This information I have provided on this application is true, complete and correct to the best of my knowledge and belief and is provided in good faith. I understand that a knowing and willful false statement, or an omission of material fact, on this application can be punished by fine or imprisonment or both (see section 1001 of Title 18 United States Code), and may be grounds for denial of authorization or in the case of parties regulated under this section, removal of authorization to operate under this chapter, if applicable. I acknowledge that if I do no successfully complete the Security Threat Assessment (STA), the Transportation Security Administration (TSA) may notify my employer. If TSA or other law enforcement agency becomes aware that I may pose an imminent threat to an operator or facility, the TSA may provider limited information necessary to reduce the risk of injury or damage to the operator or facility.

I have authenticated the identity and work authorization of the individual for whom this STA application is being submitted by reviewing a Photo Identification issued by a government authority and work authorization documents as required under 49 C.F.R § 1540.203(b). I have verified that the individual’s written application contains the Privacy Act Notice required under 49 C.F.R.§ 1540.203(c)(11), and I acknowledge that I am required to retain the individual’s signed STA application, all documents to prove identity and work authorization, and any communications with TSA regarding the individual’s application (either in electronic or hardcopy format) for 180 days following at the end of the individual’s service as required under 49 C.F.R. § 1540.203(d).

Effective immediately this company has implemented a pre-hire drug and alcohol testing program, also an employee random alcohol and drug testing program, post-accident drug and alcohol testing program. Any new hire, or a current employed team member will be pretested or randomly tested throughout their employment with Express One Logistics. If your test comes back positive at any time you will not be able to work for Express One Logistics. We must separate employment.

Or if employee is involved in a work-related accident that requires medical treatment, above and beyond first aid, will be required to submit to a post-accident drug and alcohol test once medical treatment is administered. Any and all employees involved in a work-related accident even if no injury will be required to submit to a post-accident drug and alcohol test and will be escorted by a company supervisor or manager to the company preferred medical facility. If an employee refuses to test, adulterates or tampers with a specimen or has a positive confirmed drug and / or alcohol test, they may forfeit their eligibility for medical and indemnity benefits. The employee will be subject to corrective action, suspension up to and including possible discharge.

From your Corporate Office and Management Team,
Steve Nawab, Owner of Express One Logistics
William Walls, VP of Operations

I understand that submission to pre-hire “panel 5 testing’, random testing throughout my employment with Express One and to a Post-Accident drug and alcohol screen testing is a condition of employment with this employer. I understand that, should my testing results be confirmed positive or if I refuse to test, I will be subject to the company’s hiring policy and or disciplinary action, including possible discharge. I understand that a tampered with or an adulterated specimen will be considered a refusal to test, resulting In not being hired or discharge.

I hereby give my consent to release the results of my blood and/or urinalysis to the person (A) or departments or the specified agent of my employer, including my employers PEO/Workers Compensation Insurance Company for the purpose of determining the presence of alcohol and/or other drugs in my body for the duration of my employment.

I understand that if I am Injured during the course and scope of my employment and I test positive for the presence of alcohol and or drugs, I may forfeit my eligibility for medical and Indemnity benefits under my state’s workers compensation law. I also understand that a refusal to test, tamper with or adulterate the specimen under this circumstance may automatically result In forfeiture of my eligibility for medical and Indemnity benefits and Immediate disciplinary action of separation will be warranted.

By signing this form, I hereby release to the Company’s Medical Review Officers the results of the test(s) to
which I have consented. I further authorize Express One Logistics to discuss the results with the medical personnel/physician collecting the specimen, the testing facility, Its directors, officers, agents and any of them
there In. I also authorize the Company EOL to discuss the result with its lesal advisors and to use the test results
as a defense to any legal action to which I am a part.

I further release any testing facility or any physicians who have tested me from any liability arising from a release of any and all results, written reports, medical records, and data concerning my test(s) to the appropriate Employer officials. I agree to have the results released to Express One Logistics, Inc HR Dept and /or the Company’s Medical Review Officer, PEO. I understand that there is a chain of custody present in the process.

