Agenda packet — Baldwin Park City Council, February 7, 2024 (part 7 of 9)

Does your company participate in the California DMV Employer Testing Program? Yes No

Do all of your drivers receive at least 12 hours of annual refresher training?

Yes No
Does your company currently employ El Monte resident?
Yes No
Safety
Have you included a copy of your company’s safety plan? Yes No
Does your company employ trained accident investigators? Yes No
Insurance
Does your company provide at least $5,000,000 Automobile Liability coverage? Yes No
Does your company provide at least $10,000,000 General Liability coverage? Yes No
Does your company provided $1,000,000 Workers Compensations coverage to all employees? Yes No

Billing & Reporting
Does your company use auditing procedures to ensure the accuracy of fare collection and billing? Yes No

Are audit procedures fully described in your proposal?
Yes No
Project Staffing
Have you identified the Project Manager in your proposal and provided a complete description of his/her experience and qualifications? Yes No

Have you identified and described the experience and qualifications of all backup personnel and other supervisors that will provide service to the City? Yes No

Have you included a detailed organization chart which shows the number of all staff (including drivers, dispatchers and receptionist) providing service to the city? Yes No

Have you identified your maintenance manager and/or road supervisor and clearly described his/her experience and qualifications? Yes No

Have you included wage and benefit information for vehicle maintenance staff and/or road supervisors?
Yes No

Have you identified the number and experience of vehicle mechanics?

Yes No
Have you provided a Manpower Analysis?
Yes No
Does the Manpower Analysis clearly identify the other commitments/projects that staff members are required to complete? Yes No

Page 3 of 3 ends

Othe
r
Does your company survey its customers for satisfaction/needs ratings? Yes No
Have you provided copies of survey results and sample surveys in your proposal? Yes No
Have you included copies of your safety policy, Drug and Alcohol testing policy, accident reporting forms, management reports and all other relevant documents? Yes No More extensive survey results and samples available upon request. 4 ATTACHMENT 4
FORM 4

PERFORMANCE BOND
We, ____________ of _______________, _________________ (principal), as principal, and _______________ assurance corporation, limited, with its chief office in the City of _________, _________ (surety), as surety, are held and firmly bound to the City of El Monte (obligee) in the penal sum of one hundred and fifty thousand dollars ($150,000), which sum is agreed to be the maximum liability here, lawful money of the United States of America, well and truly to be paid, and for the payment of which we and each of us here bind ourselves, our heirs, executors, administrators, successors and assigns, jointly and severally, firmly by these presents.

The principal has entered into a certain contract in writing, bearing date ______, 2022, with the obligee for the providing comprehensive local transit service for the City of El Monte, beginning ____________ , 2022 and ending _____________, 2027, a copy of the RFP and Agreement is attached and is referred to and made a part hereof.

The surety, for value received, agrees that no change to the terms of the contract, or to the work to be performed under it or the other documents accompanying it, shall in any way affect its obligation on this bond, and it waives notice of any such change to the terms of the contract of the work, or to the other documents. Consequently, if the above bound principal performs the work contracted to be done under the contract, performs all of the terms of the contract upon its or [his or her] part to be performed, then this obligation to be void, otherwise to remain in full force.

No right of action shall accrue under this bond to or for the use of any person other than the obligee named here.

Signed and sealed on [date].
_________________, Principal
By __________, its _________
___________, Surety
By __
_____________, Attorney-in-Fact
[Corporate Seal]
[Acknowledgments, etc.]
First Transit certifies that in the case
of award of proposal, it can provide a
Performance Bond per the
requirements of this
RFP. To see First
Transit's Letter of Surety confirming
its ability to obtain said Performance
Bond, please
see the Attachments
section of this proposal.
5 ATTACHMENT 5

6 ATTACHMENT 6

7 ATTACHMENT 7

8 ATTACHMENT 8

9 ATTACHMENT 9

10 ATTACHMENT 10

11 ATTACHMENT 11
11 RFP FORM A – BIDDERS LIST
Proposer RFP Number
The U.S. Department of Transportation (DOT) requires CI TY to create and maintain a Bidders List containing information about all firms (DBEs and non-DBEs) that bid, pr opose, or quote on CITY’s DOT-assisted contracts in accordance with 49 C.F.R., Part 26.11. The “Bidders List” is intended to be a count of all firms that are participating, or attempting to participate, on DOT-assist ed contracts, whether successful or uns uccessful in their attempt to obtain a contract.

The Proposer is to complete all requested information for every firm that submitted a bid, proposal, or quote, including the Proposer itself and any proposed subconsultants. The Bi dders List form shall be submitted with each proposal submitted by the Proposer to CITY and for all bids, pr oposals, or quotes received by the Proposer for the pre- construction phase of this Project. Please note that CITY w ill request that this form be executed again if Proposer is awarded construction work on the Project as new subc ontractors will then need to be identified. s. The Bidders List content will not be considered in evaluating the proposal or determining award of any contract.

1.0 Proposer’s Information
N a m e o f P r i m e ’ s F i r m : Phone: ( )
Firm Address: Email Address:

Type of work/services/materials provided:

C i t y S T Z I P
Number of years in business:

Contact Person: Title:

Is the firm currently certified as a DBE under 49 C.F.R., Part 26? Yes No
Check the box below for your firm’s annual
gross receipts last year:

Proposer has DBE Certification in the following
categories (place an “X”):

Black American Asian Pacific American
Native American Women
Hispanic American Subcontinent Asian American
Other
Less than $1 million
Less than $5 million
Less than $10 million
Less than $15 million
More than $15 million
First Transit, Inc. 949 400
600 Vine Street
Suite 1400
[email protected]
Cincinnati OH 45202 Transportation services 66 Years
Rashidi Barnes Director of Business Development
X
N/A
X
- 4839

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August 30, 2021 Metro File #7197
Mr. Martin Gombert
Mobility Advancement Group
2202 Pinecrest Drive
Altadena, CA 91001
Subject:

Small Business Enterprise Certification
Dear Mr. Martin Gombert:

We are pleased to advise you that after careful review of your application and supporting documentation, the Los Angeles County Metropolitan Transportation Authority (Metro) has determined that your firm meets the eligibility standards to be certified as a Small Business Enterprise (SBE) as required under Metro's SBE Program. Your firm will be listed in Metro's SBE database of certified SBEs under the following specific areas of expertise:

NAICS 541613: MARKETING CONSULTING SERVICES
NAICS 541910: MARKETING RESEARCH AND PUBLIC OPINION POLLING NAICS 561611: INVESTIGATION SERVICES
Your SBE certification is valid for five years from the date of this letter and applies only for the above NAICS code(s). Any additions and revisions must be submitted to Metro for review and approval.

In order to ensure your continuing SBE status, you are required to submit an annual update along with supporting documentation. If no changes are noted, then your SBE status remains current. If there are changes, Metro will review to determine continued SBE eligibility. Please note, your SBE status remains in effect unless Metro notifies you otherwise.

After the five-year certification period, your entire file will be reviewed in order to ascertain continued SBE certification status. You will be notified of the pending SBE status review and any documentation updates necessary prior to the expiration date.

Also, should any changes occur that could affect your certification status prior to receipt of the annual update application, such as changes in your firm's name, business/mailing address, ownership, management or control, or failure to meet the applicable business size standards or personal net worth standard, please notify Metro immediately.

Metro reserves the right to withdraw this certification if at any time it is determined that it was knowingly obtained by false, misleading, or incorrect information. Your SBE certification is subject to review at any time. The firm thereby consents to the examination of its books, records, and documents by Metro.

Congratulations, and thank you for your interest in Metro's SBE Program. Should you have any questions, please contact us at (213) 922-2600.

For information on Metro contracting opportunities, please visit our website at www.metro.net.

Sincerely,
Shirley Wong
Principal Certification Officer
Diversity & Economic Opportunity Department

2/8/21, 4(31 PMSupplier Profile

Page 1 of 1 ends

Certiﬁcation Type Status From To
SB(Micro) Approved 05/03/2019 05/31/2022
Printed on: 2/8/2021 4:30:00 PM
To verify most current certiﬁcation status go to: https://www.caleprocure.ca.gov Ofﬁce of Small Business & DVBE Services
Certiﬁcation ID: 42007
Legal Business Name:

TWIN VALET PARKING INC
Doing Business As (DBA) Name 1:

TWIN VALET PARKING INC
Doing Business As (DBA) Name 2:

Address:
1309 WEST MAGNOLIA BLVD

BURBANK
CA 91506
Email Address:
[email protected]
Business Web Page:
http://www.twinvalet.com
Business Phone Number:
818/841-6600
Business Fax Number:
818/841-6602
Business Types:

Service
Stay informed! KEEP YOUR CERTIFICATION PROFILE UPDATED! -LOG IN at CaleProcure.CA.GOV
Questions?
Email: [email protected]
Call OSDS Main Number: 916-375-4940
707 3rd Street, 1-400, West Sacramento, CA 95605
14 FORM B

LOCAL AGENCY PROPOSER RC
-DBE COMMITMENT
This form must be submitted with
the proposal.

LocationLocal Agency
Project Description
Proposal Date
Proposer’s Name
Contract RC-DBE Goal (%
) 9.0%
Work Item

Number
Description or
Services
to be Subcontra
cted
(or contracted if
the
Proposer is a RC-DBE)

DBE
Certificate
Number and
Expiration Date

Name of Each RC-DBE
(must be certified
prior to submission-
include
RC-DBE address
and phone number)
Percent
Participation

of Each RC-DBE
FOR AGENCY TO COMPLETE Total Claimed RC-DBE Commitment: %

Agency Proposal
Number
Federal-Aid Project Number
Federal Share
Proposal Date
Agency certifies that the DBE certifications have been verified and all information
is complete and accurate/unless noted otherwise.

Signature of Propo
ser
- ) (
Phone NumberDateDateSignature of Agen
cy Representative
Person to
Contact (please print or type)Agency Representative (please print or type) ( ) -
Phone Number
Distributio
n (1) Original - Agency files: Local Ag
ency Proposer RC-DBE Commitment (Consultant Contracts) – Rev 062113

2.0%
City of El Monte El Monte, CA
Transit and Paratransit/Dial-A-Ride Operations - 2022
December 14, 2022
First Transit, Inc.
315990,448190 Provision of Uniforms 32118 JCM & Associate (dba Blue Goose) 5443 E. Washington Blvd
Commerce, CA 90040
800-543-3732
Provision of auto body, paint and
interior repair and maintenance
49218811121, 811192 Oscar Mobile & Body Detail
4410 Tyler Avenue
El Monte, CA 91731
626-975-6169
12/9/2021 949 400 4839
Rashidi Barnes, Director of Business Development
.30%
.61%
.91
15 a. The names and dates of each publication in which a request for RC-DBE participation for this project was placed by the Proposer. Attach copies of advertisements or proofs of publication:

Publications Dates of Advertisement
____________________________________________________________________ ____________________________________________________________________ b. The names and dates of written notices sent to certified RC-DBEs soliciting bids for this project and the dates and methods
used for following up initial soli citations to
determine with certainty whether the RC-DB Es were interested. Attach copies of solicitations, telephone records, fax confirmations etc.

Names of RC-
DBEs
Solicited
Date of Initial
Solicitation
Follow Up
Methods and
Dates
FORM C

RC-DBE INFORMATION - GOOD FAITH EFFORTS
Federal-aid Project No. ______________
Bid Opening Date: __________________
CITY has established a Race-Conscious Disadvantaged Business Enterprise (RC-DBE) goal of 9.0% for this project Go od Faith Efforts documentation must be submitted with the Bid/Proposal or Contractor will be deemed non-responsive to the DBE requirements.

