Employee Handbook

Standby Labor Force, LLC Employee Handbook 

Last Updated October 30, 2024 

Welcome 

Welcome to Standby Labor Force, LLC, a subsidiary of Standby Software Solutions, Inc. 
(“Standby” or the “Company”)! We are excited to have you join our team. At Standby, we 
believe in providing our employees with flexible work opportunities to help them succeed both 
financially and in their career paths. Our management team is committed to providing you with 
work opportunities in an economy that is rapidly transitioning to provide more flexibility to the 
work force. As an employee, we expect you to complete the jobs for which you sign up to the 
best of your ability. If, at any time, an employee needs help, the employee should not hesitate to 
ask any member of the Company’s management team. 

Again, welcome to Standby Labor Force, LLC. We look forward to succeeding together. 

Introduction 

About Standby Labor Force, LLC 

Standby Labor Force, LLC is an employer of record (“EOR”) and subsidiary of Standby 
Software Solutions, Inc., which operates the Standby app (the “app”). The Standby app is an 
online marketplace developed and owned by Standby Software Solutions, Inc. The Standby app 
allows employers to post jobs and workers to find and sign up for jobs that match their skills and 
availability. 

Employer of Record (“EOR”) 

Standby Labor Force, LLC functions as an EOR. Through an EOR model, Standby is the legal 
employer of Standby workers, and job-posting businesses which hire workers through Standby do 
not maintain an employer-employee relationship with Standby W-2 workers. EORs typically 
handle HR functions on behalf of their clients and employees, such as payroll, benefits, insurance, 
taxes, employment administration, etc. 

Job-Posting Businesses 

Businesses posting jobs on the Standby app do not function as the employer of Standby W-2 
workers; rather, Standby Labor Force, LLC is the employer. The business simply posts a job and 
Standby helps the business complete the job by connecting the business with employees who opt- 
in for the job. Job-posting businesses can filter the types of employees who see and are allowed 
to sign up for their jobs based on in-app badges or proximity to the job. 

About Standby Labor Force’s W-2 Workers 

Standby Labor Force utilizes a W-2 employment model in which workers are employees of 
Standby Labor Force, LLC. Standby utilizes the employer-of-record model as it promotes job 
stability and provides the worker with access to legally compliant and reliable work experience. 
Using this model, Standby can serve W-2 employees by matching employees to jobs, assist 
employees with payment, and help them efficiently manage their work schedules on the Standby 
app. Standby’s tailored platform is specifically designed to enable workers to earn a living by 
working one shift at a time. 

All workers on the platform are W2 employees of Standby Labor Force, LLC. As a result, 
Standby takes care of all payroll processing and taxes for the job-posting business.  

Handbook Notice 

This Standby Labor Force, LLC Employee Handbook (the “Standby Labor Force Handbook” or 
“Handbook”) contains information about the employment policies and practices of Standby 
Labor Force, LLC (“Standby” or the “Company”). The policies in this handbook apply to W-2 
Workers employed by Standby Labor Force, LLC (“employees”). These policies reflect the 
Company’s values, and we expect each employee to read this Handbook carefully as it is a 
valuable reference for understanding your job and the Company. 

The information in this handbook is for general information only. It is not intended to be a 
definitive description of rules, or conditions of employment at Standby Labor Force, LLC. 
Nothing in this handbook, written or oral, confers any right, either express or implied, to 
continued employment of the employee or to any specific term or condition of employment. The 
use of specific terms or examples in this handbook does not impose any specific obligations on 
Standby Labor Force, LLC. Standby Labor Force, LLC reserves the right to change or modify, at 
any time and without prior notice, any of the provisions of this Employee Handbook, including, 
but not limited to, changes in personnel, benefits, or compensation policies and practices. 
Standby Labor Force, LLC has the sole discretion to modify, add, delete, or otherwise revise 
these policies at any time. Standby Labor Force, LLC will notify employees, direct supervisors, 
and relevant stakeholders of any substantive changes as soon as reasonably practical.  

