2 3 4 5 6 (Pages 7 8

EMPLOYEE HANDBOOK ACKNOWLEDGMENT AND

AT-WILL AGREEMENT

By signing below, I acknowledge that I have received my copy of the Worksite Handbook and that I will familiarize myselfwith its contents.

1. I understand that this handbook represents the current policies, regulations, and benefits, and that except for employmentat-will status and the Arbitration Agreement, any and all policies or practices can be changed at any time, although onlychanges in writing issued by an authorized representative are binding on your Worksite and/or DecisionHR retains theright to add, change, or delete wages, benefits, policies, and all other working conditions at any time. However, the policyof “at-will employment” (Paragraph 2) and the referenced Arbitration Agreement (Paragraph 3) may only be changed,altered, revised or modified through a written agreement signed by myself, an authorized representative of the Worksite,and DecisionHR.

2. I further understand that nothing in the Employee handbook creates or is intended to create a promise or representationof continued employment. I understand that my employment, position and compensation with Worksite are at will, andmay be changed or terminated at the will of the Worksite. I understand that I have the right to terminate my employmentwith the Worksite at any time, with or without cause or advance notice, and the Worksite has the same right. I alsounderstand that my at-will employment status may not be changed except in writing signed by me and a supervisor ofthe Worksite. Similarly, my relationship with DecisionHR is “at-will,” it may be terminated by me or DecisionHR with orwithout cause or advance notice, and only a written agreement between me and DecisionHR can change this at-willstatus. This document supersedes all prior agreements, understandings, and representations (whether written or oral)concerning my relationship with the Worksite and DecisionHR.

3. I further acknowledge that my Worksite and DecisionHR utilize binding arbitration to resolve disputes, as set forth in theapplicable Arbitration Agreement. I understand and agree that I will be required to execute the applicable ArbitrationAgreement, which by this reference is incorporated into this Acknowledgment.

MY SIGNATURE BELOW ATTESTS TO THE FACT THAT I HAVE READ, UNDERSTAND, AND AGREE TO BE LEGALLYBOUND TO ALL OF THE ABOVE TERMS. DO NOT SIGN UNTIL YOU HAVE READ THE ABOVE ACKNOWLEDGMENT ANDAGREEMENT.

EMPLOYEE SIGNATURE NAME (PRINT)

DATE

Page

Page 3

CO EMPLOYMENT AGREEMENT AS IT AFFECTS ASSIGNED EMPLOYEES

The Co Employment RelationshipYour WORKSITE and DECISIONHR have entered into a co employment relationship. Your WORKSITE continues as youremployer. DECISIONHR becomes your co employer in order to provide administrative employer services to you and yourWORKSITE. Pursuant to the terms of the agreement and the laws of your State, DECISIONHR will have sufficient authority overyou so as to maintain a “right” of direction and control and will have authority to hire, terminate, discipline, and where permitted,reassign you. Your WORKSITE will, however, retain sufficient direction and control over you and other employees as isnecessary to conduct its business and without which it would be unable to conduct its business, discharge any fiduciaryresponsibility that it may have, or comply with any applicable licensure, regulatory, or statutory requirement.DECISIONHR’s Employer ResponsibilitiesDECISIONHR , as administrative employer, shall: pay wages and payroll taxes with respect to the WORKSITE’s employees; complywith federal, state, and local income tax reporting and withholding; comply with the Federal Insurance Contributions Act;comply with the Federal Unemployment Tax Act; provide and administer workers’ compensation insurance coverage, including, but not limited to retaining the right to direct and control, the adoption of personnel and safety policies connected with theprocessing of workers’ compensation claims and related procedures; procure and administer as applicable, 401(k) plan benefits,health benefits, cafeteria plan benefits, life insurance benefits, and any other employee fringe benefits (if any) that the WORKSITEhas agreed DECISIONHR will provide; reserve the right, but is not obligated, to direct and control the WORKSITE employees;and retain final authority to hire, fire, and discipline the WORKSITE employees. DECISIONHR is solely responsible for any of itsactions regarding its employer obligations unless the WORKSITE specifically authorizes such actions.WORKSITE’s Retained Employer ResponsibilitiesUnless otherwise agreed in writing, the WORKSITE employer, is the sole employer for all laws, regulations, and employerresponsibilities not specifically listed in the agreement and is obligated to comply with such laws including, but not limited to: allfederal, state, and local laws relating to employment discrimination; the quality, adequacy, and safety of all goods producedor services performed by the WORKSITE employees; the provision of all facilities, equipment, and job training needed toperform services, including those necessary to comply with applicable federal and state safety and health laws; compliance withapplicable licensure laws for WORKSITE employees, including applicable work permits. The WORKSITE shall be solelyresponsible for any actions or failure to act by it or the WORKSITE employees unless otherwise specifically authorized in writingby DECISIONHR.Reporting Discrimination ComplaintsDECISIONHR has provided to you its “EMPLOYEE HANDBOOK FOR LEASED EMPLOYEES” that contains its written policy describingDECISIONHR’s and your WORKSITE’s commitment to maintaining a discrimination free workplace. The HANDBOOK contains a complaintprocedure whereby you have 24/7 access to DECISIONHR for the purpose of reporting complaints of discrimination. Your WORKSITE assumesresponsibility for investigating and addressing all complaints of discrimination brought to its attention by you. If you remain unsatisfied, contactDECISIONHR for assistance. Your WORKSITE agrees to cooperate with DECISIONHR in the investigation of such complaints and furtheragrees to cooperate with DECISIONHR in the implementation of remedial action recommended by DECISIONHR. The responsibility to end anyinappropriate conduct rests with your WORKSITE.Reasonable Accommodations Under the Americans With Disabilities ActYour WORKSITE will be solely responsible for making available a reasonable accommodation to any WORKSITE employee asrequired by the Americans with Disabilities Act and/or state disability law. DECISIONHR will provide assistance in identifyingreasonable accommodations if requested to do so by the WORKSITE. Your WORKSITE will bear the sole cost of providingreasonable accommodation to the WORKSITE employee and will, at its sole expense, provide a workplace that meets allapplicable architectural standards under the ADA or similar law.Wage and Hour LawsYour WORKSITE is responsible for setting the level of wages to be paid at or above the applicable minimum wage and/or salaryrequirements. As such, your WORKSITE has agreed to provide DECISIONHR with accurate and complete information regarding hours worked, job classifications, exempt and non exempt status, and other data needed to compute accuratelywages and taxes. These records submitted to DECISIONHR by your WORKSITE will be the basis for DECISIONHR to processyour payroll checks. If you believe an error has occurred from an incorrect, improper, or fraudulent submission of hours worked,or for improper determinations of exempt status, and you have not received a response from your WORKSITE, please notifyDECISIONHR immediately.Bonuses, Vacation, Holiday, Sick, and Severance Pay and Employment ContractsAny responsibility and/or liability with regard to employment contracts, including WORKSITE’s policies concerning bonuses,vacation, holiday, sick pay or similar paid time off accruals, and severance pay shall remain the sole responsibility of theWORKSITE. The fact that the DECISIONHR may process as part of the payroll, payments for bonuses, paid time off, orseverance, does not evidence any agreement or assumption by DECISIONHR of responsibility or liability for payment of thesebenefits to WORKSITE’s employee.

