行動規範

Siemensのビジネス行動指針――

誠実さは、ビジネスパートナー、同僚、株主、派遣社員、そして一般社会に対する私たちの行動の指針となります。

Siemensの社会的評価は、私たちの行動、そして私たち一人ひとりの振る舞い方や態度によって大きく左右されます。Siemensが世界中で企業の社会的責任を果たすことは、私たち全員の責任です。

あなたは、TAPFIN（「MSP」）の臨時従業員管理プログラムを通じて、Siemens（「Siemens」または「顧客」）に対して一時的または臨時的な業務（「臨時業務」）を行うよう、雇用主である派遣会社（「派遣会社」）から派遣された労働者です（「臨時従業員」）。あなたは人材派遣会社の従業員であり、Siemensの従業員ではありませんが、当該顧客のために業務を行う間は、適用されるすべてのSiemensの方針および手順を遵守する必要があります。

フレックス・フォースプログラムに配属された非従業員向け行動規範（「非従業員行動規範」）の目的は、以下の通りです。

• Siemensの一般的な理念に関する情報を提供すること、
• 倫理的期待および義務に関連するSiemensの企業方針の重要な側面を要約すること、そして
• あなたに適用される重要なSiemensの方針への参照を提供することです。

非従業員行動規範は、Siemensのために業務を行う、またはSiemensを代表するすべての人に適用されます。本非従業員行動規範は、Siemensが取引のあらゆる側面において、法的かつ倫理的な行動をとるという揺るぎない姿勢を反映したものです。Siemensの方針、原則、およびコンプライアンス体制を十分に理解し、遵守することが極めて重要です。これらの方針に従わない場合、Siemensからの業務委託が解除される可能性があります。

本規範において、「Siemens」という用語は、Siemensおよびそのすべての子会社および関連会社を指します。本規範のいかなる内容も、あなたがSiemensまたはその子会社・関連会社の従業員であることを示唆するものと解釈されるべきではありません。さらに、Siemensとの業務委託契約の条件および条項は、(i) Siemensとの雇用契約またはその他の雇用関係を成立させるものではなく、また (ii) Siemensが提供する従業員向け福利厚生やプログラムの適用対象となるものでもありません。

Siemensに派遣されている派遣社員として、皆様は最高水準の倫理的・法的基準に従って行動しなければなりません。本「非正社員行動規範」に記載または参照されている、適用されるすべての法律、規則、基準、および原則を遵守することは、皆様の責任の一部です。

本「非従業員向け行動規範」の全条項を熟知しているものとします。Siemens内の各事業体やグループは、将来的に追加または改訂された方針やコンプライアンス・プログラムを導入する場合があります。これらの方針、手順、またはプログラムは、一般的にさらなる指針を提供するものです。

Siemensは、自社のポリシーを継続的に見直し、必要に応じて適切な変更を行うことを約束します。非従業員向け行動規範の規定は、随時変更される可能性があります。本「Siemens非従業員向け行動規範」は、不一致がある場合には、他のすべての規範、方針、または口頭での説明に優先して適用されます。

Siemensの従業員であるか第三者であるかを問わず、他者が法律に違反することを助けてはなりません。本「非従業員向け行動規範」に従って行動し、他者も同様に遵守するよう促さなければなりません。コンサルタントや代理店に対し、違法または不適切な行為を行うよう依頼してはなりません。Siemensが直接または間接的に法的に行うことができないことは、第三者を通じて行うこともありません。すべてのサプライヤー、請負業者、およびコンサルタントは、Siemensからの業務委託を受けている間、本「非従業員向け行動規範」に則った行動をとらなければなりません。

Siemensへの配属の条件として、本「非従業員向け行動規範」を読み、その内容を理解したこと、現在および将来にわたってその規定の文字および精神を遵守することに同意すること、ならびに実際の、または潜在的な利益相反がないことを確認する必要があります。