In order to maintain flexibility in the administration of its policies, procedures, and benefits 
within the employment relationship, Standby Labor Force, LLC reserves the right to change and 
modify, at any time, any of its provisions of this Handbook, including, but not limited to, changes 
in compensation as well as personnel policies, practices, and benefits. Any such changes shall be 
communicated as soon as practicable. 

Further, this Handbook supersedes all previous communications, policies, rules, procedures, 
at-will disclaimers, statements of terms and conditions, whether verbal or written, expressed or 
implied. The contents of this Handbook are to be considered as guidelines, and Standby reserves 
the right to modify or eliminate any policy, without the need for prior notice, as it deems 
appropriate and in its sole discretion. The language used in the Handbook is not intended to 
create nor is it to be construed as a contract of any kind between Standby and any of its employees. 

No individual has the authority to make any contrary representations, or agreements 
with an employee regarding the content of this Employee Handbook except in the case in which 
such a representation is established in writing and signed by the Company. 

At-Will Employment Status 

Employment at Standby is at-will. Neither this Handbook nor any other policy, procedure, or 
communication creates an employment contract or modifies the at-will employment relationship. 
All employees are considered at-will unless stated and agreed to in writing by both the Company 
and employee. This means that either the Company or the employee may terminate the 
employment relationship at any time, with or without cause or notice. No manager, supervisor, 
or representative of the Company has authority to enter into any agreement contrary to this policy 
unless confirmed in writing and signed by an authorized officer of the Company. 

Equal Employment Opportunity (EEO) Statement 

Standby Labor Force, LLC is an equal opportunity employer. The Company is committed to 
providing equal employment opportunities to all employees and applicants without regard to race, 
color, religion, sex (including pregnancy), sexual orientation, gender identity or expression, 
national origin, age, disability, genetic information, marital status, veteran status, or any other 
status protected by applicable federal, state, or local law. 

The Company’s policy applies to all terms and conditions of employment, including recruiting, 
hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, 
compensation, training, and any other employment-related decisions. 

Employees who believe they have been subjected to discrimination or harassment are encouraged 
to report the matter to their supervisor or Human Resources. The Company will promptly 
investigate complaints and take appropriate corrective action. Retaliation against individuals who 
report discrimination or participate in an investigation is strictly prohibited and will not be 
tolerated. 

Americans with Disabilities Act (ADA) Compliance 

Standby Labor Force, LLC is committed to complying with the Americans with Disabilities Act 
(“ADA”) and applicable state and local laws regarding individuals with disabilities. The Company 
will provide reasonable accommodations to qualified employees or applicants with known 
disabilities unless doing so would cause an undue hardship on the operation of the business. 

If an employee requires a reasonable accommodation to perform the essential functions of their 
job, they should notify Human Resources. The Company will engage in an interactive process to 
identify potential reasonable accommodations that may enable the employee to perform essential 
job functions. 

Anti-Harassment Policy 

Standby Labor Force, LLC is committed to maintaining a work environment free of harassment 
and intimidation. Harassment of employees by other employees, supervisors, clients, vendors, or 
members of the public is strictly prohibited and will not be tolerated. Harassment includes any 
verbal, physical, or visual conduct that creates an intimidating, hostile, or offensive work 
environment or interferes with an employee’s work performance. 

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other 
verbal or physical conduct of a sexual nature when submission to such conduct is made a term or 
condition of employment, when submission to or rejection of such conduct is used as a basis for 
employment decisions, or when such conduct has the purpose or effect of unreasonably 
interfering with an individual’s work performance or creating an intimidating, hostile, or offensive 
work environment. 

Employees who believe they have been subjected to harassment should report the conduct to their 
supervisor or Human Resources immediately. The Company will promptly investigate all 
complaints and take appropriate corrective action. Retaliation against individuals who report 
harassment or participate in an investigation is strictly prohibited. 

