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Kelly Services

EMPLOYEE
HANDBOOK

6
Index
Welcome ................................................................................................................................... 1
Guidelines ................................................................................................................................. 2
Employment Opportunities ............................................................................................................................................... 2
What is Expected of You.................................................................................................................................................... 2
When to Contact Your Kelly Representative ..................................................................................................................... 2
Getting Paid ....................................................................................................................................................................... 3
Pay Options ....................................................................................................................................................................... 3
Perks of being a Kelly employee ............................................................................................. 4
Holiday Benefit Plan .......................................................................................................................................................... 4
Service Bonus Plan ............................................................................................................................................................ 4
Referral Bonus ................................................................................................................................................................... 4
myKelly.com Employee Website ....................................................................................................................................... 4
myDetails........................................................................................................................................................................... 5
Employee Recognition ....................................................................................................................................................... 5
Training ............................................................................................................................................................................. 5
Software Support .............................................................................................................................................................. 5
Qualified Transportation Expense Plan ............................................................................................................................. 5
Kellys ACA Plan ................................................................................................................................................................. 5
Benefit Alliance Plan.......................................................................................................................................................... 5
Notice of Health Insurance Marketplace........................................................................................................................... 6
Employee Assistance Program (EAP)................................................................................................................................. 6
Group Home and Auto Discount Program ........................................................................................................................ 6
Employee Discount Program ............................................................................................................................................. 6
Employee health and safety .................................................................................................... 7
Policies ................................................................................................................................... 11
Business Conduct and Ethics ........................................................................................................................................... 11
Human Trafficking Policy ................................................................................................................................................. 11
Equal Employment Opportunity and Affirmative Action Policy Statement .................................................................... 11
Accommodation Policy .................................................................................................................................................... 11
Pay Policy ........................................................................................................................................................................ 11
Time Recording ............................................................................................................................................................... 11
Family and Medical Leave Policy ..................................................................................................................................... 11
Secondary Employment .................................................................................................................................................. 13
Anti-harassment Policy and Reporting Procedure .......................................................................................................... 13
Military Leave Policy........................................................................................................................................................ 14
Internal Dispute Resolution............................................................................................................................................. 14
Employment and Income Verification Policy .................................................................................................................. 14
Weapons Policy ............................................................................................................................................................... 14
Workplace Violence Policy .............................................................................................................................................. 15
Drug-free Workplace and Substance Abuse Policy ......................................................................................................... 15
Information Security Policy ............................................................................................................................................. 15
Social Media Policy .......................................................................................................................................................... 16
Smoking Policy ................................................................................................................................................................ 16
Privacy Statement ........................................................................................................................................................... 16
Assignment Information and Employment Termination Policy ...................................................................................... 16
Anti-Retaliation Policy ..................................................................................................................................................... 16
Relationships Policy ......................................................................................................................................................... 16
Additional Policies ........................................................................................................................................................... 16
A Final Note .................................................................................................................. 17
Welcome
Welcome to Kelly:

When you work for Kelly Services, Inc. or its subsidiaries (Kelly or Kelly Services), youre joining a large, but select, group of
professionals who work around the world. Kelly employees work in a variety of disciplines, including, but not limited to:
Accounting and Finance Mechanical Engineers General and Senior Counsel
Accountants Project Managers Legal Administrators
Accounting Professionals Tool Designers Legal Systems Specialists
Banking Professionals Healthcare Paralegals/Legal Assistants
Chief Financial Officers
RNs/LPNs/LVNs Light Industrial
Controllers and Assistant
Medical Assistants Assemblers
Controllers
Medical Technicians Material Handlers
Financial Analysts
Occupational Therapists Maintenance Workers
Financial Professionals
Pharmacists Office Services
Financial Support Staff
Phlebotomists
Administrative Assistants
Creative Services Physical Therapists
Clerks
Agency and Studio Management Radiology Technicians
Data Entry Operators
Account Services IT
Creative Copy Professional
Data Processors Call Center Representatives
Design and Production
Database Analysts and Marketing Representatives
Interactive Administrators
Languages Substitute Teachers
Help Desk/PC Support Security-cleared Employees
Media Professionals
Traffic and Production Scientific
IT Project Managers
Engineering Network Administrators Biochemists
Aerospace Engineers Programmers Biologists
Chemical Engineers Systems Analysts Biostatisticians
Civil Engineers Systems Engineers Chemists
Drafters/Designers Web Developers Clinical Research Associates
Electrical Engineers Clinical Research Monitors
Legal
Engineering Test Technicians Health Physicists
Attorneys Industrial Hygienists
Environmental Engineers
Compliance and Contract Lab Technicians
Industrial Engineers Specialists
Manufacturing Engineers Microbiologists

We take great pride in our commitment to be the worlds best workforce solutions provider. This handbook provides valuable
information that will help you be successful. If you have any questions, dont hesitate to contact your Kelly Representative.
We wish you success in your career with Kelly Services!

Thank you,

George Corona
President and CEO
Kelly Services, Inc.

1
Guidelines
Time recordingreport all actual hours workedno more and
Employment Opportunities no lessfor each day worked.
Now that you are part of our global network of professionals, we DiscretionDo not disclose any proprietary or confidential
will contact you when your skills and interests match our information of any Kelly customer. Protect the customers
customers job requirements. Our goal is to find the right confidential information and materials by maintaining and
opportunity to best suit your employment needs. You can choose storing them properly.
from the following:
When to Contact Your Kelly
Temporary assignmentsThese opportunities vary in duration
and allow you the flexibility of working according to your schedule, Representative
interests, and desired location. You will have the opportunity to You are expected to maintain communication with your Kelly
build your skills, gain work experience at leading companies in the Representative when the following situations occur:
area, and increase your marketability.
You are going to be late or have an emergency that prevents
Temporary-to-hire opportunitiesThis arrangement gives you you from reporting to work. Do not call the customer. We will
and the customer the opportunity to evaluate your fit before a inform them of your situation and make the appropriate
full-time hiring decision is made. arrangements.
You are unable to complete an assignment. In this situation,
Direct-hire opportunitiesFor these positions, customers use contact your Kelly Representative, not the customer. We will
Kellys expertise to identify qualified employees whom they hire inform them and make the appropriate arrangements.
directly. You are not satisfied with your work assignment. Do not speak
The term of your employment with Kelly is not guaranteed; either with the customer. Instead, contact your Kelly Representative to
you or Kelly may end the relationship at any time, and Kelly may discuss possible solutions.
change the terms and conditions of employment without notice. Your work duties are different or have changed from those
Thus, your employment is considered to be at will. In addition, originally described by your Kelly Representative.
the duration of any assignment is based on customer need and The customer asks you to work overtime.
may vary or change without notice. Your availability changes or you have commitments that will
keep you from being available.
What is Expected of You You plan to take time off for a vacation or holiday.
You are unable to report to work or unable to accept an
When you accept an assignment, you represent Kelly to our
assignment due to a qualified leave (e.g., jury duty, military duty)
customers. It is important to note that Kelly is your employer, not
and when you are available again after returning from a leave.
the customer to whom youre assigned.
You have moved or your contact information has changed (e.g.,
Kelly will provide you with the details of any assignment you payroll address, email address, phone number).
accept. If the customer changes those responsibilities, notify your You feel you are being harassed at work by a supervisor or co-
Kelly Representative. Your Kelly Representative will also tell you worker.
the appropriate attire for your assignment. You are injured at work or the work environment seems unsafe.
Within 3 days of being found guilty of any criminal offense
We expect you to be the best. This means exhibiting the following
(where applicable by state law).
attributes:
Your assignment has ended, and the customer wants you to
ResponsibilityOnce you accept an assignment, we expect you return at a later date.
to fulfill your obligation. Please give us advance notice if you are The customer offers to hire you directly.
unable to do so. You are responsible for personal items taken to If you become aware of any circumstances where Kelly Services
the workplace. is likely to be sued, has been sued, or otherwise may become
DependabilityHonor your commitment to be at work on time involved in litigation, immediately contact Kellys Legal
every day, and to finish the tasks assigned to you. department in writing.
EfficiencyVerify the accuracy of your work. Regularly inform You are instructed or prevented from recording and reporting
the customer of the status of your work. all actual hours worked, at any point in your assignment. If this
ProfessionalismKeep your work area neat and organized. Do occurs, immediately notify the Employee Service Center at
not use the customers equipment and supplies for personal 866-KELLY-4U (866-535-5948).
use, and do not take any items that belong to the customer
Note: For information about the status of your pay, contact the
(e.g., notes, calculators, office supplies).
Kelly Paycheck Hotline at 800-762-8011 (available 24/7). If you
Personal communicationKeep personal phone calls (including
have questions about submitting your time, call the Employee
cell phone calls) to a minimum. Refrain from exchanging
Service Center at 866-KELLY-4U (866-535-5948).
personal email and instant/text messages at work.