Lowest, second lowest and third lowest Proposers shall submit the following information to document adequate good faith efforts. Proposers should submit the following information even if the “Local Agency Bidder – RC-DBE Commitment” form indicates that the Proposer has met the RC-DBE contract goal. This will protect the Proposer’s eligibility for award of the contract if the administering agency determines that the Proposer failed to meet the goal for various reasons, e.g., a RC-DBE firm was no t certified at bid openi ng, or the Proposer made a mathematical error.

Submittal of only the "Local Agency Bidder RC-DBE Commitment" form may not provide sufficient documentation to demonstrate that adequate good faith efforts were made.

The following types of actions will be considered as part of the Proposer's Good Faith Efforts to obtain RC-DBE participation:

2.0%
Transit and Paratransit/
Dial-A-Ride Operations - 2022
December 14, 2021
DBE Good Faith Effort Website,
Trade and Focus Journal Ad, Twitter
posted on 11/07/2021
Please see the following pages for advertisement proofs, Tweet proofs and email proofs to certified DBE vendors.
16 c. The items of work which the Proposer made available to RC-DBE firms, including, where appropriate, any break down of the contract work items (including those items normally performed by the Proposer with its own forces) into economically feasible units to facilitate RC-DBE participation. It is the Proposer's responsibility to demonstrate that sufficient work was made available to facilitate RC-DBE participation as follows (please provide documents that sufficiently evidence the effort):
d. The names, addresses and phone numbers of rejected RC-DBE firms, the reasons for the Proposer's rejection of the RC-DBEs, the firms selected for that work (please attach copies of quotes from the firms
involved), and the price difference for each RC-
DBE if the selected firm is not a RC-DBE.

1. Names, addresses and phone numbers of rejected RC-DBEs and the reasons for the Proposer's rejection of the RC-DBEs:
_______________________________________________________________ _______________________________________________________________ _______________________________________________________________ _______________________________________________________________

2. Names, addresses and phone numbers of firms selected for the work identified above:
_______________________________________________________________ _______________________________________________________________ _______________________________________________________________ _______________________________________________________________ Items of Work Proposer
Normally
Performs Item
(Y/N)
Breakdown of Items Amount
($)
Percentage
Of
Contract
Employee Uniforms N Uniforms for drivers
Janitorial Services and supplies N Janitorial cleaning services and cleaning supplies OEM bus and auto parts Y
Oil & lubricants Y

OEM bus and auto parts
Office supplies and furniture N
Bus Wash supplies, Bus Repair N
Maintenance/Body Work Y
Shop Supplies Y
Bus Cleaning Y
Tires Y
Engine oil, anti-freeze, windshield fluid, etc.

Desk, chairs, office supplies (not needed as this is a tuck-in) Cleaning supplies for bus
all vehicle maintenance/body work
Shop supplies
Cleaning of vehicles
Tires for buses and support vehicles
N/A
JCM & Associate (dba Blue Goose)
5443 E. Washington Blvd
Commerce, CA 90040
800-543-3732
Oscar Mobile & Body Detail
4410 Tyler Avenue
El Monte, CA 91731
626-975-6169
$33, 587 base contract .30%
$69,550 (Body work/detailing base contract) .61%
17 e. Efforts made to assist interested RC-D BEs in obtaining bonding, lines of credit or insurance, and any technical assistance or information related to the plans, specifications and requirements for the work which was provided to RC-DBEs:
______________________________________________________________ ______________________________________________________________ ______________________________________________________________ ______________________________________________________________ f. Efforts made to
assist interested RC-DB Es in obtaining necessary equipment, supplies, materials, or related assistance or services, excluding supplies and equipment the RC-DBEsubcontractor purchases or leas es from the prime contractor or its affiliate:
______________________________________________________________ ______________________________________________________________ ______________________________________________________________ ______________________________________________________________ g. The names of agencies, organizations or g
roups contacted to provide assistance in
contacting, recruiting and using RC-DBE firms. Attach copies of requests to agencies and any responses received, i.e., lists, Internet page download, etc.

Name of
Agency/Organization
Method/Date of
Contact
Results
_______________________________________________________________________ ________________________________________________________________________ _______________________________________________________________________ ________________________________________________________________________ h. Any additional data to support a demonstrat ion of good faith efforts please include here.
____________________________________________________________________ ____________________________________________________________________ Proposers are advised to attach all requested docu
ments to this form.

Include any and all supplemental materials necessary in order to demonstrate Good Faith Efforts.

First Transit provided potential DBE partners with RFP and operational information as needed/requested. First Transit also provided non-DBE vendors information on the CUCP to review qualifications to become a certified DBE.

Throughout the duration of the contract, First Transit will assist DBEs, as needed within the scope of work.

DBE Good Faith Effort Website
(conducted outreach on our behalf.)
Please see attached email communications with potential vendors.

Email - 11/07/2021 Varied...please see
attached documents
18 INSTRUCTIONS – SUMMARY OF MONTHLY DBE PAYMENTS

INFORMATION SUBRECIPIENT FORM D
SUCCESSFUL PROPOSER:

This form requires specific information rega rding the disadvantaged business enterprise subcontractors paid on this construction contract.

The form must be completed for all DBEs – includ ing all RC-DBEs paid for each monthly period.

The form requires that the Reporting Period (month/year) be included. A Report Number should also be completed. This field should include a sequential number with the first form having number “1”.

The date prepared should also be included.

IMPORTANT: Identify all DBE firms that were paid during the reporting period for the project-- including all RC-DBEs listed on the RC-DBE Commitment form (Exhibit 15G(1)), regardless of tier.

Names of the First Tier DBE Subcontractors and thei r respective item(s) of work listed should be consistent, where applicable, with the names and items of work in the "List of Subcontractors" submitted with your bid.

There is a column for the “Dollars Paid This Month”. Enter the Total amount paid for each DBE firm for the reporting period. Also include the total am ount paid to date, which shall include the amount paid for the current reporting period.

Include the Schedule Activity ID for construction c ontracts. Include a brief description for the type of work performed. The original dollar amount committed to the DBE firm should be included in the appropriate Column and any increase or decrease in the subcontract amount resulting from a change order shall be included in the “Dollar +/- resulting from Change order Activity” column.

SUBRECIPIENT Form D must be signed and dated by the prime contractor’s representative that is responsible for reporting DBE compliance matters. The form must be submitted no later than the 15th day of each month.
[Note attached form incorrectly identified as “Form 103.”] 19 FORM D
First Transit will complete the Monthly DBE Payments form as required. 20 FORM D - Continued
First Transit will complete the Monthly DBE Payments form as required.

First Transit, Inc.
600 Vine Street, Suite 1400
Cincinnati, OH 45202
Tel: (513) 684-8758
Fax: (513) 684-8852
Ad Proofs
Project Name: Transit and Paratransit/Dial-A-Ride
Operations - 2022
Contract/Bid #: Transit and Paratransit/Dial-A-Ride
Operations - 2022
Awarding Agency: City of El Monte
Focus Journal Ad
Publication: DBE GoodFaith (DBEGoodFaith.com)
Published On: 11/07/2021 @ 01:05:57 PM Pacific
Expired On: 11/23/2021 @ 11:59:59 PM Pacific
Message Notifications Sent To: [email protected] Published At: https://dbegoodfaith.com/item.php?item_type=ads&ad_adid=52858 First Transit, Inc.

Is seeking qualified DBEs
Project Name
Transit and Paratransit/Dial-A-Ride Operations - 2022
Bid/Contract #
Transit and Paratransit/Dial-A-Ride Operations - 2022
Awarding Agency
City of El Monte
Project Location
El Monte, Los Angeles County, CA
Bid Date
11/23/2021 at 02:00
Project Details
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto parts, Oil &
lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our office. Bonds will not be required from qualified subcontractors.

How to get in touch
Outreach Coordinator
Sally Stewart-McKinnie
Telephone
(513) 684-8758
Fax
(513) 684-8852
Address
Get in Touch
Outreach Coordinator
Sally Stewart-McKinnie
Telephone
(513) 684-8758
Fax
(513) 684-8852
Address
600 Vine Street, Suite 1400
Cincinnati, OH 45202
Send a message
Page II Ad Proofs - Transit and Paratransit/Dial-A-Ride Operations - 2... 600 Vine Street, Suite 1400
Cincinnati, OH 45202
Send a message
Page III Ad Proofs - Transit and Paratransit/Dial-A-Ride Operations - 2...

Trade Journal Ad
Publication: DBE Journal (DBEJournal.com)
Published On: 11/07/2021 @ 01:05:57 PM Pacific
Expired On: 11/23/2021 @ 11:59:59 PM Pacific
Published At: http://dbejournal.com/index.php?show_ad=52858&ad_project_name=Transit+and+Paratransit%2FDial-A- Ride+Operations+-+2022&co_name=First+Transit%2C+Inc.

Outreach Coordinator
Sally Stewart-McKinnie
Contact Information
600 Vine Street, Suite 1400
Cincinnati, OH 45202
Telephone
(513) 684-8758
Fax
(513) 684-8852
First Transit, Inc.
is seeking qualified DBEs
Project Name
Transit and Paratransit/Dial-A-Ride Operations - 2022
Bid/Contract #
Transit and Paratransit/Dial-A-Ride Operations - 2022
Awarding Agency
City of El Monte
Project Location
El Monte, Los Angeles County, CA
Bid Date
11/23/2021 at 02:00
Project Details
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto parts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our office. Bonds will not be required from qualified subcontractors.

Page IV Ad Proofs - Transit and Paratransit/Dial-A-Ride Operations - 2...

Tweet
Published On: 11/08/2021 @ 08:03:14 AM Pacific
Published At: https://twitter.com/dbegoodfaith/status/1457740506696458242 PLEASE NOTE - The image below is a representation of what your tweet may look like. The appearance of your tweet can vary depending on a variety of factors, including the type of device the tweet is displayed on and Twitter's internal settings. For a real- time copy of your tweet, please use the link provided above to view on Twitter.com & print the screen from your browser. You do not need a Twitter account to view or print this tweet.

First Transit, Inc. is seeking DBEs in El
Monte - dbegoodfaith.com/item.php?item_...
08:03 AM - Nov 08, 2021
Page V Ad Proofs - Transit and Paratransit/Dial-A-Ride Operations - 2...Page V Ad Proofs - Transit and Paratransit/Dial-A-Ride Operations - 2...

First Transit, Inc.
600 Vine Street, Suite 1400
Cincinnati, OH 45202
Tel: (513) 684-8758
Fax: (513) 684-8852
Outreach Invitation Proofs
Project Name: Transit and Paratransit/Dial-A-Ride
Operations - 2022
Contract/Bid #: Transit and Paratransit/Dial-A-Ride
Operations - 2022
Awarding Agency: City of El Monte
Log details
• This document contains a single copy of the bid invitation emailed to each company with an email address listed on their certification. The same email was sent to all companies, which is why we have provided the single email proof.
• This document contains a copy of each fax notice sent to solicited companies with a fax number listed on their certification.

Email Proof
Subject Line: [ Bid Invite ] Transit and Paratransit/Dial-A-Ride Operations - 2022 Reply To Email: [email protected]
First Transit, Inc. is seeking qualified DBEs and invites you to bid on the following contract.