実際に、あるいは潜在的に利益相反が生じていると考える理由がある場合は、直ちに派遣元の雇用主またはMSP Solutionsの担当者へ連絡しなければなりません。

Siemensでの派遣期間中、法令およびSiemensの社内規定を遵守することは、あなたの責任です。さらに、Siemensのあらゆる場所でコンプライアンス体制に違反する可能性のある事案に対して、常に注意を払う必要があります。違法行為、または本「非従業員向け行動規範」、Siemensの方針、その他の業務慣行への違反が発生したと誠実に信じる場合は、速やかに派遣元の雇用主またはMSP担当者に報告してください。

また、コンプライアンスに関する懸念事項については、世界中どこからでも、昼夜を問わず、安全かつ秘密厳守で、ご希望であれば匿名で、コンプライアンス・ヘルプデスク「Tell Us」に通報することができます。「Tell Us」の電話番号は 1-855-303-9798 です。

Siemensの従業員に関する懸念事項（従業員の行動やトラブル、あらゆる種類のハラスメント（差別を含む）、社内規定違反、安全上の懸念など）がある場合は、1-866-SIEMENS（1-866-743-6367）までお電話いただき、「Share with AskHR」にご連絡ください。

職場で暴行を受けたり、いかなる種類の脅迫を受けたりした労働者、あるいは職場で他者に対する暴力や脅迫の事実を知った労働者は、直ちにその状況を、所属する人材派遣会社の直属の上司、勤務先の安全担当者、人材派遣会社の担当者、またはMSP担当者に報告しなければなりません。暴力が発生している場合、または差し迫った危険があると判断した場合は、自身を危険にさらさないでください。直ちに911番で警察に通報し、その後できるだけ早く、直属の派遣会社の上司、勤務先の安全担当者、派遣会社担当者、またはMSP担当者にその旨を報告してください。

適切な報告手順やコンプライアンス上の義務について疑問や懸念がある場合は、派遣元の雇用主またはMSPの担当者にお問い合わせの上、より具体的な指示を受けてください。以下の質問に答えることで、懸念事項をできるだけ明確かつ簡潔に整理してください：

• どのような点、あるいはどのような事柄が懸念されていますか？
• その懸念はいつから生じましたか？
• その状況はどこで発生しましたか？

BUSINESS CONDUCT

ACCOUNTING AND INVOICING

Siemens is required to keep books, records, and accounts in reasonable detail that accurately and fairly reflect all transactions.

You must ensure that you do not make or assist in making any false, inaccurate or incomplete entry in any expense account, invoice, account or accounting books or records of a Siemens Company. You must not establish or maintain any undisclosed or secret account, fund or asset on behalf of any Siemens Company in any country. You must not make or assist in making any false or misleading statement to, or conceal any information from, the accounting and controls staff of any Siemens Company or any independent accounting firm retained by any Siemens Company.

ANTI-CORRUPTION

Siemens competes fairly for orders with the quality and price of our innovative products and services, not by offering improper benefits to others. Accordingly, you must not, directly or indirectly, offer, promise, grant or authorize the giving of money or anything else of value to a government official, or private commercial counterparty in a business transaction, to influence official action or to obtain an improper advantage.

You are not permitted to use your position as a Temporary Worker to solicit, to demand, accept, obtain or be promised advantages. This does not apply to the acceptance of occasional gifts of purely symbolic value or meals or entertainment reasonable in value that are consistent with local customs and practices and Siemens policies. Any other gifts, meals or entertainment must be refused.

ANTITRUST

We support and fully comply with antitrust and fair trade practices laws. Violations of these laws may occur if a Company representative engages in unfair pricing practices, unfair marketing practices, or misrepresentation of the products and services of Siemens or its competitors.

CONFLICT OF INTEREST

Siemens respects your privacy in your personal activities and financial affairs, but you are obligated to act in the best interests of Siemens and to fulfill your duties and obligations to Siemens. You must not engage in activities that create a conflict between your interests or those of others on the one hand, and your obligation to act in the best interest of Siemens on the other hand.