Employee’s Signature and Date:

Employee Name Printed:

Page 3

USCISForm I-9

OMB No. 1615-0047 Expires 08/31/2019

Employment Eligibility Verification Department of Homeland Security

U.S. Citizenship and Immigration Services

Form I-9 07/17/17 N Page

START HERE: Read instructions carefully before completing this form. The instructions must be available, either in paper or electronically,during completion of this form. Employers are liable for errors in the completion of this form.

ANTI-DISCRIMINATION NOTICE: It is illegal to discriminate against work-authorized individuals. Employers CANNOT specify which document(s) an employee may present to establish employment authorization and identity. The refusal to hire or continue to employ an individual because the documentation presented has a future expiration date may also constitute illegal discrimination.

Section 1. Employee Information and Attestation (Employees must complete and sign Section 1 of Form I-9 no laterthan the first day of employment, but not before accepting a job offer.)Last Name (Family Name) First Name (Given Name) Middle Initial Other Last Names Used (if any)

Address (Street Number and Name) Apt. Number City or Town State ZIP Code

Date of Birth (mm/dd/yyyy) U.S. Social Security Number

- -

Employee's E-mail Address Employee's Telephone Number

I am aware that federal law provides for imprisonment and/or fines for false statements or use of false documents in connection with the completion of this form.I attest, under penalty of perjury, that I am (check one of the following boxes):

1. A citizen of the United States

2. A noncitizen national of the United States (See instructions)

3. A lawful permanent resident

4. An alien authorized to work until (See instructions)

(expiration date, if applicable, mm/dd/yyyy):

(Alien Registration Number/USCIS Number):

Some aliens may write "N/A" in the expiration date field.

Aliens authorized to work must provide only one of the following document numbers to complete Form I-9:An Alien Registration Number/USCIS Number OR Form I-94 Admission Number OR Foreign Passport Number.

1. Alien Registration Number/USCIS Number:

2. Form I-94 Admission Number:

3. Foreign Passport Number:

Country of Issuance:

OR

OR

QR Code - Section 1 Do Not Write In This Space

Signature of Employee Today's Date (mm/dd/yyyy)

Preparer and/or Translator Certification (check one):I did not use a preparer or translator. A preparer(s) and/or translator(s) assisted the employee in completing Section 1.

(Fields below must be completed and signed when preparers and/or translators assist an employee in completing Section 1.)I attest, under penalty of perjury, that I have assisted in the completion of Section 1 of this form and that to the best of my knowledge the information is true and correct.Signature of Preparer or Translator Today's Date (mm/dd/yyyy)

Last Name (Family Name) First Name (Given Name)

Address (Street Number and Name) City or Town State ZIP Code

Employer Completes Next Page

LISTS OF ACCEPTABLE DOCUMENTSAll documents must be UNEXPIRED

Employees may present one selection from List A or a combination of one selection from List B and one selection from List C.