The Company business, at all levels is about reliability and customer satisfaction as all we offer is customer service. Our customers depend on quality service and the Company expects all employees to maintain an acceptable standard of attendance and punctuality.

Each employee is required to notify a supervisor or manager as soon as possible when it is known that he or she will be absent. You must notify the supervisor or manager at least two (2) hours prior to shift start, if not earlier. It is also the responsibility that each·employee contacts their supervisor or manager one (1) hour prior to tardiness, if not before. If any employee violates this policy, it will be considered abandonment of your position. The Company has zero tolerance for this type of behavior and will be cause for reprimand.

You will need to cooperate in indicating the cause and the probable length of absence. You must maintain daily contact with your supervisor/manager during a period of absence unless you are instructed otherwise. Your management team and the Corporate Office may require substantiating documentation at any time prior, during or after the absence. If an employee is out for more than three (3) days due to sickness,a doctor’s note will be needed. Also, a doctor’s release, upon your return, so we know that you are Fit for Duty. If you fail to report to work and do not call in to report your absence for two consecutive scheduled workdays, you will be considered to have abandoned your position.

Regardless of the cause, excessive tardiness and/or absenteeism may result in reprimand. A total of five (5) instances of absence and/or tardiness in a 12-month period is considered excessive. An instance of absence is defined as one or more scheduled consecutive workdays that you are either not present at work or do not timely report as schedule for the Company business at any other worksite or location. Results of excessive tardiness and/or absenteeism will be corrective action which may include suspension and or termination.

This letter is to ensure that all employees for Express One Logistics clearly understand that falsification will not be tolerated and is ground for IMMEDIATE TERMINATION. Express One Logistics prides our company image on integrity; all employees must complete the daily deliveries and pickups for the company in that manner. The below items are the most common violations that will be dealt with zero tolerance.

• FALSIFICATION – to misrepresent that facts in order to mislead: All employees must undergo an initial and renewal background check, MVR report and drug test. Failure to be in compliance will result in IMMEDIATE TERMINATION.

• You must obtain a signature at the time of delivery. Do not sign any customer’s name.

• DOOR KNOCKERS – 35S notices validating that you went to that location: You must leave a 355 (door knocker) for every attempt that you make to a residential or commercial location if the customer is not at home or business is not open during deliveries and pickups when running_your route. You must also place the cross with the date, time and route number including checkpoint abbreviation (NH, CA, BA, etc. RD including why refused), on the package. No excuses for not having door knockers (355) notices in your possession they are supplied by DHL Express.

• CUSTOMER RUDENESS / COMPLAINTS- Offensive to accepted standards of decency: Always be professional, courteous and helpful in assisting customers.

• ATTEMPTS- Making a delivery or pickup attempt:
We must call in all BAD ADDRESS attempts on your first attempt and SIGNATURE REQUIRED on the second attempt to our dispatcher at the time of potential delivery if there are problems delivering the shipment. On second attempts make copies prior to leaving the station on letters and small packages so they can be researched prior to your arrival in that area.

INVESTIGATION: If it is found that any delivery was falsified, disciplinary action will be actioned by management. Corrective action including 2 days suspension, pending termination based on employee’s corrective action file and or DHL’s request that the employee be separated.

Attention to all Express One Logistics employees, applying a “bogus attempr on any shipment will result in IMMEDIATE TERMINATION. To clarify, this includes, but is not limited to, the following examples provided below. You must follow all proper Global SOP methods to ensure that the customer experience is a positive one. LET’S GET IT RIGHT THE FIERST TIME, TEAM.

1. Applying an attempt checkpoint (BA, CA, CM, RD, and NH) on multiple shipments going to different addresses at the same time.
2. Applying an attempt checkpoint (BA, CA, CM, RD, and NH) of multiple shipments going to different addresses within minutes of each other.
3. Applying an attempt checkpoint (BA, CA, CM, RD, and NH) of a shipment and not physically at that location where shipment is addressed.
4. Applying an attempt checkpoint (BA, CA, CM, RD, and NH) on shipments that actually have correct address on them.

