1. 15
EMPLOYEE HANDBOOK INITIALS AND DATE
Candidates
When candidates from outside the company are to be considered for job openings, the following
procedures should be followed: No candidate without a Social Card at the time of interview will be
taken, the interview can be re-scheduled. ATS participates in the E-verification process and cannot
interview without proper documentation as requested. 8 U.S.C. §1324a(b)(1).
IMMIGRATION REFORM AND CONTROL ACT: The Immigration Reform and Control Act of
1986 (“IRCA”), as amended by the Illegal Immigration Reform and Immigrant Responsibility Act of
1996 (“IIRIRA”), 8 U.S.C. §§1324a and 1324b, and regulations of the U.S. Citizenship and
Immigration Services (“USCIS”), formerly, the Immigration and Naturalization Service (“INS”)), 8
C.F.R. §274a.1 et seq., prohibit employers from hiring individuals who are not legally eligible to work
in the United States. Accordingly, all employers are required to verify that every new employee is
either a U.S. citizen or authorized to be employed in the United States and may not employ anyone who
cannot provide the documentation required to complete the Form I-9, discussed below
(A)Any candidate for employment must fill out and sign an employment application form in
order to be considered for hiring. Upon completion of the application, the application, the
candidate becomes a applicant for purposed of ATS recordkeeping.
(B) The Human Resources Department will consider request for accommodations of disabilities
and religious and will determine what, if any, accommodation will be made.
(C) Applicants determined to be qualified for consideration for available job openings will be
interviewed by the Human Resources Department and given any test required for the job.

2. (D) If the Human Resources Department determines that the applicant is qualified for the
employment, a second interview should be arranged between the applicant and the head of the
department with the job opening.
(E) The department head has the responsibility to determine whether an applicant has the
technical qualifications for the open position and meets the other job-related criteria necessary
to perform the job. The decision whether to hire the applicant is to be by the department head,
but also must have the approval of the Human Resource Department.
(G) If the background, medical, or any other subsequent investigation discloses any
misrepresentation on the application form or information indicating that the individual is not
suited for employment with ATS, the applicant will be refused employment, or if already
employed, will be terminated. Any employee or candidate that violates ATS policies and
procedures will be automatically terminated without notification.
Initials: ____________________________________________Date:________________
No Discrimination
ATS employees shall enjoy a working environment free from harassment on the basis of gender, race,
religion, sexual orientation, national origin, age, disability or veteran status. Any harassment based on
the above is strictly prohibited, and constitutes grounds for disciplinary action, or termination. Any
employee that is found violating ATS policies and will be automatically terminated without
notification. Acceptance as a employee is contingent upon satisfactory references, verification of the
information submitted on this application and satisfactory completion of mandatory requirements,
including drug screening. I authorized that all employers, schools, or references thus contacted be
released from all liability in answering questions related to my application. I therefore authorize you to
make such investigations and inquires you deem necessary in arriving at a decision to accept me as a
volunteer.
Initials: ____________________________________________Date:________________
If any employee feels as though they have been the victim of any of these types of harassment, he or
she should report any and all incidents of such harassment to Human Resources immediately. ATS

3. policy is to treat any such report as a serious matter, and no employee should fear any sort of reprisal or
further harassment as a result of filing such a report.
Conduct
This section covers the general rules and practices that ATS employees are expected to follow.
Personal Information
In order to be able to maintain accurate records, and to be able to contact you should the need arise, it is
important that ATS have accurate and up-to-date personal information for each employee, including
current phone number, address, I-9, W-2, and etc. “Remember it is imperative that you update your
personal information at ATS as it is changed for tax purposes. In addition, you must also fill out
a change of address form and give it to ATS.
Any employee that is found violating ATS policies and will be automatically terminated without
notification.
Initials: ___________________________Date:________________
Changing Your Withholding
Events during the year may change your marital status or the exemptions, adjustments, deductions, or
credits you expect to claim on your tax return. When this happens, you may need to give your employer
a new Form W-4 to change your withholding status or number of allowances.
If the event changes your withholding status or the number of allowances you are claiming, you must
give your employer a new Form W-4 within 10 days after either of the following.
• Any event that requires you to change to single status.
• Any event that decreases the number of withholding allowances you can claim.
Events that will decrease the number of withholding allowances you can claim include the following.
• You have been claiming an allowance for your spouse, but you get divorced or your spouse
begins claiming his or her own allowance on a separate Form W-4.
• You have been claiming an allowance for a dependent who is a qualifying relative, but you no
longer expect to provide more than half the dependent's support for the year.

