[Audio] We give you a warm welcome and lots of good wishes on becoming part of our growing team. Congratulations on behalf of all the staff members. Your skill set and expertise are going to be an amazing addition to the team. Welcome to the team [employee name]!. 

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Congratulations!!

We give you a warm welcome and lots of good wishes on becoming part of our growing team.

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ONBOARDING TRAINING PROCESS. Why is Onboarding important? Starting a new job is exciting and can be stressful! A well-designed onboarding process can help an incoming employee feel welcome and more comfortable when beginning new duties. Employee onboarding is essential for integrating new hires into the workplace. It begins with documentation and creating a welcoming atmosphere, ensuring that every employee feels valued and supported from the start. Our one-day onboarding process ensures new hires receive essential information on policies, payroll, benefits, and training, preparing them for success from day one.. 

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Why is Onboarding important? Starting a new job is exciting and can be stressful! A well-designed onboarding process can help an incoming employee feel welcome and more comfortable when beginning new duties. Employee onboarding is essential for integrating new hires into the workplace. It begins with documentation and creating a welcoming atmosphere, ensuring that every employee feels valued and supported from the start.
 Our one-day onboarding process ensures new hires receive essential information on policies, payroll, benefits, and training, preparing them for success from day one.

A person standing in front of a board with a person pointing at the wall

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Smiling person with pen and paper. We Will Go Over Preparation and Completion: Who Goes Through The Onboarding Process? IT Onboarding How to Use Our Onboarding Checklist PAF I9 Forms to Sign and Acknowledge Employee Electing Health Benefits Overview ALL DRIVERS: Forms Sign and Acknowledge Administrative Procedures Our Employee Solution Center Responsibilities In Supporting Our Employees Contacts Q&A. 

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We Will Go Over Preparation and Completion: Who Goes Through The Onboarding Process? IT Onboarding How to Use Our Onboarding Checklist PAF I9 Forms to Sign and Acknowledge Employee Electing Health Benefits Overview ALL DRIVERS: Forms Sign and Acknowledge Administrative Procedures Our Employee Solution Center Responsibilities In Supporting Our Employees Contacts Q&A

WHO GOES THROUGH THE ONBOARDING PROCESS?. Who Goes Through Orientation?. 

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While all new employees will undergo the onboarding process, only specific groups will participate in orientation.  These groups include:   New Hires: Employees who have never worked for Monarch.   Rehires: Employees who left the company (either by choice or termination) and have been away for more than four weeks and considering, they are in good standing.  If they are not eligible for rehire, it will be at branches discretion to take them back.

Groups Not Included in New Hire Orientation

The following groups will not participate in the orientation process. But admin. will have to submit a PAF only for return. However, in some cases they may be required to obtain or update certain employment-related paperwork:   Rehires: Employees who have worked for Monarch recently (either by choice or termination) and return within the last 4 weeks considering, they are in good standing. If they are not eligible for rehire, it will be at branches discretion to take them back.  Transfers: Employees transferring from other Monarch companies.   Seasonal Inactive Status:  Employees who work for Monarch but recently were laid off and return within 6 months, provided they are in good standing. These employees may be classified as inactive while not working. They must be paid out all wages and PTO when put in this status. Employees on Certain LOA Class: Those on leave must have HR approval to return. If absent for an extended period, consult with HR to assess eligibility and follow the required process before an employee’s return. They are still considered employed.

The best practice is that every employee who is new to your organization participates in an onboarding process.

IT ONBOARDING. Submit an IT Onboarding: If New Hire Requires Equipment or When In An Eligible Position:. 

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Submit an IT Onboarding:  If New Hire Requires Equipment or When In An Eligible Position:

Submit MACH Form  IT Equipment Email or App Access Submit Request thru MACH Form :  IT Onboarding / Change Request
 Use this form to request IT equipment orders, network, and system set up for new employees, new users or to request a change for an existing employee's access. Phone Laptop iPad Monitors Keyboard/Mouse Other computer hardware  Equipment Setup
 Company email and login info Irrigation app access Other app access Specific work-related accesses, for example: IFS; Novacura; PlanGrid, OST, PowerBI, & Bluebeam etc.

Our IT department should conduct technology onboarding, so all employees are competent and comfortable with the devices required to successfully complete their duties. Our IT department will answer any questions about devices, provide login information for required applications and software, review cybersecurity and data privacy information and answer any additional technology-related questions. A well-executed IT onboarding process helps new employees feel welcome and quickly become productive.

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Using Our Guide: 
Our Onboarding Checklist

For Easier Onboarding HR has Created our New Hire Checklist:
 Creating and following our onboarding checklist helps Administrators; SOS's; and office staff assisting with new hire documentation streamline onboarding while ensuring the process is comprehensive and easy to follow, even if you are not familiar with the process, our checklist is all we need. It also lays the foundation for a positive, successful working experience and more accurate submission of important new hire documents.

Why use our Guide? We can sometimes rush the onboarding process, which can create negative first impressions, stoke frustrations and jeopardize retention and engagement. A new hire checklist may be necessary to help ensure that important milestones are not overlooked as employees assimilate to our organization.

 Outline: This document is our New Employee Checklist, outlining the forms and procedures that must be completed and provided to new employees on their first day.

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Employee Information: Employees basic information to start. We know for this employee that the following documents have been completed.. 

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Forms to completed on 1st day & sent via MACH: Reminder: Checklist must always be included in the New Hire Packet These are forms that new hires are required to  go over & sign. Our Best Practice, this should be completed on the employees first day of work; ***Training; Mandatory Requirements: training acknowledgments and /or certifications  ONLY if new hire will be Driving/Sensitive Positions, Fill out required forms
 Other: Managers and Office Staff Box Section: This must be completed by HRBP (Salary EE /Office Staff)

Provide to EE on 1st day:  Employee TakeHome Packet: Contains important documents and policies; still to go over Provide Employees with Hard Copies to take home (these are copies from hire packet)
 Other: Administrative Procedures Box Section: This must be completed by Administrators.

Sign and Approve as Completed Paperwork: Person completing or gathering documents must sign and date as received and submitted.

CA New Employee Checklist
Name:
MONARCH DOE
5041
01101/2025

Checklist
ust be included in Hre Pack
2
x
Hana
thru MACH torm
Drive in

Employee Information: Employees basic information to start. We know for this employee that the following documents have been completed.

[Audio] What does FLSA status mean?
Fair Labor Standards Act
What Does "FLSA Status" Mean? An employee's Fair Labor Standards Act (FLSA) status determines if they are exempt or nonexempt. Non-exempt employees are legally entitled to be paid overtime after working a certain number of hours, while exempt employees do not receive such benefits. Section F: Employee Name
Must have both Print name and signature in respective boxes. Some Employees may say, well i dont have a signature. We can tell them to put name on both boxes
Section F: Manager Name
If Possible, no digital signatures. If manager is unable to sign, we can add a note and signature as follows: "Signed on behalf of Manager" then your signature.. 

Scene 9

Section A - Personnel Actions: PAF is used to record, Name; DOH and status of new employee

Section B - Personal Information:  It’s to record Personal Information and Hiring Source.

Section D – Termination: We don not  use this section when hiring.

Section C – Employment Information: Record here Region; Com. Code; Branch and Area assigned; Job Title and Supervisor; Work Location and Hourly or Salary Pay Rate offered. 
 Skip down to Schedule; FLSA Payroll Status; Employment Category; Crafts Needed, Sick leave Policy if any; Union information.

Section E – Comments / Reason For Action: We add here any special conditions  or any notes to keep in mind based on job . Examples: take home vehicle, sign on bonus, etc.

PAYROLL ACTION FORM
JOHN JAMES MONARCH SMITH Position 102 ??
SECTION A - PERSONNEL ACTIONS
STATUS
Date : 01/01/1999

SECTION B - PERSONAL INFOR'UTIC"
550 SOUTH HOPE ST., OAKLEY, CA, 94509
M
31/198
123-35-7891
MONARCHEE
MAIL.COM
123-456
-789

SECTION C - EWLOYMENT INFORMATION
5043 -
JOS Title:
GARDENER
KRIS DASSO
Job Title:
Supervisor
Of
Zw z4h
8=10 z
GOJ
N.w Co. Code:
FLSA
"ld-y
6143
New
$19.00
WOO
(Chee
Rat. pay:

SECTION D - TERMINATICN
, Restructure
Reason for Leaving:
FSIS testing
FSIure to autmrization
Lack work
Misconduct
z —-—:nal Inactive Status
z - Higher Paying
z Volur&ry - Other:

MONARCH
SECTION F • APPROVAL SIGNATURES BRANCH MANAGER/HANAGER
01/01/1999 MANAGÉRS PRINT NAME *101/1999
JOHN J. MONARCH SMITH
*'St have boti Prmt nan* and siøl•aftre in resl*ctive
boxes. Some EnWoyees may say, well i dcnt have a
signature. We cm tell to put on both boxes
MANAGER SIGNA TURE
If Possible digital signatures.
If manager is unable to sign we can add a rote and
as follows: "Signed on behalf of Manager" then your

Section F – Approval Signature's: This will must be completed by HRBP

[Audio] WHAT DOES FLSA STATUS MEAN?
Fair Labor Standards Act
What Does "FLSA Status" Mean? An employee's Fair Labor Standards Act (FLSA) status determines if they are exempt or nonexempt. Non-exempt employees are legally entitled to be paid overtime after working a certain number of hours, while exempt employees do not receive such benefits.. 

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Employee is the only person to fill out/correct section 1, unless using a preparer/translator.

Section 1: Employee completes no later than first day of work for pay, but not before accepting a job offer.
 We are responsible for reviewing and ensuring that our employee fully and properly completes Section 1.

Section 2: NO ONE OTHER THAN COMPANY REP. SHOULD FILL OUT SECTION 2. We will complete and sign Section 2, within three business days after the employee’s first day of employment.
 The person that examines the original, unexpired documents in the presence of the employee MUST fill out, sign and date Section 2

If the employee uses a preparer or translator to fill out the form, the person must certify that s/he assisted the employee. Have preparer/translator fill out Sup. A form. (Preparers, translators and employers may not enter P.O. Boxes on Form I-9).

Note: If employee refuses to sign I-9, terminate the onboarding appointment. This is a required document for employment.