This may include:

• Other employment or service that could interfere with your ability to perform work for Siemens, or your ability to devote your best efforts to the Company or its business objectives;
• You, or your immediate family, having a significant financial interest in an organization that competes with or has a business relationship with Siemens;
• Diverting a business opportunity from any Siemens company;
• Using your position as a Temporary Worker to give a third party an improper benefit or access to Company information;
• Your dealing, in the course of your normal job responsibilities, with your spouse or an immediate family member who acts on behalf of an organization that competes with or has a business relationship with Siemens.

You may not directly or indirectly, seek or accept from any individual, corporation or other entity that is doing or seeking to do business with any Siemens Company, any monetary gifts or payments (regardless of amount) or any non-monetary gifts of more than $50.00. This includes any services, trips, or loans on terms more favorable than those offered generally to the public.

You have a duty to timely disclose all actual or potential conflicts of interest, as well as situations that could be perceived as a conflict of interest, to your Staffing Company employer or a MSP Solutions Representative, so that a determination can be made of whether a conflict of interest exists.

COPYRIGHT INFRINGEMENT

Copyright laws prohibit the unauthorized use, duplication or distribution of copyrighted works, which may include computer software, as well as written and electronic materials. Information or property that is subject to copyright protection may not be reproduced for personal or Siemens use without appropriate approval of the copyright owner. Unauthorized duplication, use or distribution of such materials, including through e-mail communications, could result in legal liability for copyright infringement.

CORPORATE COMMUNICATIONS

All media inquiries must be directed to the Corporate Communications department. Specific Company personnel are trained and designated to handle media inquiries and to serve as Company spokespersons. Release of Company information, statement of Company position, or requests for interviews must be coordinated in advance with Corporate Communications.

SOCIAL MEDIA

"Social media" is the term given to websites, online tools and interactive communication technologies that allow users to interact with one another to share information, opinions, knowledge, photos and interests. Examples of social media include such web platforms as blogs, message boards, wikis, social and professional networking websites, and content sharing sites. There is often no clear distinction in social media between public and private or between business and personal; therefore, if it is known that a Third Party worker is working on assignment for Siemens, his or her communications could influence how shareholders, customers or the general public perceive Siemens and how the Company, managers and colleagues perceive the worker. For this reason, in accordance with applicable laws, Third Party worker should:

a. keep Siemens' values and standards in mind when posting;
b. know your Social Media activity—even when posting from private accounts—may violate the Siemens Business Conduct Guidelines, other company policies, and the law;
c. refrain from posting or using social media in any manner that would violate local, regional or foreign laws;
d. only authorized spokespersons may speak on Siemens’ behalf
e. refrain from using language that could be considered vulgar, obscene, threatening, intimidating, harassing, libelous, defamatory, or discriminatory on any legally recognized basis;
f. do not disparage Siemens products or services or the products or services of its customers, vendors, partners or competitors;
g. be aware of what your posts can do to Siemens’ reputation, as well as the potential for conflicts of interest or other potential violations of Siemens policies;
h. refrain from any posting or activity that would or may violate the intellectual property rights of any person or entity;
i. not disguise your identity when posting endorsements of Siemens products or services;
j. social media activity potentially reflects upon Siemens, clarify that you are speaking on our own behalf and are expressing our own personal views, not Siemens’ views. and
k. do not harvest information about other users via the site or violate or threaten to violate any user privacy rights in any jurisdiction.

ELECTRONIC COMMUNICATION

As a Temporary Worker, you may be given access to Siemens communication and information system tools, including, but not limited to, computers, e-mail, voice-mail, internet and intranet access, telephones, voice over IP, and mobile devices. The Company also uses mobile device applications, sensors, and other equipment to collect, transmit, upload/download, store, send and receive data including location tracking, speed, usage, idle time, and other information on Company equipment such as computers, mobile devices, applications, identification cards, cars, trucks, forklifts, and other motorized and non-motorized equipment. There should be no expectation of privacy on Siemens premises or when using Siemens provided computers, mobile device applications, tools, equipment, technology, networks, systems, or other property, except as required by law. All communication tools must be used in a highly professional and ethical manner.

