, citizenship, sexual orientation, gender identity, gender expression, legally protected medical condition, or any other trait protected by applicable law. The Company’s commitment to equitable treatment is intended to create a positive work environment and applies to all classifications of employees and all areas of employment, including:

All hiring processes;

Release from employment;

Promotions;

Transfers;

Compensation;

Benefits;

Education and training;

Business-related social activities; and

All other business activities.

The purpose of EEO is to provide equal opportunity and treatment for all employees. By doing so, USC can attract and retain a talented, diverse workforce, ensure that all employment practices are conducted with regard to job-related factors only, and comply with applicable federal, state, and local laws against discrimination.

All employees, including all levels of management, must ensure compliance with this policy. Any employee who feels he/she has experienced discrimination, retaliation, or harassment, or becomes aware of such, should contact Human Resources immediately. Employees involved in investigations regarding alleged discrimination, retaliation, or harassment issues are expected to cooperate fully with Human Resources and to maintain confidentiality if requested. Confidentiality will be maintained by the investigating party to the extent possible commensurate with a proper investigation of all allegations made. If employees have an EEO question, they should contact Human Resources, or refer to the “Anti-Harassment” policy in this section of the Handbook.

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Anti-Harassment

Objective

The purpose of this policy is to create a work environment free of unlawful harassment and/or retaliation and specify guidelines for reporting allegations of harassment and/or retaliation. Policy

USC is committed to affording all employees the right and opportunity to seek, obtain, and retain employment free of harassment or retaliation of any kind. USC will not tolerate or condone any actions by any person that constitutes harassment in the workplace. Guidelines/Procedures

Harassment

This policy prohibits harassment that is based on age, ancestry, color, race, national origin, disability, genetic information, military service, religion, creed, sex, pregnancy, childbirth, marital status, citizenship, sexual orientation, gender identity, gender expression, legally protected medical condition, or any other trait protected by applicable law. Further Definition of Sexual Harassment

Sexual harassment consists of unwelcome sexual advances, requests for sexual favors, and all other verbal or physical conduct of a sexual or otherwise offensive nature, including, but not limited to, when:

Submission to this conduct is made a term or condition of employment (whether explicit or implied);

Submission to or rejection of this conduct is used as the basis for decisions affecting an individual’s employment; or

This conduct has the purpose or effect of creating an intimidating, hostile, or offensive working environment.

Examples of Sexual Harassment

Prohibited acts of harassment can take a variety of forms ranging from subtle pressure for sexual activities to physical assault. Examples include, but are not limited to:

Unwelcome sexual flirtations, advances, propositions, or pressure for dates; 6

Sexual and/or degrading words used to describe an individual, graphic verbal comments about an individual’s body, or other comments of a sexual nature;

Physical contact of a sexual nature, or any unwanted touching of another individual’s body;

Sexually suggestive jokes, comments, or gestures directed toward another, or sexually oriented or degrading comments;

Open display of sexually-oriented pictures, posters, or other material offensive to others, including dissemination of offensive graphic or written material via computer/ Internet communications or transmissions;

Preferential treatment of an employee, or a promise of preferential treatment to an employee, in exchange for dates or sexual activity; and

The denial of employment opportunities or benefits based on a refusal to consent to sexual advances.

Retaliation

Retaliation of any kind against an employee for filing a complaint or assisting in an investigation is strictly prohibited.

To Whom Does This Policy Apply?

This policy applies to all employees, supervisors, managers, and officers. When Does This Policy Apply?

USC will not tolerate harassment of its employees by co-workers, supervisors, managers, or officers.

Complaint Procedure

If an employee feels that he/she has been harassed or retaliated against, the employee must immediately report the incident to Human Resources or to a vice president of the company. Investigation and Resolution

Every effort will be made to ensure that complaints of harassment and retaliation are resolved promptly, and in a confidential manner to the extent feasible, while permitting the Company to thoroughly investigate the complaint and take appropriate action. All persons involved must fully cooperate in the investigation.

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Follow-up

If it is determined that harassment and/or retaliation has occurred, appropriate action will be taken to correct the situation, and any offenders will be subject to appropriate corrective action, up to and including termination.

Management’s Responsibilities

Management is responsible for:

Communicating USC’s expectations regarding workplace conduct to all employees;

Maintaining a work environment that includes fairness, mutual respect, and appropriate behavior, and setting a good example of such behavior;

Treating all harassment and retaliation complaints seriously;

Contacting Human Resources immediately upon becoming aware of a complaint so that Human Resources can investigate the complaint; and

Reporting the allegations of harassment and/or retaliation even if the employee says he or she does not want the manager to take action. Management’s failure to report an alleged violation of this policy may result in corrective action, up to and including termination of employment.