LIST A

2. Permanent Resident Card or AlienRegistration Receipt Card (Form I-551)

1. U.S. Passport or U.S. Passport Card

3. Foreign passport that contains atemporary I-551 stamp or temporaryI-551 printed notation on a machine-readable immigrant visa

4. Employment Authorization Documentthat contains a photograph (FormI-766)

5. For a nonimmigrant alien authorizedto work for a specific employerbecause of his or her status:

Documents that Establish Both Identity and

Employment Authorization

6. Passport from the Federated States ofMicronesia (FSM) or the Republic ofthe Marshall Islands (RMI) with FormI-94 or Form I-94A indicatingnonimmigrant admission under theCompact of Free Association Betweenthe United States and the FSM or RMI

b. Form I-94 or Form I-94A that hasthe following:(1) The same name as the passport;

and(2) An endorsement of the alien's

nonimmigrant status as long asthat period of endorsement hasnot yet expired and theproposed employment is not inconflict with any restrictions orlimitations identified on the form.

a. Foreign passport; and

For persons under age 18 who are unable to present a document

listed above:

1. Driver's license or ID card issued by aState or outlying possession of theUnited States provided it contains aphotograph or information such asname, date of birth, gender, height, eyecolor, and address

9. Driver's license issued by a Canadiangovernment authority

3. School ID card with a photograph

6. Military dependent's ID card

7. U.S. Coast Guard Merchant MarinerCard

8. Native American tribal document

10. School record or report card

11. Clinic, doctor, or hospital record

12. Day-care or nursery school record

2. ID card issued by federal, state or localgovernment agencies or entities,provided it contains a photograph orinformation such as name, date of birth,gender, height, eye color, and address

4. Voter's registration card

5. U.S. Military card or draft record

Documents that EstablishIdentity

LIST B

OR AND

LIST C

7. Employment authorizationdocument issued by theDepartment of Homeland Security

1. A Social Security Account Numbercard, unless the card includes one ofthe following restrictions:

2. Certification of report of birth issuedby the Department of State (FormsDS-1350, FS-545, FS-240)

3. Original or certified copy of birthcertificate issued by a State,county, municipal authority, orterritory of the United Statesbearing an official seal

4. Native American tribal document

6. Identification Card for Use ofResident Citizen in the UnitedStates (Form I-179)

Documents that EstablishEmployment Authorization

5. U.S. Citizen ID Card (Form I-197)

(2) VALID FOR WORK ONLY WITHINS AUTHORIZATION

(3) VALID FOR WORK ONLY WITHDHS AUTHORIZATION

(1) NOT VALID FOR EMPLOYMENT

PageForm I-9 07/17/17 N

Examples of many of these documents appear in Part 13 of the Handbook for Employers (M-274).

Refer to the instructions for more information about acceptable receipts.

Form I-9 07/17/17 N Page

USCISForm I-9

OMB No. 1615-0047 Expires 08/31/2019

Employment Eligibility Verification Department of Homeland Security

U.S. Citizenship and Immigration Services

Section 2. Employer or Authorized Representative Review and Verification (Employers or their authorized representative must complete and sign Section 2 within 3 business days of the employee's first day of employment. You must physically examine one document from List A OR a combination of one document from List B and one document from List C as listed on the "Lists of Acceptable Documents.")

Last Name (Family Name) M.I.First Name (Given Name)Employee Info from Section 1

Citizenship/Immigration Status

List AIdentity and Employment Authorization Identity Employment Authorization

OR List B AND List C

Additional Information QR Code - Sections 2 & 3 Do Not Write In This Space

Document Title

Issuing Authority

Document Number

Expiration Date (if any)(mm/dd/yyyy)

Document Title

Issuing Authority

Document Number

Expiration Date (if any)(mm/dd/yyyy)

Document Title

Issuing Authority

Document Number

Expiration Date (if any)(mm/dd/yyyy)

Document Title

Issuing Authority

Document Number

Expiration Date (if any)(mm/dd/yyyy)

Document Title

Issuing Authority

Document Number

Expiration Date (if any)(mm/dd/yyyy)

Certification: I attest, under penalty of perjury, that (1) I have examined the document(s) presented by the above-named employee, (2) the above-listed document(s) appear to be genuine and to relate to the employee named, and (3) to the best of my knowledge theemployee is authorized to work in the United States. The employee's first day of employment (mm/dd/yyyy): (See instructions for exemptions)

Signature of Employer or Authorized Representative Today's Date (mm/dd/yyyy) Title of Employer or Authorized Representative

Last Name of Employer or Authorized Representative First Name of Employer or Authorized Representative Employer's Business or Organization Name

Employer's Business or Organization Address (Street Number and Name) City or Town State ZIP Code

Section 3. Reverification and Rehires (To be completed and signed by employer or authorized representative.)A. New Name (if applicable)Last Name (Family Name) First Name (Given Name) Middle Initial

B. Date of Rehire (if applicable)Date (mm/dd/yyyy)

Document Title Document Number Expiration Date (if any) (mm/dd/yyyy)

C. If the employee's previous grant of employment authorization has expired, provide the information for the document or receipt that establishescontinuing employment authorization in the space provided below.

