New Hire Onboarding

Work schedule

The employee's work schedule is established at the time of hire or modification and is subject to the terms outlined below. Employees are expected to adhere to their assigned schedule. Any changes to the work schedule must be approved in writing by management prior to taking effect.

Attendance

Employees are expected to report to work on time and work all scheduled hours. Manager-approved absences, including tardiness, sick leave, vacation, or approved personal time off, may be excepted provided all approvals are documented prior to the occurrence. Unapproved absences or repeated tardiness may result in disciplinary action.

Pay periods

Base pay is processed on a semi-monthly schedule. Each calendar month is divided into two pay periods:

Payday

Wages for each pay period are paid out four (4) working days after the pay period ends. Working days exclude weekends and federal holidays.

For example, pay for the 1st–15th period is issued on the fourth working day after the 15th, and pay for the 16th–end-of-month period is issued on the fourth working day after the last day of the month.

Meal breaks

Employees who work more than five (5) hours in a workday are provided an unpaid, duty-free meal break of one (1) hour. The meal break begins before the end of the fifth hour of work. (Example: a shift starting at 8:00 AM begins its meal break no later than 12:59 PM.) Employees are relieved of all duty during the meal break and are free to leave the premises. If the employee works no more than six (6) hours in the workday, the meal break may be waived by mutual written consent.

Second meal break. Employees who work more than ten (10) hours in a workday are provided a second unpaid meal break of at least thirty (30) minutes, beginning before the end of the tenth hour of work. The second meal break may be waived by mutual consent only if the total workday does not exceed twelve (12) hours and the first meal break was taken. A waiver of the second meal break must be recorded contemporaneously in the timekeeping system (uAttend note).

Employees must clock out and back in for meal breaks. A missed, short, or late meal break should be reported to the manager the same day so it can be reviewed and, where required, a meal-period premium applied.

Meal period waivers — optional elections

The elections below are entirely voluntary. They are not a condition of employment, hiring, scheduling, or any benefit, and declining them has no consequence of any kind. Each election is a standing written agreement that applies only on days meeting its stated conditions, and either the employee or the company may revoke it at any time by written notice (including a uAttend note or email), effective the next workday. On any day the stated conditions are not met, the meal period must be provided as described above regardless of any election, and a missed or non-compliant meal period remains subject to premium pay.

First meal period waiver (shifts of 6 hours or less). When my workday will be completed in no more than six (6) hours, I voluntarily agree to waive my meal period for that day. I understand this applies only to workdays of six hours or less, and that if my workday exceeds six hours a full meal period must be provided. ✍ SIGN HERE Employee signature Date

Second meal period waiver (shifts over 10 and up to 12 hours). When my workday exceeds ten (10) hours but will be completed in no more than twelve (12) hours, and I took my first meal period that day, I voluntarily agree to waive my second meal period for that day. I understand this applies only when both conditions are met, and that on days over twelve hours or where the first meal period was not taken, the second meal period must be provided. ✍ SIGN HERE Employee signature Date

An election is made by signing and dating it at signing (or later, on a signed copy of this page). An unsigned election means no waiver is in effect. Elections are kept in the employee's file, and revocations are honored without question or retaliation.

Rest breaks

Employees are authorized and permitted a paid ten (10) minute rest break for every four (4) hours worked or major fraction thereof, scheduled as close to the middle of each work period as practicable:

Hours worked in the day	Paid rest breaks
Under 3.5	0
3.5 – 6	1
Over 6 – 10	2
Over 10 – 14	3

On a standard eight-hour schedule this means one mid-morning and one mid-afternoon break (typically around 10:30 AM and 2:30 PM); on days extending beyond ten hours, an additional ten-minute rest break is provided during the extended period (typically around 5:30 PM). Rest breaks are paid, are taken on premises or nearby, and are not combined with meal breaks or used to shorten the workday. An employee who is not authorized and permitted a required rest break should report it to the manager the same day.

Timecards and corrections

Employees are responsible for reviewing their recorded time. Requests for correction should be raised with the manager within seven (7) working days of the pay date so errors can be fixed promptly in the payroll system. This administrative window helps keep records accurate; it does not limit any right the employee may have under applicable law to seek correction of wages.

