EMPLOYEE MANUAL

Revised May 29, 2012

TABLE OF CONTENTS

SECTION 1 – INTRODUCTION

1.1 Changes in Policy

1.2 Employment Applications

1.3 Employment Relationship

SECTION 2 – DEFINITIONS OF EMPLOYEE

STATUS

2.1 “Employees” Defined

2.2 Introductory Period for New

Employees

2.3 Levels of Employment Positions

2.4 Responsibilities Per Position

2.5 List of Cleaning Supplies and

Equipment

SECTION 3 – EMPLOYMENT POLICIES

3.1 Non-Discrimination

3.2 Non-Disclosure/Confidentiality

3.3 New Employee Orientation

3.4 Introductory Period for New

Employees

3.5 Transportation and Parking

3.6 Office Hours

3.7 Lunch Periods

3.8 Break Periods

3.9 Personnel Files

3.10 Personnel Data Changes

3.11 Inclement Weather/Emergency

Closings

3.12 Performance Review

3.13 Outside Employment

3.14 Corrective Action

3.15 Employment Termination

3.16 Safety

3.17 Health Related Issues

3.18 Employee Requiring Medical

Attention

3.19 Building Security

3.20 Insurance on Personal Effects

3.21 Supplies/Expenditures/Obligating

the Company

3.22 Expense Reimbursement

3.23 Visitors in the Workplace

SECTION 4 – STANDARDS OF CONDUCT

4.1 Attendance/Punctuality

4.2 Absence Without Notice

4.3 Harassment, Including Sexual

Harassment

4.4 Work Equipment/Tools/Supplies

4.5 Company Vehicle Usage

4.6 Telephone Use

4.7 Public Image

4.8 Social Media Usage

4.9 Media Release Information

4.10 Employee Interactions

4.11 Substance Abuse

4.12 Tobacco Products

SECTION 5 – WAGE AND SALARY

POLICIES

5.1 Wage or Salary Increases

5.2 Timekeeping

5.3 Paydays

SECTION 6 – BENEFITS AND SERVICES

6.1 Social Security/Medicare

6.2 Vacation

6.3 Holidays

6.4 Jury Duty/Military Leave

6.5 Family Leave

SECTION 7 – EMPLOYEE

COMMUNICATIONS

7.1 Staff Meetings

7.2 Bulletin Boards

7.3 Suggestion Box

7.4 Procedure for Handling Complaints

SECTION 1

INTRODUCTION

A good work environment is built using three important rules of conduct:

1. RESPECT – your supervisors, coworkers and clients.

2. CHARACTER – who you are. Good character leads to a great working environment for all. Maid to Clean, L.L.C.

looks for honesty, integrity, punctuality and a great spirit.

3. HONESTY – most important character trait. If a person is honest, respect and a good character will follow.

This manual is designed to acquaint you with Maid to Clean, L.L.C. and provide you with information about

working conditions, benefits, and policies affecting your employment.

The information contained in this manual applies to all employees of Maid to Clean, L.L.C. Following the

policies described in this manual is considered a condition of continued employment. However, nothing in this

manual alters an employee’s status. The contents of this manual shall not constitute nor be construed as a

promise of employment or as a contract between the company and any of its employees. The manual is a

summary of our policies, which are presented here only as a matter of information.

You are responsible for reading, understanding, and complying with the provisions of this manual. Our

objective is to provide you with a work environment that is constructive and safe to both personal and

professional growth.

1.1 CHANGES IN POLICY

This manual supersedes all previous employee manuals and memos that may have been issued from time to

time on subjects covered in this manual.

Since our business and our organization are subject to change, we reserve the right to interpret, change,

suspend, cancel, or dispute, with or without notice, all or any part of our policies, procedures, and benefits at

any time. We will notify all employees of these changes. Changes will be effective on dates determined by the

company, after which, all superseded policies will be null.

No individual supervisor has the authority to change policies at any time. If you are uncertain about any policy

or procedure, speak with the Office Manager.

1.2 EMPLOYMENT APPLICATIONS

We rely upon accuracy of information contained in the employment application and accuracy of other data

presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material

omissions in any of this information or data may result in exclusion of the individual from further consideration

for employment or, if the person has been hired, termination of employment.

1.3 EMPLOYMENT RELATIONSHIP

You enter into employment voluntarily and you are free to resign at any time for any reason or no reason.

Similarly, Maid to Clean, L.L.C. is free to conclude its relationship with any employee at any time for any

reason or no reason. Following the introductory period, employees are required to follow the Employment

Termination Policy (See Section 3.13).

SECTION 2

DEFINITIONS OF EMPLOYEES STATUS

2.1 “EMPLOYEES” DEFINED

An “employee” of Maid to Clean, L.L.C. is a person who regularly works for Maid to Clean, L.L.C. on a wage

or salary basis. “Employees” may include regular, full-time, part-time, and temporary persons, and others

employed with the company who are subject to the control and direction of Maid to Clean, L.L.C. in the

performance of their duties.

REGULAR FULL-TIME Employees who have completed the 180-day introductory period and who are regularly scheduled to work. In

most cases, those who work 35 or more hours per week are considered full-time employees.

REGULAR PART-TIME Employees who have completed the 180-day introductory period and who are regularly scheduled to work. In

most cases, those who work less than 35 hours per week are considered part-time employees.

TEMPORARY (FULL-TIME or PART-TIME) Those whose performance is being evaluated to determine whether further employment in a specific position

or with the company is appropriate or individuals who are hired as interim replacements to assist in the

completion of a specific project or for vacation relief. Employment beyond any initially stated period does not

in any way imply a change in employment status. Temporary employees retain that status until they are

notified of a change. They are not eligible for any of the company’s benefit programs.