This memo is to also clarify that it is understood that employees must make every attempt to deliver to businesses prior to their closing time. Any multiple “bogus attempts” prior to 5pm within minutes of each other will be considered falsification.

At the time of hire, employees sign an Express One Logistics Falsification form explaining the company’s policy on additional points such as complaints, door knockers (355), and attempts. Falsification is grounds for IMMEDIATE TERMINATION from Express One Logistics. By signing below, this confirms that.you understand and will comply with the policy specifications outlined in, but not limited to this policy review form.

Checkpoints are a vital component to our business; they record the events that occur to shipments as they travel through DHL Network.

Checkpoints primarily serve two purposes:
1. Internal and external visibility for tracking and tracing shipments.
2. Internal reporting for operational

Every checkpoint captured during the shipment’s journey buildsup a real time story.
It is vital that we always capture the right checkpoint with the correct, standard remark. Thus, enabling every one in DHL Network to tell the honest, accurate, and precise Shipment Story to our Customer.

Remember, a missed or inaccurate checkpoint can trigger a “frenzy in our organization”, resulting in additional re-work.
NEVER MISS A SCAN & Capture the RIGHT CHECKPOINT along with STANDARD REMARK.

EXPRESS ONE LOGISTICS POLICY SERVICING DHL EXPRES TIME DEFINITE SHIPMENT DELIVERIES.

DEFINITION:
TDX-TIME DEFINITE XPRESS- SHIPMENT DELIVERY SERVICE REQUIREMENT DELIVER PRIOR TO (10:30) AM.

TOI-TIME DEFINITE INTERNATIONAL SHIPMENT DELIVERY SERVICE REQUIREMENT DELIVER PRIOR TO {12:00} NOON.

EOD- END OF DAY WMX- MEDICAL SHIPMENT-CHECK DUE TIME ON STICKER

TO ALL EXPRESS ONE LOGISTICS EMPLOYEES,

TIME DEFINITE SHIPMENT DELIVERY POLICY IS AS FOLLOWED. FOR THOSE EMPLOYEES DELIVERING DHL EXPRESS SHIPMENTS (COURIERS) WHICH INCLUDE DAILY TIME DEFINITE SHIPMENTS MUST COMMUNICATE WITH THEIR LEAD COURIER OR OPERATIONS MANAGER IF YOU WILL NOT BE ABLE TO SUCCESSFULLY DELIVER THE SHIPMENT ON TIME PRIOR TO DEPARTURE FROM THE STATION.
IF FOR SOME REASON YOU ARE DELAYED ON ROUTE, YOU MUST CONTACT OUR BACK OFFICE TO ADVISE MANAGEMENT OF THE DELAY IMMEDIATELY. YOU WILL BE ASKED TO EXPLAIN THE DELAY. TIME MANAGEMENT IS KEY TO BEING SUCCESSFUL WHEN MAKING DELIVERIES. WE ARE RELYING ON YOU TO MAKE IT HAPPEN. “CUSTOMER MONEY BACK GUARANTEE.”

IF ALL FEIGHT IS DELAYED IN ARRIVING TO THE STATION, YOUR LEAD COURIER OR MANAGEMEN TEAM WILL LET YOU KNOW THEIR EXPECTATIONS WITH TDX/TDI SERVICE. WE HOPE YOU UNDERSTAND THAT THESE SHIPMENTS ARE STILL A PRIORITY WITH LATE FREIGHT ARRIVAL.

COURIER RESPONSIBILITY:
1. COMMUNICATE: ON A DAILY BASIS IF YOU WILL HAVE ANY ISSUE DELIVERING ANY TIME DEFINITE SHIPMENT.
2. CONTACT INTERNAL DISPATCH WHEN YOU HAVE COMPLETED ALL TIME DEFINITE SHIPMENTS DELIVERIES DAILY.

