Applicant's Statement I certify that answers given herein are true and complete to the best of my knowledge. I authorize investigation of all statements contained in this application for employment as may be necessary in arriving at an employment decision. This application for employment shall be considered active for a period of time not to exceed 45 days. Any applicant wishing to be considered for employment beyond this time period should inquire as to whether or not applications are being accepted at that time. I hereby understand and acknowledge that, unless otherwise defined by applicable law, any employment relationship with this organization is of an "at will" nature, which means that the Employee may resign at any time and the Employer may discharge Employee at any time with or without cause. It is further understood that this "at will " employment relationship may not be changed by any written document or by conduct unless such change is specifically acknowledged in writing by an authorized executive of this organization. In the event of employment, I understand that false or misleading information given in my application or interview(s) may result in discharge. I also understand that I am required to abide by all rules and regulations of the employer that is specifically stated in my employment agreement which will be signed be applicant prior to the commencement of any work. *

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CSA is committed to developing and maintaining the highest quality workforce available to ensure CSA's success and the success of each of its employees. To achieve this objective, CSA has established a hiring security clearance-screening program. Your initials and signature below constitute your permission for CSA to conduct background investigations in order to consider your eligibility for employment. Therefore. applicant agrees with CSA as follows: CSA will hire only workers who are authorized to work in the United States. In accordance with the provisions of the Immigration Reform and Control Act of 1986, all applicants must complete and sign Immigration and Naturalization Service Form 1-9 prior to employment Form 1-9 requires you to certify that you are either a citizen or national of the United States, that you are an alien lawfully admitted to permanent residence in the United States. or that you are an alien authorized by the Immigration and Naturalization Service to work in the United States. You will also be required to provide documentation of your identity and your authorization to work. All applicants are subject to employment security clearance-screening in order to be employed by CSA. Security clearance-screening consists of previous employment history, personal reference checks, educational reference checks, social security number verification, current and previous residences. criminal background public records investigations, screening through nationwide fugitive database for wants and warrants, and may randomly conduct drug tests for illegal controlled substances. CSA may periodically reexamine and conduct background investigations during the duration of applicants' employment for continued security clearance purposes It is the policy of CSA to hire only acceptable candidates who test free of illegal substances and/or drugs. Therefore, where permitted by law, CSA may require you to take a test designed to determine the presence of such substances and/or drugs in your urine. Your signature below constitutes your consent to supply your urine for testing and will authorize an independent testing laboratory designated by CSA to release your test results to those persons involved in the hiring decision or who otherwise have a need to know of such results Information provided by you on employment application is subject to verification by CSA. Your signature below will authorize former employers, educational institutions, as well as personal reference listings release information about you to CSA. This authorization will remain valid whether or not your application for employment is granted. I, as the applicant, declare that I am within reason physically able to perform the duties required to satisfy the job title(s) that I am applying for. Job title(s) may include cleaning labor for: interior offices, residential maid service, carpet - upholstery, drapery, ceiling, heavy cleaning & detailing, post construction cleaning, fabric & vinyl wallcovering, workstation panels, floor strip & waxing, fabric protection application and general porter services. If at any time during the entire duration of employment. employee suffers from any injury that may be a danger to themselves. other employees or any other person on any CSA job site, employee understands and agrees to notify CSA supervisor and/or management without delay for safety instructions Your application for employment will not be considered complete until CSA has received the results of your employment application background investigation. If you are employed, you agree with CSA that your employment and compensation may be terminated at any time for any reason or no reason, with or without notice. by you (the applicant) or by CSA You also understand and agree that no one at CSA other than it's Chief Executive Officer has the authority to enter into any agreement with you for employment for any specific period or to make any promises or commitments to you contrary to the above notices; and that any such agreement to be· enforceable must be in writing and signed by CSA's Chief Executive Officer. *