[image] Secti.n 1 Employee Information and Attestation: Ern#yees must complete sig' SecSon 1 of Form 14 rn Later thn the first
day Of employment. but a pb
I mat
prov'd•• 'or
'alee or tN
Ot
I unorp.n*ty'
ot p•rlum tn18 htormatm
Including my tn.

***Reach out to your nearest HRBP for LMS I9 Training***

[Audio] Form: EMPLOYEE INFORMATION SHEET
In this sheet we must add work location. Add name and contact information for the employee; physical address. Contact number and personal e-mail address. They will have to mark the box. If they. Opt-in to text messages and e-mail address. (This is for the purpose of receiving information from company) surveys; LOA; company wide notifications etc.
We also will require an emergency contact number. One is required. Two or more are optional. Form: EQUAL EMPLOYMENT OPPORTUNITY: EEO-1 VOLUNTARY SELF-IDENTIFICATION FORM
It requires employees to self-identify their race or ethnicity to comply with civil rights laws. This is voluntary information and will be kept confidential and used only in accordance with applicable laws, regulations. Form: MUTUAL AGREEMENT TO ARBITRATE This arbitration agreement outlines an employee's employment terms and conditions, covering all employment-related disputes. It will be conducted in accordance with JAMS Employment Arbitration Rules and Procedures, with the arbitrator having exclusive authority. The arbitration will be conducted in the employee's county, and the company is responsible for costs. It requires that person who signed the agreement resolves any disputes by binding arbitration, rather than in court before a judge and/or jury. How I explain it: Which in terms they are letting a third party come in and Mediate the dispute for you and the company. To resolve it outside court. Its Less Cost in the long run for both parties. ** Mandatory: This must be signed; we cannot hire a candidate without them signing. Form: W-4 (FEDERAL WITHHOLDING) & EMPLOYEE'S WITHHOLDING ALLOWANCE CERTIFICATE (STATE WITHHOLDING)
These forms are used to determine an employee's personal income tax withholding status so that the appropriate federal and state taxes can be withheld from the employee's pay. Note: We are not tax experts and cannot decide/suggest if asked; how many allowances/deductions or dependents should they add to these forms. They should ask a Tax Office or also use a tax withholding estimator in the IRS website that can help as well to determine how to complete Form W-4. Form: DIRECT DEPOSIT FORM
We offer payday convenience: Direct Deposit. Employees can have their paycheck automatically deposited in checking, savings account or a pay card. 

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Form:  EQUAL EMPLOYMENT OPPORTUNITY: EEO-1 VOLUNTARY SELF-IDENTIFICATION FORM

Form:  W-4 (FEDERAL WITHHOLDING) & EMPLOYEE’S WITHHOLDING ALLOWANCE CERTIFICATE (STATE WITHHOLDING)

[image] Employee Information Sheet I Hoja de Informaciön del Empleado
Work Location IJbicaciOn De T rabajo
AND c OHTACT "'FORMATION uOMBRE E DE CO"TACTO
PHYSICAL ADORE ss Fis'CA
ACT PERSONAL EMAIL ADORE
NüMEROS OE CONTACTO Y OIRECCION OE CORREO ELECTRO
uno o m" d.
CONTACTO DE EMERGENCIA (OBUGA
2.2024

[image] EQUAL EMPLOYMENT OPPORTUNITY: EEO-I VOLUNTARY SELF-IDENTIFICATION FORM
This iS an Eul by and iS Sub*Ct
recor%eepng am remrtng reu-ements tor ot rights
regulate'S. In to Wit these laws. the
self-i&ntity their race or etMicity Su&nission of this is refusal it
will not subject to any adverse treatment Tne informatim "anal wu be Kept cont•yoal,
Sepæate all Other records access€ b; the Human
will used n accordance wit the of a»licabk executve Uders.
regulations, ncludino rose mat require me intormaÜ' ne wmmarizea remned
Civil rights When Will dentib•
naovøual. Please return me completed torm to trw HR Department.
GENDER;
RACE.•ET HNICITY: Of b
HispanÉ or L - A ot Puerto or Central or
cumre or origin rewdess ot race.
White (Not Or Latirn) - A any Of the Of
Middle East or Atrica
Black or African AnMican (Not or - A in ny the
black raca ot Africa
Native Hawaiian or Other Islander (Not or Lati10) - A
the o' Hawaii. or PacifiC Islands
C] Asm (Not Hispanic or Latamo) • A navinqonqns any orme
Far East. Asia or the Subcm.tnent,
Korea. the Thailand Vietnam,
American Indian or A 18ka Native (Not HiSlNnk or L - A any
ot ot Anwica maintains
tribal moton or unmunity attactvnent
Two or more races (Not Hispa nic or Latmo) AJI who Wth ot
I mt to
Name (
Oate

[image] MUTUAL AGREEMENT 10 ARBITRATE
To fiallest extent alloned by law ud in exsid«aticm of employment with MONARCH
LANDSCAPE HOLDINGS. LLC., it' promise to arbitrate all employment-related disputes, ud
Of pav Other paid to at present
filture, you hereby aye my controversy, claim or dispute between 'ou and MONARCH
LANDSCAPE HOLDINGS, LLC and/or uy of it' related entities, holding companies,
Holdings) , ,
employees, agents, insurer, predecessors, successors, and assigns (collectively ,
relating to or arismg out of or the cessation of that Including
of this Mutual A greemeat to Arbitxate ("Arbitration Agreement") uill submatted to final
and binding ubitrztion_
This limited to.
clams for unpaid ages, of conüact, tMs, violation of public policy, discnminatiog
harassment, or anv oåer employment-related rlaim uv state or federal statutes or Iam
relating to an employee's relationship nith hisher employer. regardless of uå*ther such dispute
is mrtiated by you ot the Company. This Agreement also covers aly and all claims that the
Company may have agama you, including claims for misappropriation of Company g»ety,
disclosure of propnetæy infimaation or trade secrets, gross or uy other claim
alleged wrongful e&duct_
by Act. 9
I (the Such arbitration Shall neutral
arbitator in die in uhich vou worked for determination in accordance with the JANIS
Employ-rneat Rule: ud Rule"'), includuag any subsequent
or to such JANIS Rules, the remedy
or (A COPY Of most JANIS Rules may be Obtained from the '
Human Resources Department or by visiting http;öwu-w.jamsa& com•'rules-employment•
shall to
may to exhaust to a
such the conduct to the Same extent would be permitted
in a court of law. The arbitrator shall apply the substantive law (and the of remedies, if
applicable) ef the state in whxh vou bv MONARCH IA*DSCAPE HOLDINGS,
LLC to
apply, except by the The not federal, State,
coun or a: en:y , shall have exclusive authority to uy dispute relating to interpretatiog
or of Agreement, including the of
Or The issue a the
Which the award based, and have to all that
would available coun The Company shall be responsible for all costs and fees unque to the
arbitration process to the extent required by law Otherwise, each pazty shall
Its including mt to
anv varv prevail' on a claim diat affords the prevailing pam- attomevs' fees pursuant to law,
starute, or contract, or cost', the arbitrator may award reasonable attomeys' fees and costs to the
to the extent by The dgpute to
reasonableness of uy fee or cost Am,' judgment the award rendered by the arbitrator may
be entered m anv cout haling iunsdzcaon thereof
- Cut
ding, but limited to, either the Comp-my or alleges
Acreement or other agreement regard•ng trade
Code or covenants,
for compensation benefits umemployment
at, as a matter of law. the parties agree to arbitrate ue not
anent Nothing in Arbitration Agreement shall be interpreted
ling of complamts Equal Employment Opponuruty
putment of Fur Emplcyment ud Housing, National Lat:«
State.
law, the putiea exyessly intend agree thit; (l) acticm
(b) each part' Will hereby it: right
or collective against the other in ub•eatioa or any
shall only sutmit theu individual claims arbitration and
Of any
P20v1S10N, BOTH YOV
-'P ALL P-ICHTS TO A BY rny, APE GIVING
TS OF APPEAL FOLLOü%'G THE PENDERING OF A
FEDERAL ACI AND APPLICABLE
P._EIUW OF
CONTIPAI TR4T EAVE READ, VNDERSTA„ND
TO AND AGREE TO THIS ARBITP&TION AGREEMENT.

[image] Certlkate
can
t25
S•4L
As 2020

[image] DIRECT DEPOSIT FORM
We are pleased to be able to offer 'you a payday convenience: Direct Deposit. You can have you paycheck
autornatically dered
your checking, savings account pay cad on payday and you dont have to change
your present ban ng relationship to take of this serace
Here's hoa Direct Deposit works: on payday win receive an earnings statement showing gross salary, taxes.
Other earnings and &ductbns, and net pay. Your money '"II already have I*en deposited in your account. The
cl the deposit will appear on pur bank statenpnt. YIN are not limited to depositing your paycheck into onyy
account. You may chcnse to have your paycheck deposited into checking. savings and pay card. You may
indicate a flat Chlar amount. and the remainder will go into the other account. We believe you wil like the added
convenience Of having your paycheck automaticdly deposited f« you.
Direct Deposit safe. convenient. and easy. To take advantage of this service. complete the 'formation below and
retum to your Administratcr By cornpletlng this authorizatbn form, you are giving Company the authcrlty to
deposit you pay Into
ATTACH A VODED CI-ECKCR BANK LETTERFOREACH ACCCA.NTM-ENCC*FLETNG FORM
I auth«ize Jensen Landscape Services, LLC to initiate electronic credit entries each pay period, and, if necessam
debit entries adjustrnents any credit entries in error to
Checking Account
Employee Name:
Checking:
Routing #
Savings:
Routing #
pay Cards:
Proxy ID#•.
(S anx•unt) Savings Account
Position ID #
•200
Bank Account #
Bank Account #
(S amount) Pay Card
(S amount)
/ that the origination Of the ACH transactøns to my accourt must canpty Mth the provisions Of
US law. This authority remain in effect until / have cancelled it in writing
Employee Signature
Date Signed

[Audio] Form: LIVING OUR CORE VALUES CHECKLIST
Monarch core values are the clearly stated principles about our organization's vision & mission. That way, everyone is aligned around a guiding philosophy to serve employees, customers, and the broader community.
Our company core values reflect the importance of inclusivity, developing meaningful connections, and creating personalized experiences that connect us all. Form: "NOTICE TO EMPLOYEE" ALSO KNOWN AS THE "WAGE THEFT NOTICE"
California's Wage Theft Protection Act (WTPA) requires employers to provide a written notice to all non-exempt employees regarding the employee wages (pay rate), sick leave, workers' compensation, and the employer's corporate information when they are hired, and every time there is a change to the information in the notice, within 7 days of the change. For instance, an updated notice must be given to the employee if there's a wage increase or a change in sick leave policy. the notice must be provided in the language the employer uses to relay employment-related information to the employee. It is required that employers provide employees with information regarding any "state or federal emergency or disaster declaration applicable to the county or counties where the employee will work issued within 30 days before the employee's first day of employment, and that may affect their health and safety during employment., it's been updated Form: MEAL AND REST PERIOD RULES
all legal requirements regarding meal and rest periods. Most California workers must receive the following breaks: when they are Non-exempt employees they are entitled to one uninterrupted 30-minute unpaid meal break when working more than five hours in a day. An additional 30-minute unpaid meal break when working more than 12 hours in a day. And a paid 10-minute rest period for every four hours worked. Form: TIME OF HIRE PAMPHLET & MPN FORM
This form must be given to all newly hired employees in the State of California. "Time of Hire" pamphlet, which provides employees with information about the state's workers' compensation, benefits, how to file a claim, and other information related to medical care. Form: PROPERTY RETURN AGREEMENT
recording the receipt of items and certifying the return of all items at the time of termination or branches request.. 