PROJECT NAME: Transit and Paratransit/Dial-A-Ride Operations - 2022 BID #: Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE: 11/23/2021 at 02:00 (local time)
AWARDING AGENCY/OWNER: City of El Monte
PROJECT LOCATION: El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto parts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our office. Bonds will not be required from qualified subcontractors.

If interested, contact:

Sally Stewart-McKinnie
First Transit, Inc.

Tel: (513) 684-8758
Fax: (513) 684-8852
[email protected]
Reply
This email was sent via the DBEGoodFaith.com outreach platform. To learn more about why you received this bid invitation email, visit DBEGoodFaith.com/why.

Page 1 ends

INVITATION TO BID
FROM: First Transit, Inc.
600 Vine Street, Suite 1400
Cincinnati, OH 45202
Tel: (513) 684-8758
Fax: (513) 684-8852
[email protected]
CONTACT NAME: Sally Stewart-McKinnie
TO: ALL PETRO RESOURCES
Tel: (818) 442-8449
Fax: (818) 578-8995
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050011-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

BY EMAIL Contact Sally Stewart-McKinnie at [email protected] This solicitation was generated and sent on behalf of First Transit, Inc. at 11/08/2021 08:00:03 am Pacific through the DBEGoodFaith.com outreach platform.

Find other DBE, M/WBE, DVBE, SBE, and other subcontracting and supplier opportunities at DBEGoodFaith.com.

Learn more about why you received this invitation at DBEGoodFaith.com/why Powered by TCPDF (www.tcpdf.org)

Page 1 ends

Tel: (310) 294-1203
Fax: (888) 412-0288
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050125-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

BY EMAIL Contact Sally Stewart-McKinnie at [email protected] This solicitation was generated and sent on behalf of First Transit, Inc. at 11/08/2021 08:00:05 am Pacific through the DBEGoodFaith.com outreach platform.

Find other DBE, M/WBE, DVBE, SBE, and other subcontracting and supplier opportunities at DBEGoodFaith.com.

Learn more about why you received this invitation at DBEGoodFaith.com/why Powered by TCPDF (www.tcpdf.org)

Page 1 ends

INVITATION TO BID
FROM: First Transit, Inc.
600 Vine Street, Suite 1400
Cincinnati, OH 45202
Tel: (513) 684-8758
Fax: (513) 684-8852
[email protected]
CONTACT NAME: Sally Stewart-McKinnie
TO: ASAP AUTO PARTS
Tel: (562) 412-4498
Fax: (562) 633-2736
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050012-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

Find other DBE, M/WBE, DVBE, SBE, and other subcontracting and supplier opportunities at DBEGoodFaith.com.

Learn more about why you received this invitation at DBEGoodFaith.com/why Powered by TCPDF (www.tcpdf.org)

Page 1 ends

INVITATION TO BID
FROM: First Transit, Inc.
600 Vine Street, Suite 1400
Cincinnati, OH 45202
Tel: (513) 684-8758
Fax: (513) 684-8852
[email protected]
CONTACT NAME: Sally Stewart-McKinnie
TO: Blue Diamond International
Tel: (909) 598-0240
Fax: (909) 598-0130
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050126-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

Find other DBE, M/WBE, DVBE, SBE, and other subcontracting and supplier opportunities at DBEGoodFaith.com.

Learn more about why you received this invitation at DBEGoodFaith.com/why Powered by TCPDF (www.tcpdf.org)

Page 1 ends

Tel: (818) 362-4156
Fax: (818) 362-8583
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050127-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

Find other DBE, M/WBE, DVBE, SBE, and other subcontracting and supplier opportunities at DBEGoodFaith.com.

Learn more about why you received this invitation at DBEGoodFaith.com/why Powered by TCPDF (www.tcpdf.org)

Page 1 ends

INVITATION TO BID
FROM: First Transit, Inc.
600 Vine Street, Suite 1400
Cincinnati, OH 45202
Tel: (513) 684-8758
Fax: (513) 684-8852
[email protected]
CONTACT NAME: Sally Stewart-McKinnie
TO: CM SIMPLE JANITORIAL LLC
Tel: (424) 261-3780
Fax: () -
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050023-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

BY EMAIL Contact Sally Stewart-McKinnie at [email protected] This solicitation was generated and sent on behalf of First Transit, Inc. at 11/08/2021 08:00:04 am Pacific through the DBEGoodFaith.com outreach platform.

Find other DBE, M/WBE, DVBE, SBE, and other subcontracting and supplier opportunities at DBEGoodFaith.com.

Learn more about why you received this invitation at DBEGoodFaith.com/why Powered by TCPDF (www.tcpdf.org)

Page 1 ends

DIVERSE JANITORIAL
Tel: (818) 306-7666
Fax: () -
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050024-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

Find other DBE, M/WBE, DVBE, SBE, and other subcontracting and supplier opportunities at DBEGoodFaith.com.

Learn more about why you received this invitation at DBEGoodFaith.com/why Powered by TCPDF (www.tcpdf.org)

Page 1 ends

INVITATION TO BID
FROM: First Transit, Inc.
600 Vine Street, Suite 1400
Cincinnati, OH 45202
Tel: (513) 684-8758
Fax: (513) 684-8852
[email protected]
CONTACT NAME: Sally Stewart-McKinnie
TO: COPIER PRODUCTS GROUP
Tel: (714) 689-1700
Fax: (714) 641-2717
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050026-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

Find other DBE, M/WBE, DVBE, SBE, and other subcontracting and supplier opportunities at DBEGoodFaith.com.

Learn more about why you received this invitation at DBEGoodFaith.com/why Powered by TCPDF (www.tcpdf.org)

Page 1 ends

Tel: (818) 962-4800
Fax: (310) 289-2189
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050032-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

Find other DBE, M/WBE, DVBE, SBE, and other subcontracting and supplier opportunities at DBEGoodFaith.com.

Learn more about why you received this invitation at DBEGoodFaith.com/why Powered by TCPDF (www.tcpdf.org)

Page 1 ends

INVITATION TO BID
FROM: First Transit, Inc.
600 Vine Street, Suite 1400
Cincinnati, OH 45202
Tel: (513) 684-8758
Fax: (513) 684-8852
[email protected]
CONTACT NAME: Sally Stewart-McKinnie
TO: DEISY AVILEZ TINEO DBA PRECISION TTS
Tel: (714) 585-1074
Fax: () -
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050034-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

Find other DBE, M/WBE, DVBE, SBE, and other subcontracting and supplier opportunities at DBEGoodFaith.com.

Learn more about why you received this invitation at DBEGoodFaith.com/why Powered by TCPDF (www.tcpdf.org)

Page 1 ends

Tel: (310) 633-1719
Fax: (818) 337-2063
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050128-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

Find other DBE, M/WBE, DVBE, SBE, and other subcontracting and supplier opportunities at DBEGoodFaith.com.

Learn more about why you received this invitation at DBEGoodFaith.com/why Powered by TCPDF (www.tcpdf.org)

Page 1 ends

Tel: (949) 861-0284
Fax: (888) 892-5371
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050045-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

Find other DBE, M/WBE, DVBE, SBE, and other subcontracting and supplier opportunities at DBEGoodFaith.com.

Learn more about why you received this invitation at DBEGoodFaith.com/why Powered by TCPDF (www.tcpdf.org)

Page 1 ends

SERVICES
Tel: (714) 474-5788
Fax: () -
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050132-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

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Page 1 ends

INVITATION TO BID
FROM: First Transit, Inc.
600 Vine Street, Suite 1400
Cincinnati, OH 45202
Tel: (513) 684-8758
Fax: (513) 684-8852
[email protected]
CONTACT NAME: Sally Stewart-McKinnie
TO: GORILLA STATIONERS LLC
Tel: (714) 845-3969
Fax: (714) 421-4276
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050051-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

Find other DBE, M/WBE, DVBE, SBE, and other subcontracting and supplier opportunities at DBEGoodFaith.com.

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Page 1 ends

INVITATION TO BID
FROM: First Transit, Inc.
600 Vine Street, Suite 1400
Cincinnati, OH 45202
Tel: (513) 684-8758
Fax: (513) 684-8852
[email protected]
CONTACT NAME: Sally Stewart-McKinnie
TO: HUNTER TIRES INC
Tel: (626) 600-4676
Fax: (626) 722-5835
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050055-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

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Page 1 ends

INVITATION TO BID
FROM: First Transit, Inc.
600 Vine Street, Suite 1400
Cincinnati, OH 45202
Tel: (513) 684-8758
Fax: (513) 684-8852
[email protected]
CONTACT NAME: Sally Stewart-McKinnie
TO: IMAP, INC. DBA TRIUMPH
Tel: (714) 544-2679
Fax: (714) 544-2664
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050057-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

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Page 1 ends

INVITATION TO BID
FROM: First Transit, Inc.
600 Vine Street, Suite 1400
Cincinnati, OH 45202
Tel: (513) 684-8758
Fax: (513) 684-8852
[email protected]
CONTACT NAME: Sally Stewart-McKinnie
TO: INDEPENDENCE CAPITAL, LLC
Tel: (323) 839-0955
Fax: () -
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050058-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

Find other DBE, M/WBE, DVBE, SBE, and other subcontracting and supplier opportunities at DBEGoodFaith.com.

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Page 1 ends

Tel: (818) 885-5227
Fax: (818) 885-5229
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050129-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

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Page 1 ends

Tel: (562) 941-9419
Fax: (562) 906-1271
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050060-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

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Page 1 ends

INVITATION TO BID
FROM: First Transit, Inc.
600 Vine Street, Suite 1400
Cincinnati, OH 45202
Tel: (513) 684-8758
Fax: (513) 684-8852
[email protected]
CONTACT NAME: Sally Stewart-McKinnie
TO: LA UNIFORMS & TAILORING
Tel: (424) 456-7539
Fax: () -
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050068-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

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Page 1 ends

Tel: (310) 323-7111
Fax: (310) 323-8111
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050073-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

Find other DBE, M/WBE, DVBE, SBE, and other subcontracting and supplier opportunities at DBEGoodFaith.com.

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Page 1 ends

Tel: (323) 982-0969
Fax: (855) 894-3975
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050084-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

Find other DBE, M/WBE, DVBE, SBE, and other subcontracting and supplier opportunities at DBEGoodFaith.com.

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Page 1 ends

Tel: (818) 848-8990
Fax: (818) 848-8991
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050085-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

Find other DBE, M/WBE, DVBE, SBE, and other subcontracting and supplier opportunities at DBEGoodFaith.com.

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Page 1 ends

INVITATION TO BID
FROM: First Transit, Inc.
600 Vine Street, Suite 1400
Cincinnati, OH 45202
Tel: (513) 684-8758
Fax: (513) 684-8852
[email protected]
CONTACT NAME: Sally Stewart-McKinnie
TO: OSCAR MOBILE & BODY DETAIL
Tel: (626) 975-6169
Fax: () -
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050133-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

Find other DBE, M/WBE, DVBE, SBE, and other subcontracting and supplier opportunities at DBEGoodFaith.com.

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Page 1 ends

INVITATION TO BID
FROM: First Transit, Inc.
600 Vine Street, Suite 1400
Cincinnati, OH 45202
Tel: (513) 684-8758
Fax: (513) 684-8852
[email protected]
CONTACT NAME: Sally Stewart-McKinnie
TO: SERVICE OIL COMPANY
Tel: (661) 327-8744
Fax: (661) 327-0570
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050130-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

Find other DBE, M/WBE, DVBE, SBE, and other subcontracting and supplier opportunities at DBEGoodFaith.com.

