EMPLOYEE AGREEMENT

The following are the terms and conditions that will apply to your employment with the Employer.
These conditions will remain in effect over the entire period of your employment with the Employer.

Date: 12/22/2023
Name: Simran Kaur
Position: WM Project Merchandiser ON - Peterborough 3071
Location: WALMART - 1002 Chemong Rd, Peterborough, ON, K9H 7E2
Salary: $21/hour + vacation pay
Manager: Dave Kolochuk
Project Dates: January 7th - 26th, 2024 - project dates subject to change based on project
progress or client decision
Type of Work: Short Term Project
Notes:

Night Shift: 1030pm - 7am; 8 hours with a 30 minute break

Up to 40 hours weekly - hours may fluctuate according to project needs
Please try to arrive 10 minutes early
Please plan to bring your own food for your meal breaks as nothing will be open
Dress code: plain black tshirt, jeans (clean, no tears or holes) or workpants. NO
yoga/exercise style pants, hoodies, hats, earbuds, coveralls. Dangling neckwear, bracelets,
wristwatches, rings or like articles shall not be worn.
Required PPE to be work for each shift: CSA Approved Safety Footwear / Chaussures de
sécurité approuvées par la CSA, CSA Approved Hard Hat / Casque de sécurité approuvé
par la CSA, Safety Vest / Gilet de sécurité, Work Gloves / Gants de travail
Safety certification: OWSA - Employee, WHMIS - within the last 12 months / SIMDUT - au
cours des 12 derniers mois - if you do not meeting this requirement, you will receive
separate instructions to complete this step
Pay is biweekly by direct deposit. Your first payday will be: 01/26/2024 for work up until the
Saturday prior to this date
All financial documents (pay stubs and T4s) are available online only

EMPLOYER
For the purpose of this agreement, M30 Retail Services, INC will be known as "Employer". An
Employee is hired, provided compensation and applicable benefits, and has his or her work
directed and evaluated by the Employer.

EMPLOYEE
For the purpose of this agreement, "Employee" or "Employees" refers and applies to you as the
Employee.

RESPECTFUL WORKPLACE
M30 is committed to ensuring respectful interactions for employees, clients, and suppliers. We
strive to ensure that you will work in a safe, respectful environment. If at any point you feel that the
work being asked of you is not safe, or you are not being respected by a team member, we have
an open door policy and strongly encourage you to seek assistance from your Employee Services
team. This policy applies for all M30 employees, and if at any time an employee is disrespectful
and/or rude to a supervisor, please note that disciplinary measures will be taken. M30 has a zero
tolerance policy for abuse towards or from an employee.

SHORT TERM PROJECT EMPLOYEE

hourly rate
variable number of hours per week
defined project dates or defined project tasks

DUTIES
The Employee will carry out all duties and responsibilities of the position to which they are
assigned. The Employer may require amendments to the job duties throughout the course of
employment. The Employee will be informed of any changes with sufficient notice. It is also
understood and agreed by the Employee that the assignment, duties and responsibilities and
reporting arrangements may be changed by the Employer in its sole discretion without causing
termination of this agreement. In carrying out these duties and responsibilities, the Employee shall
comply with all policies, procedures, rules and regulations, both written and oral, as are announced
by the Employer, and as set out in the Employee Handbook. The Employee may be requested to
undergo and provide details of a criminal or background check during the course of employment,
should the need arise. The Employee may be required to undertake and provide details of drug or
alcohol testing during the course of employment, should the need arise.

ATTENDANCE AND PUNCTUALITY

Your job is critical to the completion of work for our clients. Task deadlines are communicated and
employees are expected to complete all assigned work within those deadlines. Depending on the
circumstances, the Employer may counsel the Employee prior to termination for repeatedly failing
to meet deadlines.

BREAKS
As per all provincial standards, after 5 hours of consecutive work, an employee is eligible for either
a 30 minute break or 2 x 15 minute breaks, as determined by the Employer. All breaks are unpaid
unless the Employer requires the Employee to be available to work during this resting/eating
period.

COMPENSATION PACKAGE
The compensation package includes salary and vacation time. Employees will be paid by direct-
deposit every other Friday. If this day falls on a statutory holiday, paychecks will be deposited on
the preceding workday. New Employees agree to the following regarding direct deposit:

The Employer can send compensation to the Employee's bank electronically.

Any changes to an Employee's banking information must be communicated to Employee
Services immediately. Non-compliance could result in a delay in payment.
New Employees must provide either a Void Cheque OR a Bank Deposit form for direct
deposit.
The banking information provided is in the name of the Employee and they are the account
holder.

VACATION
All employees earn vacation benefits upon their date of hire. Project employees will receive their
vacation allowance added to each pay cheque. Percentage amount follows provincial labour
standards.
EXPENSES
Subject to supervisor approval, reimbursement is authorized for reasonable and necessary
expenses incurred while carrying out job responsibilities. Mileage or transportation, parking fees,
business telephone calls, and meal costs when required to attend a luncheon or banquet, are all
illustrative of reasonable and necessary expenses. Employees are responsible for transportation
costs between the office and home during normal work hours. All reimbursable expenses must be
submitted in accordance with company policy, failure of which may lead to the expense not being
reimbursed.

VEHICLE INSURANCE
The Employer requires all Employees using a vehicle to travel to a location to do work (different
than driving to work) to carry a minimum amount of $1,000000 in third party liability vehicle
insurance and shall provide proof of such coverage, upon request, to the Employer.