Timekeeping, notes, and timecard approval

Accurate records; no off-the-clock work. All working time must be recorded in the timekeeping system (uAttend). Employees clock in before beginning any work, clock out and in for meal breaks, and clock out when work ends. Working off the clock is prohibited; any time worked, for any reason, must be recorded or reported to the manager the same day so it can be added. Pay is based on the actual punch times recorded, without rounding.

Time record notes. The timekeeping system allows the employee to attach a note to a day's record — for example, to document that the employee voluntarily chose to start a meal break late, or to record a lawful waiver of a meal break. Notes must be entered by the employee personally, truthfully, and at or near the time of the event. A note entered by anyone other than the employee is not a valid waiver or acknowledgment. No manager or coworker may ask, pressure, or instruct an employee to enter a note that is not accurate, and no employee is ever required to waive a break or to enter a waiver note as a condition of scheduling, assignments, or any pay or bonus. A note documents the employee's own voluntary choice made after the company provided the required break opportunity — it does not excuse the company from providing breaks, and where a required break was not provided, the premium described in this agreement is paid.

Corrections and edits. Time entries are edited only to reflect time actually worked (for example, a missed punch), and edited entries are visible on the timecard for the employee's review. The employee should review each timecard and raise any correction with the manager within the window described under Timecards and corrections.

Timecard approval. Each pay period the employee reviews and approves their timecard. By approving, the employee certifies that, to the best of their knowledge: all time worked in the period is recorded; meal and rest periods were provided and taken as shown; and any missed, short, late, or waived period was either the employee's own voluntary, noted choice or has been reported to the manager. If anything on the timecard is not accurate, the employee should report it instead of approving. Approval is an attestation of accuracy — it is not a waiver of any right under applicable law, and wages are paid on schedule whether or not the timecard has been approved.

Overtime

Overtime is paid in accordance with California law: time-and-one-half after eight (8) hours in a workday or forty (40) in a workweek and for the first eight hours on a seventh consecutive day; double time after twelve (12) hours in a workday and after eight hours on a seventh consecutive day.

Overtime on incentive pay. Flag-rate, sales, guarantee, productivity, and other nondiscretionary incentive payments are included in the regular rate of pay when calculating overtime for the period the incentive covers, as required by California law. Where an incentive is earned over a period longer than one workweek, the overtime adjustment attributable to it is calculated and paid when the incentive amount can be determined.

Pay rates for breaks, premiums, and leave

Flag, sales, guarantee, custom, and productivity bonuses are a productivity measurement used to compute those bonuses; they are not a wage rate. Rest breaks and all other nonproductive working time are paid at the employee's base hourly rate. Meal breaks are unpaid and duty-free.

Meal- and rest-period premiums. Any meal- or rest-period premium owed under Labor Code § 226.7 is paid at the employee's regular rate of compensation, calculated the same way as the regular rate for overtime (including nondiscretionary incentive earnings for the period).

Vacation and PTO. Vacation and PTO taken are paid at the employee's base hourly rate; accrued unused vacation is paid out at separation at the employee's final base hourly rate.

Paid sick leave rate. Paid sick leave for non-exempt employees is paid as required by Labor Code § 246: at the regular rate of pay for the workweek in which the leave is taken, or at the employee's total wages (excluding overtime premiums) divided by total hours worked in the prior ninety (90) days.

Tools and equipment

The company provides and maintains, at each location, all tools and equipment necessary to perform the work — including shared hand tools, shop equipment, lifts, frame machines, welders, paint systems, and specialty and diagnostic equipment. No employee is required to provide their own tools or equipment, and providing personal tools is not a condition of employment, of any work assignment, or of any pay or bonus plan.

An employee who prefers to use a personal tool set may choose to do so; that choice is entirely voluntary, and company-provided tools remain available to every employee at all times. Personal tools remain the employee's property, may be removed by the employee at any time, and should be marked and secured by the employee; the company does not assume responsibility for personal tools beyond providing reasonable workplace security. If an employee ever finds that a necessary tool is not available from the company's shared tools, the employee should notify the manager so it can be provided — employees should not purchase tools for company work at their own expense. No deduction is made from wages for tools, equipment, or their maintenance.

Reporting time pay

An employee who reports to work as scheduled but is furnished less than half the scheduled day's work is paid reporting time pay as required by the governing Wage Order: half the scheduled shift, no less than two (2) and no more than four (4) hours, at the regular rate of pay. A second reporting in the same workday furnished less than two hours of work is paid at least two (2) hours. Reporting time pay does not apply when operations cannot begin or continue for reasons outside the company's control (such as utility failure, or threats to employees or property, or when recommended by civil authorities).