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Hereinafter, referred to as the "Employee," understands and agrees to the following terms and conditions for employment with Cleaning Specialists of America, Inc.; hereinafter referred to as "CSA." Employee hereby understands and agrees that unless otherwise defined by applicable law, any employment relationship with CSA is of an "at will" nature, which means that the Employee may resign at any time and that CSA can terminate the Employee at any time with or without cause. It is further understood that this "at will" employment relationship may not be changed or otherwise modified by any means whatsoever, unless expressly written by the Chief Executive Officer of CSA. Employee also understands and agrees that employee is required to abide by all rules and regulations of CSA, as listed herein, and all future additions and revisions. Now therefore, this "Employment Agreement" shall be in effect for the entire term Employee remains employed by CSA, whether or not Employee is retained on a full, part time and/or day labor basis. In addition to the terms as set forth above, the Employee also understands and agrees as follows: Employee must read, initial, understand, agree and sign all documented materials employee completed at time of application for employment with CSA. This specifically includes general employment application, notice to all applicants and authorization to conduct background investigations including sexual harassment policy. All CSA business operations regardless of .its location(s) may be monitored and recorded by both video and audio for security and quality assurance purposes. Explanation of Employment <> Full-Time- Part-Time- Day Labor: Employee understands that due to the nature of the contract maintenance market, no set shift is hereby guaranteed, promised or implied; [explanation]: a full time employee may be placed on a part time or day labor (as needed) basis at the sole discretion of CSA in order to meet market environment fluctuations. In the event employee is placed on day labor status, employee understands and agrees that CSA makes absolutely no guarantee and/or warranty either expressly written, orally or implied on the frequency of work available to employee. Employees placed on day labor (standby status) will be in a pool of other day laborers and CSA will attempt to contact each day labor status employee when a job request arises on a first come -first served basis. Some jobs are called into CSA on a last minute basis, therefore, CSA will attempt to call those day labor employees in random order to allow all day laborers an equal opportunity of work for that particular job. Once the needed laborers for a given job are confirmed, no other calls will be made to any other laborers in the pool *

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Attendance: Every Employee is expected to report to work when scheduled and on time. Good attendance is a very important job requirement. An employee is considered absent when he/she fails to report for, and remain at, work as scheduled. Failure to meet this requirement may result in termination from employment. The employee understands and agrees that should the employee be assigned to a given shift that requires a start time and end time, the employee must arrive on time, remain on the job site for the entire duration of his/her shift; with the exception of authorized breaks for meals. It is further understood that the employee cannot take any break within the last 2 hours of employee's shift. The employee is only authorized to leave his/her shift in the event of sickness, medical and/or other family emergency or emergency in the building where job site is located. In such an event, employee must contact his/her supervisor immediately to advise supervisor of the nature of the emergency and of the employee's intentions. . It is also understood and agreed that the employee must contact his/her supervisor immediately in the event that the employee must leave his/her shift prior to the scheduled shift completion time, if the immediate supervisor is unreachable, then employee must call the emergency numbers provided them. If no answer, employee must leave voice mail message specifically describing employee's situation. Employee must clear planned absences in advance with their manager. However, when an absence is unplanned, due to illness, an emergency or some similar cause, employee must immediately report the pending absence to his/her supervisor so that to enable supervisor to provide shift coverage. If employee absence extends for more than one (1) work day, then employee must telephone his/her supervisor each and every day of absence to advise supervisor of employees' status and plans to return to work. Any employee who fails to give proper notification will be charged with an unexcused absence. If notice is given and CSA does not believe justification for the absence, it will be considered unexcused. Unexcused and/or excessive absences will result in disciplinary action, which may include dismissal. Appearance: Employees must present themselves in a proper clean & neat fashion. All service employees must wear the approved CSA uniform while on job site(s). CSA's uniform consists of the following: Men Blue CSA Shirt Navy Pants Black Belt Black Socks Work Shoes/Boots Women Blue CSA Shirt Navy Pants Black Belt Black Socks Work Shoes/Boots Employees must wear their uniforms in a proper manner. No baggy pants, shirts must be tucked neatly into pants, pants must have black belt affixed properly. Pant legs must be properly sized and hemmed according to employee leg length. Work shoes/boots (laces properly tied) must be worn. Employee's clothing must at all times appear clean as well as free from any body odors and/or excessive cologne or perfume. All jewelry must be out of sight (underneath employee's clothing) . The Employee must be the dressed according to the above referenced policy at all times while on CSA job site(s). Should an employee fail to follow the above approved appearance guideline, then employee will be subject to reprimand, which may include suspension or termination. *