Scene 12

Form:  “NOTICE TO EMPLOYEE” ALSO KNOWN AS THE “WAGE THEFT NOTICE”

[image] Safety
LIVING OUR CORE VALUES CHECKLIST
Welcome to the team' Our goal is to give you the tools to be
successful. Please review the list below and use it as your guide
to success at Monarch Landscape Cornpanies.
go to
wt. par of a
Autcromy
b. ide, it
profession lign
iob is
Opportunity
be spek
a b— "ing qMi" but
'Jed—d
be
d up

[image] NOTRE TO EMPLOYEE
WORKERS
LEAVE
ACKNOWLEIXiEMExr OF RECEIPT

[image] A document with text on it Description automatically generated

[image] LAND
California MPN In
01
Time of Notice
Keep
thB
to p"
DWC—s

[image] Property Return Agreement
Acuerdo de Devoluciön de Propiedad
I. trp undersigned enwoyee, have received the items from my employer Jensen
Yo, e/ empleado abap trmante, he reab,do los *hentes anicu/os nw Jensen
(List tmilorms. equoment. PPE or below. current vaWe_)
(Enurnere iOS unforrnes, equipos, EPP o herram,ientas a mntjnuaoön, inclu& e' vakr actual
agvonrnado)_
safety vest
Safetv Glasses
Hat
It I (Wit my enumyment. I to retum a" me abwe items by my mal day ot empbyment. It my
enwoyer terminates my emphyment. I agree to return all the above nems at me tjnæ my enWoyment
is ternunated_ I further agree to retum any or the abcwe items at any other time my enwoyer so
S.' renuncjo a mi emp/eo, acepto todos Ios articulos antes para mi dia
de emp'eo. S' empteador tern-ina mi em*o, acepto devo'ver tcdos bs anicu/os antenores en e'
momento en gue mi emple,o termjne_ Ademås, acepto cualqu,éra o todOS bs
anteroes en cua,quier Otro rruænto mi empleador asi b SOIdte.
1 ackmwledge that au items listed above remain the sole pn»erty or my employer
ReconOZCü gue todOS bs articuJos rnencjo•ladas anteromente propjedad de mi

[Audio] Form: MONARCH WORKPLACE SAFETY PLEDGE
This Pledge is for new employees to commit to a safe and responsible work environment while working at Monarch Form: EMPLOYEE HANDBOOK ACKNOWLEDGEMENT AND AGREEMENT
The purpose of a signed acknowledgment is to demonstrate that the employee not only has received the handbook but also is responsible for knowing the information contained within the handbook. When we have proof that an EE received a handbook it becomes critical in legal disputes. Form: EMPLOYEE ACKNOWLEDGEMENT/RECEIPT OF BENEFIT INFORMATION AND INSURANCE ENROLLMENT INSTRUCTIONS
EE has 60 days from their hire date to enroll. If EE experiences a qualifying life event, notify HR and submit documents within 31 days. Missing deadline will forfeit ability to enroll or make changes until the next opportunity. By signing, you acknowledge receipt and confirm you understand your enrollment period. Signing does not enroll you in any plans. Form: RATE SHEET/ENROLLMENT FORM/WAIVER
***Rate Sheet
Shows the premiums for all possible combinations of coverage we offer to our employees. e.g……. First: One-person regular plans cover just the employee. Second: regular plans cover the employee and spouse/RDP. Third: shows regular plans cover the employee and children only.
Last: EE and Family regular plans cover the employee, spouse and children or any other members on the plan. ***Enrollment Form
This provides EE with the necessary information to get them signed up and ready for benefit services.
***Waiver & Beneficiary Information
A waiver of coverage is a form employees sign to opt-out of MEDICAL insurance with us; but keep in mind NOT Vision nor Dental apply here. When an employee doesn't want health insurance from us, they waive coverage, need to mark a box. Declination here is proof that Monarch offered appropriate coverage, and that new hire is aware that declination can have tax implications. ****What is beneficiary: the person or people that you legally designate to receive the benefits from your life insurance coverage (we have 2 available: UNUM Supplemental Life/AD&D (offered free to all EEs Life Insurance and Accidental death and dismemberment (AD&D) insurance is a category of life insurance that only pays out a death benefit when the insured is in a covered accident that causes death or specific serious injuries such as paralysis, the loss of a limb, eyesight, hearing, or speech etc. (both of these life insurance benefits pay out for $25,000). 

Scene 13

Form:  EMPLOYEE ACKNOWLEDGEMENT/RECEIPT OF BENEFIT INFO. AND INSURANCE ENROLLMENT INSTRUCTIONS

Form:  EMPLOYEE HANDBOOK ACKNOWLEDGEMENT AND AGREEMENT

[image] Monarch Workplace Safety Pledge
I understand that the safety of myself, my team, and the general public is always my top
priority. When observe unsafe conditions or behaviors during my workday, 1 understand th
I must act and report what I see to my immediate supervisor. I personally promiseto never
take at Of Safety, and now to make our workplace even safe
place.
I pledge to
s to
f Ring
n strtch "d "d Metiw
I pledge to take wh"e 'Aiming to wc-tect
.ppmgri.te f" W k 't
liftin.
of if my feet
of md it
I pledge to few
with me
a cord«t 3ö
t.mc a Afe d6tne &strxted driving
I pledge to maintain vehicles / safely
it
we to did re
Maint.in safe times
a nfety d«ke
N« (Print)

[image] Employee Handbook Acknowledgement and Agreement
By I that nave received a Ot
Services. LLC (the "ConwanV) Employee 1 ramiliarize myselt with its
contents. I agree to ccnpty with tne rules. pd•oes. and procedures set brth neren. as well
as any revisions made to the Employee Handbtx)k in the ruture I also understand that 1
mate the rules, and procedures set luth herein that I may sLOject discipline.
up to and inducmg termination 01 my employment,
w1derStmd that the Employee contains intorrmtjon atXRJt the envloyment
pfficies aM practices ot the Cunpany. I understand mat the JWicies 'Xtlined mis
Envloyee Handbook are mmagement guidelines only. which in a &vehping business will
require to that Company retains to
decisions •mffv•ng employment as nedeC r' order conmact its va:rK r' a manner tnat
to and the I understand that
supersedes ano replaces am anc an prior HaMtxoKs anc any inconsistent verba
or policy that this to
current maintained by the Cunpany ana that must reter me actual
documents and swmnary plan descriptions as these ficunents are cmtrolltng_
This handbook is intended gik employees a broad sunvnary ot things Mie-y shcn'd kncnv
about the Connpany The nroanatjon this nandbook is genera in nature
q Lkstms are any nkmær ot nuna•Fnent cuwuned for com*te ftta•s
At-Will Employment
understand and ackncwåedge that tk Company maintains an at*" enwoymert
and that my enwloyment. WsitÖn. compensation at the are støject to the
at-voll enwoyment As such. they shan tor no srclfic cWrabon, and
may be changed or terminated at the w" 01 the Additionally. both 1 ar.:Z the
Convmy nave tne rignt to terminate my enuoyment at or w'tnout cause or
prior notice By bem. certify that I understand that at•will employrnent Status
sole and entire agreement between me and me Cmvany concerning me chiraton cl my
ernployment arid the Circumstances under which my employment may be terminated It
supersedes privy agreements. understandings. and representations (wnetner written or
oral) concermng tne curation of my emplovnent vatn the Company and/or the circwnstances
my terminated, Status may only
in a Mitten document that is Crected to rrsuwy, and soned by the CEO ot
the
1 HAVE READ, ANO UNDERSTAND ALL OF THE TERMS CONTAINED IN THIS
AGREEMENT, I UNDERSTAND THAT CONTINUED EMPLOYMENT AT THE COMPANY
CONSTITUTES ACCEPTANCE OF THIS AGREEMENT ANO ITS TERMS ANO THAT THE
COMPANY ANO I ARE MUTUALLY EY ITS TERMS I OPT OUT BY
THE METHOD PROVIDED AND WITHIN THE TIME ALLOWED gy THIS AGREEMENT.
Full
January 1.2021

[image] MONARCH
LANDSCAPE COMPANIES
Enrollment Deadlines:
Employee Acknowledgement
Receipt Of Benefit Information and Insurance
Enrollment Instructions
have 60 days their
of continuous employment.
Family Status Change:
If. at any time during the year th«e is a charge in one's hmity status, have 31
days. fren the date of went to enr&, cancel. or make changes to their nwrance electms_
"fe event status
of
Entitlenmt to or loss of '&licare
Status.
Charge in (i e. full—time to to
s deFW1t chiHs &ar-ge In mat his e*ity
(or his her
Death of a *ouse chüi
Birth Of a
Of a CHI d.
reqwing
chii reaching 26
to make to the' Resources 31 days
Of the quaEtying Me event to so me 31 days réht to make Chases
the next annual open ot next quaEfyirg Me even
Acknowledge ment:
I WE-by mat I have days my to I
understand that in the esent that have a quality"p life event. I must notify the Resorces Depatn»nt
apprWriate 31 days Of Faih_re to make this
31 days will forfeit my right to make until the next enrollment
life event. that have a COPY the Benefit Guide
I ntormabon I that thi s will not nE n t*neft his
form is an by me tot I Was
received my
Last Fc.ur ssN:
Signature:

