NEW HIRE PACKAGE:

COVID-19 Employee/Visitor/Contractor

The safety of our employees, customers, families, and visitors remains Capital Staffing Solutions Inc overriding priority. As the Coronavirus
disease 2019 (COVID-19) outbreak continues to evolve and spreads globally, Capital Staffing Solutions Inc is monitoring the situation closely
and will periodically update company guidance based on current recommendations and best practices.

To prevent or slow down the spread of COVID-19 and reduce the potential risk of exposure to our employees we are conducting a
simple screening questionnaire. Your participation is important to help us take precautionary measures to protect you and everyone
in our workplace.

Employee Name: Phone Number:

Employee/Contractor/Visitor’s Company/Organization:

Allied Global Solutions

Suite-700, 6733 Mississauga Road
Mississauga, ON L5N 6J5

Self-Declaration:

Have you been in any other location outside of Canada within the last 14 days?
Yes / No > If yes, where?
Dates of Travel?

Have you traveled outside of Canada within the last 14 days? Yes / No

Have you experienced any cold or flu-like symptoms in the last 14 days (to include fever, cough, shortness of breath/difficulty breathing)?
Yes / No

Have you experienced a high fever (high body temperature over thirty-eight deg C or 100 deg F) in the last 24 hours?
Yes / No

Have you had close contact with or cared for someone diagnosed with COVID-19 (Coronavirus) or quarantined for
showing symptoms within the last 14 days? Yes / No

Signature: Date:

If the answer is “Yes” to any of the following questions, access to the facility will be denied. **** DO NOT ENTER THE SITE ****
If you have answered “Yes” to any of the above questions, please contact your local Health Centre/Occupational Health Contact:
If your symptoms become more severe and you need to seek medical attention or your health care provider for assessment.
If you have answered “Yes” to any of the above questions, please inform your employer/supervisor immediately.
Access may be approved by local Management if all responses are negative.

REVIEWED BY: DATE:

Employment Application
Personal information

Last Name. First Name. Middle Name.

Address. Apt./Suite No.

City/Province. Postal Code.

Social Insurance No. Date of Birth

Mobile No. Email.

Emergency Contact Person. Contact Telephone

number.
Agreement

AGREEMENT: I acknowledge that my 4% vacation pay will be accrued of gross pay on every pay cheque.

Print Full Name Signature

AGREEMENT: I agree to work more than 8 hours per day (To maximum 13 hours per day) or more than 48 hours per week
(to maximum of 60 hours per week). I agree and acknowledge that I have received the latest fact sheet “access hours of
work” as published by the Ministry of Labor. I also agree to average my work hours bi-weekly.

Print Full Name Signature

AGREEMENT: I acknowledge that PPE will be deducted from my pay if supplied and in some cases not returned

Print Full Name Signature

DECLARATION: The above information I have provided is correct to the best of my knowledge and I understand that any
misrepresentation may disqualify me from employment or may cause my dismissal and any disciplinary or legal action as
the case applicable as well. I have read and agreed to abide by the enclosed terms and conditions, safety rules, Social
Assistance, Unemployment insurance, labor laws and provisions.

Print Full Name Signature

Terms & Conditions

1. STATUS: Your employment with us is considered a temporary contract. Your temporary contract assignment is 12
weeks in length. At 12 weeks + 1 days, this contract will automatically renew itself until you (the “employee”) and/or our client advises us
otherwise (ie. End of Assignment OR eligibility for a permanent position with our client). As a select to work employee, your
assignment may be terminated at any time without prior notice. If your employment is terminated, you will be paid in accordance with the
Employment Standards Act. As a courtesy, reasonable notice should be given if you accept an assignment and are unable to attend
or will not arrive at the scheduled start time.