Bonus plans — earning, payment, and separation

Each bonus or incentive plan in effect for an employee is recorded at hire (Form HR-02) or modification (Form HR-03), including the plan type and structure.

When earned. Except where a plan document states otherwise, a bonus is earned when the measurement period for that bonus is completed and the plan's conditions have been met. Bonuses are not conditioned on being employed on the payment date.

When paid. Earned bonuses are paid no later than the first regular payday after the amount can reasonably be determined for the measurement period.

Separation mid-period. An employee who separates before the end of a measurement period is paid a pro-rata share of the bonus attributable to work actually performed, calculated on the plan's metrics through the last day worked, and paid with final wages or, where the amount cannot yet be determined, no later than the first payday after it can be determined. Guarantee-program amounts are reconciled through the last day worked. This applies regardless of the reason for separation.

3-month probationary period

Newly hired employees are on a 3-month introductory period. Use of any earned Paid Sick Leave or Vacation is not available until successful completion of the 90 calendar days of employment. Any absence, tardy or no show during this period without a legitimate reason or medical excuse (when appropriate) may be considered a violation and met with discipline up to and including termination.

Holiday policy

It is The Company policy to grant paid days off in recognition of certain holidays. The Company annual calendar has reflected 6 paid holidays. The Company will be closed on these days. Employees are not paid for holidays that occur during any leaves of absences. The following is the list of annual holidays observed by our company:

• New Year's Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Christmas Day

Employees will be eligible to receive an 8 hour pay for these holidays, subject to the condition that the employee must have worked at least 8 hours the day before and after the holiday.

Vacation policy

Employees can earn paid vacation per year at a rate of 0.013 hours per one hour worked. Employees will receive payment for all earned unused vacation hours up to the time of separation no matter what the reason. Employees will not earn vacation hours while on medical or other leave of absence.

If the available vacation time is not used by the end of a calendar year, accrued, unused leave may carry over to the next year. If the total amount of carried-over accrued vacation time reaches 60 hours, vacation accrual will temporarily stop. When vacation is taken again and the total accrued amount falls below the maximum (60 hours), vacation accrual will begin again.

Paid sick leave policy (lump sum)

All employees who work for the Company for 30 or more days within one year from the commencement of employment are eligible for 40 hours or 5 days of paid sick leave as described in this policy.

Sick leave is to be used for the diagnosis, care, or treatment of an existing health condition of, or preventative care for, the employee or the employee's child (including a biological, adopted, or foster child, stepchild, or legal ward), parent (including a biological, adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee's spouse or registered domestic partner), spouse, registered domestic partner, grandparent, grandchild or sibling. For an employee who is a victim of domestic violence, sexual assault, or stalking, sick leave may be used.

Sick leave benefits: Either 40 hours or five (5) days calendar year.

Sick leave may not be used for vacation or personal time off. If the need for paid sick leave is reasonably foreseeable, the employee shall provide reasonable advance notification to his or her supervisor. If the need for paid sick leave is unforeseeable, the employee shall provide notice of the need for the leave as soon as practicable. Sick leave must be used in a minimum increment of 1 hour. Sick leave year runs from the date of hire to the employee's anniversary, or from hiring anniversary to hiring anniversary.

For non-exempt employees, sick leave is paid as required by Labor Code § 246: at the regular rate of pay for the workweek in which the leave is taken, or at the employee's total wages (excluding overtime premiums) divided by total hours worked in the prior 90 days. Exempt employees will continue to receive their regular compensation during their time off based on their pay plan, and their sick leave accrual will be offset in an amount corresponding to the amount of time taken off.

Unused sick leave will be forfeited at year end or upon separation from the Company. However, if an employee separates from the Company and is then rehired within one (1) year from the original date of separation, all previously accrued and unused sick days will be reinstated and available for use by the employee upon rehire and the 30-day waiting period is waived.

Any employee attempting to obtain paid sick leave for a non-medical absence may be subject to discipline, up to and including termination. Discipline or termination for excessive absenteeism does not include paid sick leave used as described in this policy.

Eligibility

Employees become eligible to enroll in the optional benefits listed above [upon completion of the 30-day probationary period / on the first of the month following date of hire]. Eligibility requirements may vary by plan.