2
How Kelly May Contact You Note: The system allows you to enter time as often as you like
Your Kelly Representative may contact you directly or through the throughout the week.
use of enabling voice, text, or email messages. Kelly may use an
Accessing Kelly Web Time
automated communication system to relay work-related
information such as job opportunities, reminders, and other To access Kelly Web Time, visit myKelly.com.
informational messages. Getting Help
If you have questions or problems using Kelly Web Time, contact
Getting Paid the Kelly Hotline IT Desk at 800-KELLY-28 (800-535-5928).
One of our highest priorities is paying you quickly. You are
responsible for promptly and accurately submitting your time at Pay Options
the end of your work week. As long as you submit your time Kelly offers two options to receive your pay: Direct Deposit or the
promptly and accurately at the end of your work week, in Money Network Service. Where required by law, other options
accordance with Kelly Services policy, you will be paid within are available.
seven days from the end of the pay period, unless otherwise
appropriately notified of a lawful alternative payday schedule. Direct Deposit
With direct deposit, your pay is electronically deposited directly
Record and report all actual hours workedno more and no less into your checking or savings account. To enroll, complete the
for each day worked. Never report time for another employee. Authorization for Direct Deposit of Pay (completed in
As your employer, Kelly deducts required federal, state, and city eRegistration or a paper copy of the form can be obtained through
taxes, Social Security (FICA), and other legally required deductions your Kelly Representative). To later make changes to your
(e.g., garnishments and tax levies) that have been served to Kelly. enrollment (e.g., update your account information) visit myDetails
Your employer will be identified by the entity name that appears or contact your Kelly Representative.
on your wage statement. Money Network Service
For information about the status of your pay, contact the Kelly With the Money Network Service, your pay is loaded directly into
Paycheck Hotline at 800-762-8011 (available 24/7), or refer to your Money Network Account. This payroll solution enables you to
myKelly.com for additional payroll contact information. access your funds via Money Network ChecksTM or a Money

Submitting Your Time Network Paycard . To enroll, speak with your Kelly Representative.
Kelly customers may use a variety of timekeeping systems (e.g., ePaystub
card swipe systems, web-based systems). Please follow the With Kelly ePaystub, your wage statement is posted electronically
instructions for submitting your time as explained by your Kelly to a secure Internet site rather than mailed to your home. In some
Representative. Ensuring that your time is approved by the locations, you will be automatically enrolled in ePaystub once your
customer is your responsibility. direct deposit or Money Network Service enrollment is complete.
Using Kelly Web Time In other locations, you may choose to enroll in ePaystub. To learn
Kelly Web Time is an online timekeeping system that allows you to whether you will be auto-enrolled in ePaystub, speak with your
enter your timesheets through the Internet. The system is fast and Kelly Representative.
easy to use. To make the timekeeping system successful, please eW-2
note the following: With Kelly eW-2, your annual W-2 is posted electronically to a
You must have access to the Internet. If you do not, contact secure Internet site rather than mailed to your home. Once you
the Kelly Hotline IT Desk (see the Getting Help section). have received your first pay, you will receive an email inviting you
Please note that the Hotline cannot enter timesheets for you. to enroll in eW-2. Or, contact the Employee Service Center at
All time must be entered before 11:59 p.m. Eastern Time 866-KELLY-4U (866-535-5948) for additional enrollment details.
on Sunday, following your work week. Remember, everyone who would normally receive a paper W-2 is
Enter only actual hours workedno more and no less. eligible to enroll in eW-2.
Contact your Kelly Representative for directions on how
you will be paid for holidays, paid time off, and expenses as
they should not be included with your submitted time.

3
Perks of being a Kelly
employee
Please note: The number of hours worked will determine As a requirement to receiving a service bonus under this plan,
eligibility for the Holiday Benefit and Service Bonus Plans. If you eligible employees must:
have questions about your hours accrued for either plan, call the Work at least 1,500 eligible hours paid to the employee during
Paycheck Hotline at 800-762-8011. the service bonus eligibility year; the hours must appear on
Holiday Benefit Plan paychecks/advices dated within the eligibility dates of the
bonus year.
You may be eligible for as many as six paid holidays per year: Be active at year-end and on a Service Bonus-eligible
New Years Day, Memorial Day, Independence Day, Labor Day, assignment. Active at year-end is defined as having received
Thanksgiving Day, and Christmas Day. a paycheck/advice dated in December of the service bonus
This plan applies to: eligible year period for actual time worked.
All Kelly U.S. temporary employees. However, hours worked If an employee satisfies the above requirements, Kelly Services
on the following assignments do not count toward eligibility: will pay a service bonus equal to:

Kelly Educational Staffing, KellyOCG -BPO, Payroll Services If worked 1,500 eligible hours and less than 1,800 eligible hours:
without benefits, federal government assignments, and 1 percent of the employees gross wages earned on eligible
exempt from overtime assignments paid on a salary basis. assignments (excluding service bonus payment) for the
Additionally, assignments offering holiday benefits different applicable service bonus eligibility year.
from the Kelly Services holiday plan described above are This 1 percent bonus payment is inclusive of all overtime
excluded. compensation as the 1 percent will also be applied to all
Contact your Kelly Representative with questions regarding overtime payments.
holiday benefit plans. If worked 1,800 eligible hours or more:
To qualify for a holiday benefit payment, you must meet all of 2 percent of the employees gross wages earned on eligible
the following requirements: assignments (excluding service bonus payment) for the
Work, and be paid for, 960 hours during the 26 weeks applicable service bonus eligibility year.
immediately prior to the holiday. This 2 percent bonus payment is inclusive of all overtime
Work, and be paid for, 30 hours during the week immediately compensation as the 2 percent will also be applied to all
prior to the holiday week. For New Years Day, however, work, overtime payments.
and be paid for, 30 hours during the week immediately prior Payment details:
to Christmas Day.
Payments will be made by January 31 of the following year.
A holiday benefit payment will be automatically issued following Employees will be paid automatically only if they satisfy all
the holiday. It will be equivalent to eight hours at your current pay requirements precedent.
rate. Do not record holiday hours when you submit your time. Hours worked do not carry over from one service bonus
The Holiday Benefit Plan may be cancelled or modified at any eligibility year to another.
time at the discretion of Kelly Services. Kelly Services reserves the right to amend, modify, or terminate
Service Bonus Plan this discretionary plan at any time. Employees not satisfying the
requirements are not eligible for this bonus or any portion
The purpose of the plan is: thereof, as this plan prohibits any portion of the bonus from
To give all eligible Kelly temporary employees an opportunity vesting on a pro rata basis. If you have questions, please contact
to earn a service bonus if they satisfy all of the conditions your Kelly Representative.
precedent (requirements).
To help Kelly ensure a stable workforce throughout the service Referral Bonus
bonus eligibility year and to provide an adequate workforce to If you know someone you think would be a great Kelly
Kellys customers during the month of December. employee, let us know. Based on staffing needs, a referral bonus
This plan applies to: may be offered. Contact your Kelly Representative for details.
All Kelly U.S. temporary employees. However, hours worked on myKelly.com Employee Website
the following assignments are not counted toward eligibility:
myKelly.com is a dedicated employee portal for your one-stop
Kelly Educational Staffing, KellyOCG-BPO, Payroll Services
without benefits, federal government assignments, and information needs. This site is your gateway to all things Kelly,
including online timekeeping, Kelly contact information, career
assignments with customers offering specific paid time off plans.
planning tools, job opportunities, online training, and employee
Eligible hours: Hours worked on most Kelly assignments; does discounts. You can also view relevant federal, state, city, and
not include hours worked on ineligible assignments (listed company policies.
above). Employees are credited with 40 hours per week
toward the service bonus while assigned to exempt from
overtime positions paid on a salary basis.