2. ATTENDANCE RULES OF CONDUCT:

1. Employees must report all absences directly to their recruiter on each day of absence, as per established procedures, unless
approval for an extended leave has been authorized. Proper reporting is a necessity.
2. Culpable Absenteeism will result in progressive disciplinary action up to and including termination of employment.
3. Non-Culpable absenteeism may result in progressive counseling to facilitate a successful return to active employment.
4. Chronic non-culpable absence may result in termination of employment for non-disciplinary reasons.
5. Fulfillment of the employment contract is an expectation of employment in any employer/employee relationship, including the
expectation of attendance at all scheduled work.
6. All Absences that exceed 3 days must be supported either by medical documentation or approved by management. Employees
requiring more than three consecutive days off for either personal or medical reasons, must complete the “Time off request sheet.”
This will be provided upon request from either your HR Department or from Payroll.
7. If an employee is absent from their scheduled work for a period of three (3) or more consecutive working days without notifying their
supervisor and does not provide a satisfactory reason for their failure to notify, they will be deemed to have abandoned their
employment and may be terminated.
8. Lateness: the employee must contact their supervisor to report any lateness exceeding 15 minutes. They must provide a reason for
the delay and the estimated time of arrival. Should an employee surpass three late arrivals in one month (1), progressive
disciplinary action may be enforced.
9. Leaving Early: When an employee needs to leave before the end of their scheduled workday, they must report to their supervisor
and provide the reason for leaving early. The expectation is that the employees will not make excessive requests to leave early.
10. As a courtesy, reasonable notice should be given if you accept an assignment and are unable to attend or will not arrive at the
scheduled start time.

3. CODE OF CONDUCT: We adopt a ZERO tolerance Policy for fighting, horseplay, insubordination, theft, harassment, and controlled
substance. This includes a violation of dignity and respect and profanity towards a staff member.

4. DISCIPLINARY PROCEDURE: Management at Allied Global Solutions is committed to ensuring a safe and healthy workplace.
Workers will be held accountable for their performance and adherence to health and safety policies, procedures and rules that apply
within the workplace. Attitude and performance are important standards used in evaluating job performance and violations will be
documented and maintained. Allied Global Solutions reserves the right to interpret and apply disciplinary procedures. If an
offence is considered by the company to be severe, the company has the right to forego steps in the disciplinary procedure and
administer an immediate suspension or termination.
 STEP ONE – VERBAL WARNING
STEP TWO – WRITTEN WARNING
STEP THREE – WORK SUSPENSION
STEP FOUR – TERMINATION

5. TIME RECORDING: The method of recording your hours of work may vary for each assignment. “It is YOUR RESPONSIBILITY TO
ENSURE THAT YOU ARE FAMILIAR WITH THE METHOD OF TIME RECORDING ON YOUR ASSIGNMENT AND THAT YOUR
TIMESHEET IS FILLED OUT AND SIGNED BY YOUR SUPERVISOR AT THE END OF EACH DAY/WEEK.” All time sheets must be
emailed or faxed to the agency office/rep. If you fax a time sheet it is still your responsibility to send the original sheet for our records.
If for any reason you cannot do so, please contact our agency office.

6. PAY INFORMATION: Payroll is issued weekly through CERIDAN (direct deposit). Any pay discrepancies will be investigated and
dealt with by the following pay period. Your year end T-4A will be added to CERIDIAN & Tracker RMS. If you do not receive it via
ADP, you can contact our office at 64-641-0406 OR Vikram.nagar@alliedglobalsolutions.ca (Payroll) or pick it up anytime after
February 15th.

7. HEALTH AND SAFETY: It is the policy of the agency to provide a health and safe work environment. Agency management is
committed to make every effort to prevent personal injury and workplace illness and comply with all applicable safety laws and
regulations.
Directors and supervisors are accountable for the safety of the employee under their supervision and to ensure that all staff are
professionally trained in safe work practice and made aware of any potential safety hazards. As an employee you are required to
conduct yourself in a manner that promotes safe conditions and follow established safe work practices and procedures at the work
site that you are assigned. You are expected to follow reasonable instructions by the supervisor, however you must contact our
agency office immediately if you encounter any unsafe acts or conditions or are asked to perform any work on equipment
(Regardless of your qualifications) that you have not been assigned by agency or work that could prove to be unsafe for yourself or
co-workers. I have reviewed the Right to Refuse/Lock out procedures as per OSHA with our agency office. It is the policy of our
agency office that certified foot protection must be worn on all industrial assignments; this policy overrides any internal policies at
your assigned work location. No associate is permitted to drive a forklift or use any machine for which agency did not expressly
dispatch or where the client site did not provide adequate training or in forklift ensure competency. Contact our Health & Safety
Manager: 905-965-0245.