[image] MONARCH
2024-2025 Bi-weekly Rate Sheet - CA
Medical
Dental & Vision
UNUM Supplemental Life/AD&D

[image] MONARCH
LANDSCAPE COMPANIES
waiver Of Health coverage (2024 - 2025)
By smog this f«m. I ackncwtedge mat I have been provided an oppatunity to reviea and avoll in me
Monarch Health Benefits Plan (the •man'). AIU'gugh I am eugdefor I
to myseH. my my
Being Waived
Reason for Waiving Coverage
— %ase Check One:
Covered through a partners'
Medicare Medicard / Medi-ca / TRICARE
n No Coverage
PLEASE NOT e: The Monarch Heath Plan have been the
the care the This means that t is that yu for any
if obtain heat
tmt if fail 'n
Aces •Irndividual • its
offered appropriate that you aware that have tax If hae
deperdmts only the within 30 dab' of a
ot a chiZ. o' a diæ, deth, of I it i'
my to Human Resource department if any ny the plan.
Last 4
Beneficiary Information
you are still a by at
Please —
thÉ b
% c Primary
% r Primary
r Continwtt

Employee Electing Health Benefits Overview. What Does Employee Need To Do: Explain To Employee Benefits Are Optional. The Following Will Be Up To Employee: Review Plan Options: Medical Dental & Vision There Are Various Option Plans And Costs To Consider. Employees Have 60 Days From Their Date-of-hire To Enroll In Insurances Offered. Employee contributions toward the cost of medical, dental and vision coverage are automatically deducted from their paycheck before taxes. Elect Or Waive Coverage Everyone Will Need To Complete A New Enrollment Or Waiver Form. If They Decide To Elect They Can Enroll Over The Phone Through Our ESC Or On Paper Form. But Still, They Have 60 Days To Elect From The Date Of Hire. A Decision Is Not Required At Time Of Onboarding. Choose To Waive? Employee Must Fill out Waiver Form. If, However, At Any Time During The Year After The 60 Days; There Is A Change In One’s Family Status, Employees Have 31days, From The Date Of The Event; To Enroll, Cancel, Or Make Changes To Their Insurance Elections. Employee, Must Notify The Employee Solution Center And Submit The Appropriate Documents Within 31 Days Of The Qualifying Event (Qualifying Event List Is In Benefit Guide). Failure To Make This Request Within 31 Days Will Forfeit Employees Right To Enroll Or Make Changes Until The Next Open Enrollment Or Next Qualifying Life Event. Add Dependents Employee May Decide Enrollment: Individually, Child, Spouse, Or Family Enrollments. Life Insurance Beneficiary Information Monarch Offers $25k In Life Insurance & $25K for Accidental Death & Dismemberment (AD&D). To All Eligible Employees. Make Sure Employee Adds Beneficiaries On The Waiver Form Bottom Part To Keep Information On File. This part is necessary on first day of onboarding.. 

Scene 14

Employee Electing Health Benefits Overview

What Does Employee Need To Do: Explain To Employee Benefits Are Optional. 
 The Following Will Be Up To Employee: Review Plan Options: Medical Dental & Vision There Are Various Option Plans And Costs To Consider. Employees Have 60 Days From Their Date-of-hire To Enroll In Insurances Offered. Employee contributions toward the cost of medical, dental and vision coverage are automatically deducted from their paycheck before taxes.  Elect Or Waive Coverage Everyone Will Need To Complete A New Enrollment Or Waiver Form.  If They Decide To Elect They Can Enroll Over The Phone Through Our ESC Or On Paper Form.  But Still, They Have 60 Days To Elect From The Date Of Hire. A Decision Is Not Required At Time Of Onboarding. Choose To Waive? Employee Must Fill out Waiver Form. If, However, At Any Time During The Year After The 60 Days; There Is A Change In One’s Family Status, Employees Have 31days, From The Date Of The Event; To Enroll, Cancel, Or Make Changes To Their Insurance Elections. Employee, Must Notify The Employee Solution Center And Submit The Appropriate Documents Within 31 Days Of The Qualifying Event (Qualifying Event List Is In Benefit Guide). Failure To Make This Request Within 31 Days Will Forfeit Employees Right To Enroll Or Make Changes Until The Next Open Enrollment Or Next Qualifying Life Event.  Add Dependents Employee May Decide Enrollment: Individually, Child, Spouse, Or Family Enrollments. Life Insurance Beneficiary Information Monarch Offers $25k In Life Insurance & $25K for Accidental Death & Dismemberment (AD&D). To All Eligible Employees. Make Sure Employee Adds Beneficiaries On The Waiver Form Bottom Part To Keep Information On File. This part is necessary on first day of onboarding.

Employee Electing Health Benefits Overview. What Does Employee Need To Know: The Following Are Other Financial Benefits. Make note These are NOT part of Medical Benefits Life and accidental death and dismemberment: We help our employees maintain financial security by providing life and accidental death and dismemberment coverage. Supplemental life and accidental death and dismemberment: If you decide you need more than basic coverage, you may purchase additional coverage for yourself and your eligible dependents. Critical Illness: You may receive a lump sum benefit if diagnosed with a covered condition that you may use however you like, including for treatment, prescription travel, and increased living expenses. Accidental insurance: This help can help soften the impact from an accidental injury by paying a benefit to help cover an expected out of pocket cost related to treating your injury. Hospital Indemnity insurance: This option helps protect you from the financial cost of unexpected health events that result in hospitalization. Flexible Spending Account (FSA): Save and pay for eligible health, dependent care, commuter and qualified parking expenses with pretax funds. Traditional 401K: To help you save for retirement, we offer a 401K savings plan. You may contribute to your account pretax up to the IRS annually maximum. Roth 401K: This is an employer sponsored plan that gives employees a choice of investment options. Employee contributions are not. Tax deferred but are made with after tax dollars.. 

Scene 15

What Does Employee Need To Know:

 The Following Are Other Financial Benefits. Make note These are NOT part of Medical Benefits
 Life and accidental death and dismemberment: We help our employees maintain financial security by providing life and accidental death and dismemberment coverage. Supplemental life and accidental death and dismemberment: If you decide you need more than basic coverage, you may purchase additional coverage for yourself and your eligible dependents. Critical Illness: You may receive a lump sum benefit if diagnosed with a covered condition that you may use however you like, including for treatment, prescription travel, and increased living expenses. Accidental insurance: This help can help soften the impact from an accidental injury by paying a benefit to help cover an expected out of pocket cost related to treating your injury. Hospital Indemnity insurance: This option helps protect you from the financial cost of unexpected health events that result in hospitalization. Flexible Spending Account (FSA): Save and pay for eligible health, dependent care, commuter and qualified parking expenses with pretax funds. Traditional 401K: To help you save for retirement, we offer a 401K savings plan. You may contribute to your account pretax up to the IRS annually maximum. Roth 401K: This is an employer sponsored plan that gives employees a choice of investment options. Employee contributions are not. Tax deferred but are made with after tax dollars.

Employee Electing Health Benefits Overview. What Does Employee Need To Know: The Following Are Other Extra Benefits. Gym Membership Discounts: Through A Partnership With 24 Hour Fitness Monarch. Employees Can Sign Up Through Work And Pay Via Payroll Deductions. Mobile Carrier Discounts: Monarch Employees Can Receive Favorable Pricing For Data Plans With Verizon And AT&T. Daily Pay: Monarch Offers An Option Of On Demand Pay For Nonunion Maintenance And Hourly Employees Where You Can Access Earned/Worked Wages Before Payday. Monarch Fund: This Is An Employee Sponsored Program Funded Through Employee Contributions Only And Provides Assistance. For Monarch Employees Who Experience An Immediate, Severe And Temporary Financial Situation. Employee Growth Investment Program: Also Know As The Piece Of The Pie. The Investment Firm Audits Group Provides Employees Additional Income For Their Contribution To The Company's Success As One Time Cash Equity Payout At Time Of Change Of Ownership.. 

Scene 16

What Does Employee Need To Know:

 The Following Are Other Extra Benefits. 
 Gym Membership Discounts: Through A Partnership With 24 Hour Fitness Monarch. Employees Can Sign Up Through Work And Pay Via Payroll Deductions. Mobile Carrier Discounts: Monarch Employees Can Receive Favorable Pricing For Data Plans With Verizon And AT&T. Daily Pay: Monarch Offers An Option Of On Demand Pay For Nonunion Maintenance And Hourly Employees Where You Can Access Earned/Worked Wages Before Payday. Monarch Fund: This Is An Employee Sponsored Program Funded Through Employee Contributions Only And Provides Assistance. For Monarch Employees Who Experience An Immediate, Severe And Temporary Financial Situation. Employee Growth Investment Program: Also Know As The Piece Of The Pie. The Investment Firm Audits Group Provides Employees Additional Income For Their Contribution To The Company's Success As One Time Cash Equity Payout At Time Of Change Of Ownership.