Cost & payroll deductions

Certain benefits require an employee contribution toward the premium, collected through payroll deduction. Specific premium amounts, employer contributions, and plan details are provided at the time of enrollment. By enrolling, the employee authorizes the corresponding payroll deductions.

Medical — Kaiser Permanente, Silver 70 HMO

Dental — Delta Dental, HMO 11A

Effective date

Coverage begins [on the first day of the month following completed enrollment], subject to the terms of each plan and carrier approval where applicable.

Waiver of coverage

Employees who decline coverage may generally enroll later only during open enrollment or following a qualifying life event. The Company reserves the right to modify, suspend, or discontinue any benefit plan at any time in accordance with applicable law and plan documents.

For more details on enrolling in benefits, contact HR at 888-909-5353, ext. 122.

Our commitment

Banh Collision Center (BCC Group) is committed to providing a work environment free of unlawful harassment, discrimination, and retaliation. The Company prohibits harassment, discrimination, and retaliation against any employee, applicant, unpaid intern, volunteer, or independent contractor by any person, and takes all reasonable steps to prevent and promptly correct such conduct. Violations may result in disciplinary action, up to and including termination.

Protected categories

This policy prohibits harassment, discrimination, and retaliation based on any characteristic protected by law, including: race (including traits historically associated with race, such as hair texture and protective hairstyles), religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex (including pregnancy, childbirth, breastfeeding, and related medical conditions), gender, gender identity, gender expression, age (40 and over), sexual orientation, reproductive health decisionmaking, and military or veteran status.

Conduct that is prohibited

Prohibited harassment includes verbal conduct (such as slurs, derogatory comments, or unwanted sexual advances), physical conduct (such as unwanted touching, blocking movement, or assault), and visual conduct (such as offensive images, cartoons, or gestures). Sexual harassment includes both "quid pro quo" harassment (conditioning a job benefit on submission to unwelcome sexual conduct) and conduct that creates an intimidating, hostile, or offensive work environment. This policy applies to conduct by supervisors, managers, and coworkers, as well as by third parties such as customers, vendors, and business visitors.

How to report a complaint

If you believe you have experienced or witnessed harassment, discrimination, or retaliation, report it promptly. You are not required to report to your immediate supervisor. You may report to any of the following: your supervisor, any member of management, or the Company's designated representative — Joe Banh at 909-996-6664 or admin@fixautobcc.com. Supervisors and managers who receive a complaint, or who otherwise become aware of possible harassment, discrimination, or retaliation, must report it to the Company's designated representative.

How complaints are handled

The Company will respond to complaints in a timely manner and will keep the complaint and investigation confidential to the extent possible; complete confidentiality cannot be guaranteed. All complaints will receive a fair, timely, and thorough investigation conducted by qualified personnel, affording all parties appropriate due process, and will reach reasonable conclusions based on the evidence collected. If misconduct is found, the Company will take prompt and appropriate remedial action. The investigation will be documented and tracked to reasonable completion, and the matter closed in a timely manner.

No retaliation

The Company prohibits retaliation against any person for reporting harassment, discrimination, or retaliation, for assisting in making a complaint, or for participating in an investigation. Retaliation is itself a violation of this policy and may result in disciplinary action, up to and including termination.

Government agencies

In addition to the Company's internal complaint process, employees may file a complaint with the California Civil Rights Department (CRD) at calcivilrights.ca.gov or 1-800-884-1684, or with the U.S. Equal Employment Opportunity Commission (EEOC) at eeoc.gov or 1-800-669-4000. These agencies investigate and prosecute complaints of unlawful harassment, discrimination, and retaliation in employment.

Section I — Disclosure

Banh Collision Center (BCC Group) (the "Company") may request background information about you from a consumer reporting agency in connection with your volunteering application and for volunteering purposes. The report ordered is defined by the Fair Credit Reporting Act (FCRA) as a Consumer Report, and all inquiries are limited to information that affects job performance and the workplace. It is conducted in accordance with applicable federal and state laws including the FCRA. The screening will be conducted by an outside agency — LegalScreen, a division of SDDN, LLC, 2901 Long Beach Rd, Suite 2, Oceanside, NY 11572 | Phone: 1-844-727-3362 | Email: help@legalscreen.com. As a result, LegalScreen may obtain a Consumer Report on you as an applicant or during employment.