Business Use
Computers, computer files, the e-mail system, and software furnished to Temporary Workers are Siemens property intended for business use. You should not use a password, access a file, or retrieve any stored communication without authorization. Users are responsible for protecting their own passwords.

Incidental and occasional brief use of the communication systems is permitted, whether during, before or after normal business hours, so long as such use does not distract from corporate objectives and is otherwise in compliance with all applicable Siemens policies and federal, state and local laws. Personal use of the communication systems which burdens or compromises the effectiveness of the communication systems is strictly prohibited.

Monitoring
The equipment, services, and technology provided to access the Internet are at all times the property of Siemens. As such, Siemens reserves the right to monitor internet traffic and computer usage, and retrieve and read any data composed, sent, or received through our online connections and stored on our computer systems, including e-mail and voice mail messages, whether of a business or personal nature, or any other information captured by Siemens’ systems, including a person’s personal password-protected email account and/or any encrypted documents, in accordance with applicable law. All internet data that is composed, transmitted, or received via our computer communications systems is considered to be part of the official records of the Company and, as such, may be disclosed to law enforcement or other third parties as required by law. You should always ensure that the business information contained in internet e-mail messages and other transmissions is accurate, appropriate, ethical, and lawful. The Company also reserves the right to collect, transmit, upload/download, store, analyze, send and receive data to monitor and to evaluate location tracking of employees and company issued resources, including but not limited to speed, usage, idle time, energy efficiency, and other information on Company provided mobile devices and other applications, identification cards, and equipment such as cars, trucks, forklifts, and other motorized and non-motorized equipment in accordance with applicable law.

Recording: Privacy Protections and Limitations
Siemens will not record or monitor audio or video telephone conversations without advising the participants as required by law, unless a court has explicitly approved such monitoring or recording. Participants shall be informed when a call is being monitored or recorded for the purpose of evaluating customer service, assessing workload, or other business purpose permitted by law.
Temporary workers are prohibited from recording any conversations, net-meetings, or other communications without the knowledge and consent of all participating parties whether via tape recorders, cell phone, computer, smart pen or other device.

Siemens processes and transfers personnel information to conduct its activities and/or as required by law. Protecting personal information is very important to Siemens, customers and employees. However, securing and protecting personal data is a shared responsibility between Siemens and its Temporary Workers, who play a key role in protecting personal information.

Prohibition against Harassing, Discriminatory and Defamatory Use
The Company strives to maintain a workplace free of harassment and is sensitive to the diversity of its employees and Temporary Workers. Therefore, consistent with its EEO/AA and Harassment Free Workplace Policy, the Company prohibits the use of computers and the e-mail system in ways that are disruptive, offensive to others, or harmful to morale. Data that is composed, transmitted, accessed, or received via the internet must not contain content that could be considered discriminatory, offensive, obscene, threatening, harassing, intimidating, or disruptive to any other person.

Other Prohibited Uses of Communication Systems

• Unauthorized use of another’s communication system or equipment, tools, or vehicles provided to perform job duties.
• Sending or forwarding a communication which masks or misrepresents the identity of the sender.
• Sending communications for personal gain.
• Sending confidential or trade secret materials to unauthorized personnel or to third parties.
• Sending chain letters or mass distributions of non-business information.
• Communications systems are not to be used for non-work related solicitations.
• Publishing, transmitting, downloading or posting defamatory information or remarks.
• Publishing, transmitting, downloading or posting the Company or third party information or intellectual property in violation of the Company's or a third party's intellectual property rights.
• Using images, text, or any page content in violation of a copyright notice.
• Entering into unauthorized electronic agreements on behalf of the Company.
• Usage for any illegal or criminal purpose.
• Allowing unauthorized use of the Company's communication systems.
• Automatic forwarding of emails and other communications between business and personal communication systems.
• Use of electronic communications for gambling.
• Use of electronic communications for political lobbying unless authorized to do so by Siemens.