[Audio] Form: DRUG AND ALCOHOL POLICY
The drug and alcohol policy clearly outlines acceptable and unacceptable use in the workplace to ensure a safe and productive environment. It establishes expectations for behavior, details consequences for violations, and offers resources for assistance, promoting awareness and accountability among all employees. This policy is based on the Company's belief that a working environment free of drug and alcohol abuse is healthier, safer and more productive for all employees. This policy is for all hired and current EE's.
Now if you wish to point out a brief overview of the policy we can do so with the following notes:
Monarch Landscape Companies Drug & Alcohol Policy Overview: ​
Purpose: Ensures a drug- and alcohol-free workplace for safety and productivity. ​
Scope: Applies to all employees, including those under DOT regulations and Collective Bargaining Agreements. ​
Drug-Free Workplace Policy: Prohibits illegal drugs and unauthorized alcohol on company time, premises, or while operating company equipment. ​
Testing:
Employee Classification: Testing based on job roles (Class 1: Non-Drivers, Class 2: Safety Sensitive, Class 3: CDL Drivers). ​
Circumstances Required Testing: Includes pre-employment (Class 2 & 3), reasonable suspicion, post-accident, return-to-work (Class 3), and random testing (Class 3). ​
Outcomes: Details on handling positive, negative, diluted, and tampered test results. ​ Positive results may lead to termination or a return-to-work agreement with follow-up testing.​
Confidentiality: Test results are confidential and shared only as permitted by law. ​
Employee Notification: Notify supervisors if taking medication affecting machinery or vehicle operation. ​
Resources: Employee Assistance Program (EAP) for substance abuse counseling and treatment. ​
Responsibilities:
Employees: Comply with the policy and cooperate with testing. ​
HR/Administration: Administer and communicate the policy. ​
Supervisors/Managers: Implement the policy daily. ​
Appendices:
Appendix A: DOT-regulated employee details. ​
Appendix B: Lists safety-sensitive and CDL positions. ​
Acknowledgement Form: Employees must acknowledge understanding and agree to comply with the policy, including consent to testing and release of positive results to authorized officials. ​ Form: VEHICLE USE POLICY
This policy provides guidelines for on- and off-duty use. As well defines the responsibilities and rules for the use of Monarch owned vehicles and to establish a system of accountability to ensure Monarch vehicles are used appropriately. This policy wants to ensure its affiliates, or subsidiaries follow the Company's procedures and guidelines. The Company promotes safe driving practices and adherence to all state and federal vehicle laws. Violations may result in disciplinary action, up to and including termination. Now if you wish to point out a brief overview of the policy we can do so with the following notes:
Vehicle Use Policy Overview
Purpose: Ensures safe and cost-effective use of Company vehicles, adherence to laws, and outlines disciplinary actions for violations.
Authorization: Employees must have a signed policy on file, provide a valid driver's license, and may lose driving privileges for multiple or serious violations. ​
Driver Licensing: Valid state-issued driver's license required; obtaining a license is a personal expense. ​
Training: Includes classroom, exam, and road evaluation; retraining required for violations or incidents. ​
Driver Qualifications: Must be a current employee, pre-screened, at least 18, and not fall into the 'Unacceptable' category based on violations and incidents.
Disciplinary Action: Written warnings, training, suspension, or termination for at-fault incidents or serious violations. ​
Traffic and Parking Violations: Personal responsibility for fines; must report moving violations immediately. ​
Driving Record Review: MVRs checked before driving and annually; must comply with Company guidelines. ​
General Vehicle Guidelines: Obey laws, maintain a valid license, no smoking, no pets,. 

Scene 17

Form:  CA HARASSMENT POLICY ACKNOWLEDGEMENT

[image] Monarch Landscape Companies
Drue and Alcohol policy
Section I. Purpose
To establish a policy that describes the of Monarch Landscape Companies (the
"Company") alcohol and Illegal Drugs (as defined below) in the workplace This policy iS
based on the Companvs that a working environment free of drug and alcohol abuse is
helthi" md fU all employeU_
Section 2. Scope
This policy appli% to all (irKluding
who a
employed or have a conditional employment offer with Monarch Landscape Companies and/or its
affiliated companies. This policy also applies to employees who are subject to additional regulations
from the Department Of Transportation (O-OT) regulated employees (hereinafter, the "DOT
Governed Emp'oyees" or the "Class 3 Employees"). which regulations are provided in detail under
To atent any of this policy confhcts with appliable ægulatioru the
DOT, the latter shall control with respect to the OOT Gcuerned Employees. Additionally, to the
utent any of this nnflicts with am,' p
- n of an applicable Col Qti-æ Bargaining
Agreement, the latter shall control with respect to the mrkers covered by such agreement.
Section 3. Drug Free Workplace Policy
It is Company policy to maintain a safe and healthy workplace, and as such, the Company will not
tolerate Illegal Drugs or unauthorized alCOhOl in the workplace. "Illegal Orugs¯ as used in this policy
means all drugs whose use or possession is regulated or prohibited by applicable federal, state or
law. Illegal to unlawful pmhibited and
substances (including prescription mediation that is used in a manner inconsistent with the
prescriptOn or for which the individual does have a valid prescription). Accordingly, while on
Company time, Company premises, When engaging in business for or on behalf Of the Company Off
premises, and/or while operating owned- or operated- equipment or vehicles, applicants.
employees, and Contractors Of the Company are Strictly prohibfted from unlawfully using. selling,
purchasing, transferring, distributing. manufacturine„ dispensine, or possessing Illegal Or. and/or
paraphemalia All
to to fræ of the preÆ
Illegal Orues and other substances that may impair their ability to perform their work in a safe and
The Company also strictly prohibits its applicants, employees and contractors from possessing,
Serving, consuming, or being under the influence Of alcohol While Company-owned-or-
leased equipment or vehicles at any time or when on Company premises or engaging in business
n of (inclw3ing and after hour shifts) otherw
authorized below. For purposes of this policy. to "be underthe influence- of alcohol means having
(BAC) of .02 or such may impair nfe
productive work performance

[image] MONARCH
LANDSCAPE COMPANIES
California Harassment policy Acknowledgement
If you feel that you are being or have been harassed, discriminated against or retaliated against in
mation of this policy by anothu em*oyæ, SupeMSM
r c st third-
party doing business with the Company. you should immediately contact the Chief Human Resources
Officu (CHRO) or divisim In addition, if haQ
another employee, supervisor, manager, or please the incident immediately to
the individuals listed above.
SupewiSOrS who receive any Complaint Of harassment, Or retaliation must promptly
such complaint to the Chief Human Resources Officer (CHRO) or your Division president/Vice
External Employees Should also aware that California'S Civil R*hts Agency and
the Federal Equal Empbvment Commissicm CEEOC•) investigate of harassment
or discrimination and may attempt to resolve Such Complaints either prosecuting. Conciliating, or
settling the matter on the behalf. If you think you have been harassed, discriminated
against, or retaliated against for resisting Or complaining harassment or discrimination, may
file a complaint with the appropriate agency, The Company win not retaliate against anv employee who
files a COrn*aint with, Or Othem•ise participates in. an Orhearing conducted bv
the CRD or EEOC or any other state/federal governmental agency.
Directions on how to contact the CAD ccmtained •Sexual Harassment: The facts About Sexual
nt- (CRO.18SP1 linking to:
information the CRO and EEOC. including infCMmation the p«ycess
milable the EEOC and CRD at
and
Your nsistance provi&ne us of the essential to us, We cannot help a
it it is Vour to bring c
*Oblems to our attention so that we can take whatever steps to address the
The takU all of will
retaliate in any for reporting a harassment problem in faith,
I have read this policy and understand that it is to report harassment, understand that
the Chief Human Resources Officer (CHRO) 1213) or my
president if feel I am behe harassed, discriminated against retaliated against or if I observe form of

[image] welcome to Jensen!
As part of the Jensen team, we all work to create a workplace of respect. All employees are required to
complete Harassment Prevention training. training should take you approximately one hour for rnn-
supervisors and two hours for supervisors.
You have 30 days from today to complete this training
Branch Administrator or Designated Employee will assist you in this process. Certificate Of completion
must be placed in employee's file.
I acknowledge and understand that I must complete this required training within the first thirty (30) days
Of my employrnent.
print
Employee Signature
Training Provided by:
Date Completed Training
Date of Hire
Office Admin/SOS, Name and Sgnature
ME

[Audio] Form: TIMESHEET EXAMPLE
All [nonexempt] employees are required to accurately record hours worked. We here show them how a timesheet works all-around them to record accurate time for their pay. Form: COVID-19 SAFETY SHEET These regulations are still required by OSHA, this shall apply until February 3, 2025, as well as new provisions aimed at making it easier for employers to provide consistent protections to workers and allow for flexibility if changes are made to guidance in the future from the California Department of Public Health. This will stay in place until further notice from Eric Wilson or HR management. Form: WORKPLACE VIOLENCE PREVENTION PLAN (WVPP)
Monarch has a zero-tolerance policy for violent acts or threats of violence by or against our employees, applicants, customers, subcontractors, visitors or vendors. The purpose of a workplace violence prevention program is to make leaders, staff, and all-around employees aware of the potential for violence in the workplace, also increase awareness of early warning signs of situations that may turn violent, know how to report and respond to actual or potential incidents and understand that all claims of workplace violence will be investigated and addressed promptly. Form: MONARCH LANDSCAPE COMPANIES EMPLOYEE PHOTOGRAPHY RELEASE FORM
An employee photo release form is a legal document that allows us to use an employee's image for marketing or promotional purposes or even events done at branch and field level. Without a signed form, a company could face legal consequences for using an employee's image without permission. As you know we do events like safety day; Christmas party; BBQ's etc. and we do take pictures. Form: TAKE HOME PACKET ACKNOWLEDGEMENT AND AGREEMENT
We must go over this packet with employee. This singular packet if full of information that we have the obligation to report which has mandatory policies, rules, regulations, and other forms that are relevant to our company's culture and responsibilities. We can present this packet one of three ways: email; hard copy or through QR Code scanned.. 

Scene 18

Form:  WORKPLACE VIOLENCE PREVENTION PLAN

Form:  TAKE HOME PACKET ACKNOWLEDGEMENT AND AGREEMENT

[image] oat.
5043
6143
JOHN VIONARCH
7AM
SAM

[image] COVID-19 SAFETY
MONARCH STANDARD:
Covid-19 (also known as Coronavirus) is a respiratory illness that easily spreads from person to Peron. While
the spread of COVID has slowed down, it is still transmitted quite easily. To help minimize the dangers of
COVID-19, Monarch employees shall be trained in the virus' symptonu, how it spreads and steps to protect
themselves and shall follow all guidelines put in place by Monarch and the State and local
SIGNS AND SYMPTOMS OF CORONAVIRUS
people with covltblg a wide of symptm æported — Qnging
mild symptoms to severe illness. Symptoms may appear 2•14 after exposure to
the Virus. people these symptoms may have COVID-19:
or chills
of bre
Sore throat
Nausea or vomiting
Tro u breath
or
New loss Of taste or smell
Congestion or runny nose
Seek medical attention immediate* if develop Warning Signs such as:
Trouble eat hing
pain in the chæt
New confusion Or inability to arouse
Bluish or face (Often from lack Of oxygen to the body)
Mut le
r fmm wit}mt re•ding sp«ial but it be
Rriow and fatal Older p•nplewith medical (Such
as asthma, or heart disease), may be more vulnerable to severely
What to do if you suspect you are Sick, or you test positive:
00 NOT come to Contact Supervisor and let them
If you begin to feel sick while at work, let supervisor know right away and
then go
Stav and "Oid if people Me miWy ill
able to at home
Call ahead before Visiting your doctor and let them know you may have COVID-
lg. Seek medical care if your condition worsens or if think it is an
Keep SIGNED and DATED for EE file and a COPY for EE to Keep