8. INJURIES: As an employee, I understand that all workplace injuries must be reported to the supervisor on site and to Capital Staffing
Solutions Inc. I understand that our company has a modified work program and will accommodate most restrictions as specified by a
qualified physician. I understand that I am obligated to contact our agency office to arrange modified work. If I am unable to reach the
agency office immediately, I am expected to come to the agency office on the next business day unless distance is an issue. In any
case that distance is an issue you are to contact Capital Staffing the next business day. Contact our Health & Safety Manager: 905-
965-0245.
9. HARASSMENT POLICY: In accordance with the Ontario Human Rights Code, every person has the right to be free from
HARASSMENT in the workplace by reason of race, ancestry, place of birth, color, ethnic origin, citizenship, creed, age record of
offence, marital status, handicap, sex, or sexual orientation. Harassment is any behavior found to be offensive by one or more co-
workers and includes behavior where the harasser ought to be reasonable to know that is unwelcome. Furthermore, every employee
has the right to be free from sexual harassment, unwelcome sexual advances, or solicitation. Incidents related to the Harassment
Policy should be reported immediately to your supervisor and our agency office.
I hereby certify that, to the best of my knowledge, the statements made by me on this application are correct. I also
certify that I read and understood the policies and procedures, rules and regulations related to workplace harassment,
dignity and respect, attendance and punctuality, and health and safety including the right to refuse work. I realize that
failure to comply could result in my dismissal. We reserve the right to cancel our agreement if any employee is not performing to
Agency standards.

Print Full Name

Signature
 Employment Standards Rights for Temporary Help Agency Assignment Employees
Disclaimer: This resource has been prepared to help employees and employers understand some of the minimum rights and obligations
established under the Employment Standards Act, 2000 (ESA) and regulations. It is not legal advice. It is not intended to replace the ESA
or regulations and reference should always be made to the official version of the legislation. Although we endeavor to ensure that the
information in this resource is as current and accurate as possible, errors do occasionally occur. The ESA provides minimum standards
only. Some employees may have greater rights under an employment contract, collective agreement, the common law or other legislation.

The Employment Standards Act, 2000 (ESA) sets minimum standards for most workplaces in Ontario, such as minimum wage and limits on
hours of work. Special rules and exemptions apply to certain employees, including assignment employees of temporary help agencies.

This information sheet gives information about your rights as an assignment employee. For more information on your rights visit
Ontario.ca/ESAguide and select Temporary Help Agencies.

In addition to this information sheet, the temporary help agency must also provide you with the Employment Standards Poster within 30 days of
starting your job. If your first language is not English, your employer must provide the poster to you in your first language, if you ask for it and it
is available from the Ministry of Labour, Training and Skills Development. The poster is available for download at Ontario.ca/ESAposter.

Are you an assignment employee?

You are an assignment employee of a temporary help agency if you and the temporary help agency agree that it will help you find temporary
work assignments.

Your temporary help agency is your employer even when you are not assigned to work for one of their client businesses.

Your temporary help agency must provide you information

Your temporary help agency must tell you their legal name, any other names used by the temporary help agency and contact information in
writing as soon as possible after you are hired.

When your temporary help agency offers you an assignment with a client business, the agency must give you the following information in
writing as soon as possible:

• the client business’ legal name, any other names used by the client business and contact information

• your wage rate and benefits

• the hours you will be working

• a description of the work you will be doing

• the length (term) of the assignment (if known)

• your pay period and pay day

Your temporary help agency cannot charge you certain fees

Your temporary help agency cannot charge you a fee for:

• being its employee

• helping you find an assignment

 • giving you information or advice on how to write a resume or prepare for an interview, even if you asked for
help

Client businesses can give you job references or hire you

Your temporary help agency cannot:

• stop a client business from giving you a job reference • stop a client business from hiring you directly
• charge you a fee if a client business wants to hire you

Your temporary help agency and client business must both keep records

Your temporary help agency must record the number of hours you work for each client business in each day and each week. A client business
must also record the number of hours you work for them each day and each week.

Vacation time and pay

You have the right to vacation time and vacation pay. The amount of vacation time and vacation pay depends on how long you have worked
for your temporary help agency. If you have worked for your temporary help agency for less than five years, you have the right to two weeks
of vacation after every twelve-month vacation entitlement year and vacation pay of four percent of your total wages. If you have worked for
your temporary help agency for five or more years, you have the right to three weeks of vacation time after every twelve-month vacation
entitlement year and vacation pay of six percent of your total wages.