I attest, under penalty of perjury, that to the best of my knowledge, this employee is authorized to work in the United States, and if the employee presented document(s), the document(s) I have examined appear to be genuine and to relate to the individual. Signature of Employer or Authorized Representative Today's Date (mm/dd/yyyy) Name of Employer or Authorized Representative

Form W-4 (2018) Future developments. For the latest information about any future developments related to Form W-4, such as legislation enacted after it was published, go to www.irs.gov/FormW4.

Purpose. Complete Form W-4 so that your employer can withhold the correct federal income tax from your pay. Consider completing a new Form W-4 each year and when your personal or financial situation changes. Exemption from withholding. You may claim exemption from withholding for 2018 if both of the following apply. • For 2017 you had a right to a refund of all federal income tax withheld because you had no tax liability, and

• For 2018 you expect a refund of allfederal income tax withheld because you expect to have no tax liability.If you're exempt, complete only lines 1, 2, 3, 4, and 7 and sign the form to validate it. Your exemption for 2018 expires February 15, 2019. See Pub. 505, Tax Withholding and Estimated Tax, to learn more about whether you qualify for exemption from withholding.

General Instructions If you aren't exempt, follow the rest of these instructions to determine the number of withholding allowances you should claim for withholding for 2018 and any additional amount of tax to have withheld. For regular wages, withholding must be based on allowances you claimed and may not be a flat amount or percentage of wages.

You can also use the calculator at www.irs.gov/W4App to determine your tax withholding more accurately. Consider

using this calculator if you have a more complicated tax situation, such as if you have a working spouse, more than one job, or a large amount of nonwage income outside of your job. After your Form W-4 takes effect, you can also use this calculator to see how the amount of tax you're having withheld compares to your projected total tax for 2018. If you use the calculator, you don't need to complete any of the worksheets for Form W-4.

Note that if you have too much tax withheld, you will receive a refund when you file your tax return. If you have too little tax withheld, you will owe tax when you file your tax return, and you might owe a penalty. Filers with multiple jobs or working spouses. If you have more than one job at a time, or if you're married and your spouse is also working, read all of the instructions including the instructions for the Two-Earners/Multiple Jobs Worksheet before beginning. Nonwage income. If you have a large amount of nonwage income, such as interest or dividends, consider making estimated tax payments using Form 1040-ES, Estimated Tax for Individuals. Otherwise, you might owe additional tax. Or, you can use the Deductions, Adjustments, and Other Income Worksheet on page 3 or the calculator at www.irs.gov/

W4App to make sure you have enough tax withheld from your paycheck. If you have pension or annuity income, see Pub. 505 or use the calculator at www.irs.gov/W4Appto find out if you should adjust your withholding on Form W-4 or W-4P. Nonresident alien. If you're a nonresident alien, see Notice 1392, Supplemental Form W-4 Instructions for Nonresident Aliens,before completing this form.

Specific Instructions

Personal Allowances Worksheet

Complete this worksheet on page 3 first to determine the number of withholding allowances to claim. Line C. Head of household please note: Generally, you can claim head of household filing status on your tax return only if you're unmarried and pay more than 50% of the costs of keeping up a home for yourself and a qualifying individual. See Pub. 501 for more information about filing status. Line E. Child tax credit. When you file your tax return, you might be eligible to claim a credit for each of your qualifying children. To qualify, the child must be under age 17 as of December 31 and must be your dependent who lives with you for more than half the year. To learn more about this credit, see Pub. 972, Child Tax Credit. To reduce the tax withheld from your pay by taking this credit into account, follow the instructions on line E of the worksheet. On the worksheet you will be asked about your total income. For this purpose, total income includes all of your wages and other income, including income earned by a spouse, during the year. Line F. Credit for other dependents. When you file your tax return, you might be eligible to claim a credit for each of your dependents that don't qualify for the child tax credit, such as any dependent children age 17 and older. To learn more about this credit, see Pub. 505. To reduce the tax withheld from your pay by taking this credit into account, follow the instructions on line F of the worksheet. On the worksheet, you will be asked about your total income. For this purpose, total income includes all of

----------------------------- Separate here and give Form W-4 to your employer. Keep the worksheet(s) for your records. -----------------------------

Form W•4 Employee's Withholding Allowance Certificate 0MB No. 1545-0074

Department of the Treasury ► Whether yo�•re entitled to claim a certain number of allowances or exemption from withholding issubject to review by the IRS. Your employer may be required to send a copy of this form to the IRS. �©18

Internal Revenue Service

1 Your first name and middle initial I

Last name

12 Your social security number

Home address {number and street or rural route) 3 Osingle □ Married D Married, bu1 withhold at higher Single rate. Note: If married liling separately, check "Married, but wlthhold at higher Single rate."