[image] Workplace Violence Prevention Plan (WVPP)
Monarch Standard: Monarch Landscape Companies has a zero-tolerance policy for violent acts
or threats of violence by or against our employees, applicants, customers, subcontractors,
visitors or vendors. No emplcwee should commit or threaten to commit any violent act nor
should they be threatened by other members of the public at any time. This includes actual acts
of physical or mental violence along with discussions of the use of dangerous weapons, even in
a joking manner.
Monarch's Workplace Violence Prevention Plan (WVPP) address items such as workplace
Violence hazards, how to report and investigate them, protection and corrective measures,
and training requirements. Employees in Violation of the policy Shall be subject to disciplinary
action up to and including termination.
WHAT IS WORKPLACE VIOLENCE
is — Any act of violence or threat of violence that occurs in a pl»ce of
employment
Violence iS broken into fmjr different Categories:
Violence committed by a person from outside the company or jobsite who enters a location with
intent to commit a crime
Violence cornmitted by a customer, ap*ant, vendor, or other visitor
Violence committed by a present or former employee, supervisor or manager
Violence committed by someone outside the company but has a personal relatonship with an
employee
Workplace Violence include lawful acts Of self-defense or the defense Of Others
violence hazards Can include public disputes, behavior, Over
theft, geMer•reIated violence and violence from intruders, guests, customers or cow•rkers
Reporting Workplace Violence — workplace violence should be repotted immediately through any of
the fOUOwing mechanisms;
Report it to any supetvisor within the ccnpany
Report it to Human Business Partner
o Contact the Employee Solutions Center
Report it through Monarch's canfidential m•tline
Contact 911 if Y-Ou or another *rson iS in Violence
Non-retailliation — Monarch ensures the reportir-g of workplace violence will with zero
retaliations, no punitive actions or discrimination. Non•retaliation is defined as the protection for
those reporting Violence in good faith, ensuring NO adverse employment consequences.
Investigating Workplace Violence Incidents — Monarch will cornduct a prompt thorough and impartial
investigation of all workplace violation reports that are received. Individuals involved will be notified
the report Can review the report if requested.
Keep oriønal for EE me and a copy for EE to keep

[image] Vandscape Cornpanies Enwovee Photperaphv Release Form
1 hereby erant Monarch Landscape Holdings. LLC. ("Company") the right to use my name, image. likeness, and/or wice i
any and all promotional materials. including but not limited to the Company rebsite. social med* brochures.
presentatons, and other marketing materials.
Of
I understand that likeness may be used in With 6110Wing:
Company Website
Social Media Platforms (E.G., Facebook, Instagram. LinkedIn)
Print Materials (E.G. Brochures,
• Other motional Materials AS Deemed Apnpri*e The Company
This release is granted for an indefinite period unless in writing me.
I acknowledge that I Will receive the Of my likeness, name, or voice in the materials
I understand that I can this consent at any time by providing written notice to Monarch Landscape Companies
Chief Human Officer, Robert by emailing the request to Robert.Jackson@mcmarchlandscape.ccm,
However, I acknow*edge that such revocation will not materi± already prod•xed pnor to the receipt of
Of Liability:
I hereby release and hold harmless Monarch Landscape Holdings, LLC. from any claims, demands, or causes of action
that 1 may have against the Company for the use of mv likeness as described above. This document does not supersede
or alter emplo•ønent-related agreements have with Monarch.
This form Shall be gm•erned by and construed in bccord&nce "9th the laws Of the State in Which Monarch
Lardscape Holdings, LLC. operates.
Empl wee re:

[image] Take Home packet Acknowledgement and Agreement
I prefer to have my "Take Hcune Packet" provided to this
(Int) Email:
(Int) Printed Copy handed.
(Int) QR Code download to my (tested at the Office and passed)
I that have a COPY the listed
about Jensen Landscape Services, LLC. I understand I should consutt my immediate , the
Employee .%lubon Center. bcal Human ResaJrces Partner I have any questions.
Employee printed
Employee Signature:
Provid«i the "Take Home Packet" to employee as by.
Amin.
Take Home Packet Documents Provided to EE:
(ESC) Info,
PPE-ReqLired Personal Prdectü' GL&nes
Reved-StretCh and Flex policy
3--W*kly
EE HandExx)k (by Entfry)
Benefits Guide (NCN1-Unvon)
401 K Enrollment Kt &1-Union)
DailyPay (Hourly EEs Only)
Emecr,'ee Referral P&cy
%narch Fund P'*cy and Cbnaticn Fcym
Work — Verification
Funity Care and 'dedical Leave Fact Shet (CRD-E03P)
Paid Famty Leave (DE 2SI I)
Sexual Huassment Fact Sheet (CRO- 185)
Rights of Victims of D•nwstic Volence, Assault
Disablity Insurance Prcrasions Brochure (DE 2515)
K•bnarch Leave Center Pamphlet
JLS - SCAN ME
Staff Directa-•y document must vinted or emailed as it is updated Ofenj

[Audio] Form: MOTOR VEHICLE RECORDS CHECK/AUTHORIZATION FORM
A motor vehicle record check, or an MVR check, is a report of EEs driving history, usually requested by Monarch. When hired to drive requires driving a company vehicle, we may pull your driving record as part of employee background check process. So if driver we must add them to our list of drivers through this method and fill out the authorization form and copy of DL to submit. Form: DRUG TESTING CONSENT FORM
Our drug test consent form is the task employees must complete in advance they will be subject to screening for improper use of alcohol or controlled substances. When an individual signs the form, it allows a clinic to obtain a sample from them and a lab to share those results with Monarch. Form: Series of Decision Driving Video and the Decision Driving Road Test
This course will provide education on rules of the road, proper driver techniques and best practices for safe driving. All employees who drive for the company are required to complete both the series of Decision Driving Video and the Decision Driving Road Test before operating a company vehicle. The Road Test form is to, certify that the named driver was given a road test under assigned person and supervision to testify driver possesses sufficient driving skills to operate safely our company vehicles. Form: Fuel Pin Employee Agreement Form
This last form will be at the discretion of the branch manager to provide. Only employees that are assigned with a fuel pin must sign and file this form. Stating that employee agrees to accept responsibility for the protection and proper use of fuel pin that has been assigned to them. All fraud and transactions are connected to employee.. 

Scene 19

Form:  MOTOR VEHICLE RECORDS (MVR) AUTHORIZATION FORM

Form:  SERIES OF DECISION DRIVING VIDEOS AND THE DECISION DRIVING ROAD TEST

[image] MOTOR VEHICLE RECORDS CHECK
AUTHORIZATION FORM
Pleas e Read Before Signing the A uthorization
Entity: Jensen Landscape Savices. LLC
State: Cali"rnja
The purpose ot this torm is to obtan Ymir authuizatm to conduct a Motor Vehicle Recues (MVR) check
tor the CcmpanVs in determining if you receive maintain authorization to five or *Prate a
ccxnparry vehide Only m:onmtion related to drivers license WiB be current emphyees and
applicants offered emßqment
As a cmditm tor driving a cunpany vehicle or any vehicle business gumses drivers must pruide
the Ccmpany aumorzaton con±uct a MVR check provide necessary Intormatjon tor the check.
Driving tor busdless purpxes will be prohibited it authonzatjon to conduct a MVR check not given The
ccynparry win conduct MVR Checks annualb' risk management or rescMces detetnüles a
rmre frequent Check s
You MI be provided a copy of tne MVR it reqtrstea ana will receive a copy if its contents will affect
ymr autmrizaton to drive business purpxe. 'me Comceny wul obtain the MVR trom our third-pæty
adrwnstrator Safety Hold"lgs. Inc dba SambaSatety. SambaSatety can be contacted by mail at 8814
HÜizon Blvd #100, Albuquerql*. NM 87113: NIOrk: (888) 947-2622 Or website:
License State
License Numb«
COL License
Expiration
License Class
Address (as it your license)
By sjgnng bebw, I awee that have read md understand the foregoing disclosure and authorize the
Cump,M1y motor vehicle reports me envloynknt purposes and. it am hired I
have already been tured, trom time to time while I am employed by Company further
authorization trom me further authorize Convany to Share i mnation in the with any
involved in the enployment decision

[image] Full Name
Street Ad&ess
City, State, up Code
DRUG TESTING CONSENT FORM
Social Security
Email Address
Birth Date
Phone Number
I understand that all carddates who have been offered ernployment in safety sensitwe msibons, or
candidates for transfer or nn-ote to such positions With K•'onarch Landscape Companies (Monarch), as a
condition of employment or promotion, are subject to screening for improper use of alcohol or controlled
substances. I understand that any candidate who refuses to take, alters, tampers with or contaminates any
test Will be dropped frot" further enwoyment consideration
I hereby corsentfor Monarch, or its agents, to collecta urne sxcimen and to conduct urinalysis testing to
determine the presence Of drugs controlkd substances. I authorize relese Of my test results to the
appropriate representatn•e of '{or-arch.
You have the right, upn written reqtÆst made within a reasonable time to request from the Company a
copy of our revort. This report will prepared by DISA Global Solutions. 11740 Katy Freeway,
Hotßton, TX 770791 (855) 750-4879 | httpsflwawdsaxom_
Want *nature

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At Conwanes. safety s pn:oty we believe tlat sate anving s rd
a ski', an irrWtant resø:os0My that irrwacts the "€.beng ot ernployees nd me
camunities we A' woo drive Or the Cryrgmy are recured to COIT*He tX»th the
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I hereby tnat I nave successtury ccmpleted the required traruiog to c4krate a a:xnpmy
I to salety as a regnsit* driver.
Employee Søatw.
Than* You For Your Convni&nent TO

[image] Example if Given Fuel Pin
MONARCH
LANDSCAPE COMPANIES
2022-2023 Monarch Landscape Fuel Pin Employee Agreement Form
the
• Fleet
Ws PIN # 10 it IS ngs•
au Pin
I urxHstand and gee the idlcwing terrns and the use and safekeeping of tt» PIV
to me
I I full fa of PIN # to
my•SAf is to P' N assigned to
2. I PIN # CMd
purchases.
any w•th my a N # to my
4 I mat any puchæes in
rem:ns and ßcalated any (Escregzmy is bund
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the PIN me any manner
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by in EE

[Audio] We Must Not Forget To Collect Other Mandatory Documents That Are Required For Our Hires.
Job Application……….filled out & signed; attach any resume if provided
Provide Correct Job Description……….(copy for us signed and copy for EE)
I-9……….Scan separately
MVRs……….scanned to Eric Wilson All training acknowledgments/certs to……….HRCDM & to trainings@monarchlandscape.com: Sexual Harassment Prev. Training; COVID-19 Safety; Workplace Violence Prev. Plan; and Decision Driving training & Road Test Submit through MACH……….New Hire Packet (separate and scan as needed) All these documents are to be added/scanned with hire packet when submitted through MACH form. File personnel files and records……….So, what is considered Filing Electronically? All documents that pass-through MACH
form or documents sent to the HRCDM; are considered to be filed electronically.
At some sites we still file at branch level; which is in a physically file folder (in a filing cabinet). We can practice all these methods to file. This way one file has what the other has.. 