Human Resources’ Responsibilities

Human Resources is responsible for:

Conducting a prompt and thorough investigation; and

Taking appropriate corrective action and remedial measures, if the results of the investigation warrant such action.

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SAFETY IN THE WORKPLACE

Accident and Injury Prevention

Managers and/or supervisors will share with employees the specific job hazards of which employees need to be aware, enforce the safe work practices that are expected of all employees, and take immediate action to control or eliminate all hazards. Following these basic safety rules will keep employees aware of hazards and help prevent personal injury or the injury of a co- worker or customer. Employees should:

Ask their manager about any additional safety policies specific to their unit;

Notify their manager immediately of any unsafe condition or procedure they may find, even if it has not yet caused a problem;

Not use equipment until they have received proper instruction about the correct operating and cleaning procedures;

Use proper body posture to prevent injuries, whether working at a computer, carrying items, or lifting heavy things;

Use safe lifting practices, such as lifting with their legs and using team lifting or carts if they need to lift or move heavy items; and

Seek immediate first aid for all injuries, if required. Reporting Injuries and Accidents

It is mandatory that employees report any on-the-job injury or accident immediately, no matter how minor, to their supervisor/manager. USC will not retaliate against any employee who follows proper procedures and makes a claim in good faith for workers’ compensation, regardless of resolution.

Drug-Free Workplace and Substance Abuse

As part of USC’s commitment to safeguarding the health of employees, providing a safe place for employees to work, and supplying its clients with the highest quality products and service possible, USC is issuing this policy outlining its position on the use or abuse of alcohol, drugs, or other controlled substances by employees. Because substance abuse at work or away from work can seriously endanger the safety of employees and render it impossible to supply top-quality products and service, USC also is establishing a program under this policy to detect users and remove abusers of alcohol, drugs, or other controlled substances. USC is committed to preventing the use and/or presence of these substances in the workplace. January 2015

The intent of this policy is to:

Provide clear guidelines and consistent procedures for handling incidents of employees’ use of alcohol, drugs, or controlled substances that affect job performance and make every effort to institute and maintain a drug-free workplace;

Ensure that employees conform to all state and federal regulations regarding alcohol, drugs, or controlled substances;

Provide substance abuse prevention education for all employees and supervisory training regarding problem recognition and the implementation of this policy; and

Offer assistance to employees and their family members in resolving problems that affect job performance.

The essential parts of this program are as follows: 1. USC prohibits the unlawful manufacture, distribution, dispensation, presence, or use of alcohol, drugs, or other controlled substances on its property, at its worksites, and/or while on Company business. Employees violating this prohibition are issued corrective action, up to and including termination. Notwithstanding the foregoing, nothing in this policy prohibits the responsible consumption of alcoholic beverages during business or social functions where alcohol is served. 2. USC presents a Drug-Free Awareness Education Program for all supervisors and employees on a periodic basis.

3. USC uses drug testing to help administer this policy. The following types of testing are used:

Employees are tested for cause.

Employees are tested where required by a client’s program or by contract with a federal or state agency.

Employees are tested following accidents where required by law or under this policy.

4. This policy applies to all applicants, employees, and independent contractors of USC. 5. On projects covered by the Drug-Free Workplace Act or other federal or state contracts, laws, or regulations, all employees are given a copy of this policy and required to notify USC of any conviction for violation of a criminal drug statute in the 10

workplace within five days. Employees must acknowledge receipt of this policy by signing an acknowledgment form.

Drug-Free Awareness Education Program

1. All employees must be informed of this policy and made aware of its contents. 2. To protect the safety and health of employees, USC presents a Drug-Free Awareness Education Program to all supervisors and employees on a periodic basis. This education program presents information on the dangers of drug abuse in the workplace, the availability of counseling and treatment, and the penalties for violating this policy.