A consumer report is a compilation of information that might affect your employability. The scope of the report may include information concerning your driving record, civil and criminal court records, credit, drug screening results, worker's compensation record, education, credentials, identity, past addresses, social security number, previous employment and personal references. The report may also include information concerning your character, general reputation, personal characteristics, and mode of living.

Should an employer rely upon a consumer report for an adverse action, the FCRA mandates you be provided with a copy of the consumer report and a summary of your rights. An adverse action is defined as "a denial of employment or any other decision for employment purposes that adversely affects any current or prospective employee."

Section II — Authorization and Release

I have carefully read and understand this Candidate Disclosure, Authorization & Consent for the Procurement of Consumer Reports form and the attached summary of rights under the Fair Credit Reporting Act. By my signature below, I consent to the release of consumer reports and investigative consumer reports prepared by a consumer reporting agency, LegalScreen, a division of SDDN, LLC, to the Company and its designated representatives and agents. By my signature below, I authorize the Company to share the contents of this consumer report or investigative consumer report with its partners and clients in an effort to place me into an employment/independent contractor relationship with those partners. I understand that if the Company hires me, my consent will apply, and the Company may obtain reports, throughout my employment. I also understand that information contained in my job application or otherwise disclosed by me before or during my employment, if any, may be used for the purpose of obtaining consumer reports and/or investigative consumer reports. By my signature below, I authorize law enforcement agencies, learning institutions (including public and private schools and universities), information service bureaus, credit bureaus, record/data repositories, courts (federal, state and local), motor vehicle records agencies, my past or present employers, the military, and other individuals and sources to furnish any and all information on me that is requested by the consumer reporting agency. By my signature below, I certify the information I provided on this form is true and correct and will be valid for any reports that may be requested by or on behalf of the Company.

I authorize LegalScreen and its agents to contact my current employer if necessary to verify my current employment status.

Summary of your rights under California Civil Code § 1786.22

You have the right to inspect the files maintained on you by an investigative consumer reporting agency during normal business hours and upon reasonable notice. You may:

• Inspect the files in person, if you provide proper identification, and may obtain copies of the file for the actual cost of duplication;
• Receive a copy of the file by certified mail, if you have made a written request (with proper identification) that copies be sent to a specified addressee; or
• Receive a summary of the file by telephone, if you have made a written request (with proper identification) for telephone disclosure and the toll charge, if any, for the call is prepaid by or charged directly to you.

The agency must provide trained personnel to explain the information furnished to you, and a written explanation of any coded information. You may be accompanied by one other person of your choosing, who must furnish reasonable identification; the agency may require you to provide a written statement granting permission to discuss your file in that person's presence.

Acknowledgement

I acknowledge that I am voluntarily providing my personal phone number to Banh Collision Center (BCC Group) (the "Company") for work-related communication. I understand that my phone number may be used for, but is not limited to, the following purposes:

• Work-related calls and text messages;
• Emergency contact;
• Company updates and notifications; and
• Coordination with management, clients, and coworkers.

Terms of use

1. Voluntary participation

I understand that providing my personal phone number is voluntary and that I may request an alternative means of communication if necessary.

2. Privacy considerations

The Company agrees to keep my personal phone number confidential and not to share it outside of necessary work-related communications.

3. Usage restrictions

I understand that my phone number will not be used for non-work-related purposes or shared with third parties without my consent.

4. Revocation of consent

I may withdraw my consent at any time by submitting a written request to my supervisor or the HR Department. Upon revocation, the Company will remove my personal phone number from work-related contact lists.

5. Voluntary election; no reimbursement required

I understand that using my personal phone for work-related communication is entirely optional. The Company does not require me to use my personal phone and provides an alternative means of work communication at no cost to me — such as a Company phone, two-way radio, or workstation — which I may use instead. Because I am choosing to use my personal phone voluntarily and for my own convenience, and I am able to perform my job fully without it, I understand that the Company is not required to reimburse me for this voluntary use. If the Company later requires me to use a personal phone for work, I will be reimbursed for a reasonable percentage of my necessary costs in accordance with California Labor Code § 2802. Charges for my own personal, non-work use of the phone remain my responsibility.

6. Compliance with company policies

I agree to use my personal phone for work-related communications in accordance with Company policies, including confidentiality and professionalism standards.

My election — choose one

I acknowledge that I have read and understand the terms above. This choice is voluntary and either option carries no penalty. I am selecting one of the options below and signing to confirm my choice.