4. • You have been claiming an allowance for your qualifying child, but you now find that he or she
will provide more than half of his or her own support during the year.
• You have been claiming allowances for your expected deductions, but you now find they will
be less than expected.
• You filed for bankruptcy under chapter 11 of the U.S. Bankruptcy Code and you may not be
entitled to the same number of allowances or the bankruptcy estate may be taxed at a higher
rate.
Generally, you can submit a new Form W-4 whenever you wish to change the number of your
withholding allowances for any other reason.
Initials: ____________________________Date:___________
Loss or Suspension/Restriction of Driver’s License
In the event of loss or suspension/restriction of the driver’s license and/or any required special driving
certification, the employee must notify his/her immediate supervisor within 48 hours after learning of
the suspension/restriction. An employee who has been charged with a violation of statutes that affects
his/her driver’s license or who has his/her driving privileges suspended, revoked or barred for violating
such statutes, including but not limited to operating a vehicle while intoxicated, vehicular homicide or
habitual violation, will be automatically terminated from employment without notification.
Initials: ____________________________Date:___________
Disciplinary Action for Failure to Maintain a Driver’s License
An employee whose employed at ATS will always be required to have the possession and maintenance
of a
Driver’s license or a work permit. Any employee that driver’s license or work permit has been
rescinded suspended or the renewal denied will be automatically terminated without notification.
Initials: ____________________________Date:___________

5. Workplace Attire
Personal dress of employees sets the atmosphere and the image of the office. During working hours,
proper attire suitable to a client (employer) business environment for all employees. Good hygiene is
included this practice.
While we do not wish to limit your expressions of taste and individuality, we must all be aware that
what we wear to work is a reflection of our own professionalism and that of the organization. We ask
you to dress appropriately for our type of business and your position in particular.
In addition, certain requirements must be observed. Clothing should not be provocative (e.g., low-cut,
revealing, or extremely tight-fitting). Your clothing should not be hazardous to your own safety (e.g.,
open-toed shoes or loose hanging shirttails if you are working around machinery). Extremely casual
dress is generally not considered appropriate for work. If "casual days" are occasionally designated by
management, appropriate guidelines will be explained to you.
Obviously, a professional appearance is especially important for those of us who at any time come into
contact with clients and/or potential customers. Please use good judgment and good taste, remembering
that rightly or wrongly, people do judge us as an organization, based in part on our appearance. Any
employee that is found violating ATS policies and will be automatically terminated without
notification.
Manufacturing areas:
Slacks or pants that are similar to Dockers and other makers of cotton or synthetic material pants, wool
pants, flannel pants, jeans, bib overalls, and nice looking athletic pants are acceptable. Gauchos and
Capri’s are acceptable. Pants that are below the knee with finished edges are allowed. Casual shirts,
dress shirts, sweaters, tops, golf-type shirts, t-shirts, sweatshirts, nice looking athletic tops, and
turtlenecks are acceptable attire for work. Loafers, boots, dress heels below 2 inches high, athletic
shoes, and leather deck shoes, as examples, are acceptable.
Inappropriate attire for work includes tank tops; midriff baring tops; shirts with potentially offensive
words, terms, logos, pictures, cartoons, or slogans; halter-tops; and tops with bare shoulders. Pants in
the plant include sweatpants, exercise pants, Bermuda shorts, short shorts, shorts, leggings, and any
spandex or other form-fitting pants such as people wear for biking. As a general rule, shorts or pants
that are above knee length are not allowed. . Thongs, flip-flops, clogs, slippers, sandals, and any shoes
with an open toe or open heel are not acceptable in a manufacturing plant. Each client may have
individualized dress codes that ATS employees need to comply with.
Office Areas:
Slacks that are similar to Dockers and other makers of cotton or synthetic material pants, wool pants,
flannel pants, and nice looking dress synthetic pants are acceptable. Dressier gauchos and Capri’s are

6. acceptable in the office. Pants that are below the knee with finished edges are allowed. Loafers, boots,
dress heels below 2 inches high, athletic shoes, and leather deck shoes, as examples, are acceptable.
Inappropriate slacks or pants include jeans (except on dress down days), sweatpants, exercise pants,
Bermuda shorts, short shorts, shorts, bib overalls, leggings, and any spandex or other form-fitting pants
such as people wear for biking. As a general rule, shorts or pants that are above knee length. Closed
toe and closed heel shoes are required for safety reasons in the manufacturing facility. Shoes that
enclose only part of the heel or toe are not acceptable in the manufacturing facility. For safety reasons,
heels over two inches high are not acceptable in the manufacturing facility.
Other areas:
Dress code may be required by certain clients that will be adhered by their specifications.
Anyone working in the job title Maintenance and Snow removal will be required to wear steel toed
boots and/or winter boots. Winter weather clothing such as hats, gloves, coats, etc. If ATS employee
comes to worksite without appropriate winter clothing they understand that the job leader will send
them home without pay and ATS and Allegiant Professional will be responsible for anyone that is hurt
on the job under unemployment insurance claims for doctors visits do to an injury caused by
employees’ violation of any policy in this handbook. Any employee that is found violating ATS
policies and will be automatically terminated without notification.
Inititals:_________________________________________Date:____________________
Jewelry, Makeup, Perfume, and Cologne
All jewelry, makeup, perfume and cologne should be worn in good taste, with no
visible body piercing. Remember, that some employees are allergic to the chemicals in
perfumes and make-up, so wear these substances with restraint.
Drug and Alcohol Use
ATS is committed to creating an effective, safe and secure environment for those who live, learn and
work here. Toward that end, subject to review as set forth below, ATS will exclude from future
employment consideration former employees who were terminated for cause or who resigned in lieu of
such termination. Any employee that is found violating ATS policies and will be automatically
terminated without notification.
ATS prohibits the distribution, manufacture, use, or possession of any illegal drug by its employees
while performing any duties for ATS or its clients, while on client and ATS property, while
participating in any ATS activity, or while representing ATS in any way. Employees are forbidden
from reporting for work or being present on ATS and/or client property while under the influence of