4
myDetails Telephone number Where you can be reached throughout
the day.
myDetails is a page on the Kelly Career Network (KCN) enabling Email addressThe Service Desk can email you updates and
Kelly employees to review and update certain pieces of instructions, ask follow-up questions, or invite you to
employment-related information in real timewithout having to participate in a survey regarding the support you received.
call a Kelly Representative, the Employee Service Center, or the The name and version of the software application you are
Automated Paycheck Hotline. Access myDetails (from a mobile having trouble withTo find the name and version number
or desktop device) to review information, such as: your current of the application youre using, select the Help menu, then
pay option, holiday pay accrual toward holidays occurring within click About. If you are not able to do so, the Service Desk
the next five weeks (applies to those on the standard holiday Analyst will be able to determine the version of the software
plan only), pay details for the two most recent pay periods, and for you.
your tax exemption status. Additionally, you may also add or Previous case number, if applicableThis tracking number is
update your direct deposit information and access helpful very important, so please have your case number available if
employment-related websites and/or tools. To access myDetails you are calling the Service Desk regarding an existing or
(available after you have been hired by Kelly), visit repeat issue.
kellycareernetwork.com and sign-in using your KCN user name
and password. If you are unable to access myDetails, contact the Qualified Transportation Expense Plan
IT Service Desk at 800-KELLY-28 (800-535-5928).
This plan is applicable to all U.S. employees and allows you to set
Employee Recognition aside money through pre-tax deductions from your paycheck to
pay for qualified workplace mass transit and parking expenses.
Recognizing our employees is a top priority. If you go above and For additional plan details, refer to myKelly.com.
beyond or meet certain performance goals, you may be
rewarded through a recognition program. Participation may vary Kellys ACA Plan
by location, so contact your Kelly Representative for additional
details. A Kelly-sponsored group health care plan called the ACA Plan is
offered to all eligible Kelly employees. The ACA Plan meets the
Training minimum essential coverage, minimum value, and affordability
Kelly Services is committed to your personal and professional requirements of the Affordable Care Act.
growth. We are pleased to offer you enhanced learning Kelly employees eligible to enroll in Kellys ACA Plan will have, as
opportunities through the Kelly Learning Center (KLC) to ensure a second option, Kellys Preventive Care Only (PCO) Plan.
your skills keep pace with market demands. Thousands of online
professional development courses are available, ranging from Kelly will determine your eligibility for the ACA Plan based on the
customer service and effective communication to leadership, requirements of the Affordable Care Act.
project management, and more. The KLC offers hundreds of When a Kelly employee becomes eligible, a personalized
desktop software courses covering the entire suite of Microsoft communication will be mailed to the payroll address on file at
Office products as well as other software applications. Plus, you Kelly. This communication will contain important information
can also access thousands of books and publications through such as payroll deduction cost, how to enroll, the enrollment
Books 24x7. deadline, where to obtain more information, and who to
The KLC is available 24 hours a day from any computer with contact with questions.
Internet access. You will automatically receive a welcome email Eligible employees are not required to enroll in the ACA Plan
with your KLC login information when you provide an email or Preventive Care Only (PCO) Plan.
address during the registration process. Non-Kelly health care plans that also satisfy the Affordable
We encourage you to take advantage of these training programs Care Acts individual mandate are available for direct
to improve your skills and increase your career opportunities. purchase at healthcare.gov.
Please note that these programs do not constitute an offer, For additional plan details, refer to myKelly.com or contact
promise, or guarantee of future positions. Kellys Benefits department at 800-376-4964 or
When training is voluntary, you will not be paid for the time you benefitstemp@kellyservices.com.
spend training. For more information, visit myKelly.com or
contact your Kelly Representative. Note: You may also qualify for other Kelly-sponsored benefits.
Contact Kellys Benefits department for more information.
Software Support
Kelly offers software support while you are on assignment. This Benefit Alliance Plan
includes support on a variety of software products and services Kelly has arranged for the opportunity for employees to
(e.g., Microsoft products, Kelly Web Time, the Kelly Learning purchase benefits from a third-party vendor, Leslie & Associates.
Center), but does not include support for proprietary customer This plan, called Benefit Alliance Plan, is wholly unrelated to
software or IT devices supplied by the customer. Kelly Services, and is not a Kelly-sponsored plan.
You can call our qualified IT Service Desk Analysts toll-free at: Therefore, Kelly assumes no authority over, financial partnership
800-KELLY-28 (800-535-5928) Monday Friday from 5:30 a.m. in, or responsibility for the acts of the vendor or provisions of
9:00 p.m. Eastern Time if you have a question or need support the plan, including but not limited to the benefits provided.
with:
5
The insurance plans available for direct purchase from Leslie & The EAP provides 24x7 access to masters-degreed counselors to
Associates include the following: help you balance your work and family life.
Group Supplemental Medical Plan* No problem is too large or too small to contact the EAP.
Group Critical Illness Insurance Plan* Information is kept confidential in accordance with federal and
Group Accident Insurance Plan* state laws.
Prescription Drug Plan
Dental Insurance Plan Visit myKelly.com for a brochure and more details.
EyeMed Vision Care vision wellness plans
Group Life Insurance Plan Group Home and Auto Discount
LegalGUARD Group Legal Plan Program
Short-term Disability Income Plan
For more information, refer to myKelly.com
First Dollar Plan
LifeLock Identity Protection Plan Multi-Policy Discounts
Exclusive Kelly Services Group Discounts
*Note: The medical plans offered by Leslie & Associates may not
Safe Driver Discounts
satisfy the individual mandate under the Affordable Care Act.
Automatic Monthly Bank Draft Available
For additional information contact Leslie & Associates directly.
You may select any combination of one or more plans to meet Employee Discount Program
your individual needs. Convenient single monthly payments by PerkSpot is your one-stop shop for hundreds of online
bank draft authorization or monthly billings are available. discounts, in-store coupons and hot dealsall in one place! Use
You may enroll at any time for all the benefits with the PerkSpot to find discounts and deals from many well-known
exception of Group Life, which requires you to enroll within 60 name brands! Visit myKelly.com for more information.
days of your hire date (the start date of your last assignment) or
during the November 1 through December 31 enrollment
period.
To learn more about available plans and options, visit
lesliebenefits.com or call Leslie & Associates directly at
800-644-6854. Details are outlined on the Leslie & Associates
brochure available at myKelly.com.
Note: You may also qualify for Kelly-sponsored benefits. Contact
Kellys Benefits department at 800-376-4964 or
benefitstemp@kellyservices.com for more information.

Notice of Health Insurance Marketplace


The Health Insurance Marketplace was established by the
Affordable Care Act beginning January 1, 2014. The Marketplace
provides an easy and convenient way to buy health care
insurance that satisfies the Affordable Care Acts individual
mandate.
To avoid delays or inaccurate information, use the pre-filled
Notice of Health Insurance Marketplace on myKelly.com to
complete any Marketplace applications.

Employee Assistance Program (EAP)


Kelly Services is pleased to provide you with an Employee
Assistance Program (EAP), which is administered by a carefully
selected third-party organization.
The EAP can assist with life issues such as:
Depression
Stress Management
Anxiety
Parenting Concerns
Child and Elder Care
Relationship Problems
Financial or Legal Concerns