Purpose

This form grants permission to Banh Collision Center (BCC Group) (the "Company") to use and share the employee's image, likeness, quotes, or other content on the Company's social media platforms for promotional, marketing, and other lawful purposes.

Grant of permission

I hereby grant the Company permission to use my image, likeness, voice, quotes, and/or work-related content (collectively, "Content") for the following purposes:

• Social media platforms: Facebook, X (Twitter), LinkedIn, Instagram, YouTube, TikTok, and any other current or future social media platforms.
• Promotional material: Employee spotlights, event photos, videos, quotes, achievements, company updates, or any relevant posts related to the Company's business.
• Website use: To be featured in blogs, news articles, or employee recognition on the Company's official website or related digital properties.

Terms and conditions

Usage rights

I understand that the Content may be used by the Company for promotional purposes on social media platforms, in company blogs, and in any other digital marketing activities. I waive the right to inspect or approve any posts or content that includes my likeness.

No compensation

I agree that I will not receive any monetary compensation for the use of my Content on social media or any other platform.

Duration of permission

This release is valid until I revoke it in writing. I understand that any revocation will not apply to Content already posted or distributed by the Company.

Transferability

I understand that this release is worldwide and perpetual, applying to all social media and digital platforms, whether now known or hereafter created.

Opt-out option

If, at any time, I wish to revoke this release, I understand I must submit a written request to the Company, which will take effect for future social media posting but cannot retract Content already posted.

Consent

I confirm that I am at least 18 years of age and have the full legal capacity to sign this release. I have read this release before signing and fully understand its contents, meaning, and impact.

Banh Collision Center (BCC Group) (the "Company") intends to help provide a safe and drug-free work environment for our clients and our employees. With this goal in mind, and because of the serious drug abuse problem in today's workplace, we are establishing the following policy for existing and future employees of the Company.

Prohibited conduct

The Company explicitly prohibits:

• The use, possession, solicitation for, or sale of narcotics or other illegal drugs, alcohol, or prescription medication without a prescription on Company or customer premises or while performing an assignment.
• Being impaired or under the influence of legal or illegal drugs or alcohol on Company or customer premises, if such impairment or influence adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk the Company's reputation.
• Possession, use, solicitation for, or sale of legal or illegal drugs or alcohol on Company or customer premises, if such activity or involvement adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk the Company's reputation.
• The presence of any detectable amount of prohibited substances in the employee's system while at work, while on the premises of the Company or its customers, or while on Company business.

"Prohibited substances" include illegal drugs, alcohol, or prescription drugs not taken in accordance with a prescription given to the employee.

Drug and alcohol testing

The Company will conduct drug and/or alcohol testing under any of the following circumstances:

• Random testing: Employees may be selected at random for drug and/or alcohol testing at any interval determined by the Company.
• For-cause testing: The Company may ask an employee to submit to a drug and/or alcohol test at any time it feels that the employee may be under the influence of drugs or alcohol, including, but not limited to, the following circumstances: evidence of drugs or alcohol on or about the employee's person or in the employee's vicinity, unusual conduct on the employee's part that suggests impairment or influence of drugs or alcohol, negative performance patterns, or excessive and unexplained absenteeism or tardiness.
• Post-accident testing: Any employee involved in an on-the-job accident or injury under circumstances that suggest possible use or influence of drugs or alcohol in the accident or injury event may be asked to submit to a drug and/or alcohol test. "Involved in an on-the-job accident or injury" means not only the one who was or could have been injured, but also any employee who potentially contributed to the accident or injury event in any way.

Consequences

If an employee is tested for drugs or alcohol outside of the employment context and the results indicate a violation of this policy, or if an employee refuses a request to submit to testing under this policy, the employee may be subject to appropriate disciplinary action, up to and possibly including discharge from employment. In such a case, the employee will be given an opportunity to explain the circumstances prior to any final employment action becoming effective.

When the Company has a tangible asset available for its employee, the employee will have the option to opt in to receive the tangible asset. A tangible asset is defined as an item of value such as uniforms, tools, electronic equipment, or devices. The Company does not require the employee to accept any tangible asset. Should the employee agree to receive any tangible asset provided by the Company, the employee agrees to the terms and conditions set forth by the Company regarding its use.