Code of Conduct and Workplace Expectations 

Professional Behavior 

Employees are expected to maintain a high standard of professional behavior while representing 
the Company. This includes acting respectfully toward customers, clients, supervisors, coworkers, 
and members of the public; maintaining a positive and cooperative attitude; and adhering to 
Company policies and procedures. 

Attendance and Punctuality 

Employees are expected to arrive on time for scheduled work shifts and to be prepared to begin 
work promptly. If an employee is unable to report to work or will be late, they must notify their 
supervisor as soon as possible, consistent with Company policy. Unexcused or excessive 
absenteeism or tardiness may result in disciplinary action, up to and including termination of 
employment. 

Dress Code and Appearance 

Employees are expected to maintain a neat, clean, and professional appearance that is appropriate 
for their work assignment and consistent with safety and hygiene standards. Specific dress 
requirements may be established by the worksite or client and must be followed at all times. 

Confidentiality 

Employees may have access to confidential or proprietary information belonging to the Company 
or its clients. Employees must not disclose such information to unauthorized persons or use it for 
any purpose other than their work duties. This obligation continues after termination of 
employment. 

Use of Company Equipment and Technology 

Company equipment, tools, and technology (including computers, mobile devices, software, and 
internet access) are provided for business use. Employees are expected to use Company resources 
responsibly and in accordance with Company policies. Personal use should be limited and must 
not interfere with work responsibilities. Employees should have no expectation of privacy in 
Company-provided equipment or systems. 

Health and Safety 

Standby Labor Force, LLC is committed to providing a safe and healthy work environment. 
Employees are expected to follow all safety policies and procedures, use required personal 
protective equipment (“PPE”), and immediately report any unsafe conditions, accidents, or injuries 
to their supervisor. Employees must not engage in behavior that endangers themselves or others. 

Drug and Alcohol Policy 

The Company maintains a zero-tolerance policy for the unlawful possession, use, distribution, or 
sale of controlled substances or alcohol while on Company time, on Company property, or while 
performing work for the Company. Employees who are under the influence of drugs or alcohol at 
work are subject to disciplinary action, up to and including termination of employment. 

Weapons Policy 

Weapons, including firearms, knives (other than small utility knives as required for work), or other 
dangerous devices, are prohibited on Company property and at client worksites, except as 
permitted by applicable law and approved by the Company. 

Workplace Violence Prevention 

The Company prohibits any form of workplace violence, including threats, intimidation, 
harassment, or physical harm. Employees who experience or witness workplace violence should 
report the incident immediately to a supervisor or Human Resources. 

Employment Classification 

Employees of Standby Labor Force, LLC are classified according to applicable federal and state 
laws. Classifications include full-time, part-time, temporary, or seasonal, as well as exempt or 
non-exempt status under the Fair Labor Standards Act (“FLSA”). Employees will be informed of 
their classification upon hire or reassignment. 

Work Schedules and Assignments 

Work schedules may vary based on assignment availability, client needs, and employee 
preferences. Employees may select jobs through the Standby app consistent with their skills and 
availability. The Company does not guarantee a minimum number of hours or assignments. 

Meal and Rest Breaks 

Meal and rest breaks will be provided in accordance with applicable state and federal laws and any 
worksite-specific policies. Employees are required to take all mandated breaks and to accurately 
record their time. 

Timekeeping and Payroll 

Employees must accurately record all hours worked using the Company’s timekeeping procedures 
(which may include app-based check-in/check-out, supervisor approval, or other methods). 
Falsification of time records is grounds for disciplinary action, up to and including termination. 

Pay periods and payday schedules will be communicated at the time of hire. Employees should 
report any payroll discrepancies to payroll@standbyjobs.com as soon as possible for review. 

Overtime 

Non-exempt employees are eligible for overtime pay in accordance with applicable law. All 
overtime must be approved in advance by a supervisor or manager. 