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Page 1 ends

INVITATION TO BID
FROM: First Transit, Inc.
600 Vine Street, Suite 1400
Cincinnati, OH 45202
Tel: (513) 684-8758
Fax: (513) 684-8852
[email protected]
CONTACT NAME: Sally Stewart-McKinnie
TO: SHORE SOLUTIONS INC
Tel: (619) 434-2775
Fax: (619) 934-7480
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050095-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

Find other DBE, M/WBE, DVBE, SBE, and other subcontracting and supplier opportunities at DBEGoodFaith.com.

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Page 1 ends

Tel: (818) 808-7192
Fax: (818) 808-7192
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050134-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

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Page 1 ends

INVITATION TO BID
FROM: First Transit, Inc.
600 Vine Street, Suite 1400
Cincinnati, OH 45202
Tel: (513) 684-8758
Fax: (513) 684-8852
[email protected]
CONTACT NAME: Sally Stewart-McKinnie
TO: Supplymates, LLC
Tel: (626) 346-9550
Fax: () -
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050131-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

Find other DBE, M/WBE, DVBE, SBE, and other subcontracting and supplier opportunities at DBEGoodFaith.com.

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Page 1 ends

INVITATION TO BID
FROM: First Transit, Inc.
600 Vine Street, Suite 1400
Cincinnati, OH 45202
Tel: (513) 684-8758
Fax: (513) 684-8852
[email protected]
CONTACT NAME: Sally Stewart-McKinnie
TO: TYACK'S TIRE INC
Tel: (661) 324-9747
Fax: (661) 324-3036
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050108-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

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Page 1 ends

MAINTENANCE LLC
Tel: (562) 341-2256
Fax: () -
First Transit, Inc. is Seeking Qualified DBEs
PROJECT NAME Transit and Paratransit/Dial-A-Ride Operations - 2022 BID DUE DATE 11/23/2021 at 02:00
BID / PROJECT # Transit and Paratransit/Dial-A-Ride Operations - 2022 AGENCY NAME City of El Monte
PROJECT LOCATION El Monte, Los Angeles, CA
We are soliciting quotes for Employee Uniforms, Janitorial Services and supplies, OEM bus and auto p arts, Oil & lubricants, Office supplies and furniture, Bus Wash supplies, Bus Repair, Shop Supplies, Bus Cleaning, Tires, etc.

We are an equal opportunity employer. The plans and specs are available for your review at our offic e. Bonds will not be required from qualified subcontractors.

HOW TO REPLY
ONLINE Visit dbegoodfaith.com/respond and enter Solicitation ID 2050118-52858 BY FAX Fax back this invitation with your response to: (513) 684-8852 [ ] Yes, we will send a fax quote by the bid date.
[ ] No, we are not interested.
[ ] Interested, but we would like more information. Please contact us at ___________________________________________________________________.

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Powered by TCPDF (www.tcpdf.org)
First Transit, Inc.
600 Vine Street, Suite 1400
Cincinnati, OH 45202
Tel: (513) 684-8758
Fax: (513) 684-8852
Email & Fax
Solicitation Log
Project Name: Transit and Paratransit/Dial-A-Ride Operations - 2022 Contract/Bid #: Transit and Paratransit/Dial-A-Ride Operations - 2022 Awarding Agency: City of El Monte
Log Details
• All emails and faxes were sent and tracked through DBEGoodFaith.com's automated solicitation and logging system. • The soliciation system makes up to 5 attempts to successfully delivery a fax as long as a human does not answer the call. If a human answers the call, only 1 attempt is made.
• The soliciation system attempts to successfully deliver emails until the response from the recepient's email server requests that no other attempts be made.

Company Fax Send Date
& Delivery Status
Email Send Date
& Delivery Status

ALL PETRO RESOURCES
18149 LULL STREET,
RESEDA, CA 91335
Tel: 8184428449
Fax: 8185788995
[email protected]
Cert: DBE
11/08/2021
08:18 am PST
Failed
11/08/2021
08:06 am PST
Opened
AmmMm Inc.
28364 S. WESTERN AVENUE #402
RANCHO PALOS VERDES, CA 90275
Tel: 3102941203
Fax: 8884120288
[email protected]
Cert: DBE
11/08/2021
08:02 am PST
Successful
11/08/2021
08:06 am PST
Opened

ASAP AUTO PARTS
9714 ARTESIA BLVD.

BELLFLOWER, CA 90706
Tel: 5624124498
Fax: 5626332736
[email protected]
Cert: DBE
11/08/2021
08:02 am PST
Successful
11/08/2021
08:06 am PST
Delivered
Blue Diamond International
25024 Carrey Rd.

Walnut, CA 91789
Tel: 9095980240
Fax: 9095980130
[email protected]
Cert: DBE
11/08/2021
08:15 am PST
Failed
11/08/2021
08:06 am PST
Bounced
CAPITAL OFFICE PRODUCTS, INC.
15840 MONTE STREET, #104
SYLMAR, CA 91342
Tel: 8183624156
Fax: 8183628583
[email protected]
Cert: ACDBE; DBE
11/08/2021
08:16 am PST
Failed
11/08/2021
08:06 am PST
Opened
Page II Solicitation Log - Transit and Paratransit/Dial-A-Ride Operations - 2...Page II Solicitation Log - Transit and Paratransit/Dial-A-Ride Operations - 2...

CM SIMPLE JANITORIAL LLC
2120 W. 93RD STREET
LOS ANGELES, CA 90047
Tel: 4242613780
Fax: None Listed
[email protected]
Cert: DBE
n/a 11/08/2021
08:06 am PST
Delivered
COAST 2 COAST PRESERVATIONS, INC. DBA

DIVERSE JANITORIAL
1915 MCKINLEY AVENUE SUITE A
LA VERNE, CA 91750
Tel: 8183067666
Fax: None Listed
[email protected]
Cert: DBE
n/a 11/08/2021
08:06 am PST
Delivered

COPIER PRODUCTS GROUP
1536 E. WARNER AVE
SANTA ANA, CA 92705
Tel: 7146891700
Fax: 7146412717
[email protected]
Cert: DBE
11/08/2021
08:14 am PST
Failed
11/08/2021
08:06 am PST
Bounced
DECOR INTERIOR DESIGN, INC.
21530 SHERMAN WAY
CANOGA PARK, CA 91303
Tel: 8189624800
Fax: 3102892189
[email protected]
Cert: DBE
11/08/2021
08:16 am PST
Failed
11/08/2021
08:06 am PST
Delivered

DEISY AVILEZ TINEO DBA PRECISION TTS
12155 MAGNOLIA AVENUE
RIVERSIDE, CA 92503
Tel: 7145851074
Fax: None Listed
[email protected]
Cert: DBE
n/a 11/08/2021
08:06 am PST
Delivered
Page III Solicitation Log - Transit and Paratransit/Dial-A-Ride Operations - 2...

Ecoline Industrial Supply, Inc.
9520 OWENSMOUTH AVENUE UNIT #3
CHATSWORTH, CA 91311
Tel: 3106331719
Fax: 8183372063
[email protected]
Cert: DBE
11/08/2021
08:02 am PST
Successful
11/08/2021
08:06 am PST
Delivered
FIRST FUEL, INC.
14 BOLIVAR STREET,
NEWPORT BEACH, CA 92663
Tel: 9498610284
Fax: 8888925371
[email protected]
Cert: DBE
11/08/2021
08:02 am PST
Successful
11/08/2021
08:06 am PST
Opened

FLEET CARE/TRANSPORTATION FULL DETAIL

SERVICES
1930 W. JACARANDA PLACE
FULLERTON, CA 92833
Tel: 7144745788
Fax: None Listed
[email protected]
Cert: DBE
n/a 11/08/2021
08:06 am PST
Opened

GORILLA STATIONERS LLC
145 W BROADWAY
LONG BEACH, CA 90802
Tel: 7148453969
Fax: 7144214276
[email protected]
Cert: DBE
11/08/2021
08:01 am PST
Successful
11/08/2021
08:06 am PST
Opened

HUNTER TIRES INC
5584 IMPERIAL HIGHWAY
SOUTH GATE, CA 90280
Tel: 6266004676
Fax: 6267225835
[email protected]
Cert: DBE
11/08/2021
08:01 am PST
Successful
11/08/2021
08:06 am PST
Opened
Page IV Solicitation Log - Transit and Paratransit/Dial-A-Ride Operations - 2...

IMAP, INC. DBA TRIUMPH
14712 FRANKLIN AVENUE SUITE G
TUSTIN, CA 92780
Tel: 7145442679
Fax: 7145442664
[email protected]
Cert: DBE
11/08/2021
08:02 am PST
Successful
11/08/2021
08:06 am PST
Delivered

INDEPENDENCE CAPITAL, LLC
212 W. 49TH STREET
LOS ANGELES, CA 90037
Tel: 3238390955
Fax: None Listed
[email protected]
Cert: DBE
n/a 11/08/2021
08:06 am PST
Opened
Integrated Image Inc.
9301 Oakdale Ave. Suite 330
Chatsworth, CA 91311
Tel: 8188855227
Fax: 8188855229
[email protected]
Cert: DBE
11/08/2021
08:01 am PST
Successful
11/08/2021
08:06 am PST
Delivered
ISLAS TIRES, INC.
12328 CARMENITA ROAD
WHITTIER, CA 90605
Tel: 5629419419
Fax: 5629061271
[email protected]
Cert: DBE
11/08/2021
08:01 am PST
Successful
11/08/2021
08:06 am PST
Opened & Clicked

LA UNIFORMS & TAILORING
15625 HAWTHORNE BLVD. SUITE D
LAWNDALE, CA 90260
Tel: 4244567539
Fax: None Listed
[email protected]
Cert: DBE
n/a 11/08/2021
08:06 am PST
Opened
Page V Solicitation Log - Transit and Paratransit/Dial-A-Ride Operations - 2...

LOS ANGELES CHEMICAL CO., INC.
845 SANDHILL AVENUE
CARSON, CA 90746
Tel: 3103237111
Fax: 3103238111
[email protected]
Cert: DBE
11/08/2021
08:18 am PST
Failed
11/08/2021
08:06 am PST
Delivered
OASIS BUSINESS SUPPLY, CORP.
7859 BABCOCK AVENUE
NORTH HOLLYWOOD, CA 91605
Tel: 3239820969
Fax: 8558943975
[email protected]
Cert: DBE
11/08/2021
08:02 am PST
Successful
11/08/2021
08:06 am PST
Delivered
OFFICE SUPPLIES CO.
1317 S. FLOWER STREET
BURBANK, CA 91502
Tel: 8188488990
Fax: 8188488991
[email protected]
Cert: DBE
11/08/2021
08:02 am PST
Successful
11/08/2021
08:06 am PST
Delivered

OSCAR MOBILE & BODY DETAIL
4410 TYLER AVE
EL MONTE, CA 91731
Tel: 6269756169
Fax: None Listed
[email protected]
Cert: DBE
n/a 11/08/2021
08:06 am PST
Opened

SERVICE OIL COMPANY
107 LAKE ST
BAKERSFIELD, CA 93305
Tel: 6613278744
Fax: 6613270570
[email protected]
Cert: DBE
11/08/2021
08:03 am PST
Successful
11/08/2021
08:06 am PST
Opened & Clicked
Page VI Solicitation Log - Transit and Paratransit/Dial-A-Ride Operations - 2...

SHORE SOLUTIONS INC
1120 BAY BLVD. SUITE E
CHULA VISTA, CA 91911
Tel: 6194342775
Fax: 6199347480
[email protected]
Cert: DBE
11/08/2021
08:17 am PST
Failed
11/08/2021
08:06 am PST
Delivered
Smart Auto & Coach Detailing, Inc.
1345 N. Lamer St.