Explanation of Terms

1. Legal Drugs—Legal drugs include alcohol, medications prescribed by a physician, and over-the-counter medications. USC prohibits the use or abuse of such drugs to the extent that an individual’s job performance or fitness for duty is affected adversely. 2. Illegal Drugs—Illegal drugs include those substances controlled under federal or state law that are not authorized for sale, possession, or use, as well as legal drugs that are obtained, used, or distributed illegally. Notwithstanding any state law to the contrary, illegal drugs under this policy include marijuana (also known as Cannabinoids

(THC)), because it is classified under federal law as a Schedule I Controlled Substance. The manufacture, use, possession, sale, purchase, or transfer of illegal drugs by employees is prohibited. Arriving on Company property or worksites while under the influence of an illegal drug is prohibited. Testing of Applicants

1. All applicants are informed of this policy.

2. All testing is done by a lab chosen by USC. USC determines the substances for which testing is done. USC also determines the type of testing that will be performed, although urinalysis is the method that typically will be used. Chain-of-custody procedures will be observed. Applicants who are reasonably suspected by the personnel involved in the collection or testing of the specimen to have tampered with their specimen should not be considered any further for employment and should be so advised.

3. Drug test results will be communicated to a designated USC official, who will keep the results strictly confidential. Applicants whose confirmation tests are positive cannot be considered for employment at that time and will be informed of the failure to meet the required medical standards.

January 2015

Testing of Employees—Selection Procedures

1. For-Cause Testing—Current employees can be asked to submit to a test if cause exists to indicate that their health or ability to perform work might be impaired. Factors that could establish cause include, but are not limited to:

(a) Sudden changes in work performance;

(b) Repeated failure to follow instructions or operating procedures;

(c) Violation of Company safety policies;

(d) Involvement in an accident or near-accident;

(e) Discovery or presence of illegal or suspicious substances or materials in employees’ possession or near employees’ workplaces;

(f) Odor of alcohol and/or residual odor peculiar to some chemical or controlled substances;

(g) Unexplained and/or frequent absenteeism;

(h) Personality changes or disorientation;

(i) Conviction for violation of a criminal drug statute; and

(j) Any other information or observation that leads USC management to believe that employees’ health or ability to perform work might be impaired. If USC management has cause to believe or has a reasonable suspicion that employees are impaired, using illegal substances, or using legal substances in a manner that adversely affects job performance or fitness for duty, these findings and observations are documented on the Behavior/Incident Documentation Form. After review and approval by Human Resources or a designated official, such employees will be asked to consent to a test and sign a Substance Abuse Testing Consent Form. 2. Client Substance Abuse Testing—All employees who have access to client facilities that have contractor or vendor substance abuse programs are required to submit to drug testing in compliance with those client programs. 3. Post-Accident Testing—All employees involved in an accident on USC’s property or worksite that results in injury to person or property are drug tested as soon as possible after the accident (assuming this is not in conflict with the law of the state in which the testing is to occur).

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4. Other Testing Programs—Employees must submit to drug testing when required by federal or state law, regulation, or by contractual obligation not otherwise anticipated by the provisions of this policy.

Testing of Employees—Test and Post-Test Procedures 1. Once selected for a drug test under this policy, employees must sign a Substance Abuse Testing Consent Form. Employees who refuse to sign the form may be terminated.

2. All testing is done by a lab chosen by USC. USC determines the substances for which testing is done. USC also determines the type of testing that will be performed, although urinalysis is the method that typically will be used. Chain-of-custody procedures will be observed.

Reporting Obligation

Employees who are convicted of violating a criminal drug statute in the workplace must notify USC within five days of the conviction. If such employees are working on a covered federal or state contract or grant, USC will notify the contracting or granting agency of the conviction for violation of a criminal drug statute in the workplace within 10 days. Employees convicted of violating criminal drug statutes in the workplace are removed from the workplace and/or issued corrective action, up to and including termination. Searches

At the request of USC management, based on suspicions or evidence of violation of this policy, employees must:

Submit to a personal search and/or search of any personal article brought on USC’s premises or worksites or possessed while on USC business. This required submission to a search of personal articles includes the search of any vehicle brought on USC’s premises or worksites or used on USC’s business, unless such search is prohibited by applicable law. A personal search also includes a search of items within employees’ work areas.

Submit to seizure of any substance found in possession of employees that violates this policy. Suspected illegal substances are turned over to appropriate law enforcement authorities. Employees must furnish USC with a physician’s name and/or prescription for confirmation of the prescription of a legal substance found in their possession.