2.2 INTRODUCTORY PERIOD FOR NEW EMPLOYEES

A new employee will be evaluated for 180 days to determine whether further employment in a specific position

or with Maid to Clean, L.L.C. is appropriate. When an employee completes the introductory period, the

employee will be notified of his/her status with Maid to Clean, L.L.C.

2.3 LEVELS OF EMPLOYMENT POSITIONS

TRAINEE

1) Cleaning Expert Assistant

2) Cleaning Expert Associate

3) Cleaning Expert Junior

4) Cleaning Expert Senior

OPERATIONAL POSITIONS

1) Cleaning Expert Team Leader

2) Cleaning Expert Team Leader/Quality Control

3) Cleaning Expert Team Leader/Quality Control/Supervisor

4) Cleaning Expert Supervisor/Manager

OFFICE POSITIONS

1) Office Clerk/Secretary

2) Office Manager

3) CEO

2.4 RESPONSIBILITIES PER POSITION

DAILY RESPONSIBILITIES: CLEANING EXPERT ASSISTANT/ASSOCIATE

Morning –

Sign in on time sheet.

Load vehicle in an orderly fashion with needed supplies, cleaning products, cleaning cloths, needed equipment.

Afternoon –

Unload cleaning supplies and equipment from the vehicle into the storage area.

When needed: refill bottles, replace supplies, cleaning cloths, etc. for the following morning.

Check with management to see if you are dismissed for the day. Sign out on time sheet.

At Job Sites –

Assist teammates with loading/unloading the vehicle.

Clean properly and as quickly as possible.

Make a report of daily tasks including time spent on each task. When complete, tell Team Leader so they can check

completeness of work and time spent on each task.

Assist and follow Team Leader’s instructions thoroughly.

Maintain organization of supplies. Clean bucket and replace supplies immediately inside bucket.

Vacuum brush before packing up vacuum. Rewind vacuum cord immediately after use.

Check to see everything is in vehicle BEFORE leaving from each job.

Daily, place advertisement material at homes and offices.

NOTES:

Missing cleaning supplies, tools or equipment will be deducted from employee paycheck.

If a job needs to be re-done due to poor performance or lack of attention, the time spent in re-doing the job will not

be computed into employee paycheck.

DAILY RESPONSIBILITIES: TEAM LEADER

Morning –

Sign in on time sheet

Retrieve vehicle key. When needed, warm up vehicle.

Retrieve company cell phone.

Retrieve client keys for the day. Check that the keys are correct for the day’s clients.

Confirm schedule with management.

Retrieve time sheet folder.

Load vehicle in an orderly fashion with needed supplies, cleaning products, cleaning cloths, needed equipment.

At the time of departure, write the starting mileage on the daily schedule.

Afternoon –

Leave company cell phone in the office charging for the following day.

Notify office if gas is needed for the vehicle.

Return vehicle key and schedule to the Office Manager.

Return client keys and payments to the Office Manager.

Check with management to see if you are dismissed for the day. Sign out on time sheet.

At Job Sites –

Write the arrival time and mileage on the daily schedule.

Distribute work throughout cleaning team. Delegate tasks according to individual skills. Assistance may be

provided, but Team Leader is not to perform tasks on behalf of Cleaning Experts. Make sure everyone is doing their

share and cleaning properly.

Before leaving job site, check that all work has been done properly. Turn all lights out. Lock and set house or office

alarm.

Check to see everyone has their cleaning supplies in vehicle BEFORE leaving from each job (make sure to have all

cleaning supplies and equipments).

If payment was received, check off on the daily schedule sheet.

NOTES TO THE DRIVER:

Return vehicle key to Office Manager at the end of the day.

Keep car in orderly manner.

Responsible for cleaning, trash removal and vehicle maintenance.

Keep eye on mechanical maintenance of vehicle. Report any service needed to management.

2.5 LIST OF CLEANING SUPPLIES AND EQUIPMENT

BATHROOM

Glass cleaner

All Purpose cleaner

Clorox Clean Up

Soap scum cleaner

Toilet cleaner

Duster

Squeegee

Brush

Toothbrush

Sponges

Cleaning cloths

Wood polish

Paper towel

Gloves

KITCHEN

Glass cleaner

All Purpose cleaner

Clorox Clean Up

Degreaser

Bar keeper cleanser

Glass stovetop cleaner

Duster

Brush

Toothbrush

Sponges

Spatula with blade

Wood polish

Cleaning cloths

Gloves

Stainless steel polish

SECTION 3

EMPLOYMENT POLICIES

3.1 NON-DISCRIMINATION

In order to provide equal employment and advancement opportunities to all individuals, employment decisions

at Maid to Clean, L.L.C. will be based on merit, qualifications, and abilities. Maid to Clean, L.L.C. does not

discriminate in employment opportunities or practices because of race, color, religion, sex, national origin, age

or disability.

Maid to Clean, L.L.C. will make reasonable accommodations for qualified individuals with known disabilities

unless doing so would result in an undue hardship. This policy governs all aspects of employment, including

selection, job assignment, compensation, discipline, termination, and access to benefits and training.

Employees with questions or concerns about discrimination in the workplace are encouraged to bring these

issues to the attention of their supervisor. Employees can raise concerns and make reports without fear of

reprisal. Anyone found to be engaging in unlawful discrimination will be subject to disciplinary action,

including termination of employment.