Terms and conditions

• The employee will be provided with tangible assets at the Company's expense.
• The employee is expected to treat their tangible assets in a respectful manner. In the event of negligence or loss of the items, the employee will be responsible for the value of the tangible assets.
• If the employee separates from the Company, the employee is required to return all tangible assets to the Company; otherwise, the employee will be responsible for their value.
• Any tangible assets provided to the employee are listed under the Tangible Asset Addendum, with item detail, quantity, and cost, as well as any additional terms and conditions.
• I authorize the Company to withhold any costs associated with the tangible assets from my paycheck, to the extent permitted by applicable law.

Walkie-Talkie and Apple iPad

• The Walkie-Talkie and Apple iPad are provided at no cost to you and remain Company property, for use while employed with the Company.
• I will use the device only for Company course materials as intended, for vehicle-related purposes. I understand these materials are copyrighted by the Company or others and that my access to this content is for employee information and review purposes only. I will not share, distribute, modify, transmit, reuse, sell, or disseminate any of this content.
• I agree to protect my Walkie-Talkie and Apple iPad by following Company guidelines — in particular, by keeping a security passcode set and not changing it — to protect any Company information that may be accessible by the device.
• I understand that this device is not intended for the storage or access of personal information, and I waive all privacy rights regarding use of the device or its contents.
• I will not remove the protective case or add stickers, labels, tags, or markings of any kind to the Walkie-Talkie or Apple iPad, and I will take appropriate steps to protect them and their data against loss or theft, including but not limited to the following: I will not leave the iPad in any publicly accessible place; I will not remove the iPad from Company premises unless approved in writing by the Company manager.
• I will return the Walkie-Talkie and Apple iPad to their charging station nightly, and I understand that not charging the iPad nightly can damage its battery. I will report any problems with the Walkie-Talkie and Apple iPad at the time of issue. For any negligence, loss, or failure to report, I will be responsible for the replacement value of the device.

Uniforms

• Uniforms are provided at no cost to you and are considered Company property.
• As an employee of the Company, you agree to wear the designated uniform and to represent the Company brand by upholding a professional image. A professional image includes [include specifics here, such as proper personal hygiene; neutral makeup and hair color; covering of tattoos unless this conflicts with religious beliefs; and clean, well-maintained facial hair].
• The employee is to keep uniforms neat, clean, and in good condition at all times, and must report any damage or wear and tear to the Company for a replacement. Failure to report may make the employee responsible for the value of the uniform.
• The employee is responsible for keeping count of the number of uniforms returned from washing. For any missing uniforms, the employee will be responsible for the value of the uniforms listed on the Tangible Asset Addendum.

In the course of my employment with Banh Collision Center (BCC Group) (the "Company"), I may have access to confidential and proprietary information belonging to the Company, its clients, its insurance and Direct Repair Program (DRP) partners, and its vendors. In consideration of my employment and continued employment, I agree to the terms below.

Confidential information

"Confidential Information" means non-public information of value to the Company, in any form, including but not limited to: customer and prospect lists and contact information; pricing, estimates, and margin data; DRP and insurer terms, agreements, and communications; financial records and business plans; repair methods, processes, and know-how; vendor and supplier terms; software, dashboards, tools, source data, and login credentials developed for or used by the Company; personnel and payroll information; and any information marked confidential or that a reasonable person would understand to be confidential.

My obligations

• I will hold Confidential Information in strict confidence and will not disclose it to anyone outside the Company except as required to perform my job or as authorized in writing by the Company.
• I will use Confidential Information solely for the Company's legitimate business purposes and not for my own benefit or the benefit of any other person or business.
• I will safeguard Confidential Information against unauthorized access, use, or disclosure, and will follow the Company's data-security and access policies.
• Upon separation from employment, or at the Company's request at any time, I will promptly return or securely delete all Confidential Information and Company property in my possession or control, including files, devices, and credentials.
• These obligations continue during my employment and after it ends, for as long as the information remains confidential or protected as a trade secret under law.

Trade secrets

I understand that certain Confidential Information may qualify as a trade secret under the California Uniform Trade Secrets Act (Civil Code § 3426 et seq.) and the federal Defend Trade Secrets Act, and that misappropriation of trade secrets may subject me to civil and, in some cases, criminal liability.

Third-party information

I will not improperly use, disclose, or bring onto the Company's premises any confidential information or trade secrets belonging to any former employer or other third party, and I will not use such information in my work for the Company.