City or town, state, and ZIP code 4 If your last name differs from that shown on your social security card,

check here. You must call 800-772-1213 for a replacement card. ►□

5 Total number of allowances you're claiming (from the applicable worksheet on the following pages) 5

6 Additional amount, if any, you want withheld from each paycheck 6 $

7 I claim exemption from withholding for 2018, and I certify that I meet both of the following conditions for exemption. • Last year I had a right to a refund of all federal income tax withheld because I had no tax liability, and

• This year I expect a refund of all federal income tax withheld because I expect to have no tax liabilitv.If you meet both conditions, write "Exempt" here . . ► I 7I

. . Under penalties of per1ury, I declare that I have examined this cert1f1cate and, to the best of my knowledge and belief, it is true, correct, and complete . Employee's signature (This form is not valid unless you sign it.) ►

8 Employer's name and address {Employer: Complete boxes 8 and 10 if sending to IRS and complete 9 First date of boxes 8, 9, and 10 if sending to State Directory of New Hires.) employment

For Privacy Act and Paperwork Reduction Act Notice, see page 4. Cat. No. 102200

Date ► 1 0 Employer identification

number {EIN)

Form W-4 (2018)

BINDING ARBITRATION AGREEMENT AND CLASS ACTION WAIVER

I understand and agree that any controversies, claims, or disputes between me and DecisionHR must be resolved as follows:

1. BINDING ARBITRATION: Any controversy, claim or dispute covered by this Binding Arbitration Agreement thatarises out of or relates to employment with DecisionHR or any application for employment withDecisionHR that is not resolved in mediation, must be resolved by binding arbitration, and administered by theAmerican Arbitration Association (the “AAA”) pursuant to the AAA Employment Arbitration Rules and MediationProcedures “Rules”). The controversies, claims, and disputes covered by this Binding Arbitration Agreementinclude all controversies, claims, and disputes, whether or not arising out of employment or termination ofemployment that would constitute a cause of action in court against DecisionHR and/or its employees, agents anddirect and indirect parent companies, subsidiary companies, and affiliated companies.

Examples include, but are not limited to: tort claims, breach of contract claims, claims for wages or othercompensation, or benefits and claims for any alleged violation of any federal, state, local or other law, statute,regulation, code, or ordinance (including, but not limited to claims, if any, based on the Civil Rights Act of 1991;Title VII of the Civil Rights Act of 1964; the Civil Rights Act of 1866; the Americans with Disabilities Act; theRehabilitation Act of 1973; the Age Discrimination in Employment Act; the Older Workers Benefit Protection Act;the Family and Medical Leave Act; the Employee Retirement Income Security Act of 1974; the Equal Pay Act; theFair Labor Standards Act; the Vietnam Era Veteran’s Readjustment Assistance Act; the Uniformed ServiceEmployment and Reemployment Rights Act of 1994; the Worker Adjustment and Retraining Notification Act; theFair Credit Reporting Act; the Immigration Reform and Control Act of 1986; the Occupational Safety and HealthAct of 1970; the Employee Polygraph Protection Act; and any amendments to any of the foregoing, and any otherclaims under federal, state, or local statute, regulation, ordinance, or common law including, without limitation, anylaw related to discrimination, terms and conditions of employment, or termination of employment). This BindingArbitration Agreement DOES NOT COVER: (A) claims for workers’ compensation benefits; (B) claims forunemployment compensation benefits; (C) claims by the Company/Employer for injunctions or other types ofequitable relief for unfair competition, use or unauthorized disclosure of trade secrets or confidential information,or violations of noncompetition agreements as to which the Company/Employer may seek and obtain relief fromthe courts; (D) claims arising under the National Labor Relations Act which are brought before the National LaborRelations Board; and (E) claims arising under Section 922 of the Dodd Frank Wall Street Reform and ConsumerProtection Act. Nothing herein, however, shall prevent Applicant/Employee from filing and pursuing administrativeproceedings only before the U.S. Equal Opportunity Commission or an equivalent state agency (although ifApplicant/Employee chooses to pursue a claim following the exhaustion of such administrative remedies, thatclaim would be subject to all of the provisions of this Agreement).

2. CLASS ACTION WAIVER: Any proceeding to resolve or litigate any dispute, whether in arbitration, in court, orotherwise, will be conducted solely on an individual basis, and that neither the Applicant or Employee norDecisionHR will seek to have any controversy, claim, or dispute heard as a class action, a representative action, acollective action, a private attorney general action, or in any proceeding in which the Applicant or Employee orDecisionHR acts or proposes to act in a representative capacity. No arbitration or proceeding will be joined,consolidated, or combined with another arbitration or proceeding, without the prior written consent of the Applicantor Employee, DecisionHR and all parties to any such arbitration or proceeding.

3. DISPUTES ABOUT ARBITRATION: A court shall decide disputes concerning substantive arbitrability and anarbitrator shall decide disputes concerning procedural arbitrability. Notwithstanding the foregoing, in the eventthere is a dispute involving the provision governing Class and Collective Actions (paragraph 2 above) a court shalldecide all questions related to that provision.