MANAGERSRESPONSIBILITY:
FROM THIS DAY FORWARD IF YOU HAVE A TDX OR TDI FAILURE, MANAGEMENT WILL PROCEED WITH A CORRECTIVE ACTION WHICH INCLUDES A 1 DAY SUSPENSION.

As a company employee, I understand that the company policy requires me to reimburse the company through wage deduction losses to the company caused by me. Several types of losses covered by wage deductions, but are not limited to, are:
1. Cash shortages from revenue handled by the courier.
2. Loss or damage to company property.
3. Failure to return company property or termination of employment or when otherwise requested by management. 4. Lossor damage to a customer’s property.

I have also been advised that company policy requires me to repay and amount owed to the company for any reason through wage deduction. Types of charges covered by wage deduction, but are not limited to, are:
1. Unauthorized use of company property.
2. Personal expenses charged to or paid by the company on my behalf.
3. Overpayment of wages.
4. Accidents and all other motor vehicle violations or tickets incurred by fault of the employee.

RULES & REQUIREMENTS
– Always wear your DHL ID badge properly when in any DHL facility or while performing work for DHL at a customer, vendor or affiliated company location.
-DHL ID badge is to be worn on front of outer most garment above the waist.
– Immediately challenge or report any person in a DHL facility who is not wearing proper DHL ID, to your supervisor or manager.

SUSPICIOUS ACTIVITIES & CONDITIONS
– Notice and report persons who do not possess proper identification.
– Notice and report persons who appear nervous, agitated or are hiding something.
– Pay attention to behaviors of obviously disgruntled employees.
– Notice and report anybody who asks security-sensitive questions about materials, shipments, equipment, procedures or other information.

RULES & REQUIREMENTS
– Follow proper facility entrance and exit procedures.
– Do not leave access doors unsecured when the area is unattended by supervisor / manager
– Do not enter any area of the facility in which you are not authorized to access.

SUSPICIOUS ACTIVITIES & CONDITIONS
– Watch out for unauthorized personnel trying to access equipment or restricted areas.
– Notice and report unfamiliar vehicles parked where they do not belong.
– Notice and report any persons loitering around the outside of the facility.

RULES & REQUIREMENTS
– Always lock and completely secure your vehicle when you must leave it unattended.
– Always check paperwork to ensure that it is correct and complete.
– Accept only shipments that are properly packaged, marked and labeled.
– Stay in your planned route area.
– Do not allow any unauthorized persons access to your vehicle.
– Contact your dispatcher, supervisor or manager immediately if you are ever in a threatening situation.

SUSPICIOUS ACTIVITIES & CONDITIONS
– Be alert to possible cargo theft, cargo contamination, hijacking / abduction situations.
– Be alert to any person approaching you outside normal business locations.
– Be alert to unidentified persons who may be posting as authorities (state or federal officers).
– Be alert at risky geographical locations, such as tunnels and bridges, railroad tracks.
– Be alert when performing work at public, state and federal buildings, gas stations, refineries and industrial locations, churches, schools and hospitals.

Immediately after an accident:
• Take a deep breath and stay calm.
• Check for injuries; call an ambulance when in doubt.
• If accident is minor, move cars to a safe place, out of
traffic.
• Turn on your vehicle’s hazard lights and use cones,
warning triangles or flares for safety.
• Call the police, even if the accident is minor. • NOTIFY EXPRESS ONE MANAGEMENT IMMEDIATELY!!!!

Other important tips;
• Do not sign any document unless it’s for the police.
• Make immediate notes about the accident, including specific damages to all vehicles involved, witness information, etc.
TAKE PICTURES! LOTS OF PICTURES!!!
• If the name on an auto registration is different than the
driver, jot down the relationship.
• Be polite, but don’t tell anyone the accident was your fault, even if you think it was.
• State only the facts, and limit your discussion of the accident to the police and Express One Management.
• If possible, don’t leave the accident scene before the police and other drivers do.