6
Employee health and safety
Our Commitment to Absolute Zero Maintain good housekeeping in your work area.
Not let job pressures affect your ability to safely perform your
It is the policy of Kelly Services to promote workplace health and
job.
safety. Our vision to provide the worlds best workforce
Work with your customer supervisor or Kelly Representative
solutions requires us to pursue continuous improvement toward
to identify additional training needs.
Absolute Zerozero on-the-job accidents, zero on-the-job
injuries, and zero on-the-job illnesses. Each of us must take Additionally, to help ensure your safety and the safety of those
personal responsibility for our own safety and the safety of our around you, you are encouraged and expected to:
co-workers and those for whom we are responsible. Immediately report all incidents, near misses and unsafe
Safe behavior requires an alignment of interests with our conditions to your customer supervisor and Kelly
customers, employees and suppliers. We expect all Kelly Representative.
customers, employees, contractors and suppliers to: Intervene to address unsafe conditions or behaviors.
Immediately report to your customer supervisor and Kelly
Comply with, if not exceed, all applicable safety, health, and Representative upon becoming aware of an injury or illness
security regulations;
that may be work-related.
Promote a culture that fosters open dialog on working
conditions; Overview
Hold all employees personally responsible for safety and Congress passed the Occupational Safety and Health Act of
health compliance; 1970, requiring employers to provide workplaces free from
Engage in collaborative and effective safety partnerships, and serious recognized hazards and to comply with occupational
Continually assess worksites to ensure a safe work safety and health standards. You have the same rights as
environment. permanent workers. The right to:
Ensuring workplace safety and health must be constants in our A safe workplace free of dangers
business. We shall pursue nothing less than Absolute Zero. Receive training in clear language that you understand
You and Absolute Zero Receive safety equipment
Speak up about safety
To ensure your success during your assignment, your personal
Report work-related injuries without being punished
safety is our number one priority and must be yours. That is why
at Kelly Services, we believe the most important number when it To prepare you for placement, we will provide a generic
comes to employee safety is zero. Zero on-the-job accidents, overview of the most common safety regulations, ways you can
zero on-the-job injuries, and zero on-the-job illnesses. prevent accidents and injuries, and instructions for what to do in
ABSOLUTE ZERO! the event of a work-related injury or illness. The customer is
obligated to provide site-specific training, as well as any
Working with our customers, we will prepare you to conduct
additional safety training that may be required when you start
your assignment safely and successfully by providing the
an assignment.
necessary training, tools, and resources. As our employee it is
also your responsibility, and it is our expectation, that you will The safety policies and procedures developed by Kelly, the
perform your job the right way and the safe way every time. government, and the customer are designed to protect you and
Meeting these expectations will ensure we can achieve an your co-workers from potential harm. It is your responsibility to
injury-free workplace. Personal safety is a core job responsibility comply with all safety and health standards that apply to your
for all employees. actions on the job.
As our employee, you are expected to: If you have questions or do not understand safety standards,
Accept responsibility for your own behavior and actions. restrictions, or instructions, ask your customer supervisor or
Know and comply with all safety policies, standards and your Kelly Representative for further assistance or information.
procedures that apply to your job. Hazard Communication
Actively participate in all required training. There are more than 650,000 chemicals that have been
Actively participate in safety meetings. categorized as hazardous by federal regulatory agencies. The
Not knowingly commit unsafe acts. Occupational Safety and Health Administration (OSHA) Hazard
Know and work within your own personal limitations. Communication Standard (HCS) is based on a simple concept
Assess the hazards of the job area before starting any that employees have both a need and a right to know the
assignment and plan the job so that the work can be done hazards and identities of the chemicals to which they are
safely. exposed. There are two primary means of communicating a
Manage any situations that affect your ability to do the job chemicals hazards: the container label and the Safety Data
safely. Sheet (SDS).
Continuously evaluate conditions that affect your ability to do
the job safely.
Use the correct tools and use them safely.

7
Container labels contain a product identifier to align with the Accidental release measures
SDS and the chemical inventory list. The label will also contain Handling and storage
universally recognized words and symbols that are meant to Exposure control/personal protection
quickly communicate information about a chemicals potential Physical and chemical properties
hazards and precautions to take when handling the chemical. Stability and reactivity
Shipping labels contain the same information. Toxicological information
Ecological information
Each SDS is required to contain 16 sections of specific chemical
Disposal considerations
hazard information:
Transport information
Identification Regulatory information
Hazard(s) identification Other information
Composition/ingredients All of the information on the SDS must be in English and readily
First-aid measures accessible to employees working with or near the hazardous
Firefighting measures chemical.

SAMPLE

1. Product Identifier: how the hazardous chemical is identified.


2. Signal Word: used to indicate the relative level of severity of the hazard and alert the reader to a potential hazard on
the label. There are only two signal words within a specific hazard class, Danger and Warning. Danger is used for
the more severe hazards and Warning is used for the less severe hazards.
3. Pictogram: graphic symbols used to communicate specific information about the hazards of a chemical. See chart for
definitions.
4. Hazard Statements: describe the nature of the hazard(s) of a chemical, including, where appropriate, the degree of
hazard.
5. Precautionary Statements: describe recommended measures that should be taken to minimize or prevent adverse
effects resulting from exposure to the hazardous chemical or improper storage or handling.
6. Name, Address, and Telephone Number: of the chemical manufacturer, importer, or other responsible party.

8
PICTOGRAM HAZARD DEFINITIONS

Health Hazard Flame Exclamation Mark


Carcinogen Flammables Irritant (skin and eye)
Mutagenicity Pyrophorics Skin Sensitizer
Reproductive Toxicity Self-Heating Acute Toxicity
Respiratory Sensitizer Emits Flammable Gas Narcotic Effects
Target Organ Toxicity Self-Reactives Respiratory Tract Irritant
Aspiration Toxicity Organic Peroxides Hazardous to Ozone Layer
(Non-Mandatory)

Gas Cylinder Corrosion Exploding Bomb


Gases Under Pressure Skin Corrosion/Burns Explosives
Eye Damage Self-Reactives
Corrosive to Metals Organic Peroxides

Flame Over Circle Environment (Non-Mandatory) Skull and Crossbones


Oxidizers Aquatic Toxicity Acute Toxicity (fatal or toxic)

Upon placement, the customer will provide the site-specific HCS To protect personnel working on equipment, locks or tags are used
training. The training must include: to prevent the device from being accidentally turned on. This
procedure is called lockout/tagout. Never attempt to start or
Where hazardous chemicals are present;
operate a piece of equipment or machinery with a lock or tag on it.
The location and availability of the written program, the
chemical inventory list(s), and safety data sheets; Kelly employees are prohibited from locking or tagging out
Methods and observations that may be used to detect the machinery or equipment unless they have been specifically
presence or release of a hazardous chemical in the work area; authorized and trained to do so by the customer, and they have
The measures employees can take to protect themselves from received approval from their Kelly Representative.
these hazards; Personal Protective Equipment
The details of the hazard communication program developed
Some job functions may require the use of personal protective
by the customer.
equipment (PPE). PPE is designed to protect you from serious
Machine Guarding workplace injuries or illnesses resulting from contact with
Equipment with moving parts can be hazardous if proper chemical, biological, physical, electrical, mechanical, or other
guarding is not in place or related work procedures are not workplace hazards.
followed. Examples of guarding methods are barrier guards, Examples of PPE include:
two-hand tripping devices, and electronic safety devices.
Hard hats
One or more methods of machine guarding will be provided, as Aprons and smocks
appropriate and necessary, to protect you and your co-workers Safety glasses
from hazards such as those created by point of operation, Gloves
ingoing nip or pinch points, rotating parts, flying chips, and Ear plugs or muffs
sparks. These guards must always be in place when the Safety shoes or boots
equipment is operating. If you notice guards missing or feel the Respirators, face masks, and face shields
guarding is inadequate, immediately notify your customer
If your job function requires the use of PPE, the customer will
supervisor and your Kelly Representative.
provide additional information, including training on how to
The Control of Hazardous Energy (Lockout/Tagout) properly use and maintain it. If you are asked to use PPE that
The customer may sometimes shut down machinery or equipment you are unsure about, notify your customer supervisor and/or
for maintenance or repair to ensure efficient operation. Often, the your Kelly Representative.
maintenance or repair technician may not be visible to you.