Burbank, CA 91506
Tel: 8188087192
Fax: 8188087192
[email protected]
Cert: DBE
11/08/2021
08:16 am PST
Failed
11/08/2021
08:06 am PST
Opened
Supplymates, LLC
40 N. Altadena Dr. #206
Pasadena, CA 91107
Tel: 6263469550
Fax: None Listed
[email protected]
Cert: DBE
n/a 11/08/2021
08:06 am PST
Delivered

TYACK'S TIRE INC
211 SUMNER ST
BAKERSFIELD, CA 93305
Tel: 6613249747
Fax: 6613243036
[email protected]
Cert: DBE
11/08/2021
08:02 am PST
Successful
11/08/2021
08:06 am PST
Opened

WE THE PEOPLE JANITORIAL AND MAINTENANCE
LLC
1959 CEDAR AVE UNIT 3
LONG BEACH, CA 90806
Tel: 5623412256
Fax: None Listed
[email protected]
Cert: DBE
n/a 11/08/2021
08:06 am PST
Delivered
Page VII Solicitation Log - Transit and Paratransit/Dial-A-Ride Operations - 2...

From: David Mujica
To: Barnes, Rashidi
Cc: Stewart McKinnie, Sally
Subject: Re: El Monte RFP - 2x Detailing
Date: Thursday, December 2, 2021 5:01:38 PM
Attachments: image001.png
CAUTION: This email is from an external source. '[email protected]' Please beware of links and attachments.

Hi Rashidi,
Asking is always good. I could drop the price to about $590.00 but that is the lowest I could go on this. Your project is very demanding and as I explained before the left over after the $501.00 in not only profit but equipment and time from our overhead to organize it.

Once again thanks,
David Mujica
Twin Valet Parking, Inc.
818.841.6600 Office
323.816.8759 Cellular
[email protected]
Please visit our website
www.twinvalet.com
On Thursday, December 2, 2021, 01:43:27 PM PST, Barnes, Rashidi <[email protected]> wrote:

David,

I am sorry to key going over this but for the new 12 buses, will you be charging me $501 per bus or $625?

Please clarify.

Rashidi

From: David Mujica <[email protected]>
Sent: Thursday, November 18, 2021 12:02 PM
To: Stewart McKinnie, Sally <[email protected]>; Barnes, Rashidi <[email protected]>
Subject: Re: El Monte

CAUTION: This email is from an external source. '[email protected]' Please beware of links and attachments.

Hello Rashidi,

The break down on the detail is as follows:
1- Labor $414.00
2- Supplies $870.00 This will be for about 7-10 busses and has the city requirements as far as the quality of the products. About $87.00 per bus.
3- Approximate cost per bus is $501.00
4- The $124.00 is left from your price but doesn't necessarily mean profit since many other activities are involved such as (scheduling, process of buying the products, hardware equipment polisher machines and towels).

We would really like to propose on your janitorial services. We could offer this to you in an hourly rate which is the most common. Our hourly rate is $24.50 per hour per employee. This rate includes wages, payroll taxes, liability insurance and worker's comp. The supplies could be obtain by you the client or if we get them we will pass it at cost to the client. If you give me more details regarding the cleaning of your facility daily I could then put a cost projection for your review. All I need to know is how many hour per day you are looking to have the employee? and if you have more than one employee?. Also, if you provide the cleaning supplies or you prefer the company to do it.

Please let me know if you need any additional information and I'll do my best to provide it.

Once again thanks,

David Mujica
Twin Valet Parking, Inc.
818.841.6600 Office
323.816.8759 Cellular
[email protected]

Please visit our website www.twinvalet.com

On Thursday, November 18, 2021, 07:55:00 AM PST, Barnes, Rashidi <[email protected]> wrote:

Hello David,

To be clear, the 12 buses that Sally mentioned below will be in addition to what you are already doing. We are also interested in knowing what your cost will be to clean our facility daily?

Rashidi

From: David Mujica <[email protected]>
Sent: Wednesday, November 17, 2021 4:13 PM
To: Stewart McKinnie, Sally <[email protected]> Cc: Barnes, Rashidi <[email protected]>
Subject: Re: El Monte

CAUTION: This email is from an external source. '[email protected]' Please beware of links and attachments.

Hello Sally,

I really appreciate your opportunity. As you may already know we have being doing the cleaning services to your busses and would really like to continue doing so. Last month on October 8, 2021 we did them for the last time. We detailed 7 of the vehicles at a cost per vehicle of $625.00. We did follow the city guidelines and used the specific require materials and equipment. I'm sure we could continue doing this for a minimum of 2 more years without increasing the cost unless the city requirements change. Please let me know if there is any format you would like me to present this offer made to you.

Once again thanks,

David Mujica
Twin Valet Parking, Inc.
818.841.6600 Office
323.816.8759 Cellular
[email protected]

Please visit our website www.twinvalet.com

On Wednesday, November 17, 2021, 10:13:22 AM PST, Stewart McKinnie, Sally <sally.stewart- [email protected]> wrote:

Hello David-

Hope all is well. I am working on an El Monte transportation project with Rashidi Barnes.

We are looking for a certified DBE to provide bus waxing/detailing (2x per year) and cleaning our EL Monte facility daily.

There will be 12 total buses (see attached).

If you are interested in partnering with us on this project, please provide pricing as soon as possible.

Feel free to reach out with any questions or concerns that you may have.

With regards-
Sally

Sally Stewart-McKinnie
Manager of Sales Support, Business Development & Marketing Office: 513.684.8758 |Cell: 513.704.1844
600 Vine Street, Suite 1400, Cincinnati, Ohio, 45202
From: Barnes, Rashidi
To: Stewart McKinnie, Sally; David Mujica
Subject: RE: El Monte RFP - DBE - Twin Valet
Date: Wednesday, December 8, 2021 4:47:20 PM
Attachments: image001.png
David,

I know that the CUCP program maybe extensive, with regards to the approval process, but if you do get approved we have close to 15 operations in the LA Region that we potentially can use Twin Valet on.

Just food for thought.

Regards,

Rashidi

From: Stewart McKinnie, Sally <[email protected]> Sent: Wednesday, December 8, 2021 12:55 PM
To:

David Mujica <[email protected]>; Barnes, Rashidi <[email protected]> Subject: RE: El Monte RFP - DBE - Twin Valet
Importance: High

Hello David-

Here is the information that was included in the RFP regarding DBE. Also, here is the link with information on becoming a certified DBE with the California Unified Certification Program Database (CUCP).

https://dot.ca.gov/programs/civil-rights/dbe-certification-information

In order to identify certified DBEs, you must only use the California Unified Certification Program Database (CUCP). Certifications from other agencies or organizations will not be accepted.

5. RESOURCES
a. The CUCP database includes the certified DBEs from all certifying agencies participating inthe CUCP. If you believe a firm is certified that cannot be located on the database, please contact the Caltrans Office of Certification toll free number 1-866-810-6346 for assistance. Proposers may call (916) 440-0539 for web or download assistance.
b. Access the CUCP database from the Department of Transportation, Civil Rights, Disadvantaged Business Enterprise Program website at: https://dot.ca.gov/programs/civilrights/dbe-search. i. Click on Access the DBE Query Form located on the first line in the center of the page ii. Click on the Start DBE Firms Query
iii. Searches can be performed by one or more criteria
iv. Follow instructions on the screen

Sally Stewart-McKinnie
Manager of Sales Support, Business Development & Marketing Office: 513.684.8758 |Cell: 513.704.1844
600 Vine Street, Suite 1400, Cincinnati, Ohio, 45202
FAX: 513.684.8852 | [email protected] www.firsttransit.com
www.firstvehicleservices.com

From: David Mujica <[email protected]>
Sent: Wednesday, December 8, 2021 2:46 PM
To: Barnes, Rashidi <[email protected]>
Cc: Stewart McKinnie, Sally <[email protected]>; Barnes, Rashidi <[email protected]>
Subject: Re: El Monte RFP - DBE - Twin Valet

CAUTION: This email is from an external source. '[email protected]' Please beware of links and attachments.

Hi Rashidi,

I'm not sure what CUCP is. This are the two we currently have. I'hope this will help. How can I get certify by CUCP? Please let me know and I'll get on this right away.

Once again thanks,

David Mujica
Twin Valet Parking, Inc.
818.841.6600 Office
323.816.8759
Cellular
[email protected]

Please visit our website www.twinvalet.com

On Wednesday, December 8, 2021, 10:32:18 AM PST, Barnes, Rashidi <[email protected]> wrote:

Hello David,

We will be wrapping up our proposal tomorrow. However, we need some clarification from you.

As Sally mentioned in a previous email, the El Monte RFP states that in order to claim certified DBEs, we must only use the California Unified Certification Program Database (CUCP). Certifications from other agencies or organizations will not
be accepted.

We checked the CUCP site and was not able to find your company there.

Unfortunately the MBE/DBE 2015 certification will not be useful since it was issued from the City of Los Angeles and not the CUCP.

Are we missing anything here? Do you have documents that support your CUCP approval?

Your immediate response will be greatly appreciated.

Rashidi

From: David Mujica <[email protected]>
Sent: Wednesday, December 1, 2021 3:23 PM
To: Barnes, Rashidi <[email protected]
>
Cc: Stewart McKinnie, Sally <[email protected]>; Barnes, Rashidi <[email protected]>
Subject: Re: El Monte RFP - DBE

CAUTION: This email is from an external source. '[email protected]' Please beware of links and attachments.

Hello Rashidi,

Attached you'll find the requested. As you may know the City of Los Angeles doesn't expire as I far as we are doing business. Here you will find the new certificate for the state. Please review and let me know if you need anything else.

Once again thanks,

David Mujica
Twin Valet Parking, Inc.
818.841.6600 Office
323.816.8759
Cellular
[email protected]

Please visit our website www.twinvalet.com

On Wednesday, December 1, 2021, 09:32:20 AM PST, Barnes, Rashidi <[email protected]> wrote:

Hello David,

Can you provide me updated DBE/MBE certifications?

Thank you

Rashidi
This email (and any attachment) is intended solely for the addressee and may contain confidential information. If you have received this email in error, please notify us immediately and delete it. Reading, disclosing, copying or disseminating any portion of this transmission without authorization is prohibited.

From: Martin Gombert
To: Barnes, Rashidi
Cc: Stewart McKinnie, Sally
Subject: Re: Secret Rider Program - First Transit
Date: Sunday, November 21, 2021 2:48:33 PM
Attachments: image001.png
Mystery Ride Qualifications 11-20-21.docx
CAUTION: This email is from an external source. '[email protected]' Please beware of links and attachments.

Hi Rashidi,
Please find the attached summary of my company's Mystery Ride projects for your team.

Talk to you tomorrow!
Martin Gombert
On 11/18/2021 1:38 PM, Barnes, Rashidi wrote:

Martin,

In the meantime can you provide me an overview of your company and some success story’s? Maybe in the LA area? This information will be inculded in our proposal.

Rashidi

From: Martin Gombert <[email protected]>
Sent: Thursday, November 18, 2021 1:10 PM
To: Barnes, Rashidi <[email protected]>
Cc: Stewart McKinnie, Sally <[email protected]> Subject: Re: Secret Rider Program - First Transit

CAUTION: This email is from an external source. '[email protected]' Please beware of links and attachments.

Yes!