This list is not all-inclusive and is intended to be representative of the types of activities that may result in your release from Siemens assignments.

INFORMATION ASSETS & CONFIDENTIAL INFORMATION

Information is a Siemens asset that is essential to building competitive advantage, to developing new products and services, or to compiling and reporting accurate data. To the extent you are entrusted with or obtain knowledge of Siemens information, you are obligated to prevent its misuse, theft, fraud, or improper disclosure. You should take every care in handling, discussing, or transmitting sensitive or confidential information that could impact Siemens, its employees, Siemens’ customers, the business community, or the general public. Disclosure of financial information could influence business agreements or relationships, technical developments, litigation, major management changes or other material developments as well as possibly violate securities laws. Only designated Siemens spokespersons are authorized to release information of this nature. Additionally, other information may be protected from disclosure by Siemens affiliated companies to Siemens non-regulated subsidiaries or to any other persons. The affiliate rules for each appropriate jurisdiction should be consulted prior to the release of information to a non-regulated affiliate or to any other person.

"Insider trading" means using confidential information about Siemens, or another company, such as a customer or supplier, to achieve unfair advantage in the buying or selling of shares or other securities. It includes "tipping," in which the insider provides information to someone else who trades on it. This includes any information that may influence the decision of an investor to buy, sell, or hold the securities of a company, or which alters the overall mix of information publicly available about a company. Insider trading is both illegal and unethical, and you should not engage in it or aid others in doing so.

In addition, confidential and/or proprietary information about Siemens’ customers cannot be published or otherwise released to third parties including to unregulated affiliates, without Siemens’ and its customer's consent or as authorized by applicable laws and regulations. An individual, such as a Temporary Worker, will be immune from liability for the confidential disclosure of trade secrets (i) to a governmental agency to report a suspected violation of law or (ii) to a court, if the individual complies with the Defend Trade Secrets Act, 18 U.S.C. Section 1833(b).

RECORDS MANAGEMENT & RETENTION

Accurate, reliable information is critical to the financial health of the Company and is necessary to fairly reflect the Company’s transactions. You must manage and protect Company records and other essential data in accordance with the Company’s records management and retention policy.

SIEMENS PROPERTY

You are responsible for protecting any Siemens property being used by you from theft, fraud, unauthorized personal use, and negligent misuse. Siemens property includes, but is not limited to, tools, materials, supplies, equipment, software, trade secrets, electronic storage devices, and services provided by you as a Temporary Worker. Also included are trademarks or inventions made using Siemens facilities or resources, and copyrighted works created as an assigned duty or by using Siemens facilities or resources. The misuse or theft of Siemens property or disclosure of trade secrets or other confidential and proprietary Siemens information impacts the corporation's profitability and will not be tolerated.

HARASSMENT, DISCRIMINATION & RETALIATION PREVENTION

Siemens is committed to providing a work environment that fosters mutual respect and that is free from discrimination, harassment or intimidation based on race, color, creed, religion, national origin, citizenship status, ancestry, sex, age, physical or mental disability, marital status, family responsibilities, pregnancy, genetic information, sexual orientation, gender expression, gender identity, transgender, sex stereotyping, and protected veteran or military status or other characteristics protected by federal, state, or local law.

Siemens will not permit or condone discrimination, intimidation, harassment by its employees or others in the workplace. Further, Siemens will not tolerate sexual or other forms of harassment of its employees or others from employees, vendors, contractors, or any other non-Siemens personnel and will take appropriate action.

The most blatant form of sexual harassment occurs when someone in a position of influence or authority uses his or her position to request or demand sexual favors in exchange for work related advantages.

Other forms of sexual harassment can be committed by anyone present in the work environment, including coworkers, customers, vendors, Temporary Workers, or contractors on Siemens’ premises or customer sites.