4. SCOPE OF ARBITRATOR’S POWER: The arbitrator shall apply all applicable substantive laws. With respect toany award for punitive damages, the arbitrator shall be bound by principles of due process. The arbitrator shallnot have the power to depart from substantive law, including due process principles, in connection with an award.The arbitrator shall not have the power to consolidate claims, certify a class, or hear claims postured as arepresentative action, collective action, or a private attorney general action.

5. ENTRY OF JUDGMENT: Judgment upon the award rendered by the arbitrator may be entered in any courthaving jurisdiction thereof.

6. REASONED AWARD: The arbitrator’s award shall be in writing, and shall include a statement setting forth thereasons for the disposition of any claim.

Employee Handbook – 1/201Page 3

7. CONFIDENTIALITY: Except as may be required by law, neither a party, nor an arbitrator may disclose theexistence, content or results of any arbitration hereunder without the prior written consent of all parties.

8. HOW TO COMMENCE ARBITRATION: Any party to this Agreement may commence arbitration at any time,subject to applicable statutes of limitations, rules of repose and the doctrine of laches. To commence arbitration, aparty must submit the dispute to AAA via mail, fax or through AAA’s WebFile Service. To submit a dispute to AAA,or to obtain other helpful information, please contact AAA as follows:

Website: www.adr.orgAddress: American Arbitration Association, Case Filing Services1101 Laurel Oak Road, Suite 100 Voorhees, N.J. 08043.Phone: (877) 495 4185Fax: (877) 304 8457

9. GOVERNING LAW: This Agreement shall be governed by and interpreted in accordance with the laws of theState where the Applicant made application for employment or, in the case of an employment dispute, where theEmployee is regularly employed by DecisionHR. The Federal Arbitration Act, 9 U.S.C. § 1 et seq., shallgovern the interpretation and enforcement of this Agreement and arbitral proceedings. The parties acknowledgeand agree that DecisionHR is engaged in transactions involving and affecting interstate commerce, andthat the services that are performed by Employee or will be performed by Applicant involve and affect interstatecommerce.

10. WHERE AND HOW THE ARBITRATION WILL BE CONDUCTED: The arbitration shall be conducted in thelargest city of the county in which the Applicant made application for employment or, in the case of anemployment dispute, where the Employee was regularly employed by DecisionHR at the time thedispute arose. The arbitration shall be conducted pursuant to the terms of this Agreement and the Rules. Thearbitrator shall conduct a fundamentally fair proceeding, and shall permit discovery necessary to prove a claim ordefenses to a claim.

Employee Handbook – 1/201

Page 4

DIRECT DEPOSIT AUTHORIZATION

Employee Name:

Social Security Number:

Worksite Employer Name:

Financial Institution Name:

Checking Bank Routing Number: Account Number: and/or Savings Bank Routing Number: Account Number:

Checking Amount (% / $ amt. / net pay): Savings Amount (% / $ amt. / net pay):

I authorize DecisionHR and the financial institution named to credit my account(s) for direct deposit of payroll and, if necessary to initiate debits or adjustments for credits made in error. I understand that under NO circumstance will DecisionHR be responsible for any overdraft on my account nor provide reimbursement for associated fees. This authority will remain in effect until I have cancelled it in writing to DecisionHR. In consideration of receipt of each payment by direct deposit, I agree to notify DecisionHR immediately of any error in reported hours worked or paid.

Employee Signature Date

NOTE: DecisionHR is responsible for initiating the electronic deposit transaction scheduled for deposit on your pay date, which isprocessed through the clearing house of the Federal Reserve Bank. If for any reason beyond DecisionHR’s control your funds are not available on your pay date (i.e. your bank’s policies, errors caused by banks or financial institutions), DecisionHR will not be responsible for any overdrafts or associated fees.

11101 Roosevelt Blvd. N., St. Petersburg, FL 33716 Phone (727) 572-7331 or Toll Free (888) 828-5511 Fax (727) 572-1314 or Toll Free Fax (866) 674-2227

*Please attach a voided check here (for checking accounts)

Employee Handbook – 1/201

Page 5

1/7/2016

Employee Pay Selection Record

DecisionHR (“Employer”) offers three options to receive your pay, Direct Deposit, the Money Network® Service, or a paper check from Employer. Please review these options and make your selection below.

Option 1: DIRECT DEPOSIT Employer will pay all of my net pay as selected below (“Direct Deposit”) into the account (the “Account”) at the financial institution with the routing and account numbers and account type (collectively, “Account Information”) I have provided separately to Employer according to Employer’s procedure.

Option 2: MONEY NETWORK SERVICE Employer will pay all of my net pay as selected below using the Money Network Service and I may use either of the following options:

Money Network™ Check. The Money Network Check (“Check”) is a paycheck that I can easily complete on or after each payday morning wherever I am, eliminating the need to pick up my paycheck, wait for it to be mailed, or pay for it to be cashed. The Check can be deposited into my personal bank account or cashed for free at Money Network check-cashing partners.