Martin Gombert

On 11/18/2021 12:41 PM, Barnes, Rashidi wrote:

Hello Martin,

Do you have time to chat Monday morning at 9:30 am?

Rashidi

From: Martin Gombert <[email protected]>
Sent: Monday, November 15, 2021 4:26 PM
To: Barnes, Rashidi <[email protected]>
Cc: Stewart McKinnie, Sally <[email protected]> Subject: Re: Secret Rider Program - First Transit

CAUTION: This email is from an external source. '[email protected]' Please beware of links and attachments.

Rashidi,

I realized when I got to my home office I have a Metro meeting from 10-12pm PST. I'm open before or after.

Regards,

Martin Gombert

On 11/15/2021 2:12 PM, Barnes, Rashidi wrote:

Martin,

Will 10:30 am work for you?

If so, I will send you a meeting invitation.

I will also include our DBE/SBE liaison on the call.

Rashidi

From: Martin Gombert <[email protected]>
Sent: Monday, November 15, 2021 11:57 AM
To: Barnes, Rashidi <[email protected]>
Subject: RE: Secret Rider Program - First Transit

CAUTION: This email is from an external source. '[email protected]' Please beware of links and attachments.

Hi Rashidi,

I'm open all day tomorrow. I'm familar with the service and my company is a certified SBE with Metro.

Regards,

Martin Gombert
-----Original Message-----
From: Barnes, Rashidi <[email protected]>
Sent: Nov 15, 2021 8:41 AM
To: [email protected]
<[email protected]>
Cc: Barnes, Rashidi <[email protected]>
Subject: RE: Secret Rider Program - First Transit

Mr. Gombert,

My name is Rashidi Barnes and I work for First Transit’s BD Team. I recently spoke with one of our location managers, Zack Deukajian, about proposing a secret rider program to the City of El Monte, Ca.

Currently we are bidding on this project, but I would like to speak to you about potentially including your services in our bid.

If this is some interest to you, please let me know and we will set up a time to chat.

Regards

Rashidi Barnes
Director of Business Development – Mobility as a Service Direct: (949) 400-4839
600 Vine Street, Suite 1400
Cincinnati, OH 45202 | [email protected]
| www.firsttransit.com

This email (and any attachment) is intended solely for the addressee and may contain confidential information. If you have received this email in error, please notify us immediately and delete it. Reading, disclosing, copying or disseminating any portion of this transmission without authorization is prohibited.

This email (and any attachment) is intended solely for the addressee and may contain confidential information. If you have received this email in error, please notify us immediately and delete it.

Reading, disclosing, copying or disseminating any portion of this transmission without authorization is prohibited.

This email (and any attachment) is intended solely for the addressee and may contain confidential information. If you have received this email in error, please notify us immediately and delete it.

Reading, disclosing, copying or disseminating any portion of this transmission without authorization is prohibited.

FAX: 513.684.8852 | [email protected] www.firsttransit.com
www.firstvehicleservices.com
This email (and any attachment) is intended solely for the addressee and may contain confidential information. If you have received this email in error, please notify us immediately and delete it. Reading, disclosing, copying or disseminating any portion of this transmission without authorization is prohibited.

13 ATTACHMENT 13

This Attachment intentionally left blank

14 ATTACHMENT 14
Chubb
525 W. Monroe, Ste 700
Chicago, lL 60661
USA
o (800) 392-3110
November 23,2021

CITY OF EL MONTE
1 1333 Valley Boulevard
El Monte, CA 91731
Re: First Transit, lnc.

Project: Transit and ParatransiUDial-A-Ride Operations - 2022 To Whom lt May Concern.

Federal lnsurance Company, is proud to be the surety for First Transit, lnc. We feel this firm is an exceptional organization both from a financial perspective and a managerial point of view.

We understand that First Transit, lnc. has submitted, or will submit, their bid for the project described above. lt is our present intent to provide the Performance Bond required should First Transit, lnc. be the successful bidder, subject to satisfactory review of the contract documents and the request from First Transit, lnc. to provide such bonds.

Federal lnsurance Company has a Best's rating of A++/XV and a Treasury limit in excess of $414,198,000. We continue to be confident in First Transit, lnc.'s ability to perform and we recommend them for your favorable consideration.

This letter is not to be construed as an agreement to provide bonds for any particular project, but is offered as an indication of our past experience with this firm. Any arrangement for bonds required by contract is a matter between First Transit, lnc. and the Surety and we assume no liability to the owner or third parties, if for any reason we do not execute the bonds.

Federal lnsurance Company
M. Winsted, Attorney-in-Fact
EI

CALIFORNIA ALL-PURPOSE ACKNOWLEDGMENT
A Notary Public or other officer completing this certificate verifies only the identity of the individual who signed the document to which this certificate is attached, and not the truthfulness, , or validity of that document.

State of Illinois
County of Lake
On 23'd day of November. 2o2l,before me, Roger Paraison. Notary Public, personally appeared Sandra M. Winsted who proved to me on the basis of satisfactory evidence to be the person(s) whose name(s) is/are subscribed to the within instrument and acknowledged to me that he/she/they executed the same in his/her/their authorized capacity(ies), and that by his/her/their signature(s) on the instrument the person(s), or the entity upon behalf of which the person(s) acted, executed the instrument.

I certiff under PENALTY OF PERJURY under the laws of the State of California that the foregoing paragraph is true and correct.

WITNESS my hand and official seal.

Signature R<-< -Signature of Notary Public

EHIJEIE'
Power of Afforney
Federal Insurance Company I Vigilant Insurance Company I Pacific Indemnity Company Westchester Fire Insurance Company IACE American Insurance Company Know All by These Presents, that FEDEMI INSUMNCE COMPANY, an Indiana corporation, VIGILANT INSUMNCE COMPANI a New York corporation, PACIFIC INDEMNITY COMPANY, a Wisconsin corporation, WESTCIIESTER FIRE INSUMNCE COMPANY and ACE AMERICAN INSURANCE COMPANY corporations of the Commonwealth of Pennsylvania do each hereby constitute and appoint Samantha Chierici, Jessica B. Dempsey, Derek J. Elston, Rachel Fore, Kristin L Hannigan, Jennifer L. Jakaitis, Andrew Marks, James B. McTaggart, Judith A. Lucky-Eftimov, Sandra M, Nowak, Diane M. O'Leary, Nicholas Pantazis, Roger Paraison, Christina L. Sandoval, Bartlomiej Siepierski, Christopher P. Troha, Aerie Walton, Susan A. Welsh and Sandra M. Winsted of Chicago, lllinois------ or otherwise, bonds and undertakings and other writings obligator in the nature thereof (other than bail bondsJ given or executed in the course ofbusiness, and any instruments amending or altering the same, and consents to the modification or alteration of any instrument referred to in said bonds or obligations.

In Witness WheTeof, said FEDERAT INSURANCE COMPANY, VIGITANT INSUMNCE COMPANY, PACIFIC INDEMNITY COMPANY, WESTCHESTER FIRE INSURANCE COMPANY and ACE AMERICAN INSURANCE COMPANY have each executed and attested these presents and affixed their corporate seals on this 23'd day oflune, 2021.

Surr-:r*-Yn. erucnsf #L,,A#---,
Drwn l\,1. (lhkl'tx. Assist.tn t Scc'retilry Stcphcn l\'1. I hnc1. \iicc []r'e;iden t @@@@@ @@@@@

STATE OF NEWJERSEY
CountyofHunterdon ss'
On this 23"d day of fune, 2021 before me, a Notary Public of New Jersey, personally came Dawn M. Chloros and Stephen M. Haney, to me known to be Assistant Secretary and Vice PTESidENt, Tespectively, of FEDEML INSURANCE COMPANY, VIGILANT INSURANCE COMPANY, PACIFIC INDEMNITY COMPANY, WESTCHESTER FIRE INSUttANCE COMPANY and ACE AMERICAN INSUMNCE COMPANY, the companies which executed the foregoing Power ofAttorney, and the said Dawn M. Chloros and Stephen M. Haney, being by me duly sworry severally and each for herself and himself did depose and say that they are Assistant Secretary and Vice President, respectivel, of FEDERAL INSUMNCE COMPANY, VIGILANT INSUMNCE COMPANY, PACIFIC INDEMNITY COMPANY, WESTCHESTER FIRE INSUMNCE COMPANY and ACE AMERICAN INSUMNCE COMPANY and know the corporate seals officers were duly affixed and subscribed by like authority.

Notarial Seal KATHERINE J, ADELAAR
NOTARY PUBLIC OF NEW JER$BT
No.2316685
Cotmlssbn Expires July 16, 2024

CERTIFICATION
Resolutions adopted by the Boards of Directors of FEDERAL INSURANCE COMPANY, VIGILANT INSURANCE COMPANY, and PACIFIC INDEMNITY COMPANY on August 30,2076; WESTCHESTER FIRE INSURANCE COMPANY on December 11,2006; and ACE AMERICAN INSURANCE COMPANY on March20,2009:
entered into in the ordinary course ofbusiness (each a "Written Commitment"):
of the Company or otheMise.
to the extent that such action is authorized by the grant ofpowers provided for in such person's written appointment as such attorney-in-fact. fact of the Company with full power and authority to execute, for and on behalfofthe Company, under the seal ofthe Company or otheruise, such Written Commitments ofthe Company as may be specified in such written appointment, which specification may be by general type or class of Written Commitments or by specification of one or more particular Written Commitments.

Company the authority to execute, for and on behalf of the Company, under the Company's seal or otherise, such Written Commitments ofthe Company as are specified in such written delegation,whichspecification may be by general typeor classof Written Commitments or byspecificationofoneormoreparticularWrittenCommitments. facsimile on such Written Commitment or written appointment or delegation, Company, and such Resolution shall not limit or otherwise affect the exercise ofany such power or authority otherwise validly granted or vested." I, DAWN M, ChIoToS, Assistant SecTetaTy of FEDERAL INSURANCE COMPANY, VIGILANT INSURANCE COMPANY, PACIFIC INDEMNITY COMPANY, WESTCHESTER FIRE INSURANCE COMPANY and ACE AMERICAN INSURANCE COMPANY (the "Companies") do hereby certify that (D the foregoing Resolutions adopted by the Board ofDirectors ofthe Companies are true, correct and in full force and effect, (iD the foregoing Power ofAttorney is true, correct and in full force and effect.

Givenundermyhandandsealsof saidcompaniesatwhitehousestation,Nf,this "lr}d ,tr1 4 NOVe U fiW ,.?fr|1 . @@@@@ DUurs-fn. tltto,ts(
Combined: FED-VIG-Pl-WFIC-AAIC (rev.'l 1-1 9)
ftrwn l\,1. Chlorm. Assistunt Socretrrf

VERIFY THE AUTHENTICITY OF THIS BOND OR NOTIFY US OF
- 3493 Fax f9081 903-
Holder Identifier : 7777777707070700077761616045571110766606117214556207442137762407210073741577156320030772415002166111307063011262631113075226331760327740776041153445231207766015172076570076727242035772000777777707000707007 7777777707070700073525677115456000733010517137003107123226353173010071223373420721100703333634206210007133237353072111070233262430631100712233735207210007123336243062111077756163351765540777777707000707007Certificate No : 570089878295

CERTIFICATE OF LIABILITY INSURANCE

DATE(MM/DD/YYYY)
10/14/2021
IMPORTANT: If the certificate holder is an ADDITIONAL INSURED, the policy(ies) must have ADDITIONAL INSURED provisions or be endorsed. If SUBROGATION IS WAIVED, subject to the terms and conditions of the policy, certain policies may require an endorsement. A statement on this certificate does not confer rights to the certificate holder in lieu of such endorsement(s).