9
Fall Protection Bloodborne Pathogens
Falls are among the most common causes of serious work Bloodborne pathogens are microorganisms such as viruses or
related injuries and deaths. We expect our customers to design bacteria that are carried in blood and can cause disease. There
the work place to prevent employees from falling off of are many different bloodborne pathogens, but Hepatitis B and
overhead platforms, elevated work stations or into holes in the HIV (the virus that causes AIDS) are the two diseases of which
floor and walls. OSHA requires that fall protection be provided you should be especially aware.
at elevations of four feet in general industry workplaces. In
Any worker who may come in contact with blood, other bodily
addition, OSHA requires that fall protection be provided when fluids, or needles is at risk, including nursing staff, lab workers,
working over dangerous equipment and machinery, regardless
doctors, and even janitors or other housekeeping staff. If there is
of the fall distance. To prevent employees from being injured a reasonable likelihood you may be exposed to bloodborne
from falls, the customer must provide you: pathogens while performing your normal job tasks, you will be
Guards around every floor hole into which a worker can offered the Hepatitis B vaccination (free of charge) and receive
accidentally walk (using a railing and toe-board or a floor hole additional training and information from the customer.
cover) Sometimes, however, it cannot be anticipated that an
Rails and toe-boards around every elevated, open-sided assignment may involve potential exposure. If this happens,
platform, floor or runway inform your customer supervisor and Kelly Representative to
Guardrails and toe-boards to prevent workers from falling, ensure you receive the necessary training, vaccinations, and
regardless of height, into or onto dangerous machines or personal protective equipment.
equipment (such as a vat of acid or a conveyor belt)
Other means of fall protection and associated training, that Emergency Action Plan
may be required on certain jobs, including safety harness and One of the first things you should do at the beginning of every
line, safety nets, stair railings and hand rails new assignment is familiarize yourself with the location of
If asked to work at heights without fall protection, immediately emergency exits, evacuation procedures, and available shelter
notify your customer supervisor and your Kelly Representative. areas. The customer will provide site-specific training regarding
their Emergency Action Plan and the procedures to be followed
Powered Industrial Vehicles
in the event of a fire, severe weather (e.g., tornado, hurricane),
In addition to machinery, powered industrial vehicles (PIVs) may
chemical spill, or any other event deemed an emergency.
be used to transfer materials throughout a facility. A PIV is any
powered vehicle used to carry, push, pull, lift, or stack materials. Fire extinguishers, first aid kits, and other emergency equipment
Examples of PIVs include forklifts, hi-los, fork trucks, tractors, may be provided, but keep in mind that use of this equipment
platform lift trucks, and motorized hand trucks. requires appropriate, site-specific training. If you have questions
or do not understand any of the emergency procedures or
When walking through a facility, it is important to be aware of
equipment, ask your customer supervisor for further assistance
PIVs at all times. Use pedestrian walk ways when provided.
or information.
Before stepping out from aisle ways, between equipment, or
from blind corners, check both ways and use convex mirrors if Reporting Workplace Injuries and Illnesses
available to make sure the path is clear. While Kelly and our customers are committed to providing you
Never operate a PIV unless it has been approved by your Kelly with a safe workplace, injuries sometimes occur. If you are
Representative, and you have been properly trained by the injured on the job, keep these points in mind to ensure you
customer. Prior to operating any PIV, the customer must provide receive the best possible care.
formal and practical training. In addition, the customer must We encourage all employees to immediately report any injury
evaluate the operators performance and conclude that the or illness, no matter how minor, to both the customer
operator can competently and safely operate a powered supervisor and your Kelly Representative. You will not be
industrial vehicle. discharged by Kelly or in any manner discriminated against by
If you are a trained PIV operator, travel at safe speeds suitable Kelly for reporting work-related injuries or illnesses.
to the surroundings and the type of load you are carrying. Also, If you require medical attention, arrangements will be made
watch for pedestrians. Slow down and sound your horn at cross for you to receive appropriate medical care.
aisles and other locations where your vision is obstructed. You have the right to copies of your injury and illness records.
If you need copies, please notify your Kelly Representative.
Confined Spaces
Kelly knows how important it is for you to return to productive
Many workplaces contain spaces that are considered confined
work after an injury or illness, and we are committed to working
because they hinder or limit the activities of employees who
closely with you, the customer, and your healthcare provider to
must enter, work in, and exit them. Tanks, vessels, silos, storage
get you back to work as soon as appropriate.
bins, hoppers, vaults, and pits are examples of confined spaces.
Because of the potential hazards, unless specific permission is Safety is everyones responsibility. By working together, we can
received from appropriate Kelly management, Kelly employees reach our goal of an accident-free work environment.
are prohibited from entering confined spaces. If asked to enter a
confined space, inform the person that you are not allowed to
enter confined spaces and contact your Kelly Representative
immediately.

10
Policies
Business Conduct and Ethics advancement, discharge, compensation, training, or other terms,
conditions, and privileges of employment.
Every employee is expected to follow all Kelly policies and
Kelly Services will seek to provide reasonable accommodations to
procedures, as well as those of any Kelly customer to whom they
individuals with disabilities, unless to do so would cause undue
are assigned. Additionally, every employee is expected to abide
hardship. Accommodations related to pregnancy, childbirth, and
by the law and to act with the highest level of ethics, honesty,
lactation would also be considered within this policy. An
and integrity.
applicant or employee in need of a reasonable accommodation
Kelly has adopted a Code of Business Conduct and Ethics that is should promptly provide notice to their Kelly Representative, so
intended to help identify and resolve ethical issues, deter that the individual and Kelly can work together to arrive at a
wrongdoing, provide mechanisms to report and prevent reasonable accommodation, if such exists. Kelly Services will not
dishonest or unethical conduct, and help foster a culture of deny employment opportunities based on the need to make
honesty and accountability. For a complete copy of our Business reasonable accommodations related to a disability or pregnancy.
Conduct and Ethics, visit myKelly.com or contact your Kelly
Representative. Pay Policy
Reporting Dishonest or Unethical Behavior Kelly is committed to paying our employees timely, accurately,
Kelly has established a reporting system that enables our and in compliance with all state and federal laws, including, when
employees to report any suspected violations of the Code. This applicable, the overtime pay requirements and salary pay
system, which is administered by a third party, allows users to requirements of the Fair Labor Standards Act (FLSA). Employees
remain anonymous and all reports are kept confidential. You may exempt from overtime will be notified. Contact the Employee
contact the Kelly Services Business Conduct and Ethics Reporting Service Center at 866-KELLY-4U (866-535-5948) regarding pay-
Program at 877-978-0049 (24/7 access) or submit your report related inquiries.
online at www.integrity-helpline.com/kellyservices.jsp. Please Kelly will not discharge or in any other manner discriminate
refer to the Reporting Dishonest or Unethical Behavior section against employees or applicants because they have inquired
of the Code for more information about the reporting resources. about, discussed, or disclosed their own pay or the pay of
another employee or applicant. However, employees who have
Human Trafficking Policy access to the compensation information of other employees or
Kelly has a zero-tolerance policy against all forms of human applicants as a part of their essential job functions cannot
trafficking and related activities. Kelly is committed to globally disclose the pay of other employees or applicants to individuals
protecting against trafficking in any persons, including employees who do not otherwise have access to compensation information,
and candidates. Please refer to Kellys Policy Statement regarding unless the disclosure is (a) in response to a formal complaint or
Human Trafficking on myKelly.com. charge, (b) in furtherance of an investigation, proceeding,
hearing, or action, including an investigation conducted by Kelly,
Equal Employment Opportunity and or (c) consistent with Kellys legal duty to furnish information.
Affirmative Action Policy Statement Time Recording
It is the policy of Kelly Services to provide equal employment
Employees must record all actual hours worked, no more and no
opportunity in recruitment, selection, training, compensation,
less. This may include recording and reporting time for activities
promotion, job transfer, and assignments. These opportunities
such as logging on to a customers system, putting on/taking off
and other conditions of employment are extended to qualified
protective gear, etc. When submitting your total hours worked to
applicants and employees regardless of an individuals race,
Kelly, be sure to include daily and meal in/out times (where
color, sex, pregnancy, age, religion, national origin, genetics,
available) and also submit your time to Kelly within the time
sexual orientation, gender identity/expression, disability, veteran
requirements. If instructed not to record or report all actual
and military status, and/or other protected categories under
hours worked, for any reason, you must immediately notify the
applicable laws and further, to take affirmative action to employ
Employee Service Center at 866-KELLY-4U (866-535-5948).
and advance in employment qualified minorities, women,
disabled persons, veterans1, and disabled veterans. Some states have strict laws regarding taking meal and rest
periods. If your meal or rest period is interrupted or missed and
It is also the policy of Kelly Services to make reasonable
you are unable to record and report all actual hours worked, you
accommodations for qualified persons with disabilities, including
must immediately notify the Employee Service Center at
disabled veterans, and to extend employment opportunities to
866-KELLY-4U (866-535-5948). Refer to myKelly.com for a listing
such persons.
of states with specific meal or meal and rest period requirements.
Accommodation Policy Family and Medical Leave Policy
It is the policy of Kelly Services to comply with all applicable
federal and state laws concerning the employment of persons Your Rights
with disabilities. Consistent with that commitment, it is Kellys The Family and Medical Leave Act of 1993 (FMLA), as amended
policy not to discriminate against qualified individuals with requires Kelly to provide up to 12 weeks of unpaid, job-protected
disabilities in regard to application procedures, hiring, leave to eligible employees for certain family or personal
medical/military reasons.
FMLA rights and responsibilities provided to you and Kelly are as