NOTIFY EXPRESS ONE MANAGEMENT IMMEDIATELY

Per Express One Logistics security policy, I understand that I will be responsible for the care associated with my company issued CNET, Security Employee Badge. I must wear my issued badge to enter any OHL Express Facility. Must be worn at all times on the job while working for Express One Logistics. I understand also that having my issued badge also applies to TSA, Transportation Security Administration’s requirement policy and OHL Express policy.

Any employee found in any DHL Express Facility where we are contracted to work and while working for Express One Logistics not wearing their badge is subject to suspension also possible termination.

This is a security breach “A security breach is any incident that results in unauthorized access of our buildings without proper identification present. Also working in the field without proper identification which represents you are an Express One Logistics employee“.

I will reimburse Express One Logistics through payroll deduction for loss of the Company Issued badge in the amount of $20.00. ·

I agree that I will be responsible for the cost of loss to Company property while in my possession and use.

I also understand if I should leave the employment of Express One Logistics for any reason I must turn in my issued badge.

I have received from Express One Logistics a copy of a citation for a traffic violation which was incurred as a result of my use of a Company vehicle.

Per Company Policy I understand that I will be responsible for the costs associated with any such violations and will reimburse Express One Logistics through payroll deductions.

I further understand that I am responsible for the care and manner that I use the Company vehicle(s) provided to me. I agree that I will be responsible for the cost of damages to Company vehicles while in my possession and use if such damages are a result of my negligence or lack of care.

I understand and agree that payroll deductions for expenses as described above, incurred as a result of my use of a Company vehicle will be made according to the scheduled deductions below until the amount is paid in full.

I also understand if I should leave the employment of Express One Logistics for any reason prior to the completion of this agreement, that the remaining balance due will be deducted from my final paycheck, up to amounts allowable by law.

ZERO TOLERANCE FOR:

DRIVING RECKLESSLY
PROPERTY DAMAGE
AT FAULT ACCIDENTS
SPEEDING TICKETS
EXCESSIVTEOLLVIOLATIONS
EXCESSIVE PARKING TICKETS
PUBLIC AND CUSTOMER COMPLAINTS
RUDE BEHAVIOR
THEFT OF ANY KIND

Our Company, Express One Logistics CANNOT continue to expense this behavior alone;”TICKETS, VIOLATIONS, PROPERTY DAMAGE, AT FAULT ACCIDENTS”.

THE DAILY COST IS HIGH, AND THE BURDEN WILL HAVE TO BE ON BOTH COMPANY AND EMPLOYEE. WE WILL ALL FEEL THE EFFECTS AT OUR PERFORMANCE EVALUATIONS.

CORRECTIVE ACTION, SUSPENSION UP TO AND INCLUDING SEPARATION FROM OUR COMPANY IS THE POLICY.

TIME OFF

DESIGNATED HOLIDAYS: The Company provides six (6) designated paid holidays for regular full-time and part-time employees, which includes dock personnel, if: (i) the employee has been employed with the Company for over 90 days; and (ii) if they work on the holiday or have scheduled a vacation day before and after the holiday. Vacation days before and after the holiday must be approved at least three (3) weeks prior to the holiday. Eligible employees will receive holiday pay based on a 40 hour week income divided by five (5) days, which is the equivalent of one 8 hour day. If you have an unexcused absence prior to or after a holiday, you will not be eligible for holiday pay for that specific holiday.

Ex:If MONDAY Is a holiday And you called out on FRIDAY, you will not be paid for the Holiday pay. If MONDAY is a holiday and you called out on TUESDAY, you will not be paid for the Holiday pay.

Holidays:
New Year’s Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Christmas Day

PersonalTime Off “PTO”:
The Company provides paid PTO of five (5) working days, equivalent to (5) – 8 hour work days, 40 hour work week for all employees that have worked past their yearly anniversary date of employment. PTO is for regular working positions; any additional volunteered work performed by an employee is not assessed in calculating PTO pay, part-time employees also AM or PM dock work are excluded from PTO pay. It may be used for vacation, sick leave, jury duty, bereavement or any other reason you desire.