3.2 NON-DISCLOSURE/CONFIDENTIALITY

The protection of confidential business information and trade secrets is vital to the interests and success of Maid

to Clean, L.L.C. Such confidential information includes, but is not limited to, the following examples:

Compensation data Proprietary production processes

Financial information Personnel/Payroll records

Marketing strategies Conversations between any persons associated with the company

Pending projects and proposals Training procedure

All employees are required to comply with these non-disclosure terms that they will not disclose to any outside

source the company’s client lists, phone numbers of clients and business associates, client security codes and

passwords, and any other data belonging to the company and relating to its clients. Employees are not to

disclose to any outside source information pertaining to the company’s security, technological and intellectual

property and all its associated codes, documents and associated information.

Maid to Clean, L.L.C. reserves all rights to any and all audio/visual material containing employees or clients,

such as video recordings and photographed material, obtained for Maid to Clean, L.L.C. business purposes.

Such material is property of Maid to Clean, L.L.C. and any current or former employees do not have any

personal rights to this material. Maid to Clean, L.L.C., being the sole proprietor of such audio/visual material,

has the right to publish it, post it on advertisements, upload it to websites, etc. Employees understand that they

are not eligible for any reimbursement with regards to this matter.

Current or former Maid to Clean, L.L.C. employees are forbidden from contacting current or former clients or

employees for any purpose, whether it be social or business related. Employees may not undertake or solicit

cleaning services from current or former clients unless they are hired by an established cleaning company to

clean for said clients.

Any current or former employee of Maid to Clean, L.L.C. is not to solicit and offer unlawful or illegitimate

cleaning services.

Current or former employees who improperly use or disclose trade secrets or confidential business information

will be subject to disciplinary action, including termination of employment and legal action, even if they do not

actually benefit from the disclosed information.

An employee of this company shall not solicit in any form or shape any employment related to maid service,

janitorial, etc. direct or indirect to a client of this company, during employment term or after termination of

employment for a period of no less than 12 months. An employee that does not follow this policy will be

subject to pay a release fine from the subject employee to the company of a minimum of $5,000.00 per client

and also may be subject to a lawsuit from the company.

3.3 NEW EMPLOYEE ORIENTATION

Orientation is a formal welcoming process that is designed to make the new employee feel comfortable,

informed about the company, and prepared for their position. New employee orientation is conducted by

management or their representatives, and includes an overview of the company history, an explanation of the

company core values, vision, and mission; and company goals and objectives. In addition, the new employee

will be given a overview of benefits, tax, safety (OSHA Regulations) and legal issues, and complete any

necessary paperwork.

Employees are presented with all codes, keys, and procedures needed to navigate within the workplace. The

new employee’s supervisor then introduces the new hire to staff throughout the company, reviews their job

description and scope of position, explains the company’s evaluation procedures, and helps the new employee

get started on specific functions.

3.4 INTRODUCTORY PERIOD FOR NEW EMPLOYEES

The introductory period for regular full-time and regular part-time employees lasts up to 180 days from date of

hire. During this time, employees have the opportunity to evaluate our company as a place to work and

management has its first opportunity to evaluate the employee. During this introductory period, the company

has the right to terminate employment without advance notice.

Upon satisfactory completion of the introductory period, a 180-day review will be given. All employees,

regardless of classification or length of service, are expected to meet and maintain company standards for job

performance and behavior.

3.5 TRANSPORTATION AND PARKING

Employees are fully responsible for their own transportation to and from work, unless prior arrangements are

made. Arrive at your scheduled time each day ready to work. Transportation to and from the office and the

jobsites will be provided by the company, unless prior arrangements are made. The vehicle used to transport

workers is to be maintained in an orderly manner, which means windows are closed at the time of leaving the

vehicle and trash is removed daily.

Employees must park their cars in areas indicated and provided by the company which is in back of 616 E.

Landis Avenue in the parking lot on Wood Street.

3.6 OFFICE HOURS

Maid to Clean, L.L.C. is open for business from 8 a.m. to 5 p.m. Monday through Friday, except for Holidays

(See Section 6.3).

The standard workweek is 25-50 hours of work. The employee work week is considered to begin on Monday

(starting at 8:00 a.m.) through Saturday (ending at 5:00 p.m.), unless management makes another arrangement

with the employee.

As assigned by management, employees will be required to work evenings and weekends.

3.7 LUNCH PERIODS

Employees are allowed a half hour lunch break. Lunch breaks are generally taken between 11 a.m. and 2:00

p.m. on a staggered schedule so that your absence does not create a problem for co-workers or clients.

3.8 BREAK PERIODS

Employees have the right to take one lunch and one cigarette break, but do not have the privilege of paid breaks.

Maid to Clean, L.L.C. does not provide for employees to break during production activities.

Employees who do not adhere to the break policy will be subject to disciplinary action, including termination.

3.9 PERSONNEL FILES

Personnel files include, but are not limited to, the following: job application, job description, résumé, records of

participation in training events, salary history, records of disciplinary action and documents related to employee

performance reviews, coaching, and mentoring.

Personnel files are company property and access to the information is restricted. Management personnel of

Maid to Clean, L.L.C. who have a legitimate reason to review the file are allowed to do so.

Employees who wish to review their own file should contact management or their representatives. With

reasonable advance notice, the employee may review his/her personnel file in company’s office and in the

presence of management or their representatives.

3.10 PERSONNEL DATA CHANGES

Personnel data should be accurate and current at all times. It is the responsibility of each employee to promptly

notify management or their representatives of any changes in personnel data such as:

Mailing address Name and number of dependents

Telephone numbers Individuals to be contacted in the event of an emergency.