1 The term protected Veterans, as applicable in this policy, includes disabled veterans, recently 11
separated veterans, active duty or wartime campaign badge veterans, Armed Forces service medal
veterans, pre-Jobs for Veterans Act (JVA) veterans, as defined by the Vietnam Era Veterans
Readjustment Assistance Act (VEVRAA).
follows: requested. Kelly may require recertification periodically during a
leave, which is at your expense. Kelly may also request 2nd
Employee Eligibility Criteria and Amount of Leave
medical opinions at its expense. If the 1st and 2nd medical
You are eligible for leave if you have worked for Kelly for at least opinions differ, Kelly may request a 3rd medical opinion. If a 3rd
12 months, worked 1,250 actual hours during the previous 12 medical opinion is requested, it will be provided by a health care
months, and work at a location where Kelly employs 50 or more provider jointly selected by the employee and Kelly and will be
employees within 75 miles. Kelly provides eligible employees binding. In addition, Kelly requires a fitness for duty statement
with up to 12 weeks of unpaid, job-protected leave in a rolling regarding your own serious health condition before you can
12-month period measured backward from the date the return to work, indicating whether you are fit to return to work
employee uses any FMLA leave and maintains health care and can perform all essential job functions.
benefits (if applicable) during the 12 weeks of authorized leave.
Employees eligible for Military Family Leave may receive up to 26 Certification for Qualified Exigency and Injured Service
weeks of unpaid, job-protected leave on a 1 time per injury only Member Leave
basis. If you are requesting leave for a qualified exigency or care for an
injured service member, certification forms are also required.
Approved Reasons for Family Medical Leave
Birth of your child, care for your newborn following birth, or Application of Pay
placement of a child with you for adoption or foster care. This FMLA Leave is unpaid. Paid time under any leave for workers
leave must take place within 1 year of your childs birth or compensation and, for eligible employees, under Kellys short
placement. term disability and/or long term disability will apply as part of the
Care for your spouse, child, or parent who has a serious health 12 week period when you are taking medical leave. For eligible
condition. employees, any accrued paid time off (PTO) may be used for
Your own serious health condition making you unable to otherwise unpaid FMLA leave, provided that you comply with
perform your assigned job. PTO policy requirements. The application of paid leave time and
Military Family Leave to care for a service member with a paid time off for unpaid leave time does not extend the 12 week
serious illness or injury who is a current member of the Armed (or where applicable, the 26 week) leave period.
Forces and who is the employees spouse, son, daughter,
parent or the employee is next-of-kin or to care for a covered Job and Benefits Protection
veteran with a serious illness or injury (incurred or aggravated Kelly will reinstate you to the assignment you held before your
in the line of active duty in the Armed Forces) who is the leave or to an equivalent assignment with equal pay and other
employees spouse, son, daughter, parent or the employee is terms and conditions of employment, subject to applicable
next-of-kin, when the veteran was a member of the Armed exceptions, including but not limited to when the assignment
Forces at any time during the period of five years preceding would have naturally ended while you were on leave. In that
the date on which the veteran underwent medical treatment, event, Kelly will attempt to place you in a new assignment when
recuperation, or therapy for a serious injury or illness. Such you are ready to return to work. You have no greater rights to
leave may be taken up to 26 weeks in a single 12-month reinstatement or to other benefits and conditions of employment
period, which begins on the first day the Employee takes leave than if you had not taken FMLA leave. Any benefits or health
for this purpose and ends 12 months after that date. coverage you receive through Kelly or on a specific customer
For Qualifying Exigencies arising out of the fact that the assignment continue throughout your FMLA leave for up to 12
employees spouse, son, daughter, or parent is on covered weeks. During the period of the FMLA leave employees are
active duty (or has been notified of an impending call or order responsible for paying their portion of the health care benefits.
to active duty) in the Regular Armed Forces, National Guard or Intermittent or Reduced Schedule Leave
Reserves in a foreign country under a federal call or order.
Intermittent or reduced-schedule FMLA leave may be available
Notice Requirements under the following circumstances:
If the need for leave is foreseeable, you must notify your Kelly 1. When medically necessary due to your own serious health
Representative 30 days prior to taking leave to ensure staffing condition, or to care for a seriously ill spouse, parent, or child
needs can be met. When the leave is not foreseeable, give notice or
as soon as practicable, usually the same day or the next business 2. Related to either type of military family leave. Intermittent
day the employee learns of the need for leave. Failure to provide FMLA leave for any reason, including planned medical
such notice may result in delay or denial of leave and may result treatment, must be scheduled to create minimum disruption
in adverse employment actions. You must follow Kellys regular to your position.
attendance call-in policy and procedures to report an
unforeseeable FMLA absence. Absent unusual circumstances, the Failure to Return to Work
employee must follow these procedures when requesting FMLA Kelly may recover the portion of health care premiums it paid
leave. during the FMLA leave (if applicable) if you fail to return to work
from a FMLA, unless you cannot return to work because of the
Medical Certification/Second and Third Opinions for continuation, recurrence, or onset of a serious health condition
Employee Medical and Family Medical Leave for either you or a qualifying family member, or other
Kelly requires medical certification to support a leave request circumstances beyond your control. This does not include a
based on a serious health condition. Certifications must be parents decision to remain at home with a healthy child beyond
provided within 15 calendar days of the date FMLA certification is the 12-week FMLA leave period.
12
Coordination with Other Leaves/Laws Below are definitions of sexual and other forms of harassment, as
Any form of leave, whether paid or unpaid, taken for a FMLA well as examples of conduct that may constitute harassment.
qualifying reason will run concurrently with available FMLA leave (These lists are examples only; they are not all-inclusive.)
(e.g., workers compensation lost time taken for FMLA qualifying Sexual harassmentSexual harassment is unwelcome sexual
reasons will be counted toward the 12-week maximum FMLA advances, requests for sexual favors, or other verbal or physical
leave). A FMLA leave will run concurrently with any type of leave conduct of a sexual nature, when submission to such conduct is:
provided under applicable state/local laws if permitted by law. a) made a condition of employment, b) made the basis for
The FMLA does not supersede any state or local law which employment decisions, or c) unreasonably interferes with an
provides greater leave rights, and an employee will receive all individuals ability to perform their job duties or otherwise
benefits and protections to which an employee is entitled under creates an offensive or hostile working environment.
any and all applicable leave laws. Please contact your Kelly
Representative with questions about state or local laws, policies, Examples of sexual harassment include:
or for more information. Unwanted physical touching
FMLA Protections Telling sexually explicit jokes or stories
Kelly may not interfere with, restrain, or deny you the ability to Making lewd or offensive comments or gestures
exercise FMLA rights. Kelly may not terminate or discriminate Displaying sexually suggestive objects, cartoons, or pictures
against you for doing so, for opposing an unlawful FMLA practice Sending sexually explicit messages by letters, notes, electronic
or for involvement in a FMLA-related proceeding. Please bring mail, or phone
any FMLA-related concerns to your Kelly Representative Making offensive comments about an employees body,
promptly. To contact Kellys FMLA Department, call 855-674- physical appearance, or clothing
4643 or e-mail FMLArequests@kellyservices.com. Using terms of endearment (e.g., dear or sweetheart)
when referring to employees of one gender
The U.S. Department of Labor is authorized to investigate and Repeatedly asking a co-worker or subordinate for a date or
resolve complaints of violations. An eligible employee may bring meeting outside of working hours after they have indicated an
a civil action against an employer for violations. For more unwillingness to go
information, contact the Department of Labor at dol.gov.
Other Forms of Harassment
Secondary Employment Other forms of harassment include offensive comments or
conduct pertaining to a persons race, ethnicity, religion, creed,
Employees are allowed to engage in outside work, as long as it ancestry, national origin, age, physical or mental disability, sexual
does not interfere with scheduled hours (including overtime and orientation, gender identity/expression, marital status, or
on-call time), adversely affect job performance or ability to fulfill veteran status.
responsibilities to Kelly or its customers, or represent a conflict of
interest (e.g., working for a competitor, performing services for a Examples of other forms of harassment include:
customer on non-working time, or using Kellys information, Making gestures, threats, derogatory comments, or slurs that
resources, or techniques). Employees must inform a Kelly may be offensive to individuals in a particular group
Representative if they have employment outside of Kelly. Bullying behavior that is threatening, intimidating, verbally
Secondary employment will not be considered an excuse for poor abusive, or results in other disruptive actions in the workplace
job performance, absenteeism, tardiness, leaving early, refusal to Displaying derogatory objects, photographs, cartoons,
travel, or refusal to work overtime or different hours. If you have calendars, or posters
accepted secondary employment, you are not eligible for pay Sending messages by letters, notes, electronic mail, or phone
continuation or a leave of absence when the absence is used to that may be offensive to individuals in a particular group
work at the secondary job, or is a result of an injury sustained on Responsibilities of Kelly Employees
that job (except as required by law). Fraudulent statements of All Kelly employees are expected to help ensure the work
unavailability will be cause for disciplinary action, up to and environment remains free from harassment. Any employee who
including termination of employment. believes they are being subjected to harassment, or who
witnesses the harassment of or by another employee, has the
Anti-harassment Policy and Reporting responsibility to promptly report the matter through one of the
Procedure means identified in the following Reporting Incidents of
Harassment section.
Kelly is committed to maintaining a work environment that is
free from harassment. Kelly will not tolerate harassment of or by Reporting Incidents of Harassment
its employees. All employees are expected to help ensure the Report incidents of harassment using one of these methods:
work environment remains free of harassment.
Contact the Kelly Services Business Conduct and Ethics
Reporting Program: 877-978-0049 (24x7 access) or submit
your report online at www.integrity-
Definitions and Examples of Harassment
helpline.com/kellyservices.jsp.
The term harassment is used in this policy to refer to sexual Contact your Kelly Representative.
harassment as well as other forms of harassment. Contact the Human Resources Representative who supports
your location.