PTO requests are approved or denied based on ·staffing requirements and employee preference. PTO time must be requested in advance and approved by your manager. These requests should be made in accordance of at least three (3) weeks prior, not limited to more, advanced notice to requested dates in written form.

PTO days must be submitted on the PTO request form and approved by your shift manager. This form then must be submitted to the Corporate Office for final approval, once approved it will be documented on our annual schedule. The requesting employee will get a copy of the approved document.

The Company does not pay cash for PTO or leave of any kind if the PTO or leave if not used by your subsequent yearly anniversary date. The unused PTO days will not be carried over to the New Year. The unused amount from the previous year will be lost if not used.

Approved PTO time is ordinarily limited to five (S)working days at one occurrence. An employee may be allowed to exceed the five (5) days if management deems that the operation will not be affected, but employee will only get paid for five (5) (8 hours a day) PTO days, the other approved additional days will be noted as unpaid scheduled days off.

The Company is committed to open communication between employees and all levels of management. You should feel free to seek information or advice from members of management on any aspect of your relationship with the Company. These communications can be informal, oral or written. Anonymous communications are discouraged because they are difficult to investigate and resolve, and no response can be given to particular employees submitting anonymous communications. Therefore, we encourage you to bring your concerns forward directly to your immediate supervisor. If the problem or issue relates to your supervisor, then proceed to communicate with someone in authority above your supervisor in the organizational chart.

It is our belief that questions, concerns or disagreements are best resolved through open dialogue. This policy is a reflection of our respect for the individual and our belief that open communication is most conducive to a positive work environment.

The Company is committed to providing a work environment free of harassment on the basis of any legally protected status. The Company prohibits and will not tolerate harassment of employees, applicants and contractors by managers, supervisors, co-workers, customers, suppliers, visitors or any other third party. This
policy also prohibits harassment on the basis of the protected status of an individual’s relatives, friends or associates. No person should be required to submit to, disregard or ignore, or participate in harassingconduct. The Company prohibits harassing conduct in the workplace, even if the conduct is not sufficiently severe or pervasive to constitute unlawful harassment.

Harassment in violation of this policy includes verbal, physical, and visual conduct or written language that creates an intimidating, offensive or hostile working environment.

The Company Expressly Prohibits:
• Unwelcome sexual advances, requests for sexual favors and other verbal, written or physical conduct of a sexual nature, including but not limited to these incidents where:
• Submission to such conduct is made either explicitly or implicitly a term or condition of employment;
• Submission to or rejection of such conduct is used as the basis for decisions affecting an individual’s employment;
• Offensive comments, jokes, innuendoes and other sexually oriented statements, either oral or written.
• The posting or display of sexually offensive materials.

Such conduct has the purpose or effect of creating an intimidating, hostile or offensive work environment.

With respect to other forms of harassment, the Company expressly prohibits:
1. Inappropriate jokes, derogatory remarks, epithets or slurs or any physical aggression relating to another person’s race, age disability, medical condition, family and medical leave status, pregnancy, genetic information, religion, creed, national origin, sex, sexual orientation, ancestry, marital status, domestic partner status, veteran status, color, or other lawfully protected status.
2. Conduct which is based upon an individual’s protected status which is unwelcome and hasthe purpose or effect of interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment. Among the types of conduct prohibited by this policy are threats, intimidation, coercion, negative stereotyping, abusive or vulgar language or intimidating acts basedon an individual’s protected status.

Responsibility: Each employee is responsible for creating an atmosphere free of discrimination and harassment by reporting any instances of such behavior to the employee’s immediate supervisor and, if he or she is involved in such discrimination or harassment, to the Corporate Office. Further, all employees are responsible for respecting the rights of their co-workers, visitors, all of our internal and external customers.