3.11 INCLEMENT WEATHER/EMERGENCY CLOSINGS

At times, emergencies such as severe weather, fires, or power failures can disrupt company operations. If

conditions prevent travel, the decision to close the office will be made by management. In the event of severe

weather, it is the employee’s obligation to contact Maid to Clean, L.L.C. to determine whether they will be

required to be present for business activities.

When the decision is made to close the office, employees will receive official notification from management.

Time off from scheduled work due to emergency closings will be unpaid for all employees.

3.12 EMPLOYEE PERFORMANCE REVIEW

Management will conduct performance reviews with all regular employees after six months of service.

Management may conduct informal performance reviews more often if they choose.

Performance reviews are designed for the management and the employee to discuss his/her current job tasks,

encourage and recognize attributes, and discuss positive, purposeful approaches for meeting work-related goals.

Together, employee and supervisor discuss ways the employee can accomplish goals or learn new skills.

Maid to Clean, L.L.C. directly links wage and salary increases with performance. Your performance review will

have a direct effect on any changes in your compensation. For this reason among others, it is important to

prepare for these reviews carefully and participate in them fully.

New employees will be reviewed at the end of their introductory periods (See Section 3.4). After the initial

review, the employee will be reviewed according to the regular semi-annual schedule.

Cleaning jobs are to be performed to outstanding standards. A job poorly done (or to a client’s complaint) it’s

not acceptable. Every job needs to be done properly the first time. If a job needs to be re-done due to poor

performance or lack of attention, the time spent in re-doing the job will not be reimbursed. Missing cleaning

supplies and equipment will be deducted from employee salary.

3.13 OUTSIDE EMPLOYMENT

Employees may hold outside jobs in non-related businesses or professions as long as the employee meets the

performance standards of their job description with Maid to Clean, L.L.C. Employees must disclose to Maid to

Clean, L.L.C. any outside employment undertaken by them. Unless an alternative work schedule has been

approved by Maid to Clean, L.L.C., employees will be subject to the company’s scheduling demands,

regardless of any existing outside work assignments.

Maid to Clean, L.L.C. office space, equipment, and materials are not to be used for outside employment.

3.14 CORRECTIVE ACTION

Maid to Clean, L.L.C. holds each of its employees to work rules and standards of conduct (See Section 4). When

an employee deviates from these rules and standards, Maid to Clean, L.L.C. expects the employee’s supervisor

to take corrective action.

Corrective action at Maid to Clean, L.L.C. is progressive. That is, the action taken in response to a rule

infraction or violation of standards typically follows a pattern increasing in seriousness until the infraction or

violation is corrected.

The usual sequence of corrective actions includes an oral warning, a written warning, probation, and finally

termination of employment. In deciding which initial corrective action would be appropriate, a supervisor will

consider the seriousness of the infraction, the circumstances surrounding the matter, and the employee’s

previous record.

Though committed to a progressive approach to corrective action, Maid to Clean, L.L.C. considers certain rule

infractions and violations of standards as grounds for immediate termination of employment. These include but

are not limited to: theft in any form, insubordinate behavior, vandalism or destruction of company property,

being on company property during non-business hours, the use of company equipment and/or company vehicles

without prior authorization by management, untruthfulness about personal work history, skills, or training,

divulging company business practices, and misrepresentations of Maid to Clean, L.L.C. to a client, a

prospective client, the general public, or an employee.

3.15 EMPLOYMENT TERMINATION

Termination of employment is an inevitable part of personnel activity within any organization, and many of the

reasons for termination are routine. Below are a few examples of some of the most common circumstances

under which employment is terminated:

Resignation – voluntary employment termination initiated by an employee.

Termination – involuntary employment termination initiated by Maid to Clean, L.L.C.

Layoff – involuntary employment termination initiated by Maid to Clean, L.L.C. for non-disciplinary reasons.

When an employee intends to terminate his/her employment with Maid to Clean, L.L.C., he/she shall give Maid

to Clean, L.L.C. at least two (2) weeks written notice. Failure to comply with this policy will trigger destitution

of reimbursement regarding any vacation, paid days off privilege, and any other reward pay.

Since employment with Maid to Clean, L.L.C. is based on mutual consent, both the employee and Maid to

Clean, L.L.C. have the right to terminate employment at will, with or without cause during the Introductory

Period for New Employees (See Section 3.3).

Any employee who terminates employment with Maid to Clean, L.L.C. shall return all files, records, keys, and

any other materials that are property of Maid to Clean, L.L.C. No final settlement of an employee’s pay will be

made until all items are returned in appropriate condition. The cost of replacing non-returned items will be

deducted from the employee’s final paycheck. Furthermore, any outstanding financial obligations owed to Maid

to Clean, L.L.C. will also be deducted.

3.16 SAFETY

Maid to Clean, L.L.C. provides information to employees about workplace safety and health issues through

regular internal communication such as:

Training

sessions

Team

meetings

Bulletin board

postings Memorandums

Other written

communications

General safety rules include, but are not limited to, the following:

Do not run in the office, on client property or in any parking areas.

Do not use vacuum cleaners or other electrical appliances/equipment which appear to have frayed or exposed wiring.

Do not lean out of high windows, over balconies or expose yourself to potential falls.

Be aware of equipment, materials or supplies which could be tripped over.

Never lift more than you are comfortable with. Get help. When lifting, bend your knees, not your back.

Wear non-slip shoes, such as sneakers, to avoid slipping on wet surfaces.

Dangerous horseplay is prohibited and may result in disciplinary action including termination of employment.

Employees are expected to obey safety rules and exercise caution and common sense in all work activities.