13
The name and phone number of the Human Resources To Provide Proof of Employment and/or Income:
Representative can be obtained from your Kelly 1. Let the verifier requesting your proof of employment
Representative, the Human Resources department at and/or income know that Kelly uses The Work Number
Corporate Headquarters, or the Kelly Business Conduct and and provide the following:
Ethics Reporting Hotline. The Work Number Access Options:
Upon learning of a situation that may violate this policy, Kelly will - Online: theworknumber.com
conduct a prompt investigation. All information regarding the - Phone: 800-367-5690
alleged harassment will be kept as confidential as permitted by (Government assistance and social services agencies
the investigation process. should instead call 800-660-3399)
Your Social Security Number (SSN)
If it is determined that a violation of this policy has occurred, The appropriate Employer Code(s):
Kelly will take appropriate steps, which may include disciplinary Note: If youve worked for more than one Kelly entity, you
action up to, and including, termination of employment. In will need to provide the Employer Code for each entity (to
addition, Kelly will not tolerate retaliation against an employee determine Kelly entity, refer to your wage statement or
for making a complaint or cooperating in an investigation. W-2):
Employees in California, Maine, Massachusetts, Rhode Island, - Kelly Services, Inc.: 11336
and Vermont may also contact your regional, state, or federal - Kelly Services Global, LLC: 17720
agency. Contact information will be provided to you by your Kelly - Kelly Services USA, LLC: 17722
Representative. 2. If your verifier is requiring permission to access your
income data and asks for a Salary Key:
Military Leave Policy Go to theworknumber.com/employee.
Select the correct Company Name or use the appropriate
Kelly supports the rights of its employees to serve in the U.S.
Employer Code.
Armed Services. Kelly employees who undertake military service
will be eligible for military leave of absence from Kelly with all re- Note: If you worked for multiple Kelly entities, you will need
employment rights, and right to be free from discrimination and to go through these steps for each entity.
retaliation, established under federal and state laws. For a Sign in using your SSN.
complete copy of the Military Leave of Absence Policy, refer to Enter your PIN (last 4 digits of your SSN).
myKelly.com or contact your Kelly Representative. Select the option to obtain a Salary Key (which is used to
authorize the release of salary information and is unique
Internal Dispute Resolution to each request).
Kelly encourages all employees to approach their immediate Create the Salary Key.
Kelly Supervisor or Kelly Manager with any issues or concerns. If Write down the Salary Key number assigned to you and
the matter is not resolved in a timely or satisfactory fashion by provide it to the verifier.
those individuals, employees should contact their Kelly Human Note: If you have worked for more than one Kelly entity,
Resources Representative or the Kelly Business Conduct and you will need to obtain a separate Salary Key for each
Ethics Reporting Program at www.integrity- Employer Code (refer to the Employer Code list above).
helpline.com/kellyservices.jsp or 1-877-978-0049. In the unlikely
3. If you want to review your data or create an Employee
event the matter is still unresolved, employees may proceed to
Data Report, visit theworknumber.com/employee or call
file a demand for arbitration.
800-367-2884.
Employment and Income Verification To create an Employee Data Report:
Policy Log in under the appropriate Employer Code as noted
above.
Kelly offers its employees an automated employment and
Select the Employer Data Report link option.
income verification process through The Work Number. The
Enter your Social Security Number (SSN).
Work Number reduces the verification and lending processing
Enter your PIN (The last four digits of your SSN).
time, resulting in faster, less complicated loan, employment, and
On the home page, click Request Instant Online Report.
social services approvals.
Select your state and reason for request.
When asked to provide employment or income verification for a Select Get Instant Online Report.
lending institution, property manager, or other business, follow
the appropriate steps below. The verifier will have instant access Weapons Policy
to your employment and/or income verification. Unless otherwise prohibited by state laws, it is the policy of Kelly
If you have any questions while using The Work Numbers site or that weapons of any kind, whether or not concealed, are
if you do not have access to a computer, contact The Work prohibited on Kellys or its customers premises. Employees who
Number Client Service Center at 800-996-7566 (Voice) or carry a weapon on these premises are subject to immediate
800-424-0253 (TTY-Deaf), Monday Friday, 8:00 a.m. 7:00 p.m. termination of employment. If you require further clarification of
Eastern Time. Kellys Weapons Policy, please contact Global Security and
Investigations at 248-244-4180.

14
Workplace Violence Policy workers, and significantly reduced coordination, concentration,
memory, and reflexes.
Kelly is committed to providing a safe and secure work
environment free from violence, threats, intimidation, and Violation of this policy may result in disciplinary action up to, and
harassment. Threats, threatening behavior, or acts of violence including, termination of employment.
directed toward Kelly employees, customers, or visitors while on Additionally, Kelly will report to law enforcement authorities
Kelly or its customers premises are not tolerated. illegal drug-related employee activities that occur on Kelly or its
Employees violating any terms of this policy may be subject to customers premises, and will cooperate with any criminal
disciplinary action up to, and including, termination of investigation of such activities. In addition, Kelly requires
employment and/or pursuit of criminal prosecution or civil employees to provide notice to their Kelly Representative within
remedies. five days of conviction for a criminal drug-related offense.

Employees are responsible for promptly reporting any For a complete copy of the Kelly Drug-Free Workplace and
inappropriate, alarming, threatening, or violent behaviors in Substance Abuse Policy, contact your Kelly Representative or visit
which they have been involved, witnessed, or learned of having myKelly.com.
occurred, regardless of the nature of the relationship between Getting Help With a Substance Abuse Problem
those involved.
To get help with a substance abuse problem, contact the
Employees who have obtained or applied for a protective or National Center for Substance Abuse Treatment at
restraining order that lists Kelly or its customers premises as 800-662-HELP (800-662-4357) or drugfree.org.
protected areas must notify their Kelly Representative. Kelly does
Representatives will provide information regarding local
not discriminate against victims of domestic/family violence,
counseling programs. Discussions will be kept confidential.
sexual assault, stalking and the like and is committed to providing
Listings for organizations such as Alcoholics Anonymous,
reasonable security accommodations and leave for such
Narcotics Anonymous, and Cocaine Anonymous can be found in
individuals. For employees in certain municipalities, Paid Sick and
most local phone books under Alcoholism and Drug Abuse. Local
Safe Time may be applicable in such situations.
health departments, hospitals, mental health centers, and social
Reporting Incidents of Workplace Violence service agencies can also provide assistance with substance
When an immediate threat to your safety or the safety of abuse problems.
others exists, contact local law enforcement authorities. An Employee Assistance Program (EAP) is available to employees.
In the event of a medical emergency, seek first aid or medical Visit myKelly.com for more information.
assistance.
Report all incidents to your Kelly Representative, immediate Information Security Policy
supervisor, Human Resources, or the Kelly Services Business
Kelly is committed to safeguarding the integrity and
Conduct and Ethics Reporting Program: 877-978-0049.
confidentiality of our information and information systems, as
Note: All employees can be assured of confidentiality when well as those entrusted to us by our customers and suppliers. As
reporting an incident to their Kelly Representative, immediate a condition of employment, employees are expected to
supervisor, Human Resources, or the Kelly Services Business safeguard these systems from unauthorized use, disclosure,
Conduct and Ethics Reporting Program. modification, destruction, or loss.