Failure to submit to a search may result in corrective action, up to and including termination. January 2015

Policy Against Workplace Violence

Workplace Violence

USC strictly prohibits workplace violence. Acts of violence and/or threats of violence, whether expressed or implied, toward individuals in the workplace, are prohibited and will not be tolerated. All reports of incidents will be taken seriously and will be addressed. This prohibition against threats and acts of violence (including domestic violence) applies to all persons involved in the operation of USC, including, but not limited to, USC employees, contract and temporary workers, and anyone else on USC property. Workplace Violence

Workplace violence is any conduct that is severe, offensive, or intimidating enough to make an individual reasonably fear for his/her personal safety or the safety of family, friends, or property. Examples of workplace violence include, but are not limited to, threats or acts of violence or behavior that cause a reasonable fear or intimidation response that occurs:

On USC premises, no matter what the relationship is between USC and the perpetrator or victim of the behavior; and

Off USC premises, where the perpetrator is someone who is acting as an employee or representative of USC at the time, where the victim is an employee who is exposed to the conduct because of work for USC, or where there is a reasonable basis for believing that violence may occur against the targeted employee or others in the workplace.

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GENERAL WORK RULES

Every employee represents USC to its customers and the public. The way employees do their jobs presents an image of the entire organization. Customers judge the Company by how they are treated with each employee contact. Therefore, one of USC’s first business priorities is to assist any customer or potential customer. Positive customer relations not only enhance the public’s perception or image of USC, but also pay off in terms of greater customer loyalty. At the job site:

Security regulations at the job site must be followed;

All uniform/dress requirements must be followed;

Visits from family members and/or friends are prohibited;

Employees may not allow any unauthorized people into the job site at any time. If an employee feels that an individual should not be in the building, the employee should contact security.

Employees must not threaten, harass, or intimidate any individual at the job site;

Protect customer and Company property from damage, theft, and misuse;

Employees are not permitted to use customer’s office equipment, such as telephones (except for 911 – Emergency), fax machines, computers, or copy machines without authorization;

Employees may not open any desk drawers or take or eat anything that does not belong to them;

Any items found by an employee should be reported and given to the employee’s immediate supervisor or security;

Employees may not bring tape recorders, headphones, camcorders, radios, etc. into the job site;

Leaving the job site during working hours without express permission from a supervisor may lead to a disciplinary action, up to and including termination;

Performing unauthorized work for customers or personal work during Company time is not permitted;

Gambling is prohibited. Any employee found gambling will be subject to disciplinary action, up to and including termination; and January 2015

Solicitation of contributions for political, charitable, or other causes is prohibited. Any complaints or problems regarding work should not be discussed with customers. All complaints or comments should be directed to a supervisor or Human Resources. Attendance and Punctuality

USC expects employees to be reliable and to be punctual in reporting for their scheduled shift. Regular attendance and punctuality are essential to the efficient delivery of services and critical components of employee job performance.

Providing Notice When Late or Absent

In all cases of absence or tardiness, employees must contact their supervisor/manager or appropriate designated person at least two hours before the start of their shift and/or regular start time so that appropriate arrangements can be made to cover assigned duties. Employees must follow their site-specific procedures, which contain detailed attendance, punctuality, and notification standards. Employees who fail to follow their site-specific procedures will be subject to discipline, up to and including termination of employment. A “No Call/ No Show” is any time an employee is absent from a scheduled shift and fails to notify his/her supervisor/manager of such absence in accordance with this policy. Anyone not calling or not showing for a scheduled shift will be subject to disciplinary action, up to and including termination.

The Company is aware that there may be times when extenuating circumstances may not permit an employee to follow this Attendance and Punctuality policy. However, employees should notify their supervisor/manager before their attendance is considered excessive. If an employee is not comfortable discussing the circumstances with his/her supervisor/manager, or would like the circumstances to remain confidential to the extent possible, the employee should contact Human Resources.

Job Abandonment

Any employee who is absent for three or more consecutively scheduled workdays (based on his or her normal work schedule) without notifying his or her supervisor/manager will be viewed as having resigned their position by abandoning their job. Compliance With Applicable Law

The Company complies with all federal, state, and local laws concerning leaves of absence and employee attendance, including, but not limited to, the Americans With Disabilities Act and the Family & Medical Leave Act. To the extent applicable law conflicts with the terms of this policy, applicable law shall control.

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Dress Code and Personal Grooming

Appropriate Attire and Appearance

As with all of your duties and responsibilities performed, you are expected to demonstrate professionalism and good judgment at all times related to your appearance. For this reason, if you are ever in doubt about the appropriateness of your appearance, please keep in mind that anything that could be considered distracting or not in the best interest of United

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