7. alcohol or of any other controlled substance. Any violation of these policies will be considered
grounds for disciplinary action, including immediate termination of employment. Any employee that is
found violating ATS policies and will be automatically terminated without notification.
Inititals:___________________________________________Date:__________________
□ ATS prohibits the consumption or possession of any alcoholic beverages while performing any
duties for ATS and/or clients of ATS, while on ATS and/or client’s property, while participating in any
ATS activity, or while representing ATS in any way. Any violation of this policy will be considered
grounds for disciplinary action, including immediate termination of employment. Any employee that is
found violating ATS policies and will be automatically terminated without notification.
Inititals:___________________________________________Date:__________________
Failure to comply with the provision of this policy, including not submitting to require medical and
physical examinations or tests when requested to do so, constitutes a policy violation and will be
considered grounds immediate termination of employment with ATS. Any employee that is found
violating ATS policies and will be automatically terminated without notification.
Inititals:_________________________________________Date:____________________
Workplace Violence Policy
ATS is committed to providing a safe and healthy workplace for all employees. It is the policy of the
ATS that workplace violence in any form is unacceptable. Any form of violence by an employee
against another employee, client, vendor or visitor to ATS and on assignment, including but not limited
to physical attack, intimidation, threats or property damage, will be cause for disciplinary action up to
and including dismissal as unacceptable personal conduct and may also result in criminal prosecution,
if federal, state or local laws are violated. Any employee that is found violating ATS policies and will
be automatically terminated without notification.
This policy covers every employee of ATS, whether full-time, part-time, permanent or temporary, and
anyone employed by or who is an agent of ATS. It covers all employees while engaged in any activity
related to their employment with the ATS, whether on ATS property or elsewhere. Any employee that
is found violating ATS policies and will be automatically terminated without notification.
Definitions

8. Prohibited acts of workplace violence include but are not limited to threats, intimidation, physical
attack or property damage. For purposes of this policy, the following definitions will apply:
□ Threats: A "threat" is the expression of intent to cause physical or mental harm. Such an expression
constitutes a threat without regard to whether the person communicating the threat has the ability to
carry it out, and without regard to whether the threat is made on a present, conditional or future basis.
In determining whether the conduct constitutes a threat, including whether the action caused a
reasonable apprehension of harm. Any employee that violates Any employee that is found violating
ATS policies and will be automatically terminated without notification.
Initials: ______________________________________________Date:_______________
□ Physical Attack: A "physical attack" is, without limitation, unwanted or hostile physical contact
such as hitting, pushing, kicking, shoving, throwing of objects or fighting. Any employee that is found
violating ATS policies and will be automatically terminated without notification.
Initials: __________________________________________ Date: ________________
□ Intimidation: "Intimidation" includes but is not limited to stalking or engaging in actions, either
verbal or physical, which are intended to frighten or coerce. Any employee that is found violating ATS
policies and will be automatically terminated without notification.
Initials: ___________________________________________Date:_________________
□ Property Damage: "Property damage" is intentional damage to or destruction of property owned by
ATS or employees, vendors, clients or visitors, etc. Any employee that is found violating ATS policies
and will be automatically terminated without notification.
Initials: __________________________________________Date:___________________
Elements of Policy
An employee who believes that he or she has been the target of workplace violence must report this to
the Police Department, his or her supervisor or manager, and to Human Resources at ATS. Employees
who observe incidents of workplace violence should file reports of alleged workplace violence with the
appropriate supervisors, with ATS and the Police Department and with Human Resources as soon as is
reasonably possible. In emergency situations, call the Police Department by dialing "911." Any
employee that is found violating ATS policies and will be automatically terminated without
notification.
Supervisors are responsible to respond in a prompt and effective fashion either when notified of an
alleged incident of workplace violence, or when they observe workplace violence, and to contact
Human Resources for guidance and assistance in handling such situations in the workplace. A Human
Resources professional will conduct a full and prompt investigation. In emergency situations,
supervisors will call the Police. ATS will institute disciplinary action as appropriate and will follow up
with victims and any witnesses to an incident of workplace violence, preserving, to the extent required
by law or policy, the privacy interests of those involved. Any employee that is found violating ATS
policies and will be automatically terminated without notification.