Unwelcome verbal comments or physical actions of a sexual nature may constitute sexual harassment if they create a hostile, intimidating, or offensive work environment. Examples include unwanted sexual advances, overt displays of affection, familiarity, unwelcome comments about a person’s clothing, body or personal life, use of offensive nicknames or terms of endearment, offensive jokes and sexual innuendo, or the display of sexually explicit or suggestive material. These kinds of behaviors are completely unacceptable in the workplace.

Other forms of prohibited harassment include derogatory or vulgar comments, whether verbal or written, regarding a person’s race, ethnicity, color, religion, sex, national origin, ancestry, age, marital status, physical or mental disability, or veteran status. Other examples can be vulgar language, jokes, innuendoes, photos, pictures, printed material, or e-mail comments that may be considered offensive or degrading, as well as threatening comments, intimidation, or insults.

Retaliating or discriminating against an individual for complaining about or reporting an incident or for cooperating in an investigation of discrimination or harassment is prohibited. No individual will be penalized for making a report of such conduct, or cooperating in good faith in the investigation of a report of discrimination or harassment. Retaliation is a serious violation of this policy and should also be reported immediately. Any person found to have retaliated against someone for reporting or cooperating in the investigation of a report of discrimination or harassment will be subject to the same sanctions set forth below.

Persons found to have committed or encouraged discrimination or harassment will be subject to disciplinary action, up to and including termination.

If you believe you have witnessed or experienced a violation of this or another policy, you must immediately report the incident(s) to your Staffing Company employer.DRUGS, ALCOHOL, TOBACCO, FIREARMS & WEAPONS

Siemens is committed to providing a safe, secure, healthy and productive work environment. The manufacture, use, distribution, sale, or possession of controlled substances, illegal drugs, or drug paraphernalia is not allowed on Siemens premises or while engaged in Siemens business. The use of alcohol is not permitted on Siemens property.

All contingent workers are required to be fit for duty. Siemens may request that a drug/alcohol screening be performed through your Staffing Company employer, for reasonable suspicion or for post-accident investigations as permitted by law. The legal use or possession of prescribed or over-the-counter drugs at a Siemens work site is permitted only if such use or possession does not impair a worker’s ability to perform essential functions of job duties safely. Siemens recognizes that local laws may require different practices and will adjust to accommodate legal differences as required by State and Local laws

In order to provide a healthy work environment for all workers, smoking is not permitted within any Siemens restricted areas.

Firearms, weapons and other dangerous or hazardous devices or substances are prohibited from Siemens premises, including buildings, parking lots and vehicles, to the extent permitted by applicable law. Siemens reserves the right to take appropriate measures intended to ensure its premises are free from such items, including searching lockers, briefcases, purses, backpacks and vehicles. Temporary workers must cooperate in these matters. Failure to do so will result in termination from your assignment.WORKPLACE VIOLENCE

Siemens is committed to providing a safe work environment to the fullest extent reasonably possible. Violent or threatening behavior in the workplace is not permissible and will be addressed promptly and appropriately. Workplace violence is defined as any direct or implied threat, an intentional act or other unreasonable conduct that would create fear, hostility, intimidation or other concern of harm in another person. Threats, threatening behavior, or acts of violence executed on or off Siemens a premise while conducting official Siemens business, or related in any way to one’s work with Siemens, is a violation of this policy. Offsite threats include, but are not limited to, threats made by telephone, fax, electronic or conventional mail, or any other communication medium. Such behavior on your part may result in removal from and barred access to Siemens premises, possible arrest and prosecution, or any other action deemed appropriate.

Workers who have been assaulted or subjected to threats of any kind in the workplace or who have knowledge of violence or threats against other workers must immediately report the situation to their immediate supervisor, work location Safety Representative, Staffing Representative or MSP Representative. If such violence is occurring or you believe imminent danger exists, do not place yourself in harm's way; immediately call law enforcement at 911 and, as soon as possible thereafter, report the matter to your immediate supervisor, work location Safety Representative, Staffing Representative or MSP Representative.

