General Safety Orientation

Employee Name

A. HAZARD COMMUNICATION PROCEDURES

Under OSHA Hazard Communications Regulations, every employee must:

1. Be informed of all hazardous substances he/she may be exposed to in the workplace.
2. Have access to a list of all hazardous substances in the workplace, the Material Safety Data Sheet (MSDS)
prepared for each, and the written program to inform and train employees in safe handling.
3. Be trained in the identification, labeling and handling of hazardous substances to which you may be
exposed in the workplace.

This occupational hazard communication responsibility rests with the employer in control of each workplace. If you
have any questions relative to hazardous substances on your assignment or wish to be informed relative to their
program, please ask your supervisor on the worksite.

B. GENERAL SAFE PRACTICES (please check all boxes stating that you have read and understand the policies and procedures)
1. I understand the Hazard Communication Procedures listed above.
2. I understand and comply with the General Safety Rules
3. I will comply with any additional worksite safety rules or safety programs in effect.
4. I will use any personal protective equipment required by my assignment

5. I will call my Spherion client service representative if I am asked to change assignments
after arrival on the job. I may be entitled to a higher wage on this new job.

6. If I am Injured on the job, I will call my Spherion client service representative immediately.

7. I will report any unusual or hazardous job conditions to my Spherion client service
representative immediately. I understand that I may do so anonymously.

8. I have watched Spherion's General Safety Orientation Video and I am aware of the rules
and regulations above.

GENERAL SAFETY RULES

1. Know your job and follow instructions. If you do not know the safe way to do the job, ask your supervisor.

2. If the office equipment is not working properly, turn the equipment off and report malfunction to your supervisor immediately.

3. Worn Wiring, overloaded outlets and defective equipment should not be used.

4. Use office chairs for only intended use. Do not stand on chairs, table or desks to obtain or reach for any object.
Ask for assistance.

5. Do not attempt to move any office equipment. Ask your supervisor to arrange for any moving required.

6. Keep desk drawers, file cabinets and doors in closed position when not in use to avoid hitting or striking.

7. When using duplicating machines, copy machines, addressing machines or paper cutters, use the machines in a safe
work manner to avoid getting hands caught.

8. If you are required to carry any printed material, the weight should be limited to 20 pounds. The material should be
carried to provide you with a clear path of the direction you are walking.

9. When lifting, use approved lifting techniques; i.e., bend your knees, grasp the load firmly, then raise the load keeping your
back as straight as possible. After the object has been firmly grasped, the lifting is done by straightening the legs.
Never lift while the body is twisted since this puts the entire load on the muscles of one side of the body.
Ask for help when necessary to lift or move any object which, because of its weight or shape, is difficult for one
person to handle safely.

10. When ascending or descending steps or stairs, use the handrail to give support and balance. Be careful
when wearing high heels. Walk, do not run, in the halls, rooms, passageways or on steps/stairs. Always keep
to the right and approach corridor intersections carefully. Open doors slowly using handle or push plate.
Do not go into rooms that are not properly lighted. Do not use stairways that are not properly lighted.

11. Do not place or stack material or objects which will obstruct pathway to work area, aisles or walkways.

12. Watch for conditions and situations which are likely to cause falls, such as objects on the floors or stairways.

13. Report all unsafe conditions to your Spherion supervisor immediately. This includes broken furniture, broken glass
and defective office equipment. You may report unsafe conditions anonymously if you prefer.

14. If you are required to enter the production area, be constantly alert to moving machinery and equipment. Stand clear
of moving machinery and equipment. Notify your Spherion supervisor of any changes in your assigned duties.

15. Whenever you are involved in a workplace accident or observe a workplace accident, even if there appears to be no
injuries, the accident must be reported to your Spherion office immediately. Get first aid promptly.

SPHERION'S CERTIFICATION OF GENERAL SAFETY ORIENTATION

I have read and fully understand the above policies and procedure and agree to the same. I understand that failure
to comply with these policies will lead to disciplinary action, could lead to my termination and may jeopardize my insurance benefits.This document will not be "signed" in the sense of a traditional paper document. To verify the contents of this form, the signatory must enter any combination of alpha/numeric characters that has been specifically adopted to serve the function of the signature, preceded and followed by the forward slash (/) symbol. Acceptable "signatures" could include: /john doe/; /jd/; and /123-4567/. For example: if your name is John Miller, you could type /John Miller/ below.

Signed Social Security Number

POLICIES AND PROCEDURES-APPLICATION SUPPLEMENT
Applicant-Please Read and Check the following:

I understand that the continuing ability of Spherion to provide work for me and others desiring flexible
assignments, depends upon the quality of service rendered to clients. Upon acceptance of employment with
Spherion, I therefore agree to the following.

YES
I will report to my assignment as scheduled until the duties are completed.

I will not leave the assignment without prior consent from both the client and Spherion,
and understand that if I do so , it will be considered voluntary quit.

I will follow directions and perform job duties as explained to me upon acceptance of each new assignment
and understand that refusal to do so may result in termination.

I will be professional and courteous at all times. I will wear appropriate work attire conductive to the
working environment of each assignment.

I will notify Spherion immediately if I report to an assignment and there are any changes in the required
uniform, equipment or if any of the job duties are different from what I was initially told.

I understand that Spherion is my employer and I will address all problems and concerns directly with Spherion,
never the client. I understand that Spherion will communicate with the client for me.

I understand that Spherion is my employer and while on assignment I will call them if I am going to be
late or absent from my assignment or to address any employment issues. If I don not show up for work and
do not call to notify Spherion, I will be considered to have abandoned my job which may result in
disciplinary action, up to and including termination.