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Non-Compete: During the entire employment history with CSA or upon Employee departure from employment with CSA, whether by employee resignation or termination by CSA, Employee shall not disclose and will keep completely confidential, any and all information pertaining to CSA's customers and clients, existing or pending, and will not compete and/or interfere in any way with the CSA's customers, clients and/or business operations. In the event that Employee resigns (quits) or should CSA terminate (fire) the Employee, the Employee will continue to be bound by this Employment Agreement for a period not to exceed three (3) calendar years. This "Non-Compete Clause" shall be considered to include the Employee, the Employee's agents, associates, business relations, assignees, family members, friends, acquaintances and/or heirs. Employee also understands that CSA may at its discretion choose to seek legal protections of its business operations (intellectual property) against competition and/or interference from existing and/or former employees. For practicality purposes: Employee specifically understands and agrees that employee will not enter into any conversations and/or agreements, whether in writing, orally, or implied to work directly for any of CSA's client(s) and/or pending potential/prospective client(s). Waiver of Right to Sue Third Parties I understand that state Workers' Compensation statutes cover work-related injuries that may be sustained by me. If I am injured on the job, I understand that I am required to notify my manager immediately. The manager will inform me of the New York State Workers' Compensation law as it pertains to seeking medical treatment. This is to assure that reasonable medical treatment for an injury will be paid for by Cleaning Specialists of America, Inc.’s Workers' Compensation insurance. As a result and in consideration of Cleaning Specialists of America, Inc. offering me employment, I hereby waive and forever release any and all rights I may have to, make a claim, commence a lawsuit, or recover damages or losses from or against any customer (and the employees of any customer) of Cleaning Specialists of America, Inc., to which I may be assigned, arising from or relating to injuries which are covered under New York State Workers' Compensation statutes. Employment Arbitration Clause Employer and employee agree that shall agree that any dispute will be resolved through arbitration by the American association of Arbitrators located at 120 Broadway, New York, NY 10271; instead of litigating in court before a judge or jury. Therefore, they agree that any claim or dispute between them or against the other or any agent or employee of the other, whether related to the employment relationship or otherwise, including those created by practice, common law, court decision, or statute, now existing or created later, including any related to allegations of violations of state or federal statutes related to discrimination, and all disputes about the validity of this arbitration clause, shall be resolved by binding arbitration by the National Arbitration Forum, under the Code of Procedure in effect. This agreement shall be governed by and interpreted under the Federal Arbitration Act, 9 U.S.C. Sections 1-16 and Common New York Arbitration Clause. Any award of the arbitrator(s) may be entered as a judgment in the Supreme Court of New York, New York County. In the event that the Supreme Court of New York, New York County finds any portion of this agreement unenforceable, that portion shall not be effective and the remainder of the agreement shall remain effective. *

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Understanding This Agreement: Essentially, the spirit behind this "Employment Agreement" is one of mutual trust and confidence to do what is fair and just. Furthermore, the Employee understands and agrees that this "Employment Agreement" shall serve as an original document and be legally binding in the Supreme Court of New York, New York County. Employee further agrees and confirms that the Employee understands the language of which this Employment Agreement is written; which is English. If the Employee wishes, he/she at any time prior to signing this agreement can seek legal advice from any person and/or source they choose. Employee also understands and confirms that they are in no way whatsoever, under any obligation to enter into this agreement, and furthermore, by signing this agreement, the employee is doing so of their own free will. *