Defend Trade Secrets Act notice

Under 18 U.S.C. § 1833(b), I may not be held criminally or civilly liable under any federal or state trade-secret law for disclosing a trade secret that is made (i) in confidence to a government official or attorney solely for the purpose of reporting or investigating a suspected violation of law, or (ii) in a complaint or other document filed under seal in a lawsuit or other proceeding.

What this agreement does not restrict

Nothing in this agreement limits or interferes with my legal rights. It does not prevent me from discussing or disclosing my wages, hours, or working conditions (Labor Code §§ 232, 232.5); from engaging in protected concerted activity under the National Labor Relations Act; from reporting possible violations of law to, or cooperating with, a government agency; or from exercising any whistleblower or other right protected by law. This agreement is not a non-compete and does not restrict my ability to work after my employment ends, consistent with Business & Professions Code § 16600.

Injury & Illness Prevention Program (IIPP)

As required by California Labor Code § 6401.7, the Company maintains a written Injury & Illness Prevention Program to identify and correct workplace hazards and to keep employees safe. I acknowledge that I have received information about the Company's IIPP and had the opportunity to ask questions. I agree to follow all safety rules and procedures, to use required personal protective equipment, and to promptly report any workplace hazard, unsafe condition, injury, or illness to my supervisor or the Company's designated safety representative.

Workplace Violence Prevention Plan (WVPP)

As required by California Labor Code § 6401.9 (SB 553), the Company maintains a written Workplace Violence Prevention Plan and provides related training. I acknowledge that I have received and reviewed the Company's WVPP and completed the associated training. I understand that the Company prohibits threats and acts of violence in the workplace, that I am expected to promptly report any workplace-violence incident, threat, or concern to my supervisor or the Company's designated representative, and that the Company maintains a violent-incident log. I understand that the Company prohibits retaliation against anyone who reports a workplace-violence concern or participates in an investigation.

How to report

Report safety hazards, injuries, illnesses, and workplace-violence concerns to Joe Banh at 909-996-6664 or admin@fixautobcc.com. In an emergency, call 911.

Your rights in the workplace

Under California's Workplace Know Your Rights Act (effective February 1, 2026), the Company is providing you with notice of the following workplace rights and protections. This notice is provided as a standalone document at hire and annually thereafter.

• Workers' compensation: You have the right to workers' compensation benefits for a work-related injury or illness, and to be free from retaliation for filing a claim.
• Immigration-status protections: You are protected from unfair immigration-related practices and from retaliation or threats based on your immigration status or for exercising your workplace rights.
• Constitutional rights with law enforcement: You have constitutional rights when interacting with law enforcement in the workplace, including in connection with an I-9 inspection or a request to enter non-public areas of the worksite.
• Union and protected activity: You have the right under the National Labor Relations Act to engage in — or refrain from — union organizing and other protected concerted activity concerning wages, hours, and working conditions.
• Protection from retaliation: You are protected from retaliation for exercising any of these rights, and you may contact the appropriate enforcement agency, including the California Labor Commissioner's Office, with questions or complaints.

For the full official notice and enforcement-agency contact information, see the California Labor Commissioner's "California Workplace: Know Your Rights" notice, available in English and Spanish, provided with this packet.

Emergency contacts

Who should we contact in case of an emergency? Please provide at least one contact.

Emergency contact designation — arrest or detention

You may designate an emergency contact to be notified if you are arrested or detained at the worksite, or during work hours or while performing your duties away from the worksite. Completing this designation is voluntary. The designation below applies specifically to notification in the event of an arrest or detention.

This notice is provided at the time of hire as required by California Labor Code § 2810.5. If any of the information below changes, the Company will provide an updated notice within seven (7) calendar days of the change, unless the change is reflected on a timely wage statement or other writing required by law.

Employee & employer

Rate(s) of pay

Regular payday

Base pay is on a semi-monthly schedule — the two pay periods are the 1st through the 15th and the 16th through the last day of the month. Wages for each pay period are paid on the fourth (4th) working day after the pay period ends, excluding weekends and federal holidays.

Workers' compensation insurance

The Company carries workers' compensation insurance covering its employees with the carrier identified below.

Paid sick leave

You are entitled to paid sick leave under California's Healthy Workplaces, Healthy Families Act. Under the Company's policy, eligible employees receive forty (40) hours (five (5) days) of paid sick leave, as described in the Paid Sick Leave policy in the Employee benefits section. You may not be retaliated against for using, or requesting to use, paid sick leave, and you may file a complaint with the Labor Commissioner if retaliation occurs.