Leaves of Absence 

The Company provides leaves of absence consistent with applicable federal, state, and local laws, 
which may include sick leave, family and medical leave, military leave, jury duty leave, and other 
protected leaves. Employees should contact Human Resources for information about eligibility and 
procedures for requesting leave. 

Standards of Conduct and Discipline 

To maintain a productive and respectful workplace, the Company expects employees to comply 
with all policies and standards of conduct. Violations may result in disciplinary action, up to and 
including termination of employment. Discipline may be administered at the Company’s discretion 
based on the nature and severity of the violation. 

Examples of misconduct include, but are not limited to: violation of Company policies or safety 
rules; insubordination; theft or dishonesty; harassment or discrimination; unauthorized use or 
misuse of Company property; falsification of records; and any conduct that adversely affects the 
Company, its employees, or clients. 

Complaint Reporting and Non-Retaliation 

Employees are encouraged to report concerns about policy violations, safety issues, harassment, 
discrimination, or other workplace concerns to a supervisor or Human Resources. The Company 
prohibits retaliation against employees who make good faith reports or participate in an 
investigation. 

Separation of Employment 

Employment with Standby Labor Force, LLC is at-will and may be terminated at any time by 
either the employee or the Company, with or without cause or notice. Upon separation, employees 
must return all Company property, including equipment, tools, documents, and access credentials. 

Acknowledgment of Receipt 

Employees may be required to sign an acknowledgment confirming they have received, read, and 
understand this Employee Handbook and agree to comply with Company policies. 

Contact Information 

For questions about this Handbook or Company policies, please contact HR at 
support@standbyjobs.com. 

State-Specific Addenda (if applicable) 

Some states impose additional requirements regarding employment policies and practices. If 
applicable to your work location, state-specific addenda may be provided and will govern in the 
event of a conflict with this Handbook. 

Appendix: Policies and Notices 

The Company may from time to time publish additional policies, procedures, and notices relevant 
to the workplace and job duties. These may include safety protocols, training requirements, client 
worksite rules, and compliance acknowledgments. Employees are expected to comply with all 
published policies as a condition of continued employment. 

Whistleblower protections and anti-retaliation 

Standby Labor Force, LLC encourages employees to report suspected 
illegal, unethical, or unsafe activities without fear of retaliation. The 
Company strictly prohibits retaliation against any employee who, in 
good faith, reports a concern, participates in an investigation, or refuses 
to engage in illegal activities. Any suspected retaliation should be reported 
immediately to Human Resources or management. 

Employees are protected under federal and state whistleblower laws 
when reporting certain violations. The Company will not discipline, 
discharge, demote, suspend, threaten, harass, or in any manner 
discriminate against employees who engage in protected activities, such 
as reporting violations of law, participating in government investigations, 
or raising good-faith concerns about workplace safety or compliance. 

This policy applies regardless of whether the reported concern is ultimately 
substantiated, provided it was made in good faith. False or malicious 
reports may result in disciplinary action. 

Acknowledgment of Receipt and Understanding 

I acknowledge that I have received and read the Standby Labor Force, 
LLC Employee Handbook. I understand that it contains important 
information about the Company’s policies, procedures, benefits, and 
expectations, and I agree to comply with these policies as a condition of 
my employment. 

I understand that my employment with Standby Labor Force, LLC is 
at-will, which means that either I or the Company may terminate the 
employment relationship at any time, with or without cause or notice, 
unless otherwise required by applicable law or set forth in a written 
agreement signed by an authorized representative of the Company. 

I understand that nothing in this Handbook creates an express or implied 
contract of employment or alters the at-will employment relationship. 
I also understand that the Company may modify, revoke, suspend, 
terminate, or change any or all of the policies in this Handbook, in whole 
or in part, at any time, with or without notice, except for the at-will 
policy. 

If I have questions about the policies or information in this Handbook, I 
will contact Human Resources at support@standbyjobs.com.