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Sexual Harassment PolicySexual harassment violates federal civil rights laws and Company policy. CSA, Inc. hereinafter referred to as the "Company" is committed to providing and promoting an atmosphere in which employees can realize their maximum potential in the workplace. Toward this end, all employees (including supervisors, managers and senior executives) must understand that sexual harassment will not be tolerated, and that they are required to abide by the following policy. This policy prohibits "quid pro quo" and "hostile environment" sexual harassment as defined below. 1. Quid Pro Quo Sexual Harassment Unwelcome sexual advances, requests for sexual favors and other verbal and physical conduct of a sexual nature by one in a position of power or influence constitutes "quid pro quo sexual harassment" when 1) submission by an individual is made either an explicit or implicit term or condition of employment, or 2) submission to or rejection of such conduct is used as the basis for employment decisions affecting that employee. As defined here. "quid pro quo sexual harassment" normally arises in the context of an authority relationship. This relationship may be direct as in the case of a supervisor and subordinate or it may be indirect when the harasser has the power to influence others who have authority over the victim. 2. Hostile Environment Sexual Harassment Unwelcome sexual advances, requests for sexual favors and other verbal and physical conduct of a sexual nature constitute "hostile environment sexual harassment'' when such conduct is directed toward an individual because of his or her gender and has the purpose or effect of I) creating an intimidating, hostile or offensive work environment, or 2) unreasonably interfering with another's work performance. Generally, a single sexual joke, offensive epithets or request for a date does not constitute hostile environment sexual harassment; however, being subjected to such jokes, epithets or requests repeatedly may constitute hostile environment sexual harassment. In determining whether alleged sexual harassing conduct warrants corrective action, all relevant circumstances, including the context in which the conduct occurred, will be considered. Facts will be judged on the basis of what is reasonable to persons of ordinary sensitivity and not on the particular sensitivity or reaction of an individual. In cases of alleged sexual harassment, the protections of the First Amendment must be considered if issues of speech or artistic expression are involved. Free speech rights apply to all persons in the Company. 3. Reporting of Sexual Harassment Allegations Persons who believe they have been victims of sexual harassment should report the incident(s) immediately to the appropriate administrative officer of the Company as set forth below. Delay in reporting makes it more difficult to establish the facts of a case and may contribute to the repetition of offensive behavior. 4. Confidentiality The Company will do everything consistent with enforcement of this policy and with the law to protect the privacy of the individuals invoSexual harassment violates federal civil rights laws and Company policy. CSA, Inc. hereinafter referred to as the "Company" is committed to providing and promoting an atmosphere in which employees can realize their maximum potential in the workplace. Toward this end, all employees (including supervisors, managers and senior executives) must understand that sexual harassment will not be tolerated, and that they are required to abide by the following policy. This policy prohibits "quid pro quo" and "hostile environment" sexual harassment as defined below. 1. Quid Pro Quo Sexual Harassment Unwelcome sexual advances, requests for sexual favors and other verbal and physical conduct of a sexual nature by one in a position of power or influence constitutes "quid pro quo sexual harassment" when 1) submission by an individual is made either an explicit or implicit term or condition of employment, or 2) submission to or rejection of such conduct is used as the basis for employment decisions affecting that employee. As defined here. "quid pro quo sexual harassment" normally arises in the context of an authority relationship. This relationship may be direct as in the case of a supervisor and subordinate or it may be indirect when the harasser has the power to influence others who have authority over the victim. 2. Hostile Environment Sexual Harassment Unwelcome sexual advances, requests for sexual favors and other verbal and physical conduct of a sexual nature constitute "hostile environment sexual harassment'' when such conduct is directed toward an individual because of his or her gender and has the purpose or effect of I) creating an intimidating, hostile or offensive work environment, or 2) unreasonably interfering with another's work performance. Generally, a single sexual joke, offensive epithets or request for a date does not constitute hostile environment sexual harassment; however, being subjected to such jokes, epithets or requests repeatedly may constitute hostile environment sexual harassment. In determining whether alleged sexual harassing conduct warrants corrective action, all relevant circumstances, including the context in which the conduct occurred, will be considered. Facts will be judged on the basis of what is reasonable to persons of ordinary sensitivity and not on the particular sensitivity or reaction of an individual. In cases of alleged sexual harassment, the protections of the First Amendment must be considered if issues of speech or artistic expression are involved. Free speech rights apply to all persons in the Company. 3. Reporting of Sexual Harassment Allegations Persons who believe they have been victims of sexual harassment should report the incident(s) immediately to the appropriate administrative officer of the Company as set forth below. Delay in reporting makes it more difficult to establish the facts of a case and may contribute to the repetition of offensive behavior. 4. Confidentiality The Company will do everything consistent with enforcement of this policy and with the law to protect the privacy of the individuals involved and to ensure that the complainant and the accused are treated fairly. Information about individual complaints and their disposition is considered confidential and will be shared only on a "need to know'' basis.o know'' basis. *