THIS CERTIFICATE IS ISSUED AS A MATTER OF INFORMATION ONLY AND CONFERS NO RIGHTS UPON THE CERTIFICATE HOLDER. THIS

CERTIFICATE DOES NOT AFFIRMATIVELY OR NEGATIVELY AMEND, EXTEND OR ALTER THE COVERAGE AFFORDED BY THE POLICIES BELOW. THIS CERTIFICATE OF INSURANCE DOES NOT CONSTITUTE A CONTRACT BETWEEN THE ISSUING INSURER(S), AUTHORIZED REPRESENTATIVE OR PRODUCER, AND THE CERTIFICATE HOLDER.

PRODUCER
Aon Risk Services Central, Inc.

Chicago IL Office
200 East Randolph
Chicago IL 60601 USA
PHONE
(
A/C. No. Ext):

E-MAIL
ADDRESS:

INSURER(S) AFFORDING COVERAGE NAIC #
(866) 283-7122
INSURED 19399AIU Insurance CompanyINSURER A:
19445National Union Fire Ins Co of PittsburghINSURER B:
26883AIG Specialty Insurance CompanyINSURER C:

INSURER D:

INSURER E:

INSURER F:

FAX
(A/C. No.): (800) 363-0105

CONTACT
NA
ME:

First Transit Inc
600 Vine Street
Suite 1400
Cincinnati OH 45202 USA
COVERAGES CERTIFICATE NUMBER: 570089878295 REVISION NUMBER:

THIS IS TO CERTIFY THAT THE POLICIES OF INSURANCE LISTED BELOW HAVE BEEN ISSUED TO THE INSURED NAMED ABOVE FOR THE POLICY PERIOD INDICATED. NOTWITHSTANDING ANY REQUIREMENT, TERM OR CONDITION OF ANY CONTRACT OR OTHER DOCUMENT WITH RESPECT TO WHICH THIS

CERTIFICATE MAY BE ISSUED OR MAY PERTAIN, THE INSURANCE AFFORDED BY THE POLICIES DESCRIBED HEREIN IS SUBJECT TO ALL THE TERMS, EXCLUSIONS AND CONDITIONS OF SUCH POLICIES. LIMITS SHOWN MAY HAVE BEEN REDUCED BY PAID CLAIMS. Limits shown are as requested

POLICY EXP
(MM/DD/YYYY)

POLICY EFF
(MM/DD/YYYY)
SUBR
WVD
INSR
LTR
ADDL

INSD POLICY NUMBER TYPE OF INSURANCE LIMITS

COMMERCIAL GENERAL LIABILITY

CLAIMS-MADE OCCUR

POLICY LOC

EACH OCCURRENCE

DAMAGE TO RENTED
PREMISES (Ea occurrence)
MED EXP (Any one person)

PERSONAL & ADV INJURY

GENERAL AGGREGATE

PRODUCTS - COMP/OP AGG
X
X
X X
GEN'L AGGREGATE LIMIT APPLIES PER:
$10,000,000
$5,000,000
Excluded
$10,000,000
$10,000,000
$10,000,000
B 07/21/2021 04/01/20223629890
PRO-
JECT
OTHER:

AUTOMOBILE LIABILITY

ANY AUTO
OWNED

AUTOS ONLY

SCHEDULED
AUTOS

HIRED AUTOS
ONLY

NON-OWNED

AUTOS ONLY
BODILY INJURY ( Per person)

PROPERTY DAMAGE
(Per accident)
X
BODILY INJURY (Per accident)
$10,000,000B 07/21/2021 04/01/2022
AOS
1921808B 07/21/2021 04/01/2022
VA
1921810B
07/21/2021 04/01/2022
MA

COMBINED SINGLE LIMIT
(
Ea accident)
1921809

EXCESS LIAB
O
CCUR

CLAIMS-MADE AGGREGATE

EACH OCCURRENCE
DED

UMBRELLA LIAB

RETENTION
E.L. DISEASE-EA EMPLOYEE
E.L. DISEASE-POLICY LIMIT
E.L. EACH ACCIDENT $5,000,000
X OTH-
ER
PER STATUTEA 07/21/2021 04/01/2022
014649548A 07/21/2021 04/01/2022
016393319A 07/21/2021 04/01/2022
A 07/21/2021 04/01/2022
$5,000,000
Y / N
(Mandatory in NH)

ANY PROPRIETOR / PARTNER / EXECUTIVE
OFFICER/MEMBER EXCLUDED? N / AN
014649549

WORKERS COMPENSATION AND
E

MPLOYERS' LIABILITY
If yes, describe under
DESCRIPTION OF OPERATIONS below
$5,000,000
014649551
EL Each Accident6583124 07/21/2021 04/01/2022
SIR applies per policy terms & conditions $5,000,000EL Disease - Policy EL Disease - Ea Empl $5,000,000
Excess WCB $5,000,000
DESCRIPTION OF OPERATIONS / LOCATIONS / VEHICLES (ACORD 101, Additional Remarks Schedule, may be attached if more space is required) RE: RFP: Transit and Paratransit/ Dial-A-Ride Operations - 2022 in the City of El Monte, County of Los Angeles, State of California. City of El Monte, its elected official
s, officers, agents, employees, attorneys, servants, volunteers, successors and assigns are included as Additional Insured in accordance with the policy provisions of the General Liability and Automobile Liability policies. General Liability and Automobile Liability policies evidenced herein are Primary and Non-Contributory to other insurance available to Additional Insured, but only in accordance with the policy's provisions. A Waiver of Subrogation is granted in favor of City of El Monte, its officials, officers, employees, agents and volunteers in accordance with the policy provisions of the General Liability, Automobile Liability and Workers' Compensation policies. Should General Liability,

CANCELLATIONCERTIFICATE HOLDER

AUTHORIZED REPRESENTATIVE
City of El Monte
City Clerk
Attn: Sarah Zadok, Transportation
Operation Manager
11333 Valley Blvd.

El Monte CA 91731 USA
ACORD 25 (2016/03)
©1988-2015 ACORD CORPORATION. All rights reserved.

The ACORD name and logo are registered marks of ACORD

SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE THE

EXPIRATION DATE THEREOF, NOTICE WILL BE DELIVERED IN ACCORDANCE WITH THE POLICY PROVISIONS.

Automobile Liability and Workers' policies be cancelled before the expiration date thereof, the policy provisions will govern how Notice of Cancellation may be delivered to Certificate Holders in accordance with the policy provisions of each policy.

FORM TITLE:FORM NUMBER:

THIS ADDITIONAL REMARKS FORM IS A SCHEDULE TO ACORD FORM,

ADDITIONAL REMARKS
EFFECTIVE DATE:

CARRIER NAIC CODE

POLICY NUMBER
Aon Risk Services Central, Inc.

NAMED INSUREDAGENCY
LOC #:
570000088924AGENCY CUSTOMER ID:
© 2008 ACORD CORPORATION. All rights reserved.

See Certificate Number:

The ACORD name and logo are registered marks of ACORD
570089878295
5 70089878295
ACORD 25 Certificate of Liability Insurance
Additional Description of Operations / Locations / Vehicles:

ACORD 101 (2008/01)
ADDITIONAL REMARKS SCHEDULE Page _ of _
First Transit Inc
87950 (09/14) Authorized Representative

ENDORSEMENT
This endorsement, effective 12:01 A.M. 07/21/2021 forms a part of policy No. 192-18-09 issued to RECESS HOLDCO LLC BY

NATIONAL UNION FIRE INSURANCE COMPANY OF PITTSBURGH, PA THIS ENDORSEMENT CHANGES THE POLICY. PLEASE READ IT CAREFULLY.

ADDITIONAL INSURED - WHERE REQUIRED UNDER CONTRACT OR AGREEMENT This endorsement modifies insurance provided under the following:

BUSINESS AUTO COVERAGE FORM

SCHEDULE

ADDITION
AL INSURED:

ANY PERSON OR ORGANIZATION FOR WHOM YOU ARE CONTRACTUALLY BOUND TO PROVIDE ADDITIONAL INSURED STATUS, BUT ONLY TO THE EXTENT OF SUCH PERSON’S OR ORGANIZATION’S LIABILITY ARISING OUT OF THE USE OF A COVERED “AUTO”.

I. SECTION II - LIABILITY COVERAGE, A. Coverage, 1. – Who Is Insured, is amended to add:
d. Any person or organization, shown in the sch edule above, to whom you become obligated to include as an additional insured under this policy, as a result of any cont ract or agreement you enter into which requires you to furnish insura nce to that person or organization of the type provided by this policy, but only with respect to liability arising out of use of a covered "auto".

However, the insurance provided will not exceed the lesser of:
(1) The coverage and/or limits of this policy, or
(2) The coverage and/or limits required by said contract or agreement. 32/,&<180%(5

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15 ATTACHMENT 15

Professional Experience
First Transit, El Monte, CA
General Manager, 2019 – Present
• Pre-COVID19 – Maintained a close to 95% On-Time Performance rate for all of the services operated out of El Monte <
• For the year of 2021, achieved zero Lost Time for Injuries, employee injuries that prevent work
• Responsible for all daily operations, operational safety, fleet and facility maintenance, employee and customer satisfaction, and finances of fixed route and paratransit services
• Oversees all contract services, including administrative functions, information systems, parts purchasing, and inventory control • Ensures compliance of all facility policies and procedures to meet First Quality Management (FQM) requirements
• Negotiates budgeting and contractual terms with clients • Develops and implements action plans to ensure customer retention • Negotiated labor disputes and CBA terms and conditions

First Transit (LADOT), Los Angeles, CA
General Manager, 2018 – 2019
• Oversaw all contractual services for DASH Downtown and Mid-City Services, including administrative functions, information systems, parts purchasing, maintenance program, and inventory control • Maintained fiscal responsibility for a $24 million budge • Assessed resource needs, problems and trends; implemented action plans to improve operational efficiencies
• Negotiated labor disputes and CBA terms and conditions • Ensured safety and adherence to National Transportation Safety Board and Federal Transportation Authority requirements • Ensured compliance of local, state, and federal laws and regulations, including EPA, OSHA, DOT, ADA and EEOC
MV Transportation (LADOT), Sylmar, CA
General Manager, 2016 – 2018
• Managed the daily operation of LADOT contract including DASH and Commuter Express routes covering downtown LA to Thousand Oaks • Maintained $20 million project budget
• Maintained company and contractual assets, including vehicles, facilities, inventories, tools and equipment
• Provided exemplary customer service
• Negotiated labor contracts
• Maintained high safety standards in accordance with LADOT and FTA MV Transportation, Inc., Thousand Oaks, CA
General Manager, 2014 - 2016
• Managed the daily operation of transportation for the cities of Calabasas, Thousand Oaks, Oak Park, Agoura Hills and Moorpark • Maintained fiscal budget for $5 million project
• Managed all location departments, including: Accounting, Drivers Diran “Zack”
Deukmajian
Project Manager

Summary
15 Years of
management
experience in the
Transportation Industry
Experience managing annual
budgets over $20 million
Proven track record for
increasing revenues while
achieving cost reductions
Education
Citrus College, Glendora, CA

CalTech, Pomona, CA
Development and Safety (DDS), Human Resources, Call Center, Dispatch, Road Supervisors, Operations, Technicians, and Drivers