9. Open Communication Policy
ATS encourages all employees to discuss any issue they may have with a co-worker directly with that
person. If a resolution cannot be reached, the employee should arrange a meeting with their Human
Resource Specialist to discuss any concern, problem, or issue that arises during the course of their
employment. If requested, any information discussed in such a meeting will be considered confidential
to the extent reasonably practicable. Retaliation against any employee for meeting with their supervisor
to voice their concerns will not be tolerated. Please remember it is counterproductive to a harmonious
workplace for employees to create or repeat rumors. It is more constructive for an employee to consult
his/her supervisor.
Punctuality and Attendance
In order for ATS to operate and serve its customers efficiently, it is important that its employees are at
work punctually and consistently. You are expected to be present at work promptly as scheduled, and
to remain at work (aside from approved breaks) until
the end of your scheduled workday and/or client tells you to go home. If you will be late arriving to
work, you must notify your immediate supervisor at ATS of such lateness promptly, no later than one
(1) minute after the start of the workday, unless circumstances exist that would make it unreasonably
difficult to provide such notice within that time frame. Repeated or excessive tardiness or unauthorized
absences from work are grounds for disciplinary action, including termination of employment. NEVER
CALL THE CLEINT UNLESS TOLD TOO. You must arrive 15 minutes for your assignment
shifts. Anyone arriving more than 5 minutes late will not be admitted to work at the job site. Any
employee that is found violating ATS policies and will be automatically terminated without
notification.
Initials: __________________________________________Date:___________________
Employees who are unable to call in themselves because of illness, emergency or for some other
reason, should be sure to have someone call for them. Any employee that is found violating ATS
policies and will be automatically terminated without notification.
Initials: __________________________________________Date:___________________
A consistent pattern of questionable absences can be considered excessive, and may be cause for
concern. In addition, excessive lateness and leaving early without informing ATS will be considered a
“lateness pattern” and may carry the same weight as an absence. Other factors, like the degree and

10. reason for the lateness, are show for voluntary termination of employment with ATS. One (1)
occurrence without prior approval from ATS and the client will result in removal from assignment and
terminated. Any employee that is found violating ATS policies and will be automatically terminated
without notification.
Initials: __________________________________________Date:___________________
Call In
A four (4) hour advance notice of an absence should be offered when possible this would be
considered an excused absence, otherwise considered unexcused absence that can lead to automatic
termination without a Dr. Note for an excuse. Any employee that is found violating ATS policies and
will be automatically terminated without notification..
ATS is relying on you to conduct yourself professionally. Please be aware that a client may ask that
you be replaced on an assignment if we are not notified of a pending absence or late arrival. Failing to
report that you will be late or absent
If you are unable to make it to work due to illness/appointment it is your responsibility to call the site
supervisor, as well as ATS coordinator, at least (4) four hours prior to the start of your sift. Please
always speak directly of an on-site supervisor- do not leave a voicemails. If you do not call in. you will
be considered a No-show for that day. This makes it easier not only for ATS Staff, but also for your
team leader. This eliminates team leaders having to wait on employees in a no-show situation. Any
employee that is found violating ATS policies and will be automatically terminated without
notification.
Initials: __________________________________________Date:___________________
After finishing an assignment if you do not contact ATS, we will assume you terminated you
employment effective immediately and this constitutes employee is not eligible for unemployment
benefits. Any employee that is found violating ATS policies and will be automatically terminated
without notification.
Initials: __________________________________________Date:___________________
No call and No show to assignments is automatic termination and you will be forfeiting your right to
unemployment. Any employee that is found violating ATS policies and will be automatically
terminated without notification.

11. Initials: __________________________________________Date:___________________
Refusing to do an assignment after stating you will be on call for a backup you will automatically
terminate and not eligible for any other further job assignments.
Initials: __________________________________________Date:___________________
Weather Emergency
In the event that Ankeny Temporary Services, LLC and/or client site is closed due to weather, power
failure, and Act of God or at the client’s request, employees will be paid only for the actual hours
worked that day, if any.
Harassment
As noted above, ATS is firmly committed to providing its employees with a working environment free
of harassment based on gender, race, religion, sexual orientation, national origin, age, disability, or
veteran status. Any employee that is found violating ATS policies and will be automatically terminated
without notification.
ATS harassment policy includes a strong commitment to keeping the workplace free of sexual
harassment of all sorts. Sexual harassment is defined as any unwelcome sexual advances, requests for
sexual favors, and other verbal or physical conduct of a sexual nature when this conduct explicitly or
implicitly affects an individual's employment, unreasonably interferes with an individual's work
performance, or creates an intimidating, hostile, or offensive work environment. ATS neither condones
nor permits any type of sexual harassment within the workplace or among its employees.
Any behavior that violates ATS’S harassment policy will be automatically terminated without
notification.
Initials: __________________________________________Date:___________________
If you believe that you have experienced any sort of harassment, sexual or otherwise, you are asked to
report the situation to OWNER OF ATS, Javona Woolery “Jo.” ATS policy strictly prohibits any
retaliatory action against those filing a report of harassment, and all such reports will be dealt with
promptly and seriously. Any employee that is found violating ATS policies and will be automatically
terminated without notification.