Generally, your temporary help agency must pay your vacation pay as a lump sum before you take your vacation. However, your temporary
help agency can pay your vacation pay on every pay cheque if you agree in writing.

For example: Syed has worked for his temporary help agency for three years. He can take two weeks of vacation and earns four percent in
vacation pay. He earns $1,500.00 every two weeks. Syed and his temporary help agency agreed that he will be paid vacation pay on each pay
cheque. Syed is paid $60.00 ($1,500 x 4%) in vacation pay on each pay cheque.

Learn more about vacation time and vacation pay at Ontario.ca/vacation.

Public holidays
Ontario has nine public holidays each year:

• New Year’s Day

• Family Day

• Good Friday

• Victoria Day

• Canada Day

• Labour Day

• Thanksgiving Day

• Christmas Day

• Boxing Day

If you are on assignment and there is a public holiday on one of your working days, generally you have the right to take the public holiday off
work and be paid public holiday pay.
There is a formula for calculating public holiday pay:

• add your regular wages earned and all vacation pay payable in the four weeks before the public holiday

• divide that number by 20

For example: Josefa is on assignment and earns $600 per week. She receives 4% vacation pay on each pay cheque. Canada Day falls on one
of Josefa’s working days. In the four weeks before Canada Day, Josefa’s regular wages were $2,400 ($600 x 4). In the four weeks before
Canada Day, the amount of vacation pay payable to Josefa was $96 ($2,400 x 4%). Josefa is owed $124.80 in public holiday pay ($2,496 ÷
20).

You can work on a public holiday if you and your temporary help agency agree in writing. Generally, if you work on a public holiday, you must
be paid public holiday pay and premium pay for the hours you worked on the public holiday OR be paid your regular wages for the hours
worked on the public holiday and take a different day off with public holiday pay.

If you are on assignment and there is a public holiday on a day that is not one of your working days, generally you have the right to a substitute
day off with public holiday pay. You and your temporary help agency can also agree in writing that your employer will pay you public holiday pay
only.

If you are not on assignment when there is a public holiday, generally you have the right only to public holiday pay.

To learn more about public holidays at Ontario.ca/publicholidays.

Termination of Assignment
Generally, if your temporary help agency wants to terminate (end) your assignment with a client business, your temporary help agency must
give you one week’s written notice of termination of assignment or termination of assignment pay if:

• You are assigned to work for a client business

• When this assignment was offered to you, it was planned to last three months or more

• The assignment is being terminated (ending) earlier than the planned end date.

Termination of assignment is different from termination of employment. Even though your assignment may be terminated, you are still
employed by your temporary help agency.

Termination of employment
In most cases, if your temporary help agency wants to terminate (end) your employment, your employer must give you written notice of
termination or termination pay. You must work for your employer for at least three months to have a right to termination notice or termination
pay.

The amount of notice or pay depends on how long you have worked for your employer:

• less than one year of employment: one week

• one year to two years of employment: two weeks

• three years of employment: three weeks

• four years of employment: four weeks

• five years of employment: five years

• six years of employment: six weeks

• seven years of employment: seven weeks

• eight years or more of employment: eight weeks

For example: Luna worked for her temporary help agency for 16 months. She earned $800.00 per week. Her temporary
help agency must give her two weeks of termination notice or termination pay. Her temporary help agency chose to give her
termination pay. Her temporary help agency must pay her $1,600.00 ($800 x 2).

Learn more at Ontario.ca/terminationofemployment or go to Ontario.ca/ESAtools to calculate how much termination notice or

termination pay you may be owed.

You cannot agree to give up your rights

You cannot agree or sign a contract to give up any of your rights under the ESA. These agreements or contracts are invalid. For example, if
you sign a contract saying you cannot take a job with a client business, this agreement would be invalid.

You cannot be punished for asking about or exercising your ESA rights

If you ask about or exercise your rights under the ESA, your temporary help agency or client business cannot punish you in any way, including
by ending your assignment.

For more information or to file a claim

For more information about the ESA visit Ontario.ca/ESAguide.

If you have questions about the ESA you may also call the Employment Standards Information Centre at 416-326-7160, toll free at
1-800-531-5551, or TTY 1-866-567-8893. Information is available in many languages.

If you believe that you have not received your rights under the ESA, you can file a claim with the Ministry of Labour, Training and Skills
Development at Ontario.ca/ESAclaims.