The Company is committed to creating and maintaining a workplace environment which fosters mutual respect, integrity and professional conduct. In keeping with this commitment, policies and procedures for all employees have been established
related to the issue of bullying in the workplace. ExpressOne does not condone and will not tolerate any form of bullying or psychological harassment in the workplace, and is committed to:
• Maintenance of a healthy and safe workplace for all employees
• Education and prevention-oriented practices
• Addressing bullying behavior as soon as possible
• Effective problem-solving processesto addressemployee concerns,whether related to individual or group behavior.
Workplace bullying and psychological harassment is defined herein as unwanted conduct, comments, actions or gestures that adversely affect an employee’s dignity, psychological or physical health and well-being. Bullying and psychological harassment may result from the actions of one individual towards another or from the behavior of a group. Bullying and psychological harassment are often
characterized through insulting, hurtful, hostile, vindictive, cruel or malicious behaviors which undermine, disrupt or negatively impact another’s ability to do his or her job and results in a harmful work environment for the employee(s).
Bullying and harassment can take many forms and may occur when the behavior or conduct:
• Would reasonably tend to cause offense, discomfort, humiliation or embarrassment to another person or group;
• Has the purpose or effect of interfering with a person’s work performance; and/or
• Creates an intimidating, threatening, hostile or offensive work environment.

Any employee who feels he or she has been victimized by bullying is encouraged to report the matter as set forth in the complaint procedure specified under the
Company harassment policy.
• Any type of workplace violence, including but not limited to, attempted, threatening or actual behavior that is intimidating or causes physical harm or property damage toward another employee, customer, supplier or visitor,
occurring on Company property or during the performance of an employee’s duties. This behavior includes, but is not limited to communicating threats of harm, waving an object that appears to be a weapon, physically attacking a person or person’s property, committing acts of vandalism or arson,
stalking a person, communicating racial nickname or other derogatory comments associated with hate crimes, using greater physical size or strength, or organizational position to intimidate or harm a person most of all as mentioned before using or displaying a firearm or weapon.

The Company will conduct interviews and investigate all complaints of harassment or discrimination. If an employee believes any conduct in violation of this policy has occurred in the workplace, the employee should promptly report the incident to his or her immediate supervisor. The immediate supervisor will report the matter to the Corporate Office; an investigation will be conducted and appropriate
action will be taken, if warranted. All complaints will be investigated.

If the employee believes it would be inappropriate to discussthe matter with the immediate supervisor as stated above, the complaint can be reported directly to a higher level of management, who will undertake an investigation. Your cooperation is crucial in reporting ariy incidents of this kind of behavior. The employee will also provide the complaint in writing; the complaint will be kept
confidential to the extent consistent with conducting a complete and thorough investigation.

If the outcome proves to be of harassment nature or discrimination by another employee in violation of this policy, the Company management team will take appropriate corrective action against the offending employee which may include unpaid suspension or dismissal of employment. A Company manager will notify the employee who filed the complaint that the investigation has concluded and that appropriate action was taken. The employee will be advised that this information is confidential.

However if after investigating any complaint of harassment or discrimination the Company management determines that the complaint was not brought forward in good faith or that an employee has purposely provided false information regarding that complaint, corrective action may be taken against the individual who improperly filed the complaint or who provided false information.