12. Performance Reviews
One (1) times a year or as needed 90 days of service with, ATS will conduct a performance evaluation
and review for each employee. Employees will be evaluated based on their fulfillment of their job
assignments, attitude, and dependability. Each employee will then meet with their supervisor to
discuss and review this evaluation.
Dating in the Workplace
Supervisors and employees under their supervision are strongly discouraged from forming romantic or
sexual relationships. Such relationships can create an impression of impropriety in terms of conditions
of employment and can interfere with productivity and the overall work environment. Any employee
that is found violating ATS policies and will be automatically terminated without notification.
Initials: _________________________________________Date:___________________
If you are unsure of the inappropriateness of an interaction with another employee of the Company,
contact Javona Woolery “Jo”, President/Owner for guidance. If you are pressured to become involved
with a customer or an employee in any way that make you uncomfortable and is unwelcome, you
should always notify Javona Woolery “Jo”, President/Owner immediately. NO customer or employee
of this Company has the right to subject any employee to sexual or any unlawful harassment, including
request for sexual favors, sexual advances, offensive touching, and any unwanted verbal, graphic
conduct or communications of any sexual nature. Any employee that is found violating ATS policies
and will be automatically terminated without notification.
Initials: _________________________________________Date:___________________
Safety
Depending upon the nature of client business, you should set forth the general safety precautions,
practices, and safeguards you expect of your employees, i.e., safe operation of machinery, protective
gear, etc. Include a contact person to whom employees should report safety hazards, as well as notice
that no employee will be penalized or harassed for reporting any safety hazard. Absolutely no
horseplay! You are there to do a job, not to play around with the equipment and machinery. Anyone
found to be do so will be dismissed immediately and escorted off the client property. Any employee
that is found violating ATS policies and will be automatically terminated without notification.
Initials: _________________________________________Date:___________________

13. Offers of Employment
If offered permanent employment with one of ATS clients. I will advise ATS so that they can work the
necessary details out with their client to ensure a smooth transfer to the client’s payroll. Any employee
that is found violating ATS policies and will be automatically terminated without notification.
Initials: _________________________________________Date:___________________
ALL EMPLOYEES ARE UNDER ATS POLICY AND CONTRACTS, VIOLATE OF THIS POLICY
WILL LEAD TO TERMINATION OF EMPLOYMENT AT ATS AND INELIGIBLE FOR REHIRE,
OR TO BE HIRE BY THE CLIENT FOR THE PERIOD STATED IN THEIR INDIVIDUALS
TERMS AND COMMITMENTS WITH ATS Any employee that is found violating ATS policies and
will be automatically terminated without notification.
Initials: _________________________________________Date:___________________
Account and Customer Information
Employees are prohibited from distributing account, client, and/or customer information to anyone, in
any form, except for the name of account holder, client, and/or customer. Any employee that is found
violating ATS policies and will be automatically terminated without notification.
Initials: _________________________________________Date:___________________
Compliance
Employee who fails to comply with this policy will be disciplined, which may include a demand for
reimbursement any loses or damages, termination of employment and refer to criminal prosecution.
Action appropriate to the circumstances will also take action against supervisors, managers, or others
who fail to report a violation or withheld relevant information concerning the violation of this policy.
Any employee that is found violating ATS policies and will be automatically terminated without
notification.
Initials: _________________________________________Date:___________________

14. Non-business or Social Visits to Worksites
Personal visits are prohibited when on a work assignment, as it interferes with on-going work and
distracts fellow employees. Any employee that is found violating ATS policies and will be
automatically terminated without notification.
Initials: ________________________________________Date:___________________
Progressive Discipline
Ankeny Temporary Services, LLC reserves the discretion to discipline their employees. Oral and
written warnings and progressive discipline up to and including discharge may be administered as
appropriate under the circumstances. A probationary employee may be terminated any time during the
first 90 days of hire, date, without notice. Any employee that is found violating ATS policies and will
be automatically terminated without notification.
Please note Ankeny Temporary Services, LLC reserves the right to terminate any employee whose
conduct merits immediate dismissal without resorting to any aspect of the progressive discipline
process. Any employee that is found violating ATS policies and will be automatically terminated
without notification.
Initials: _________________________________________Date:___________________
Non-Solicitation of Customers
During a thirty-six (36) months following last day of employment at Ankeny Temporary Services,
LLC, regardless of the reason of the EMPLOYEES separation from company, employee agrees,
whether on the behalf of him/herself or any other person, client, and any other entity, not to solicit or
otherwise attempt to obtain business or employment from any of Ankeny Temporary Services, LLC’s
clients or customers. (1) Hand actual business relationship with Ankeny Temporary Services, LLC (2)
was prospective customers of Ankeny Temporary Services, LLC at the time of Employee separation
from the Company and with whom Employee had contact with Ankeny Temporary Services, LLC. Any
employee that is found violating ATS policies and will be automatically terminated without
notification.
Initials: _________________________________________Date:___________________