Employees must immediately report any unsafe conditions to their supervisor. Employees who violate safety

standards, cause hazardous or dangerous situations, fail to report, or where appropriate, remedy such situations,

may be subject to disciplinary action including termination of employment.

In the case of an accident that results in injury, regardless of how insignificant the injury may appear,

employees should immediately notify their supervisor.

3.17 HEALTH-RELATED ISSUES

Employees, who become aware of any health-related issue, including pregnancy, should notify management of

their health status. This policy has been instituted strictly to protect the employee.

A written “permission to work” from the employee’s doctor is required at the time, or shortly after, notice has

been given. The note should specify whether employee is able to perform regular duties, as outlined in their job

description. Should employee require prescription medication, a note from the doctor is required.

A leave of absence may be granted on a case-by-case basis. If the need arises for a leave of absence, employees

should notify management. With the exception of cases related to the Family Leave Act, no paid leave of

absence will be granted.

3.18 EMPLOYEE REQUIRING MEDICAL ATTENTION

In the event an employee requires medical attention, whether injured or becoming ill while at work, the

employee’s personal physician must be notified immediately. If it is necessary for the employee to be seen by

the doctor or go to the hospital, a family member will be called to transport the employee to the appropriate

facility. If an emergency arises requiring Emergency Medical Services to evaluate the injury/illness of an

employee on-site, the employee will be responsible for any transportation charges. Furthermore, Maid to Clean,

L.L.C. employees will not be responsible for transportation of another employee due to liabilities that may

occur.

A physician’s “return to work” notice may be required.

3.19 BUILDING SECURITY

Employees who are issued keys to the office are responsible for their safekeeping. These employees will sign a

Company Supplies Receipt upon receiving the key. The last employee, or a designated employee, who leaves

the office at the end of the business day assumes the responsibility to ensure that all doors are securely locked,

the alarm system is armed, thermostats are set on appropriate evening and/or weekend setting, and all

appliances and lights are turned off with exception of the lights normally left on for security purposes.

Employees are not allowed on company property after hours without prior authorization from management.

3.20 INSURANCE ON PERSONAL EFFECTS

All employees should be sure that their personal insurance policies cover the loss of anything occasionally left

at the office. Maid to Clean, L.L.C. assumes no risk for any loss or damage to personal property.

3.21 SUPPLIES/EXPENDITURES/OBLIGATING THE COMPANY

Only authorized persons may purchase supplies in the name of Maid to Clean, L.L.C. No employee whose

regular duties do not include purchasing shall incur any expense on behalf of Maid to Clean, L.L.C. or bind

Maid to Clean, L.L.C. by any promise or representation without written approval.

3.22 EXPENSE REIMBURSEMENT

Expenses incurred by an employee must have prior approval by a supervisor. Reimbursements will be included

in the employee’s next regular paycheck. An example of such an expense would include mileage.

3.23 VISITORS IN THE WORKPLACE

No visitors are authorized to be on the premises at any time or for any reason.

SECTION 4

STANDARDS OF CONDUCT

The work rules and standards of conduct for Maid to Clean, L.L.C. are important and the company regards them

seriously. All employees are urged to become familiar with these rules and standards. In addition, employees

are expected to follow the rules and standards faithfully in doing their own jobs and conducting the company’s

business. Please note that any employee who deviates from these rules and standards will be subject to

corrective action, up to and including termination of employment (See Section 3.13).

While not intended to list all the forms of behavior that are considered unacceptable in the workplace, the

following are examples of rule infractions or misconduct that may result in disciplinary action, including, in

some cases, immediate termination of employment.

Theft or inappropriate removal, use, or possession of property;

Falsification of timekeeping records (See Section 5.2);

Working under the influence of alcohol or illegal drugs (See Section 4.11);

Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the workplace (See Section 4.11);

Fighting or threatening violence in the workplace;

Boisterous or disruptive activity in the workplace;

Negligence or improper conduct leading to damage of company or client-owned property;

Insubordination or other disrespectful conduct;

Violation of safety or health rules;

Sexual or other unlawful or unwelcome harassment (See Section 4.3);

Excessive absenteeism or any absence without notice (See Sections 4.1 and 4.2);

Unauthorized use of phones or company-owned equipment (See Section 4.6);

Using company vehicles or equipment for purposes other than business;

Unauthorized disclosure of business “secrets” or confidential information;

Violation of personnel policies; and

Unsatisfactory performance or conduct.

4.1 ATTENDANCE/PUNCTUALITY

The company expects every employee to be regular and punctual in attendance (in the office, ready to work, at

starting time each day). Absenteeism and tardiness places a burden on other employees and on the company.

Should undue tardiness become apparent, disciplinary action may be required.

In the event of an emergency that will prevent you from reporting for work, notify management as early as

possible before regular starting time. You are responsible for speaking directly with your supervisor about your

absence. It is not acceptable to leave a message on a supervisor’s voice mail, except in extreme emergencies. In

the case of leaving a voice-mail, a follow-up call must be made later that day. The company phone number is

856-405-6179. For non-emergency appointments, notify the office 2 weeks prior to any appointment.

4.2 ABSENCE WITHOUT NOTICE

When you are unable to work owing to illness or an accident, please notify your supervisor. This will allow the

company to arrange for temporary coverage of your duties and helps other employees to continue work in your

absence. If you do not report for work and the company is not notified of your status, it will be assumed after

two consecutive days of absence that you have resigned and you will be removed from the payroll.

If an employee become ill while at work or must leave the office or job site for some other reason before the

end of the workday, supervisor and Office Manager must be informed of the situation (See Section 3.17).