BELONGING

At Siemens, we foster a workplace that values different perspectives and experiences — because this drives innovation, growth, and better outcomes for our customers. We’re committed to building diverse teams, creating a strong sense of belonging, and ensuring an inclusive environment where everyone can thrive, and succeed.

Siemens USA strives to ensure that every person we do business with feels free to be their authentic selves every day, in every transaction. That is because belonging enables the creation of technology with purpose. A company can be truly successful when they encompass and involve everyone. #BelongingTransforms

ENVIRONMENTAL

We expect Temporary Workers, such as yourself, to perform your job in an environmentally conscientious manner. Environmental laws, regulations, and orders affect many areas of Siemens’ business, including hazardous and toxic materials, air and water emissions, and waste disposal. Siemens is committed to compliance with environmental regulations and expects you to be personally conscientious in following proper environmental procedures in your daily work and to report any potential environmental compliance issues to your Staffing Company employer or a MSP representative.

HEALTH & SAFETY

Excellent health and safety management is a core business value. We believe that all occupational accidents are preventable. You are expected to maintain safe and healthful working conditions, to comply with the safety practices of your assignment and to report any unsafe acts, hazardous conditions, or potential violations of the law to your Staffing Company employer so that they can notify the appropriate Siemens management personnel. Siemens also prohibits retaliation or discrimination against individuals for reporting safety and/or health concerns.

Temporary workers are required to wear Company-issued security badges in plain view while at Siemens facilities. Wearing or producing badges upon request is a condition of temporary assignment at Siemens.
If your temporary position requires that you drive for Company business, you are expected to drive safely and to comply with relevant state laws regarding the use of cell phones and similar devices.

Accordingly, Temporary Workers are permitted to use cellular phones while driving only when using a hands-free accessory unless such usage is prohibited by applicable law, or when the vehicle is safely parked out of the lane of traffic. Use of any hand held communication device, including cell phones, visual devices, personal digital assistants (PDAs), pagers, and other visual-based wireless devices inconsistent with Siemens policy is strictly forbidden. Drivers are required at all times to know and observe all federal, state, and local motor vehicle laws and regulations with respect to the operation of Company vehicles, rental vehicles or personal vehicles while on Company business.

CALIFORNIA SPECIFIC REGULATIONS
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California Meal and Rest BreaksIf performing work for Siemens onsite at a Siemens location in California, Siemens will provide non-exempt Temporary Workers with 10-minute paid rest breaks as required by California law. The number of breaks received is as follows:

• Non-exempt Temporary Workers who work between 3½ and 6 hours are entitled to one rest break.
• Non-exempt Temporary Workers who work more than 6 and up to 10 hours are entitled to two rest breaks.
• Non-exempt Temporary Workers who work more than 10 and up to 14 hours are entitled to three rest breaks.

If performing work for Siemens onsite at a Siemens location in California, Siemens will also provide Temporary Workers in non-exempt positions with a mandatory unpaid, uninterrupted 30-minute meal break in accordance with California law.

• Non-exempt Temporary Workers who work between zero and 5 hours are not entitled to a meal break.
• Non-exempt Temporary Workers who work more than 5 and up to 10 hours are entitled to one meal break, but the worker who works up to 6 hours or less during a shift can choose to waive the meal period by submitting a signed written waiver to their Staffing Company employer.
• Non-exempt Temporary Workers who work more than 10 hours are entitled to 2 meal breaks, but the worker who works up to 12 hours or less during a shift can waive the second meal period by submitting a signed written waiver to their Staffing Company employer, as long as the first meal period was taken.

Otherwise, your Staffing Company Employer will be responsible for scheduling and providing meal periods and rest breaks as required by law.

Any non-exempt Temporary Worker who is not permitted to take or has a missed, short or interrupted rest or meal break should complete a California Missed Rest Break and/or Meal Period Request Form and submit it to the immediate supervisor at the Staffing Company Employer by the end of the pay period. If a Temporary Worker fails to submit a Request Form, it is presumed meal periods/rest breaks have been provided as required by law.