1. Employees shall report to work wearing their employee badge prior to entering the building. The employee badge must always be worn during your daily work schedule. You must exit the facility wearing your employee badge.
2. Employees badge must be worn above the waste, “breakaway lanyards provided to all” Arm badge holders for freight unloaders only “Airport, Containers”.
3. Employees must arrive in DHL Express uniform ready to work. Uniform must be worn following DHL’s uniform policy including Solid Black Shoes. Managers and back office personnel dress accordingly, professional for their individual positions.
4. If you lose your badge/fob it must be reported Immediately to your management team. This is classified as a “TSA Security Breach” If you forgot your badge you must see your management team for a visitor badge. This Includes signing in and out as a visitor dally ‘tlll you have your employee badge with you. Return the visitors badge provided.
5. Couriers and part time dock personnel must enter through the back of the warehouse entrance. No exiting during the sort.
6. All long hair past shoulder length must be pulled back totally away from your face, front neck area when working the AM and PM sort. No exceptions!
7. All loose garments must be adjusted, shirts tucked In while working the sort so not to be a safety hazard.
8. No weapons: Explosive devices, Guns of any kind, Knives of any kind. No weapon that can be used to cause bodily Injury to another.
9. No Alcohol or Narcotics: listed “49 CFR” on the property or in the building .this includes marijuana.
10. Employees shall comply with all posted signs and bulletins, make sure you take the time to read them and follow them.
11. The use of cell phones and / or other two-way communication devices while sorting materials, during loading and unloading procedures is prohibited.
12. The use of cell phones and/or other two-way communication devices while operating a motor vehicle are prohibited in the OMV.
13. Employees shall wear seatbelts while operating fork lifts.
14. Employeesshall put on their seatbelts prior to turning on the ignition to the vehicle they are operating.
15. Horseplay is always prohibited.
16. Employees shall not engage in any un safe act or procedure. Unsafe acts are unauthorized procedures, actions that when carried out can cause bodily injury or damage to property and/or equipment.
17. Employees shall report all work-related Injuries to management within 24 hours.
18. Employees shall not stand, sit, jump or walk on rollers or conveyors. Never crossover a conveyor.
19. Do not lift packagesby metal straps or bands.
20. Employees shall not throw or otherwise mishandle any shipment.
21. ALL SMOKERS MUST SMOKE CIGARETTES OUTSIDE THE BACK-WAREHOUSE ENTRANCE at the DESIGNATED AREA. No employees should be hanging out in front of the building especially smoking. Discard in provided ashtray receptacle do not throw leftovers on the grounds.
22. Jumping from vans, trucks, docks and other elevated areas is prohibited. Use ramps, stairways, or ladders when accessing these areas.Safety FIRST!
23. Employees and their authorized passengers shall use the three-point contact method when getting in and out of vehicle.
24. Employees must chock all straight trucks parked at ALL DOCKS.
25. Employees must chock all vehicles at the RAMP OPERATION.
26. Vehicles must be securely parked, and engines turned off before loading and unloading.
27. Hazardous materials shall be handled an dtransported in accordance with DHL’s policies.
28. All vehicle doors must be closed and secured before operating.
29. Vehicle and forklift operators must use seatbelts when the vehicle is in motion.
30. Employees in the truckload job assignment shall direct load their vehicles.
31. 3 SECOND RULE IN WAREHOUSE when vehicle is turned on. You must exit warehouse within 3 seconds. Entering the warehouse, the same applies. No speeding allowed in the warehouse. WATCH YOUR SPEED ALWAYS, ALL DAY!
32. Park with a space cushion in front. Before backing, visually confirm that the rear of your vehicle is clear and sound your horn wait a few seconds.
33. Maintain control of your vehicle at all times regardless of weather and road conditions.
34. Maintain a clear distance between your vehicle and the vehicle in front of your when driving. ·A longer distance in bad weather.
35. Employees shall always properly secure freight in vehicles so that the freight will not shift when the vehicle Is in motion.
36. Employees shal lnot make unauthorized, non-emergency stops along the road for any purpose.
37. Employees shall use proper lifting techniques as listed in the safety manual, Safe work methods: a. Check the path of travel. b. Inspect the shipment. c. Bend your legs. d. Keep the back as straight as possible. e. Keep the load close to the body. f. Grasp the load at the opposite corners. g. Lift with the legs. h. Pivot by shifting the feet, if necessary before moving. Do not twist at the waist.
38. Employees shall use proper carrying techniques as listed in the Safety Manual, Safe work methods: a. Hold the shipment close. b. Keep the shipment below eyesight when walking. c. Step, do not twist in the intended direction. d. Walk at a steady pace. e. Maintain a safe footing. f. Use available doors and stairs.
39. Employees shall use proper lowering techniques as listed in the Safety Manual, Safe Work Methods: a.Lower the shipment by bending the knees. b.Set the package down carefully. c. Stand by pushing up with the legs.