4.3 HARASSMENT, INCLUDING SEXUAL HARASSMENT

Maid to Clean, L.L.C. is committed to providing a work environment that is free of discrimination and unlawful

harassment. Actions, words, jokes, or comments based on an individual’s sex, race, ethnicity, age, religion, or

any other legally protected characteristic will not be tolerated.

If you believe you have been the victim of harassment or know of another employee who has, report it

immediately. Employees can raise concerns and make reports without fear of reprisal.

Any supervisor who becomes aware of possible harassment should promptly advise management who will

handle the matter in a timely and confidential manner.

4.4 WORK EQUIPMENT/TOOLS/SUPPLIES

Maid to Clean, L.L.C. will provide you with the necessary equipment, tools and supplies to do your job. None

of this equipment should be used for personal use nor removed to you home or elsewhere.

In order to have the required items to do your job efficiently, work supplies must be refreshed daily. All work

equipment, tools and supplies are to be kept clean and in an orderly manner. Before leaving the work site, make

sure that all equipment, tools and supplies are inside of the work vehicle.

4.5 COMPANY VEHICLEUSAGE

All employees operating a company owned vehicle agree to operate the vehicle according to company

guidelines. Failure to adhere to these guidelines may result in revocation of an employee's privilege to operate

company vehicles or termination under some circumstances.

Employees must comply with state and county laws regarding vehicle operation, traffic and parking. Employees

are responsible for informing company about necessary vehicle maintenance. Whenever vehicle is not occupied,

employee must ensure vehicle is locked, all windows are closed and all lights are shut off.

Employee is financially responsible for any parking or traffic violations while operating company owned

vehicle. Employee must report all accidents immediately to the office. Employee will be responsible to pay any

deductible in the event an accident is deemed avoidable.

If employee desires to use vehicle for non-business purposes, they must obtain prior consent from management.

The personal use privilege is not extended to relatives or friends of employee. No non-employees are allowed to

operate vehicles. Company owned vehicles are not to be used for family vacations. No hitchhikers are allowed

in vehicles.

4.6 TELEPHONE USE

Maid to Clean, L.L.C. phones are for serving our clients and conducting company business.

Personal usage of personal and/or company phones during business hours is discouraged except for extreme

emergencies. All personal calls should be kept brief and for emergencies only. When on client property, under

no circumstances are phone conversations allowed. This includes the use of hands free devices. Personal phones

are to be left in the work vehicle at all times during the workday.

Employees must inform family members and friends not to make personal calls during working hours.

If an employee deviates from this policy, he/she will be subject to disciplinary action.

4.7 PUBLIC IMAGE

When in contact with clients or potential clients, a professional appearance and decorum is important.

Employees should be well groomed and dressed appropriately for our business and for their position. Consult

management if you have any questions about appropriate attire.

All employees are expected to help in keeping the work environment as pleasant and negativity free as possible.

Whether in view of clients or not, be helpful and cooperative with others. Do not lean on others, procrastinate,

nor take advantage of others. Whining, gossiping, negativity or unfounded complaints are not acceptable

behavior.

Employees must dress in the required uniform which is:

T-Shirt with Absolutely Maid Clean logo Rubber soled sneakers

Khaki trousers Rubber gloves

For employee safety and company image, the following items are prohibited working attire:

Open-toed sandals Shorts and/or mini skirts

Spaghetti-strapped shirts Sheer clothing

Tank tops or revealing shirts T-shirts with inappropriate or offensive gestures or advertising

4.8 SOCIAL MEDIA USAGE

Social media posts are a reflection on the company. Posts, photos, recommendations, status updates, etc. should

not disclose any relevant relationship between clients, former clients, employees, former employees and the

company. Employees and former employees are obligated to protect trade secrets and client information.

Personally identifiable data should never be posted online.

Employees who make disparaging, malicious, or otherwise defamatory statements can subject the company to

liability and themselves to disciplinary action or immediate termination. Be forewarned that social media can be

used as evidence in legal proceedings. Posts, even after they are deleted, last in perpetuity. Evidence from social

media sites has been used in murder trials, settlement discussions, medical malpractice suits, sexual harassment

claims, and other legal cases. Defamation and libel whether done in carelessness or with the intent of tarnishing

the company image or harming the reputation of the company, its employees or clients will not be overlooked.

A breech of this policy may result in a civil lawsuit.

4.9 MEDIA RELEASE INFORMATION

Employees must grant full and irrevocable consent to release any audio or visual material (photograph, video, or

otherwise) to Maid to Clean, L.L.C. for commercial art and business purposes, in any medium of advertising,

publicity, or communications, with or without their accompanying quotation.

4.10 EMPLOYEE INTERACTIONS

Communication with fellow employees, supervisors, and clients is always to be conducted in a respectful

manner, without attitude. Employees shall adopt a formal and respectful form of treatment towards their

superiors, clients, and co-workers. Intimate terms will not be tolerated such as dear, sweetie, mamma, etc…

Employees shall not talk back or give sarcastic answers on any circumstance to any of their co-workers, and

especially to a supervisor or manager.

Respect the employee-employer relationship. CEO, Office Manager, and any other operational position will

have their own separate schedule. Remember, just because a supervisor may talk with you outside of work, this

does not make you friends on the job. Learn when to speak and when to keep quiet. Interference in a

conversation between a supervisor and another employee or talking back to a supervisor will not be tolerated.

4.11 SUBSTANCE ABUSE

The company is committed to providing a safe and productive workplace for its employees. In keeping with this

commitment, the following prohibitions regarding alcohol and drugs of abuse have been established for all staff

members, including both regular and temporary employees. The rules apply during working hours to all

employees of the company while they are on company premises or elsewhere on company business.