PROHIBITED SUBSTANCES
The Company expects that employees behave in an appropriate manner and perform their duties
responsibly at all times. An employee (full-time, part-time, permanent or temporary) may not use,
possess or offer for sale alcohol, illicit drugs and/or cannabis while at a company workplace or
jobsite or while engaged in company business. Employees suspected of engaging in
use/possession of alcohol/illicit drugs and/or cannabis may face disciplinary measures, which may
include termination.
An employee is not in violation of this guideline if:

The employee is using a prescription or non-prescription drug for its intended purpose and
in the manner directly by the employee's physician, pharmacist or healthcare professional
and has disclosed appropriate documentation to Employee Services including prescription
and/or medical certification
The use of the prescription or non-prescription drug does not adversely affect the
employee's ability to safely perform his/her duties; or
The employee drinks alcohol during approved department or company-wide social
functions. The employee is encouraged to drink in a responsible manner and assumes full
liability for any actions/conduct arising from the consumption of alcohol.

TEMPORARY LAYOFFS
The Employer may temporarily layoff the Employee in accordance with the terms of the applicable
employment standards legislation in effect in the province where the Employee works. Should the
Employer temporarily layoff the Employee, the Employee acknowledges and consents that the
temporary layoff will not constitute a constructive dismissal of their employment under common law
resulting in common law damages against the Employer.

NON-DISPARAGEMENT
The Employee agrees to refrain from making any untruthful, derogatory, unflattering and/or
disparaging oral or written statements or communications to the public, or to any third party, about
the Company, its business practices, or about the business practices of any of its current or former
officers, directors, executives, employees, representatives or customers, or any related services of
the Company, or about any general matter concerning the reputation, standing in the business
community, or business practices of the Company while actively employed or when no longer
employed by the Company.

TERMINATION
The Employee may terminate this agreement and their employment with the Employer by providing
it with two (2) weeks written notice. In the event the Employee provides notice of termination, the
Employer will be entitled, at its election, to require working notice, or to pay the Employee for the
required notice period and immediately terminate employment of the Employee, or any
combination of the two on a pro rata basis.

Reasons for termination of employment (not limited to this list):

Performance at work below a level acceptable to the Employer or the failure to perform
assigned duties;
Failure to complete required time records or falsification of such time records;
Insolence and/or Insubordination;
Negligence in the performance of duties likely to cause or actually causing personal injury
or property damage;
Fighting, arguing or attempting to injure another;
Destroying or willfully damaging the personal property of another, including the Employer's
property;
Breach of confidentiality;
Using or appearing to use for personal gain any information obtained on the job, which is
not readily available to the general public or disclosing such information that damages the
interests of the Employer or its customers or vendors;
Placing oneself in a position in which personal interests and those of the Employer are or
appear to be in conflict or might interfere with the ability of the Employee to perform the job
as well as possible;
Using the Employer property or services for personal gain or taking, removing or disposing
of the Employer material, supplies or equipment without proper authority;
Gambling in any form on the Employer property;
Dishonesty;
Theft;
The possession, use, sale or being under the influence of drugs or other controlled
substances or alcoholic beverages during working hours or on the Employer's premises at
any time in violation of The Employer's policies; use of cannabis during a work shift must
be approved by Employee Services once medical certification and/or prescription have
been provided and a use-plan has been designed and approved;
Carrying or possessing firearms or weapons on the Employer property;
Excessive tardiness or absenteeism whether excused or unexcused;
Unauthorized absence from work without proper notice;
Engaging in discriminatory or abusive behavior, including sexual harassment;

In the event that the Employer wishes to terminate the Employee's employment and this
agreement in its entirety, it may do so by giving the Employee, at the Employer's option, the
following written notice or salary instead of notice:

Less than three (3) months - no obligation

More than three (3) months and up to one year's employment: - two weeks notice or salary
payable; OR
For each subsequent year or partial year of employment a further two weeks notice or
salary payable instead per year or partial year of employment up to a maximum of sixteen
(16) weeks notice or salary payable instead.

It is understood that it is the intent of the preceding paragraph to provide the Employee with not
less than the notice entitlement required by the applicable employment standards statute and in
the event that the amounts required by statute should increase; such minimum statute
requirements will be substituted for said paragraph.
 It is understood and agreed that if the Employer elects to pay the Employee salary instead of
notice, employment may be terminated immediately upon written notice given to the Employee,
who will not be entitled to any notice or payments in excess of those specified above.

Notwithstanding the second paragraph in this section, the Employer may terminate the Employee's
employment and this agreement for just cause without any notice, salary instead of notice, or
payment to the Employee.

If you accept the conditions of this offer of employment, please sign this document
electronically (a copy will be emailed to you):

Tiffany Stones, Director, Employee Services

M30 Retail Services, Inc

By electronically signing this document, I agree that I have read and understood this document in
its entirety. My signature confirms that I accept all particulars outlined there within and am aware of
all details and conditions of my employment with M30 Retail Services.

En signant électroniquement ce document, j'accepte d'avoir lu et compris ce document dans son

intégralité. Ma signature confirme que j'accepte toutes les informations qui y sont décrites et que je
suis au courant de tous les détails et conditions de mon emploi chez M30 Retail Services.

Simran Kaur 12/22/2023

Candidate Signature Date

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