Scene 20

Administrative Procedures:
Please keep in mind these documents need to be added or scanned apart from the NHP.

NHP: Always print latest Version from SharePoint. Updates happen often.   Job Application: Remember to add it to NHP. If employee has not filled one out, we will need to complete while onboarding.   Job Description: Go to SharePoint to download correct job description.   I-9: Scan Separately from NHP, and submit both NHP & I-9 to MACH Form:
  


 Trainings: Scan Separately From NHP, but add them in NHP when submitting through MACH form, and submit to HRCDM and Trainings Email   Benefits: Scan Separately if EE choosing/waiving benefits at the time of onboarding

Upload new hire paperwork (must attach all required documents and new hire
Select Files
ONHp_JohnDoe.docx - Completed
919_JohnDoe.docx - Completed

[Audio] In an effort to continue to provide best in class support to our ever-growing operations, the HR team introduces a resource for all our Monarch Employees from top management to field crews: the Employee Solution Center! Our team of HR reps will be here to assist with HR, Payroll, and Benefit needs via phone M-F from 6:00 a.m. to 6:00 p.m. PST, or anytime via email. Some of the questions they will be ready to answer include: From Employees From Managers/Admin Lost/stolen checks General policy questions Paystub copies General employee relation issues W2 copies Job posting requests W4 updates Offer letters Benefit enrollments/questions IT onboarding/offboarding Replacement benefit cards Time off balances for your team Benefit claims LOA updates PTO/Sick Balances Monarch Fund requests Address/personal updates DailyPay questions General questions/concerns LOA requests E-Verify TNC Coordination EAP Referrals Monarch Fund Requests. 

Scene 21

INFORM, OUR NEW EMPLOYEES Our Team Of Representatives Will Be Here To Assist  Them With Any Of The Following: HR,  Payroll,  Benefits, Employee Complaints,
 Via Phone:  (800) 613-0291 M-F 6:00 A.M. To 6:00 P.M. PST
 Via Email:   esc@monarchlandscape.com Anytime Via Email.
 Encourage New Employees To Use Our Esc “First”, Before Calling HR Directly, Unless  It‘s An Employees Relations Issue Or An Emergency, Of Course.  
 What We Want To Do Is Streamline All Questions, Requests, Concerns Thru Our Center. This way we have record. 
 This Will Be The Primary Number For All Employees At Monarch. The Go To Number; If Any Assistance Is Needed.

Please Provide Employee With An ESC Business Card When Onboarding.

Onboarding Offboarding MVR Requests Schedules pre-employment drug testing Time entry Submits personnel changes, PTO requests, benefit enrollment forms, payroll corrections, etc. Issues pay cards MACH MIIR reporting Assist employees and supervisors with general HR questions Assist employees with Leave requests Assist with audit Assist with required postings and notifications Assist with mandatory trainings Other Duties As Assigned. 

Scene 22

Responsibilities In Supporting Our Employees

Replacement benefit cards ADP self-service registration and assistance Copies of W2s, pay stubs Garnishments PTO balance questions Assistance with DailyPay Healthcare benefits eligibility tracking, notification, and follow up Replacement benefit cards 401k questions E-Verify notifications Employment verifications (unable to be verified by The Work Number) LOA intake (when EE not eligible, through Monarch Leave Center) EDD claims response Request for verification letter

Onboarding Offboarding MVR Requests Schedules pre-employment drug testing Time entry Submits personnel changes, PTO requests, benefit enrollment forms, payroll corrections, etc. Issues pay cards MACH MIIR reporting Assist employees and supervisors with general HR questions Assist employees with Leave requests Assist with audit Assist with required postings and notifications Assist with mandatory trainings Other Duties As Assigned

Close-up of plant leaves. Contact us. Mayra Covarrubias Director HR 213.910.3873 mayra.covarrubias@jensencorp.com Olga Cantu Regional HR Spc. 925.597.5982 olga.cantu@monarchlandscape.com. 

Scene 23

Mayra Covarrubias Director HR 213.910.3873 mayra.covarrubias@jensencorp.com 				 	
 Olga Cantu Regional HR Spc. 925.597.5982 olga.cantu@monarchlandscape.com

For any immediate questions on your tasks please contact your immediate Supervisor, To clarify or address any processes. 
 You Can also contact your nearest HRBP for help.

Q&A. Any Questions?. [image] A cartoon character leaning on a question mark Description automatically generated. 

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[image] A cartoon character leaning on a question mark Description automatically generated

A group of people putting their hands together Description automatically generated. 

Scene 25

A group of people putting their hands together

Description automatically generated

This Brings Us To The End Of The Presentation.

Thank You,
For Your Attention!




Congratulations!!

We give you a warm welcome and lots of good wishes on becoming part of our growing team. 

We give you a warm welcome and lots of good wishes on becoming part of our growing team.   Congratulations on behalf of all the staff members.   Your skill set and expertise are going to be an amazing addition to the team. Welcome to the team [employee name]!

avatar

What does F-L-S-A status mean?
Fair Labor Standards Act
What Does "FLSA Status" Mean? An employee's Fair Labor Standards Act (F-L-S-A-) status determines if they are exempt or nonexempt. Non exempt employees are legally entitled to be paid overtime after working a certain number of hours, while exempt employees do not receive such benefits.

Section F: Employee Name
Must have both Print name and signature in respective boxes. Some Employees may say, well i dont have a signature. We can tell them to put name on both boxes
Section F: Manager Name
If Possible, no digital signatures. If manager is unable to sign, we can add a note and signature as follows: "Signed on behalf of Manager" then your signature.

What Does Flsa Status Mean?
Fair Labor Standards Act
What Does "FLSA Status" Mean? An employee's Fair Labor Standards Act (F-L-S-A-) status determines if they are exempt or nonexempt. Non exempt employees are legally entitled to be paid overtime after working a certain number of hours, while exempt employees do not receive such benefits.

Form: Employee Information Sheet
In this sheet we must add work location. 
Add name and contact information for the employee; physical address. Contact number and personal e mail address. 
They will have to mark the box. If they. Opt in to text messages and e mail address. (This is for the purpose of receiving information from company) surveys; LOA; company wide notifications et cetera
We also will require an emergency contact number. One is required. Two or more are optional.

Form: Equal Employment Opportunity: Eeo-1 Voluntary Self identification Form
It requires employees to self identify their race or ethnicity to comply with civil rights laws. This is voluntary information and will be kept confidential and used only in accordance with applicable laws, regulations.

Form: mutual AGREEMENT TO ARBITRATE  This arbitration agreement outlines an employee's employment terms and conditions, covering all employment related disputes. It will be conducted in accordance with jams Employment Arbitration Rules and Procedures, with the arbitrator having exclusive authority. The arbitration will be conducted in the employee's county, and the company is responsible for costs. It requires that person who signed the agreement resolves any disputes by binding arbitration, rather than in court before a judge and/or jury. 
How I explain it: Which in terms they are letting a third party come in and Mediate the dispute for you and the company. To resolve it outside court. Its Less Cost in the long run for both parties. ** Mandatory: This must be signed; we cannot hire a candidate without them signing.

Form: W-4 (federal Withholding) & Employee's Withholding Allowance Certificate (state Withholding)
These forms are used to determine an employee's personal income tax withholding status so that the appropriate federal and state taxes can be withheld from the employee's pay. Note: We are not tax experts and cannot decide/suggest if asked; how many allowances/deductions or dependents should they add to these forms. They should ask a Tax Office or also use a tax withholding estimator in the I-R-S website that can help as well to determine how to complete Form W-4.

Form: Direct Deposit Form
We offer payday convenience: Direct Deposit. Employees can have their paycheck automatically deposited in checking, savings account or a pay card

Form: Living Our Core Values Checklist
Monarch core values are the clearly stated principles about our organization's vision & mission. That way, everyone is aligned around a guiding philosophy to serve employees, customers, and the broader community.
Our company core values reflect the importance of inclusivity, developing meaningful connections, and creating personalized experiences that connect us all.   


Form: "notice To Employee" Also Known As The "wage Theft Notice"
California's Wage Theft Protection Act (W-T-P-A-) requires employers to provide a written notice to all non exempt employees regarding the employee wages (pay rate), sick leave, workers' compensation, and the employer's corporate information when they are hired, and every time there is a change to the information in the notice, within 7 days of the change. For instance, an updated notice must be given to the employee if there's a wage increase or a change in sick leave policy. the notice must be provided in the language the employer uses to relay employment related information to the employee. It is required that employers provide employees with information regarding any "state or federal emergency or disaster declaration applicable to the county or counties where the employee will work issued within 30 days before the employee's first day of employment, and that may affect their health and safety during employment., it's been updated

Form: Meal And Rest Period Rules
all legal requirements regarding meal and rest periods. Most California workers must receive the following breaks: when they are Non exempt employees they are entitled to one uninterrupted 30-minute unpaid meal break when working more than five hours in a day. An additional 30-minute unpaid meal break when working more than 12 hours in a day. And a paid 10-minute rest period for every four hours worked.

Form: Time Of Hire Pamphlet & Mpn Form
This form must be given to all newly hired employees in the State of California. "Time of Hire" pamphlet, which provides employees with information about the state's workers' compensation, benefits, how to file a claim, and other information related to medical care.


Form: Property Return Agreement
recording the receipt of items and certifying the return of all items at the time of termination or branches request.