Manufacture, distribution, possession, sale, or purchase of controlled substances of abuse is prohibited.

Being under influence of illegal drugs, alcohol, or substances of abuse is prohibited.

Working while under the influence of prescription drugs that impair performance is prohibited.

Using, selling, purchasing, transferring, manufacturing, or storing an illegal drug or drug paraphernalia,

or attempting to or assisting another to do so, while in the course of employment.

Working or reporting to work, conducting company business or being on company property while under

the influence of an illegal drug or alcohol, or in an impaired condition.

So that there is no question about what these rules signify, please note the following definitions:

Controlled substance of abuse: Any substance listed in Schedules I-V of Section 202 of the Controlled

Substance Act, as amended. These drugs have safe and accepted medical uses in the U.S. They include drugs

containing smaller amounts of certain narcotic and non-narcotic drugs, anti-anxiety drugs, tranquilizers,

sedatives, stimulants, and non-narcotic analgesics. Some examples are acetaminophen with codeine,

paregoric, hydrocodone with acetaminophen, diazepam, alprazolam, propoxyphene, and pentazocine.

Drug: Any chemical substance that produces physical, mental, emotional, or behavioral change.

Drug paraphernalia: Equipment, a product, or material that is used or intended for use in concealing an illegal

drug, or otherwise introducing into the human body an illegal drug or controlled substance.

Illegal drug:

a. Any drug or derivative whose use, possession, sale, transfer, attempted sale or transfer, manufacture, or

storage is illegal or regulated under any federal, state, local law or regulation.

b. Any drug, including, but not limited to, a prescription drug, used for any reason other than that

prescribed by a physician.

c. Inhalants used illegally.

Under the influence: A state of not having normal use of mental or physical faculties resulting from voluntary

introduction into the body of an alcoholic beverage, drug, or substance of abuse.

Consistent with the above rules, any violation of the company’s policy on drugs may subject an employee to

disciplinary action, up to and including immediate termination.

4.12 TOBACCO PRODUCTS

On clients’ premises, smoking is not permitted. Smoking may be done no closer than 35 feet from a client’s

premises and the same distance from neighboring property.

SECTION 5

WAGE AND SALARY POLICIES

5.1 WAGE OR SALARY DECREASES/INCREASES

Regular salary is minimum wage with the privilege of additional pay when in compliance with rules and

regulations of the company.

An employee that misses one day of work or comes late any day over a period of two consecutive weeks

(during pay period), will lose the privilege of payment reward for that period and will not be eligible for the

privilege of additional pay. The employee will then get paid minimum wage.

Each employee’s hourly wage or annual salary will be reviewed at least once each year. The employee’s review

date will usually be conducted on or about the anniversary date of employment or the date of the previous

compensation review. Such reviews may be conducted more frequently for a newly created position or based on

a recent promotion.

Increases will be determined on the basis of performance, adherence to company policies and procedures, and

ability to meet or exceed duties per job description and achieve performance goals.

Although the Company’s salary ranges and hourly wage schedules will be adjusted on an ongoing basis, Maid

to Clean, L.L.C. does not grant “cost of living” increases. Performance is the key to wage increases in the

Company.

5.2 TIMEKEEPING

Accurately recording time spent on individual jobs is the responsibility of every employee. Worked hours are to

be computed from the time the employee starts the first job until they finish the last job. Breaks will be

deducted from this time. Maid to Clean, L.L.C. does not pay for breaks.

Authorized personnel will review time records each week. Any changes to an employee’s time record must be

approved by his/her supervisor, management or their representatives. Questions regarding the timekeeping

system should be directed to management.

Time Sheets – Employees will be issued a time sheet covering a 6 week period. The employee will be

given thorough instructions on usage and instructions on what to do should a problem occur.

5.3 PAYDAYS

All employees are paid bi-weekly (every other Friday). In the event that a regularly scheduled payday falls on a

weekend or holiday, employees will receive pay on the next day of operation.

If the employee is not at work when paychecks are distributed and does not receive the paycheck, the paycheck

will be kept at the office through the rest of the payday. If an employee is unable to pick up his or her check on

payday, he or she will need to see the Office Manager.

Paychecks will not, under any circumstances, be given to any person other than the employee without written

authorization. Paychecks may also be mailed to the employee’s address or deposited directly into an employee's

bank account upon request (only if account is with Sun National Bank).

Each employee is responsible for verifying his/her pay stub to make sure the correct amount of hours appear.

SECTION 6

BENEFITS AND SERVICES

Maid to Clean, L.L.C. offers a benefits program for its employees. However, the existence of these programs

does not signify that an employee will necessarily be employed for the required time necessary to qualify for the

benefits included in and administered through these programs.

6.1 SOCIAL SECURITY/MEDICARE

Maid to Clean, L.L.C. withholds income tax from all employees' earnings and participates in FICA (Social

Security) and Medicare withholding and matching programs as required by law.

6.2 VACATION

The vacation policy applies to all regular full-time employees. Earned vacation leave cannot be taken before it

is accrued and approved. Vacations are to be scheduled with the management in advance of no less than two

months prior to vacation. Vacation time is granted at the discretion of management.

For every 2 years of employment with this company, every employee will be eligible for 2 paid vacation days

until the completion of 5 years of employment.

After working 5 years with this company, employee accrues a week (5 ordinary work days) of paid vacation.

Employees have an opportunity to earn 1 paid vacation day. Eligibility for this comes by working 5 consecutive

emergency days. Emergency cleaning days are Saturdays or Sundays. If employee is late to an emergency day,

they must restart collecting their 5 consecutive emergency days to earn the paid vacation day.