Money Network Payroll Debit Card. The Money Network Payroll Debit Card (“Card”) provides a dependable, safe, optional, and convenient way to receive and access my pay on and after each payday morning with the following features: (i) eliminates the need to pick up my paycheck, wait for it to be mailed, or pay for it to be cashed; (ii) immediate, worldwide access wherever the Card is accepted for ATM cash withdrawals, bank-branch withdrawals, and store purchases (including “cash back”); (iii) money transfers to a personal or joint checking account; and (iv) free balance inquiries by phone or online. There is no monthly service charge for the Card as long as I am employed by Employer. Many Card transactions are free (and I need never incur a fee to access 100% of my wages, to the penny, using the Money Network Service), but there are fees for other transactions. The Terms and Conditions, fee schedule, and other disclosures related to the Money Network Service are included in the Money Network Service’s Welcome Packet. Once I have consented to those terms and contracted for the Money Network Service by activating my Money Network Service account by following the instructions in the Welcome Packet, I may begin to use the Money Network Service. Option 3: PAPER CHECK FROM EMPLOYER. Employer will pay all of my net pay as selected below with an “Employer Check.” Employer will make paycheck available to me as required by law.

I HEREBY ELECT TO HAVE MY PAY DISTRIBUTED AS INDICATED: (REQUIRED: MAKE ONE CHOICE BY CHECKING THE A, B, OR C BOX AND WRITING YOUR INITIALS ABOVE YOUR SELECTION BELOW)

A _____ Initials

OR

B _____ Initials

OR

C _____ Initials

DIRECT DEPOSIT See attached DD Form

MONEY NETWORK SERVICE

EMPLOYER CHECK

I authorize Employer to pay me by Direct Deposit, the Money Network Service, or Employer Check, according to the selection I checked and initialed above. If I fail to make a selection for Direct Deposit or the Money Network Service, or to provide the Account Information (defined above), I will be paid by paper Employer Check. Unless I am already paid by Direct Deposit, I acknowledge that, in order to choose Direct Deposit, I must submit a fully completed Employee Pay Selection Record (“PSR”) and Account Information. The PSR and Account Information must be submitted to Employer within three (3) business days (thirty (30) days in Michigan) of receiving notice to do so. However, I understand that I can change my pay selection at any time in the future by submitting a new PSR and Account Information (if applicable) according to Employer’s procedure (subject to the time it takes Employer to implement the change). My election will remain in effect unless Employer and/or Program Manager cancels this arrangement. In case of payment of funds to which I am not entitled, I authorize Employer to withdraw such funds from the Account or the Money Network Service. To help the government fight the funding of terrorism and money laundering activities, Federal law requires financial institutions to verify and record identity information before opening an account such as the account provided when you enroll in the Money Network Service. To permit this identification so that my pay to be placed in such an account, I authorize Employer to share my name, address, date of birth, Social Security Number, identification documents, and related personal information with Money Network and the issuing bank.

Signature* Printed Name* Date*

EMPLOYER USE ONLY

Employee ID Number * Required

6

1. If you are under the age of 40, Enter your date of birth:_______/_________/_______________

2. Have you worked for this company before or are you a rela ve or dependent of the owner(s) of this company? □Yes □ No

3. Were you referred to us by a Voca onal Rehabilita on Agency approved by the state, by an Employment Network under the Ticket to Work Program, The Department of Veteran Affairs or are you currently in a work release program? IF Yes: Name of Agency: _____________________ Counselor Name: ______________________Phone: __________________

□Yes □ No

4. During the past year, were you convicted of a felony or released from prison on felony charges? If Yes, Enter Date of Convic on: ____________ Date of Release:____________________

Parole Officers Name: _____________________ Phone: ____________ Name of Jail/Prison:____________________ Convicted in: City:________________________________________________ State:___________________

□Yes □ No

5. Are you a member of a family (household) that received SNAP (Food Stamps) for the past 6 months? If Yes, Name of Recipient: ______________________ City and State Benefits Received: _______________________

□Yes □ No

Are you a member of a family (household) that received SNAP (Food Stamps) for at least 3 months during the past 5 months, but are no longer eligible to receive them? If Yes, Name of Recipient: ______________________ City and State Benefits Received: _______________________ Date Benefits Started: ______/______/_______ Date Benefits Ended: ______/______/_______

□Yes □ No

6. Have you received supplemental social security income (SSI) for any month ending within the last 60 days? □Yes □ No

7. Are you a veteran of the U.S. Armed Forces/Military? If No, Go to ques on 7 □Yes □ No

Are you a member of a family (household) that received SNAP (Food Stamps) for at least 3 months during the past 15 months? If Yes, Name of Recipient: ______________________ City and State Benefits Received: _______________________ Date Benefits Started: ______/______/_______ Date Benefits Ended: ______/______/_______

□Yes □ No

Within the past year, did you collect unemployment compensa on for at least 4 weeks but less than 6 months? □Yes □ No

Within the past year, did you collect unemployment compensa on for at least 6 months? □Yes □ No

Are you en tled to compensa on for a service-connected disability (disabled veteran)? If Yes, Date Benefits Started: ______/______/_______ Date Benefits Ended: ______/______/_______ Counselor Name:____________________________ Phone: ________________________