I will notify Spherion of my availability as soon as my assignment ends and on a weekly basis make contact
with the office. I also understand that failure to do so will be considered voluntary quit and I may
be disqualified from receiving employment benefits in accordance with the unemployment law as mandated
by my individual state.

I understand that the assignments that I will be sent on through Spherion vary in length and are subject to
termination at any time without notice, and that my employment with Spherion is also subject to termination
at any time without notice. I also understand that neither Spherion nor any of Spherion's clients will have
any further obligation to me after termination of my employment with Spherion or termination of my assignment
with the client.

I understand that I am required to submit a complete and accurate time slip, which has been signed by both
myself and the client, at the end of each weekly pay period for the purpose of generating my paycheck
(unless an automated time keeping system is utilized and a time slip is not required). Failure to submit
my time slip on a timely basis may result in a late paycheck. I also understand that any falsification
of company time slips will result in immediate termination.

I understand that time slips may be submitted to Spherion's office in person, by fax, or by mail. I also
have the option of picking up my paycheck directly from Spherion's office, having the check mailed to me,
or having direct deposit to my bank account.

I will follow all safety standards, policies and procedure set by Spherion's clients and wear all required
Safety Equipment.

I will advise Spherion of any on the job accident or injury immediatly, as well as keep Spherion informed
of any unsafe conditions at the worksite or if I am not being provided required safety training.
I am aware that I may do so anonymously.

I will notify Spherion of any changes to my address, phone number, or anything else affecting my availability.

I understand that I am employed by Spherion and not a client to which I may be assigned and that I am not
eligible to participate in any client profit sharing, pension, welfare benefit, bonus or other compensation
or benefit plan of a client made available to its employees.

I will never discuss and hold strictly confidential business information that comes into my possession as a
result of my employment with Spherion, pertaining to Spherion's business and of Spherions clients.

I will notify Spherion immediately if any client offers me direct employment, wether full-time while on
assignmnent or within 90 days after that assignment has ended, before accepting any offer.

I will always make Spherion aware of any discrimination, sexual harassment or any other problems I may
experience while on assignment. (A copy of Spherion's Workplace Harassment Policy follows this form 22)

I have read and consented to Spherion's Drug-Free Workplace Policy. I understand failure to comply with such
policy makes me ineligible for continued employment and is considered a voluntary quit.

I will not unlawfully manufacture, distribute, possess, use or be under the influence of any controlled
substance while working in the client's business facilities. I understand that any violation of the policy
may result in immediate termination depending on State Law.

Drug, credit history, motor vehicle, and criminal background screening may be required as a condition of a
flexible assignment or a full-time position with some clients, continued employment, or employment with
Spherion.

WORKPLACE HARASSMENT POLICY

Spherion Corporation, including all of its divisions, business groups and subsidiaries (Spherion), is
committed to providing a work environment free of unlawful harassment, Harassment based on an individual's
race, religion, color, national origin, citizenship, marital status, sex, age, sexual orientation, veteran
status, disability or any other legally protected status is strictly prohibited and will not be tolerated
at Spherion.*

Employees have a right to be free from unlawful harassment from managers, coworkers and non-employees with
whom Spherion employees have a business, service or professional relationship, including, but not limited
to, vendors, clients and client employees. Every Spherion manager and supervisor is responsible for ensuring
that the spirit, intent and goals of the anti-harassment policy are achieved.

DEFINITION
Prohibited harassment includes, but is not limited to, verbal or physical conduct that shows hostility toward
an individual, epithets, abusive language, comments, slurs, jokes, displays, innuendos, cartoons, pranks
or physical harassment which are based on individual's protected class membership or an individual's
participation in activities identified with or promoting the activities of a protected group and that
creates an intimidating, hostile or offensive working environment.

Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct that is based
on an individual's sex or is of a sexual nature constitutes sexual harassment when any of the following
occur or are present:
- Submission to such conduct is made either explicitly or implicitly a term or condition of employment.
- Submitting to or rejection of such conduct is used as the basis for employment decisions.
- Such conduct has the purpose or effect of unreasonably interfering with an individual's work or
performance or creating an intimidating, hostile or offensive working environment.

INVESTIGATIVE & COMPLAINT PROCEDURES
All employees must report incidents of harassment. Any employee who believes that he or she is being
harassed by a coworker, supervisor, manager or other individual at the workplace-wether employed by
Spherion or not-or believes that his or her employment is being adversely affected by such conduct,
should immediately report such concerns to his or her supervisor, next-level manager, another manager
or the HR department. A human resources representative may be contacted at - Human Resources, c/o
Spherion Corporation, 5580 Mill Street Suite 100, Reno, NV, 89502, 775-829-8367 or
contact@spherion.com

After a complaint of harassment is received, a prompt and impartial investigation will be conducted
and, in the event the complaint is found to have merit, appropriate corrective steps will be taken
which may include disciplinary action up to and including discharge. All complaints of harassment will
be handled in a discreet manner and information will be limited to those personnel with a need to know.
Managers who receive complaints or who observe harassing conduct should inform the HR Representative
responsible for his or her group. If it is determined that harassment has occured, Spherion will
take prompt and appropriate action corrective action. Any employee who violates Spherion's policy
against workplace harassment will be subject to disciplinary action up to and including
termination of employment.

PROTECTION AGAINST RETALIATION
Spherion also emphasizes that it will not tolerate retaliation against any employee for cooperating in an
investigation or for making a complaint of harassment. If you believe you have been retaliated against
for reporting harassment, for making a complaint of harassment or for participating in an investigation
related to harassment, you must immediately report the retaliatory action to the director of HR or a member
of the executive staff.

I AGREE TO THE ABOVE TERMS YES NO

Employees in CA, CT, MA,VT, WI and ME should refer to postings of state harassment policies for additional
information.