15. Employee further agrees that, for the same period of time his/her separation from Company, that he/she
will not, whether on behalf of his/herself or any other entity, encourage any such clients/customers to
end their relationship, stop doing business with, or decrease business with Ankeny Temporary Services,
LLC. Nothing in this agreement is intended to restrict Employee from being employed by pr engaged
in a competing business. Such restrictions may be subject of a separate agreement signed by Employee
and Ankeny Temporary Services, LLC to the extent of the law. Any employee that is found violating
ATS policies and will be automatically terminated without notification.
Initials: _________________________________________Date:___________________
Confidential Information Policy
“Confidential information” means information proprietary to Ankeny Temporary Services, LLC and
not generally knows by non-Company personal. This is information that an employee may gain access
to or knowledge as a result of his/her position at Ankeny Temporary Services, LLC. Confidential
information includes, but not limited to, the following types of information: Client names and any other
information relating to clients, marketing plans, marketing techniques, ideas, concepts, security codes,
files, procedures and financial information. Any employee that is found violating ATS policies and
will be automatically terminated without notification.
Disclosure of confidential information to any unauthorized part is will be terminated without
notification.
Initials: ________________________________________Date:___________________
Hourly Employees
Employees paid an hourly wage are expected to work what assignment they take. Employees that work
in excess of a 40 hours a week will be paid overtime in the amount of one and a half times their regular
hourly rate. However, all overtime hours must be authorized by ATS and/or clients. Employees are
expected to work overtime hours when requested to do so by their supervisor. Any employee that is
found violating ATS policies and will be automatically terminated without notification.
Initials: _________________________________________Date:___________________

16. Pay rates are confidential. I should never discuss my pay with anyone other than ATS. Any employee
that is found violating ATS policies and will be automatically terminated without notification.
There is a $3.00 service charge for automatic deposits (ACH) for your payroll each week.
There is a $2.00 service charge for paper checks each week.
There is a $10.00 service charge for gas cards from Casey’s $25.00.
There is a $5.00 service charge for Uniform reimbursement out of your checks.
There is a $3.00 service charge for mileage reimbursement charge off payroll checks.
There is a $45.00 service charge for Concentra physicals done with Ankeny Temporary Services you
self terminate or get terminated it will be taken out of you last check without further notification.
Initials: _________________________________________Date:___________________
When an employee accepts a job (client) assignment and never comes in to sign policy statement and
get a time-slip. ATS policy is that employee will be placed in the DO NOT USE LIST (DNU) and will
not be eligible for unemployment and/or be reconsider for rehire. All Time sheets are ALWAYS
verified by ATS before being submitted. We will not tolerate anyone who thinks they can submit a
fraudulent time sheet. We have and will prosecute to the fullest extent of the law. Any employee that is
found violating ATS policies and will be automatically terminated without notification.
Initials: ________________________________________Date:___________________
When an employee makes a mistake on federal and state tax forms and ATS is in the process of setting
up payroll. The “employee” must come into ATS office and fix then or said employee will be
removed from the client assignment and will be place in the (DNU) until the matter is taken care of.
EMPLOYEE IS NO ELIGIBLE FOR ANY JOB ASSIGNMENTS UNTIL appropriate action is
taken. If employee does not follow through with ATS directions after two (2) attempts the employee
with be terminated and not eligible for rehire at ATS, and not eligible for unemployment. Any
employee that is found violating ATS policies and will be automatically terminated without
notification.
Initials: _________________________________________Date:___________________