Form: Monarch Workplace Safety Pledge
This Pledge is for new employees to commit to a safe and responsible work environment while working at Monarch

Form: Employee Handbook Acknowledgement And Agreement
The purpose of a signed acknowledgment is to demonstrate that the employee not only has received the handbook but also is responsible for knowing the information contained within the handbook. When we have proof that an EE received a handbook it becomes critical in legal disputes.

Form: Employee Acknowledgement/receipt Of Benefit Information And Insurance Enrollment Instructions
EE has 60 days from their hire date to enroll. If EE experiences a qualifying life event, notify HR and submit documents within 31 days. Missing deadline will forfeit ability to enroll or make changes until the next opportunity. By signing, you acknowledge receipt and confirm you understand your enrollment period. Signing does not enroll you in any plans. 

Form: Rate Sheet/enrollment Form/waiver
***Rate Sheet
Shows the premiums for all possible combinations of coverage we offer to our employees. 
e.g……. First: One person regular plans cover just the employee. 
Second: regular plans cover the employee and spouse/RDP. 
Third: shows regular plans cover the employee and children only.
Last: EE and Family regular plans cover the employee, spouse and children or any other members on the plan. 
***Enrollment Form
This provides EE with the necessary information to get them signed up and ready for benefit services.
***Waiver & Beneficiary Information
A waiver of coverage is a form employees sign to opt out of medical insurance with us; but keep in mind Not Vision nor Dental apply here. When an employee doesn't want health insurance from us, they waive coverage, need to mark a box. Declination here is proof that Monarch offered appropriate coverage, and that new hire is aware that declination can have tax implications. 
****What is beneficiary: the person or people that you legally designate to receive the benefits from your life insurance coverage (we have 2 available: unum Supplemental Life/AD&D (offered free to all EEs Life Insurance and Accidental death and dismemberment (AD&D) insurance is a category of life insurance that only pays out a death benefit when the insured is in a covered accident that causes death or specific serious injuries such as paralysis, the loss of a limb, eyesight, hearing, or speech et cetera (both of these life insurance benefits pay out for $25000)

Form: Drug And Alcohol Policy
The drug and alcohol policy clearly outlines acceptable and unacceptable use in the workplace to ensure a safe and productive environment. It establishes expectations for behavior, details consequences for violations, and offers resources for assistance, promoting awareness and accountability among all employees. This policy is based on the Company's belief that a working environment free of drug and alcohol abuse is healthier, safer and more productive for all employees. This policy is for all hired and current EE's.
Now if you wish to point out a brief overview of the policy we can do so with the following notes:
Monarch Landscape Companies Drug & Alcohol Policy Overview: ​
Purpose: Ensures a drug and alcohol free workplace for safety and productivity. ​
Scope: Applies to all employees, including those under D-O-T regulations and Collective Bargaining Agreements. ​
Drug Free Workplace Policy: Prohibits illegal drugs and unauthorized alcohol on company time, premises, or while operating company equipment. ​
Testing:
Employee Classification: Testing based on job roles (Class 1: Non Drivers, Class 2: Safety Sensitive, Class 3: 450 Drivers). ​
Circumstances Required Testing: Includes pre employment (Class 2 & 3), reasonable suspicion, post accident, return to work (Class 3), and random testing (Class 3). ​
Outcomes: Details on handling positive, negative, diluted, and tampered test results. ​ Positive results may lead to termination or a return to work agreement with follow up testing.​
Confidentiality: Test results are confidential and shared only as permitted by law. ​
Employee Notification: Notify supervisors if taking medication affecting machinery or vehicle operation. ​
Resources: Employee Assistance Program (E-A-P--) for substance abuse counseling and treatment. ​
Responsibilities:
Employees: Comply with the policy and cooperate with testing. ​
HR/Administration: Administer and communicate the policy. ​
Supervisors/Managers: Implement the policy daily. ​
Appendices:
Appendix A: DOT-regulated employee details. ​
Appendix B: Lists safety sensitive and 450 positions. ​
Acknowledgement Form: Employees must acknowledge understanding and agree to comply with the policy, including consent to testing and release of positive results to authorized officials. ​


Form: Vehicle Use Policy
This policy provides guidelines for on and off duty use. As well defines the responsibilities and rules for the use of Monarch owned vehicles and to establish a system of accountability to ensure Monarch vehicles are used appropriately. This policy wants to ensure its affiliates, or subsidiaries follow the Company's procedures and guidelines. The Company promotes safe driving practices and adherence to all state and federal vehicle laws. Violations may result in disciplinary action, up to and including termination. 
Now if you wish to point out a brief overview of the policy we can do so with the following notes:
Vehicle Use Policy Overview
Purpose: Ensures safe and cost effective use of Company vehicles, adherence to laws, and outlines disciplinary actions for violations.
Authorization: Employees must have a signed policy on file, provide a valid driver's license, and may lose driving privileges for multiple or serious violations. ​
Driver Licensing: Valid state issued driver's license required; obtaining a license is a personal expense. ​
Training: Includes classroom, exam, and road evaluation; retraining required for violations or incidents. ​
Driver Qualifications: Must be a current employee, pre screened, at least 18, and not fall into the 'Unacceptable' category based on violations and incidents.
Disciplinary Action: Written warnings, training, suspension, or termination for at fault incidents or serious violations. ​
Traffic and Parking Violations: Personal responsibility for fines; must report moving violations immediately. ​
Driving Record Review: M-V-R's checked before driving and annually; must comply with Company guidelines. ​
General Vehicle Guidelines: Obey laws, maintain a valid license, no smoking, no pets,

Form: Timesheet Example
All [nonexempt] employees are required to accurately record hours worked. We here show them how a timesheet works all around them to record accurate time for their pay.

Form: Covid-19 Safety Sheet 
These regulations are still required by O-S-H-A-, this shall apply until February 3, 2025, as well as new provisions aimed at making it easier for employers to provide consistent protections to workers and allow for flexibility if changes are made to guidance in the future from the California Department of Public Health. This will stay in place until further notice from Eric Wilson or HR management.

Form: Workplace Violence Prevention Plan (wvpp)
Monarch has a zero tolerance policy for violent acts or threats of violence by or against our employees, applicants, customers, subcontractors, visitors or vendors. The purpose of a workplace violence prevention program is to make leaders, staff, and all around employees aware of the potential for violence in the workplace, also increase awareness of early warning signs of situations that may turn violent, know how to report and respond to actual or potential incidents and understand that all claims of workplace violence will be investigated and addressed promptly.

Form: Monarch Landscape Companies Employee Photography Release Form
An employee photo release form is a legal document that allows us to use an employee's image for marketing or promotional purposes or even events done at branch and field level. Without a signed form, a company could face legal consequences for using an employee's image without permission. As you know we do events like safety day; Christmas party; BBQ's et cetera and we do take pictures.

Form: Take Home Packet Acknowledgement And Agreement
We must go over this packet with employee. This singular packet if full of information that we have the obligation to report which has mandatory policies, rules, regulations, and other forms that are relevant to our company's culture and responsibilities. We can present this packet one of three ways: email; hard copy or through QR Code scanned.

Form: Motor Vehicle Records Check/authorization Form
A motor vehicle record check, or an M-V-R check, is a report of EEs driving history, usually requested by Monarch. When hired to drive requires driving a company vehicle, we may pull your driving record as part of employee background check process. So if driver we must add them to our list of drivers through this method and fill out the authorization form and copy of 550 to submit.

Form: Drug Testing Consent Form
Our drug test consent form is the task employees must complete in advance they will be subject to screening for improper use of alcohol or controlled substances. When an individual signs the form, it allows a clinic to obtain a sample from them and a lab to share those results with Monarch.

Form: Series of Decision Driving Video and the Decision Driving Road Test
This course will provide education on rules of the road, proper driver techniques and best practices for safe driving. All employees who drive for the company are required to complete both the series of Decision Driving Video and the Decision Driving Road Test before operating a company vehicle. The Road Test form is to, certify that the named driver was given a road test under assigned person and supervision to testify driver possesses sufficient driving skills to operate safely our company vehicles. 

Form: Fuel Pin Employee Agreement Form
This last form will be at the discretion of the branch manager to provide. Only employees that are assigned with a fuel pin must sign and file this form. Stating that employee agrees to accept responsibility for the protection and proper use of fuel pin that has been assigned to them. All fraud and transactions are connected to employee.

We Must Not Forget To Collect Other Mandatory Documents  That Are Required For Our Hires.
Job Application……….filled out & signed; attach any resume if provided
Provide Correct Job Description……….(copy for us signed and copy for EE)
I-9……….Scan separately
MVRs……….scanned to Eric Wilson 
All training acknowledgments/certs to……….HRCDM & to trainings@monarchlandscape.com: 
Sexual Harassment Prev. Training; 
COVID-19 Safety;  
Workplace Violence Prev. Plan;  and 
Decision Driving training & Road Test

Submit through mach……….New Hire Packet  (separate  and scan as needed)

All these documents are to be added/scanned with hire packet when submitted through mach form.

File personnel files and records……….So, what is considered Filing Electronically? All documents that pass through mach
form or documents sent to the HRCDM; are considered to be filed electronically.
At some sites we still file at branch level; which is in a physically file folder (in a filing cabinet). 
We can practice all these methods to file. This way one file has what the other has.

In an effort to continue to provide best in class support to our ever growing operations, the HR team introduces a resource for all our Monarch Employees from top management to field crews: the Employee Solution Center!  Our team of HR reps will be here to assist with HR, Payroll, and Benefit needs via phone M-F from 6:00 a.m. to 6:00 p.m. P-S-T--, or anytime via email.  Some of the questions they will be ready to answer include: 
 
From Employees From Managers/Admin 
Lost/stolen checks                                      General policy questions 
Paystub copies                                            General employee relation issues 
W2 copies                                                    Job posting requests       
W4 updates                                                 Offer letters 
Benefit enrollments/questions                (I-T ) onboarding/offboarding 
Replacement benefit cards                        Time off balances for your team 
Benefit claims                                             L-O-A updates 
PTO/Sick Balances                                      Monarch Fund requests 
Address/personal updates                         
DailyPay questions 
General questions/concerns 
L-O-A requests 
E-Verify T-N-C Coordination 
E-A-P Referrals 
Monarch Fund Requests

Congratulations!! We give you a warm welcome and lots of good wishes on becoming part of our growing team.