Drug-free Workplace and Substance All information created, stored, or transmitted on Kelly or its
customers systems is the property of Kelly or its customers.
Abuse Policy
Definitions
Kelly believes a drug-free work environment is vital to the safety
and well-being of our employees and fully endorses the federal Information is any form of data created, stored, or transmitted
Drug-Free Workplace Act of 1988 and similar state and local laws. electronically or in paper format.

It is our policy that all employees must agree to maintain a Information systems are assets, such as computer hardware,
workplace free from illegal drug-related activities. computer files and records, software, magnetic media, and
internal/external communication systems.
Employees are prohibited from being under the influence of
controlled substances at all times during work hours. Controlled Employee Responsibilities
substances include alcohol, inhalants, prescription drugs not Employees must keep their passwords confidential and must
legally obtained, and prescription drugs not being used for not share their passwords with others. Employees will be held
prescribed purposes, in prescribed amounts, or by the person for accountable for all actions performed with their User ID and
whom they were prescribed. password.
Employees will not use Kelly or its customers information
Kelly prohibits the illegal use, possession, sale, exchange, or systems to communicate, input, or access language or images
manufacture of controlled substances and drug paraphernalia on that may be considered offensive or demeaning to any
Kelly or its customers premises, in a Kelly- or customer-supplied individual.
vehicle, or in any connection with ones employment with Kelly.
The dangers of drug use in the workplace include impaired job
performance and judgment, risk to the health and safety of co-
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Employees will use Kelly or its customers information systems An individual may be granted reasonable access to their personal
for business purposes only, and will not use them for information to correct or update it as appropriate.
inappropriate purposes such as but not limited to illegal
Kelly is prepared to respond to any questions regarding the use
activity, gambling, soliciting or selling personal products, or
of personal information. We will fully cooperate with the Federal
engaging in commercial activities other than those expressly
Trade Commission and local data protection authorities when
permitted by Kelly or the customer.
requested to do so. Additionally, Kelly will conform to the
Employees will not duplicate, delete, or disclose Kelly, or its
appropriate privacy requirements of our customers.
customers proprietary or confidential information, or remove
information or information systems without the proper For a complete copy of the Kelly Privacy Statement, visit
authorization. myKelly.com or contact your Kelly Representative.
Employees will not circumvent any IT or information security
control put into place by Kelly or its customer. Assignment Information and
Employees will follow information security-related policies of
the customer with which they are assigned. Employment Termination Policy
Within 48 hours of completion of each assignment, please notify
Employees will not be afforded privacy when using Kelly or its
Kelly of your availability for work. You are responsible for
customers information systems. All electronic files and email
maintaining weekly contact with Kelly; failure to contact Kelly
sent, received, or stored in Kelly or its customers information
may affect your eligibility for unemployment benefits. Once 14
systems are the property of Kelly or its customer. Kelly reserves
days have passed after your last day worked, your employment
the right to monitor, audit, and terminate employees access to
with Kelly will be terminatedunless you are placed on another
information and information systems at any time without notice.
assignment. This does not apply if you are on a qualified leave of
Employees violating any terms of this policy may be subject to absence or to those on assignment with certain designated
disciplinary action up to, and including, termination of customers. Your Kelly Representative will help you determine if
employment and/or pursuit of criminal prosecution or civil you meet these criteria. This does not alter the at-will nature of
remedies. your employment, as such employment may still be terminated
at any time, and the terms and conditions of employment may be
Report suspected violations of the Information Security Policy to
changed without notice. You may be eligible for reemployment
your Kelly Representative or the Kelly Services Business Conduct
after termination of employment.
and Ethics Reporting Program at 877-978-0049.
Kelly may offer you assignments for varying lengths of timeyou
Social Media Policy retain the right to reject any offer of assignment. When an
To protect Kelly, our customers, and other parties with whom we assignment ends, Kelly will attempt to place you on another
do business, Kelly has adopted rules of permissible and assignment, however there will typically be periods during which
prohibited conduct regarding employee use of social media no offer of assignment or employment is made.
networks. You are expected to observe this policy when using
social media sites. Your failure to comply with these rules may Anti-Retaliation Policy
result in disciplinary action up to and including termination of Kelly is committed to providing a work environment that
employment, subject to applicable law. For a complete copy of encourages employees to have an open and direct working
Kellys Social Media Policy, contact your Kelly Representative or relationship with their Kelly representative. Employees are
visit myKelly.com. encouraged to approach their Kelly representative or other
member of the Kelly team with any issues or concerns.
Smoking Policy Kelly will not discharge, discipline, or otherwise retaliate against
Employees must comply with smoking policies and any state or employees who engage in legally protected activities under
local regulations at all customer locations. Direct questions about federal, state, or local law, including the National Labor Relations
customer-specific smoking policies or regulations to the Act. Such activities include discussing wages, benefits, or terms
customer to whom you are assigned. and conditions of employment, or raising complaints about
working conditions for their and their fellow employees' mutual
Privacy Statement aid or protection.
Kelly is committed to maintaining the privacy and security of the
personal information of our customers, applicants, and Relationships Policy
employees. To avoid perceptions of favoritism, conflicts of interest, lack of
Kelly will collect, use, store, transfer, and purge personal confidentiality, unfair treatment, or potential liability, employees
information for employment-related purposes only. may be required to comply with customer conflict of interest and
relationship policies. Consult your Kelly representative for more
Kelly does not sell or trade personal information, and we will information on a customers policies.
disclose it only in order to facilitate your employment, or when
required by law. Additional Policies
Kelly, or its representative(s), protects personal information from Kelly complies with all applicable local, state, and federal
misuse, alteration, unauthorized access, destruction, or employment laws. Please contact your Kelly Representative if you
disclosure. need further information.
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A Final Note
We want to provide you with the opportunities you need to further your personal and professional goals. If questions arise, or if you
need more information or guidance, please feel free to visit myKelly.com or contact your Kelly Representative.
Kelly reserves the right to interpret, modify, or discontinue policies or perks at any time without prior notice. It is your responsibility to
become familiar with the contents of this handbook. You may receive a printed copy of this handbook at the onset of your
employment; however, it is your responsibility to speak with your Kelly Representative to ensure that you are referencing the most
current version.
Thank you for choosing Kelly and sharing your skills and talent with us. We believe our employees are the best in the world.

Our Vision
To provide the worlds best workforce solutions

Our Character
We are authentic, the industry founder. We believe in relationships, not transactions. We value teamwork,
realizing that we are stronger together than as individuals. We take seriously the promises we make. We are
passionate, dedicated and driven to excel. With us it has never been about being the biggest. It has always been
about being the best and doing the right thing.
At our core, we are a community. Each day we welcome into our community the varied talents of all people who
embrace our culture of service, teamwork and integrity. We offer the opportunity to work with the best companies
in the world, and to make a difference in the communities in which we live and work.

Our Values
We are judged, collectively and individually, by the return we provide to our shareholders.
We choose to provide that return with the following values:
We are personally responsible for our actions, outcomes and reputation.
We build strong relationships and create Kelly advocates for life.
We own and resolve customer and candidate issues with urgency.
We treat every customer, employee and supplier with respect and integrity.
We continuously seek opportunities to innovate and improve the Kelly experience.

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myKelly.com is your online connection to manage your
employment with Kelly. The site offers career advice, job
opportunities, training, employee perks, and so much
more!. Visit myKelly.com today!

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2017 Kelly Services, Inc. Supply #126/126e R5/17