17. Work Schedule
The specific work schedule for your position will be explained to you by your supervisor. Every effort
will be made to consider your own personal needs, as well as the demands of your position, in setting
your specific work schedule. Some positions and some types of work offer more opportunity for
flexibility than others. We will do the best we can to allow all employees to create the best possible
balance between work and personal life.
Employees are entitled to a one-half (1/2) hour lunch break. Depending on the requirements of your
particular position, you may choose the ½ hour that is most convenient, so long as all work stations are
adequately covered and your absence does not create a problem for co-workers or ATS clients. Please
make sure you clean up after yourself in the break area and return to your duties as assigned. Those
found to be taking excessive breaks or lunches will no longer be allowed to work at any job site again.
Any employee that is found violating ATS policies and will be automatically terminated without
notification.
Initials: ________________________________________Date:___________________
At-Will Employment
I further understand that my employment is at will, and neither I nor the ATS has entered into a
contract regarding the duration of my employment. I am free to terminate my employment with the
ATS at any time, with or without reason. Likewise, ATS has the right to terminate my employment or
take any other kind of employment action with respect to my employment at any time, with or without
reason, at the discretion of the Human Resource Specialist at ATS. No employee of the ATS can enter
into an employment contract for a specified period of time, or make any agreement contrary to this
policy, without the written approval of the President of the Company. Any employment relationship
must be in writing and signed by Ankeny Temporary Services, LLC, and President. Any employee that
is found violating ATS policies and will be automatically terminated without notification.
Initials: ________________________________________Date:___________________
Time Cards
Each temporary employee is responsible for his/her own time keeping. Time Slips are available each
week. If you do not have a time slip please come to ATS and pick one up. Any employee that is found
violating ATS policies and will be automatically terminated without notification.

18. Initials: _________________________________________Date:___________________
It is required that you sign, date and put your social security number in appropriate place. It is also
required to have your supervisor sign the time-slip every week. All time-slip need to be turn no later
than 5:00pm every Monday to be paid the following week. Any employee that is found violating ATS
policies and will be automatically terminated without notification.
Initials: ________________________________________Date:___________________
Employees will be paid on Fridays by 11:00am. If the regular payday falls on a holiday, payday will
be on the last working before the holiday. Any employee that is found violating ATS policies and will
be automatically terminated without notification.
Initials: _________________________________________Date:___________________
If employee is found out to is forging time-slip with client signatures or putting time not worked on
them it would be cause for immediate termination. Any employee that is found violating ATS policies
and will be automatically terminated without notification.
Initials: _________________________________________Date:___________________
Telephone Policy
It is important that ATS telephones be available for business use. Therefore, you are asked to minimize
your use of ATS telephone for personal use. Outgoing long distance calls are prohibited unless they
are work-related. NEVER TAKE A TELEPHONE CALL ON A WORK ASSIGNMENT. ATS does
not take personal message for employees. Do not use any client phones unless otherwise authorized,
and cell phone a prohibited when on an assignments. Any employee that is found violating ATS
policies and will be automatically terminated without notification.
No text messaging, answering cell phones, beepers, smoking, etc while you on the job. Do it on your
breaks and lunches.
Initials: _________________________________________Date:___________________

19. Company Letterhead
ATS letterhead is provided to employees solely for business use. Employees are prohibited from using
the letterhead for any personal use, or for any obscene, harassing or fraudulent purpose. Misuse of
ATS letterhead will be terminated without is grounds for TERMINATION.
Initials: _________________________________________Date:___________________
Leave
Employees shall be entitled to __ONE (1) ____ day of sick leave per year.
After two (2) times of being late to a job assignment, employee will be removed from the
assignment and terminated and Waives the rights for unemployment claim. Any employee that violates
ATS policies and procedures is disqualified for unemployment considered under Iowa Code 95.6,
Budding V. Iowa Department of Job Service, 337 N.W..2d.219 (Iowa 1983) and Cosper V. Iowa
Department of Job Service, 321 N.W.2d 6 (1982).
I understand that I am considered a probationary employee while working for Ankeny Temporary
Services that I can be released from my assignment for missing time from work. Approval must be
obtained prior to any time missed.
If I miss more than one day at a time due to illness, a doctor’s note must be given to ATS prior to my
return to work. Excessive absenteeism will not be tolerated and if ATS feels I have had excessive
absences I can be released from my assignment. The ATS employee waives their rights for
unemployment claim. Under Iowa Code 95.6, Budding V. Iowa Department of Job Service, 337
N.W..2d.219 (Iowa 1983) and Cosper V. Iowa Department of Job Service, 321 N.W.2d 6 (1982).
Initials: _________________________________________Date:___________________
Employees that wish to take sick leave must notify their supervisor at ATS as soon as possible of their
condition and of their inability to work. In order to take more than ONE (1) day of sick leave, the
employee must provide ATS with a signed doctor’s note explaining the nature of the employee’s

20. condition. EMPLOYEE CANNOT BE REASSIGNED TO ANOTHER CLEINT, AND CAN BE
CAUSE FOR AUTO MATIC TERMINATION AND WAIVES THEIR RIGHT TO
UNEMPLOYMENT. Any employee that violates ATS policies and procedures is disqualified for
unemployment considered under Iowa Code 95.6, Budding V. Iowa Department of Job Service, 337
N.W..2d.219 (Iowa 1983) and Cosper V. Iowa Department of Job Service, 321 N.W.2d 6 (1982).
Initials: ________________________________________Date:___________________
Drug Abuse Policy
POLICY SUMMARY
Drugs and alcohol use in our society and especially of in our workplaces present a danger to us all.
They impair safety and health, promote crime, lower productivity and quality, and undermine client
confidence in the work we do. Ankeny Temporary Services, LLC does not tolerate the manufacture,
use, sale or distribution of illegal drugs, abuse of prescription drugs or other chemicals, or other alcohol
(illicit substances) wile on Company and/or client property.
PRE-EMPLOYMENT DRUG SCREEN AND TESTING
Depending on client specifications pre-employment requirements of drug screen for consideration of
applicants for employment of job assignments is the satisfaction of the Company’s drug testing.
NOTICE TO ALL APPLICANT
You may be dropped from consideration for employment if the result of the screening indicates that
you are utilizing illicit substance(s). The applicant may choose to have a second screening performed
on the same sample; however, the second test must be paid for by the applicant and requested within 24
hours after being disqualified.
EMPLOYEES