□Yes □ No

During the past year were you discharged or released from ac ve duty? □Yes □ No

8. Have you, or a member of your household, received TANF benefits for any 9-month period during the 18-month period ending on your hire date? □Yes □ NoHave you, or a member of your household, received TANF benefits for at least 18 consecu ve months ending on your hire date? □Yes □ No

Have you, or a member of your household, stopped being eligible for TANF payments during the past 2 years because a Federal or state law limited the maximum me those payments could be made? □Yes □ No

If Yes, Name of Recipient: _______________________City and state benefits received: _________________________ Date Benefits Started: ______/______/_______ Date Benefits Ended: ______/______/_______

Name: _______________________________________________________________ Today’s Date: ________/_______/_______________

Address: _________________________________________ Social Security #: ______-______-________ Phone: (____)______-___________

City: _______ __ State: __ Zip: _______________ E -mail: __________________________________________

Pre-Screening No ce and Cer fica on Request for the Work Opportunity Credit This company par cipates in various tax credit programs. The informa on you give will be used to determine the company's eligibility for these programs and will in no way nega vely impact any hiring, reten on, or promo on decisions. In order to qualify for a federal employer tax credit

this informa on is required. However, providing this informa on is voluntary.

Employer: ___________________________________________ Address: ______________________________________________________

Date: ____/______/______ Start Date:_______/_______/__________ Managers Name:______________________________________

THIS SECTION FOR EMPLOYER USE ONLY Hiring Manager: Immediately upon hire, fill out the remainder of this form:

If You Have any Ques ons, Please Contact Cen vise at (727) 873-6920

AUTHORIZATION FOR DISCLOSURE OF INFORMATION: I hereby authorize my employer or employer representa ve to obtain informa on from my records to determine my eligibility for the Work Opportunity Tax Credit Program. I also authorize the appropriate agency to release the requested informa on from my records to my employer or employer representa ve; including Social Security Administra on for a TPQY printout.

Under penal es of perjury, I declare that I gave the above informa on to the employer on or before the day I was offered a job, and it is, to the best of my knowledge, true, correct, and complete.

Employee Signature:__________________________________________________ Date:_____________________________________________

9. Have you been unemployed the last 6 month and received State or Federal unemployment compensa on for any period? □Yes □ No

Centivise 2017©

Page 7

Form 8850(Rev. March 2016)

Department of the Treasury Internal Revenue Service

Pre-Screening Notice and Certification Request for the Work Opportunity Credit

Information about Form 8850 and its separate instructions is at www.irs.gov/form8850.

OMB No. 1545-1500

Job applicant: Fill in the lines below and check any boxes that apply. Complete only this side.

Your name Social security number

Street address where you live

City or town, state, and ZIP code

County Telephone number

If you are under age 40, enter your date of birth (month, day, year)

1 Check here if you received a conditional certification from the state workforce agency (SWA) or a participating local agencyfor the work opportunity credit.

2 Check here if any of the following statements apply to you.• I am a member of a family that has received assistance from Temporary Assistance for Needy Families (TANF) for any 9

months during the past 18 months.• I am a veteran and a member of a family that received Supplemental Nutrition Assistance Program (SNAP) benefits (food

stamps) for at least a 3-month period during the past 15 months.

• I was referred here by a rehabilitation agency approved by the state, an employment network under the Ticket to Workprogram, or the Department of Veterans Affairs.

• I am at least age 18 but not age 40 or older and I am a member of a family that:a. Received SNAP benefits (food stamps) for the past 6 months; orb. Received SNAP benefits (food stamps) for at least 3 of the past 5 months, but is no longer eligible to receive them.

• During the past year, I was convicted of a felony or released from prison for a felony.• I received supplemental security income (SSI) benefits for any month ending during the past 60 days.• I am a veteran and I was unemployed for a period or periods totaling at least 4 weeks but less than 6 months during the

past year.

3 Check here if you are a veteran and you were unemployed for a period or periods totaling at least 6 months during the past year.

4 Check here if you are a veteran entitled to compensation for a service-connected disability and you were discharged or released from active duty in the U.S. Armed Forces during the past year.

5 Check here if you are a veteran entitled to compensation for a service-connected disability and you were unemployed for a period or periods totaling at least 6 months during the past year.

6 Check here if you are a member of a family that:• Received TANF payments for at least the past 18 months; or• Received TANF payments for any 18 months beginning after August 5, 1997, and the earliest 18-month period beginning

after August 5, 1997, ended during the past 2 years; or• Stopped being eligible for TANF payments during the past 2 years because federal or state law limited the maximum time

those payments could be made.

7 Check here if you are in a period of unemployment that is at least 27 consecutive weeks and for all or part of that periodyou received unemployment compensation.

Signature—All Applicants Must SignUnder penalties of perjury, I declare that I gave the above information to the employer on or before the day I was offered a job, and it is, to the best of my knowledge, true, correct, and complete.

Job applicant’s signature Date

For Privacy Act and Paperwork Reduction Act Notice, see page 2. Cat. No. 22851L Form 8850 (Rev. 3-2016)

Page 8