Employees may loose paid vacation privileges they have earned due to various infractions. Not all infractions

are listed in this manual. Management reserves the right to revoke vacation privileges. For example, if there

have been client complaints about an employee over a period of three consecutive months, the mentioned

employee automatically looses the privilege of a paid day off as well as the privilege to the accumulated

emergency cleaning points up to date.

The office maintains vacation days accrued and used. Vacation may be taken in half-day increments of time.

Vacations and other paid days may be used for sick days and for personal reasons at the discretion of

management. Vacation trade-offs will only be permitted with the approval of management.

Vacation may not be carried over from one calendar year to the next. No more than one week of vacation may

be taken at one time, except under extraordinary circumstances. Requests for more than one week of vacation

should be in writing at least ninety 90 days prior to the beginning of the requested vacation period.

Upon termination, unused earned vacation may be paid in either a lump sum or increments.

6.3 HOLIDAYS

Maid to Clean, L.L.C. observes the following non-paid holidays per year for all employees:

New Year’s Day Independence Day Labor Day Thanksgiving Day Christmas Day

6.4 JURY DUTY/MILITARY LEAVE

Employees will be granted time off to serve on a jury or military leave without pay. However, all regular

employees will be kept on active payroll until their civic duties have been completed. A copy of the jury duty

summons and all other associated paperwork are required for the personnel file.

6.5 FAMILY LEAVE

As an employer, Maid to Clean, L.L.C. is entitled to require the employee to give 30 days notice for leave

related to the birth or adoption of a child (as long as leave begins within one year of the date the child is born to

or placed with the employee) or the care of a parent, child under 18, spouse, or civil union partner who has a

serious health condition requiring in-patient care, continuing medical treatment or medical supervision. The

Family Leave Act considers parents to be: in-laws, step-parents, foster parents, adoptive parents or others

having a parent-child relationship with an employee.

In the case of relative’s serious health condition, 15 days notice may be required. If an emergency arises,

reasonable notice must still be given, within the confines of the circumstances. New Jersey family leave is

separate from any leave an employee may take for his or her own disability.

Under the New Jersey Family Leave Act, certain employees are entitled to take leave without losing their jobs

as long as the following conditions are met:

Employer - The employer must have at least 50 employees who have been working for at least 20 weeks

during the current or previous year. When counting the number of employees, all of the employer’s

employees, whether located in New Jersey or not, are included.

Employee - The employee who wants to take leave must have worked for that employer for one year and

must have worked at least 1,000 hours, including paid overtime hours, during the 12 months immediately

prior to taking the leave.

Exception - An employer may deny leave to employees whose base salaries are within the highest 5% of all

employees if their absence would have a substantial negative effect on the business. The same is true for the

seven most highly paid employees. The employer must provide proper notice to the employee that they fall into

this category.

Each eligible employee may take up to 12 weeks of continuous leave during a given 24-month period. When

caring for a family member with a serious health condition, an employee may take leave that is not continuous,

for example, an intermittent leave or a reduced work schedule. Sometimes an employer’s approval is necessary

for this type of arrangement if the leave is taken in connection with the birth or adoption of a child.

The New Jersey Family Leave Ace is not identical to The Federal Family And Medical Leave Act. They are

similar, but there are some differences. Some of the differences are:

Unlike the New Jersey Family Leave Act, federal law does allow an employee to use leave time for his

or her own medical condition.

While the state law provides for 12 weeks of leave in a given 24-month period, federal law provides for

12 weeks of eligible leave within a period of 12 months.

The New Jersey FLA applies to companies with 50 or more employees nationwide. The federal FMLA

applies to all employers with 50 or more employees within 75 miles of each other.

In situations where a leave is provided by both the New Jersey Family Leave Act and the federal Family and

Medical Leave Act, the employee is entitled to only up to 12 weeks of leave, in a 12 month period to care for a

family member or newly born or adopted child. A leave granted due to the employee’s disability is covered only

by the federal FMLA and may be followed by an additional leave for the care of a family member under the

When returning to work, the employee is generally entitled to the same position held before the leave.

Exception: If the original position is no longer available when the employee returns, the employer must

offer an equivalent position in terms of pay, benefits and status.

Layoff: If a layoff occurred while the employee was on leave, the employee retains the same rights as if no

leave had been taken.

The employer is entitled to request verification of the qualifying condition, such as a doctor’s certification that a

serious health condition exists. In other words, a medical certification may be required, but an employer cannot

require an employee to certify that he/she is eligible for family leave. This is the employer’s responsibility.

SECTION 7

EMPLOYEE COMMUNICATIONS

7.1 STAFF MEETINGS

Monthly staff meetings will be held. These informative meetings allow employees to be informed of recent

company activities, changes in the workplace and employee recognition. Additional meetings may be held as

deemed necessary.

7.2 BULLETIN BOARDS

Bulletin boards provide employees access to important posted information and announcements. The employee

is responsible for reading necessary information posted on the bulletin boards.

7.3 SUGGESTION BOX

Maid to Clean, L.L.C. encourages employees who have suggestions they do not want to offer orally or in person

to write them down and leave them at the office. If this is done anonymously, every care will be taken to

preserve employee privacy. Management checks the box on a regular basis.

7.4 PROCEDURE FOR HANDLING COMPLAINTS

Under normal working conditions, employees who have a job-related problem, question or complaint should

first discuss it with their immediate supervisor. At this level, employees usually reach the simplest, quickest,

and most satisfactory solution. If the employee and supervisor do not solve the problem, Maid to Clean, L.L.C.

encourages employees to contact management.