21. Effective immediately, all employees are to comply with the following policy statements in all office
buildings, warehouses, stores, worksites and while operating equipment.
��.1All employees are absolutely prohibited from unlawfully manufacturing, distributing,
possessing, or using drugs, or other chemical substance in the workplace. This includes abuse
or misusing of prescription and non prescription medications.
��.2All employees are absolutely prohibited from possessing, consuming, selling or being under
the influence of alcoholic beverages while in the workplace.
��.3Should the presence of an illegal drug or alcohol is confirmed as being in the system of an
employee while on the premises and regardless whether the employee is on or off duty, it will
be considered a violation of Company policy and will result in termination and the loss of
eligibility for unemployment benefits.
��.4Should an employee be injured on the hob and it is confirms as having an illicit substance(s)
in the body at the time of the accident, and if it is determined that the use of illicit substance(s)
directly contributed to the accident causing injury, the employee my lose the right to Workers’
Compensation benefits, in accordance with state law, due ti the violation of Company policy.
��.5If there is reasonable cause to believe that any employee is in violation of this policy, the
employee may be suspended pending further investigation, or may be disciplined or discharged
immediately as ATS deems appropriate.
DRUG TESTING POLICY
��.1Any employee may be drug or alcohol tested when, in the opinion of management, there is
reasonable cause to believe that an employee us using or is under the influence of drugs or
alcohol while on ATS’s payroll, affiliate or client’s property, operating equipment of any kind
or conducting business on the behalf of ATS. Under this provision, no employee will be
required to take a drug or alcohol without approval first being given by a representative of ATS.

22. ��.2Any employee involved in or otherwise causing a job-related accident which requires
medical treatment by an authorized physician or by hospital/clinic medical personal will be
required to take a drug or alcohol test.
��.3Any employee involved in or otherwise causing an accident resulting in damage to property
while the employee is conducting company business may be required to take a drug/alcohol
test. Also, “near miss” accidents (where there is no personal or physical damage or injuries)
will be evaluated and a determination made if there is cause to drug or alcohol test any or all
employees involved.
��.4All employees of ATS shall receive a copy of this policy and shall be required to abide by
the terms of this policy on alcohol and drug abuse as a condition of employment.
I have read and understand the ATS’s pre-employment and post-employment requirements with regard
to Company Drug Policy. I agree in submitting to this medical test and the testing agency is authorized
by my to provide the results to Ankeny Temporary Services, LLC and/or client company
representatives. I further agree to hold ATS’s agents, directors, officers, and employees harmless
from any and all liability in connection with the testing. Any employee that violates ATS policies and
procedures is disqualified for unemployment considered under Iowa Code 95.6, Budding V. Iowa
Department of Job Service, 337 N.W..2d.219 (Iowa 1983) and Cosper V. Iowa Department of Job
Service, 321 N.W.2d 6 (1982).
Applicant Signature Date
Acknowledgment
The following employee handbook represents the policies, rules, practices, and guidelines of Ankeny
Temporary Services, LLC, as of the handbook’s latest revision date. ATS reserves the right to alter,

23. amend, delete, add or otherwise change any policy, rule, practice, benefit, or other element of this
handbook with or without notice.
Nothing in ATS’s handbook shall not be construed to create or imply any employment contract
between ATS and any of ATS’s employees, nor shall it create or imply any promise of employment for
any definite period of time. ATS reserves the right to terminate the employment of any employee for
any cause, or for no cause at all. . Employee resigned their claim for unemployment benefits for
termination of employment due to a violation of ATS policy’s written in this handbook. I understand
that the language contained in the policy statements of the company is not intended to create a contract
between employee and employee and the employment and compensation can be terminated with or
without cause, at the option of the employee or Ankeny Temporary Services, LLC staff. Any employee
that violates ATS policies and procedures is disqualified for unemployment considered under Iowa
Code 95.6, Budding V. Iowa Department of Job Service, 337 N.W..2d.219 (Iowa 1983) and Cosper V.
Iowa Department of Job Service, 321 N.W.2d 6 (1982).
Initials: ________________________________________Date:___________________
Street Address § Address 2 § Phone: 555.555.0125 § E-mail address