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This policy seeks to encourage all employees, supervisors, and managers to express freely, responsibly, and in an orderly way opinions and feelings about any problem or complaint of sexual harassment. Retaliation against persons who report or provide information about sexual harassment or behavior that might constitute sexual harassment is also strictly prohibited. Any act of reprisal, including internal interference, coercion and restraint, by a Company employee or by one acting on behalf of the Company, violates this policy and will result in appropriate disciplinary action, which may result in termination This sexual harassment policy shall not, however, be used to bring frivolous or malicious complaints against any employee, supervisor and or manager of the Company. If a complaint has been made in bad faith, as demonstrated by clear and convincing evidence, disciplinary action may be taken against the p_erson bringing the complaint, and such person may be subject to termination. 6. Reporting Channels The following sections identify appropriate sexual harassment resource person(s) and complaint- receiving officer(s) of the Company, and all employees should contact this person(s) regarding sexual harassment. • Responsibilities of Supervisory Personnel All employees of the Company have a general responsibility to contribute in a positive way to an environment that is free of sexual harassment. Supervisory personnel, however, have additional responsibilities. Supervisory personnel are further responsible to take all appropriate steps to prevent and stop sexual harassment in their areas of responsibility. Supervisory personnel who are contacted by an individual seeking to file a complaint about sexual harassment shall assist the complainant in contacting the appropriate complaintreceiving official(s) identified below. • Employee Complaints Employees with complaints of sexual harassment against other employees, supervisors and or managers should contact the official complaintreceiving officer of the Company; identified as Todd R. Saunders. • Procedures for Handling Complaints of Sexual Harassment Individuals who believe they are victims of sexual harassment in their working environment(s) are encouraged to respond to the alleged harasser directly, by objecting and by requesting that the unwelcome behavior stop. Individuals may also seek assistance or intervention, short of filing a complaint, from their supervisor or Company complaintreceiving officer as listed in paragraph 6.2 above. An initial discussion between the complainant and the complaintreceiving officer will be kept confidential to the extent allowed by law. The complaintreceiving officer will explain the options available to the complainant. If the complainant, after an initial meeting with the complaint- receiving officer, decides to proceed, the complainant will be requested to provide a written statement describing the exact nature of their complaint. Complaints of sexual harassment will receive prompt attention. Complaints may be resolved through the informal or formal procedures described below, and appropriate action will be taken. Informal means are encouraged as the beginning point, but the choice of where to begin normally rests with the complainant However, if the complaintreceiving officer believes that the matter is sufficiently grave because it seems to be part of a persistent pattern, because of the nature of the alleged offense, or because the complainant seeks to have a sanction imposed, then the complaintreceiving officer will initiate a formal procedure or take other appropriate action to respond accordingly. *

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Informal Procedures • The complainant may attempt to resolve the matter directly with the alleged offender and report back to the complaintreceiving officer. • The complaintreceiving officer may notify the alleged offender of the complaint, paying appropriate attention to the need to maintain confidentiality. The complaintreceiving officer may take whatever steps short of formal sanctions that he deems appropriate.to affect an informal resolution acceptable to both parties. • Where the alleged offender is a coworker (meaning that both parties are at the same employment level) the complainant and accused may choose to participate in mediation. • If a complaint is resolved informally, no record of the complaint will be entered in the alleged offender's personnel file. However, the complaintreceiving officer will, in the form of a confidential file memorandum, record the facts of the complaint and the resolution achieved. • Formal Procedures In formal resolution procedures, the written and signed complaint will be directed to the following officer of the company: Todd R. Saunders. The official listed directly above, or officials' appointed designees, will conduct whatever inquiry they deem necessary and will arrange conferences with the complainant, the alleged offender, and any other appropriate person(s). The investigation will afford the accused an opportunity to respond to the allegations. Those directing investigations will make a record of the case, including a record of their decision, and a copy of that record will be retained in the Company's confidential files. Additionally, any and all records of sexual harassment complaints will be retained in the Company's confidential files. The complainant and the alleged offender will be notified of the outcome of the investigation. Furthermore, both parties must treat this information as confidential and private. 7. Disciplinary Sanctions A conclusion that sexual harassment has occurred shall subject the offender to appropriate disciplinary action and may result in suspension and/or termination. Sanctions imposed will be determined based on the facts of each case and the extent of harm to the Company's interests in maintaining a workplace completely free of sexual harassment. 8. Entire Agreement Employee further confirms the receipt of this Sexual Harassment Policy and warrants that he/she has read the entire document and fully understands the Company's policy against all forms of sexual harassment, and that employee agrees to abide by all regulation(s) herein. Employee further understands the language in which this document is written, which is English. If the employee wishes, he/she at any time prior to signing the Sexual Harassment Policy document May seek legal advice from any source employee chooses to explain its terms. *

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