Diran “Zack” Deukmajian
• Provided exemplary customer service by developing action plans to ensure customer satisfaction and promoting effective customer communication • Negotiated labor contracts
• Maintained high safety standards in accordance with LADOT and FTA

Electro-Tech Products, Inc., Glendora, CA
General Manager, 2008 – 2014
• Oversaw multiple departments, including Quality Control, Human Resources, Facilities, Document Control, Marketing, Engineering, Purchasing, and Inventory Control • Maintained computer systems and database integrity
• Analyzed and balanced budget and led budget forecasting • Maintained OSHA Standards, and maintenance standards for all shop machinery • Analyzed statistical data and product specifications to determine standards and established quality and reliability objectives
• Led the creation of ETP’s Metal Shop Department from inception to full-scale production plant Laidlaw Education Services, Mission Viejo, CA
General Manager, 2002 – 2008
• Managed daily operations including: accounting, facilities, Driver Development and Safety (DDS), Human Resources, dispatch, field supervisor, mechanics, and vehicle operators • Prepared and conducted payroll, income, and inventory audits periodically • Prepared month end, quarterly, and yearly yard budget • Maintained quarterly and fiscal responsibility for a multimillion-dollar budget • Handled customer concerns
• Negotiated contract terms and language

Certifications and Courses
FTA Procurement
Employing the Absent Employee
Transit and Paratransit Management Certificate Program
Microsoft Suite Certificate

Professional Experience
Loctek/ Flexispot, Riverside, CA
Fleet Manager, 2020 – Present
• Oversees all truck dispatch activities
• Hires, trains, and manages all vehicle operators
• Schedules vehicle repairs and inspections
• Maintains vehicle maintenance records and parts inventories • Coaches and leads team to ensure KPIs are met
• Assists with CHP Annual Terminal Inspections and DOT Inspections • Manages purchasing and sales process of equipment
• Analyzes and interprets financial plans, policies, and budgets to make key business decisions
• Collaborates with other managers to formulate and implement policies, procedures, and objectives
Avalon Transportation, Orange, CA
Operation Manager, 2019 – Present
• Recruited, hired, and trained vehicle operators
• Performed operator performance audits and vehicle tracking • Scheduled vehicle repairs and inspections
• Maintained vehicle maintenance records and parts inventories • Managed vehicle operation team to ensure strong performance on KPIs • Ensured compliance to federal, state, and company policy • Budgeted, planned, and forecasted financials
Lassen Tours & Travel, Los Angeles, CA
Bus Operations Manager, 2016 – 2019
• Hired, and trained vehicle operators
• Scheduled vehicle inspections and maintenance
• Maintained operational and maintenance records
• Ensured compliance to all federal, state, and company policy • Analyzed and interpreted financial plans, policies, and budgets to make key business decisions
Greenland Tours, San Gabriel, CA
General Manager, 2014 – 2016
• Recruited, hired, and trained vehicle operators
• Performed operator performance audits and vehicle tracking • Oversaw vehicle repair and inspection scheduling
• Maintained vehicle maintenance records and parts inventories • Monitored and ensured operational KPIs were met
• Ensured proper permit maintenance and compliance
• Assisted with CHP Annual Terminal Inspections and DOT Inspections • Analyzed and interpreted financial plans, policies, and budgets to make key business decisions
Da Zhen Bus, Monterey Park, CA
General Manager, 2011 – 2014
• Recruited, hired, and trained vehicle operators
• Performed operator performance audits and vehicle tracking • Scheduled vehicle repairs and inspections
• Maintained vehicle maintenance records and parts inventories • Managed operation team to ensure strong performance on KPIs • Ensured compliance to federal, state, and company policy • Budgeted, planned, and forecasted financials
Yu Chiun Lu
Operations Manager

Skills
10 Years of
management
experience in the
Transportation Industry
Experience hiring, training,
and managing vehicle
operators and safety
supervisors
Proven skill managing all
aspects of transportation
operations including daily
operations, maintenance,
safety, training, financials,
and compliance

Benjamin
Casillas
Maintenance Manager

Summary
Nearly two decades of vehicle
maintenance experience
Highly adept in efficiency
planning, cost reduction,
budget control, and
performance maximization
Possesses excellent problem-
solving and critical thinking
skills

Professional Experience
First Transit, Inc., El Monte, CA
Maintenance Technician, 2020 – Present
• Manages effective utilization of vehicle assets
• Utilizes vehicle management systems for maximum efficiency • Performs all duties necessary to make the shop, employees and First Transit successful, ethical, and safe
• Complies with and ensures adherence to First Transit’s high level of safety standards and regulations to encourage safe and efficient operations
• Ensures services are provided within budget and action plans are developed and implemented to improve operational efficiencies • Provides leadership and guidance to develop location and company strength
• Analyzes, prepares, and develops budgets and forecasts • Develops action plans to ensure customer retention
• Excellent working knowledge of Microsoft Excel and Word • Assures a safe working environment at all times

First Transit, Inc., El Monte, CA
Maintenance Technician, 2003—2020
• Routinely calibrated and performed preventative maintenance of transportation vehicles
• Maintained, troubleshooted and repaired transportation vehicles professionally and promptly
• Responded to maintenance repair requests, applied knowledge of machinery, tools, and process guidelines to identify root causes and resolve issues

Core Qualifications
• DOT Rules & Regulations
• Driver Safety Program Design
• Operating Cost Reductions
• Vendor & Contract Management
• Change Management
• Team Building & Leadership
• Materials Management

Professional Experience
First Transit, El Monte, CA
Safety Manager, 2020 – Present
• Administers driver hiring and compliance process
• Provides direction and guidance to location trainers, develops and monitors contents of classroom training to ensure compliance • Investigates and maintains documentation for incidents, accidents, and work-related injuries
• Plans, schedules and conducts monthly safety meetings based on region and company safety and safety training goals and objectives • Performs driver road checks of driver performance
MV Transportation, Los Angeles, CA
Safety Supervisor, 2014 – 2020
• Conducted site checks and road observations according to client and local policy, as well as maintained all related documentation • Conducted wheelchair securement and vehicle cleanliness checks on in service vehicles
• Monitored street operations for on-time performance and schedule and route adherence
• Provided customer information for site personnel and at key locations
• Responded to accidents and incidents, assisted dispatch and operations staff in resuming service levels according to contract specifications and minimizing passenger disruptions
• Ensured that all operators are fit for duty, meet uniform and equipment standards and are in possession of proper licensing and certifications
• Assisted operators with service or passenger problems and dispatchers and maintenance staff with vehicle change outs that occur in the field
• Identified and analyzed potential safety hazards and developed initiatives to improve daily operation procedures and operator training
Laidlaw, Irvine, CA
Dispatcher, 2004 – 2013
• Oversaw road service assigned carriers by tracking trip performance measures and incidents
• Provided customer support by responding to questions and concerns regarding customer trips including no shows, cancellations and missed trips
• Managed emergency situations for vehicle operators; acted as liaison between carriers and emergency services
• Managed daily service by reviewing route performance and proactively responding to situations that impact customer service

Nazario
Morales
Safety Manager

Summary
Two decades of
experience in the
transit industry

Started as a vehicle
operator and grew into
a variety of roles,
gaining experience
across transit
operations
Education
Coursework in Business
Administration, Santa Ana
College
Training and
Certifications
DOT Certified Instructor

NTI Certified Harassment
Prevention Instructor

Smith System Certified
Instructor

LLLC Certified Instructor

TSI Certified

Class B License CA with
Passenger Endorsement

Nazario Morales
Vehicle Operator, 2001 – 2004
• Operated both fixed route and paratransit vehicles safely and effectively • Conducted pre- and post-trip inspections and cleaning to ensure proper operating condition of vehicle and on-board equipment
• Successfully performed scheduled manifest by picking up all clients on time and delivering them to their destinations safely
• Provided excellent customer service, including assistance in boarding and deboarding, supplying information, and responding appropriately in the event of emergency • Collected and reconciled customer fares and collected vehicle and trip data

Pedro Velasco
Assistant Maintenance
Manager

Summary
A veteran maintenance
professional
8 years of vehicle
maintenance experience
ASE Certified

Education
Universal Technical Institute,,
Automotive and
Diesel/Industrial Technology

Professional Experience
First Transit, Inc., El Monte, CA
Assistant Maintenance Manager, 2020 – Present
• Assists with staff scheduling, parts ordering, and scheduling project work
• Develops work orders and evaluates all repairs performed by technicians and outside vendors
• Works with Maintenance Manager to address backup trade support if breakdowns become too high
• Keeps management constantly informed of new trends, developments and regulations within First Transit
• Assists the Maintenance Manager in compliance with all OSHA/EPA regulations and other local, state, and federal government regulations • Mentors all facility associates by motivating and providing direction to help them achieve their goals and make a consistent effort to go above and beyond
First Vehicle Services, Los Angeles, CA--
Fleet Maintenance Technician, 2018—2020
• Diagnosed all phases of vehicle and equipment repair
• Removed, cleaned, repaired, reinstalled, and adjusted vehicle components (Engine Emission Components, Driveline Component, Electrical/Electronic Components, Brakes, Suspension, Steering, Exhaust, Chassis, Hydraulics)
• Ensured work orders were completed accurately
• Performed road calls and emergency services as necessary • Communicated professionally with customers, team members, and supervisors
• Performed PM inspections on buses as scheduled
• Performed CHP inspections

University Tire and Auto Service, Los Angeles, CA
Automotive Technician, 2017—2019
• Trained incoming automotive technicians on brake repairs consisting of removing calipers and rotors, cleaning wheel hubs and caliper brackets, lubricating brackets, and reassembling brake systems
• Supervised technician candidates to ensure that work responsibilities were completed correctly and in a timely manner to keep up with customer traffic
• Diagnosed and repaired fleet vehicles by checking for misfires, EVAP leaks, cam and crankshaft sensors, and fluid leaks
• Performed multipoint inspection to diagnose vehicle performance and made appropriate maintenance and repair recommendations • Documented all work completed on vehicles to track progress and provided clients with estimated time of completion resulting in customer satisfaction

Pedro Velasco
Union 3 Auto Service, Los Angeles, CA
General Automotive Mechanic, 2014—2017
• Administered engine oil and brake changes on commercial fleet vehicles • Performed basic diagnostic tests on domestic and import vehicles including four, six and eight cylinder engines
• Overhauled motors by removing and replacing engines in a timely manner to ensure customer satisfaction
• Examined transmissions in order to properly repair and replace units to meet the needs of customers
• Inspected cooling systems to properly replace components including water pumps, thermostats, hoses, radiators, and heater cores
• Conducted wheel alignments to ensure customer safety by checking for tire wear and vehicle pulling
• Made appropriate recommendations for possible suspension malfunctions and upgrades • Replaced vehicle suspension equipment including shocks, control arms, ball joints, tie rods, wheel bearings, as well as rack and pinion

Professional Training
• Hands-On Electrical Diagnostic
• How to Use Your Lab Scope
• Gasoline Direction Injection
• Diagnosing Modern Chassis Systems
• Advanced Break Systems
• Engine Performance Diagnostic Strategies

Skills and Certifications
• All Data
• Mitchell OnDemand 5
• ASE Refrigerant Recovery & Recycling
• Snap-On Diagnostic Scanner
• Hunter Alignment Systems
16 ATTACHMENT 16
City of El Monte Transition Schedule
First Transit, Inc. 18-Feb-2225-Feb-224-Mar-2211-Mar-2218-Mar-2225-Mar-221-Apr-228-Apr-2215-Apr-2222-Apr-2229-Apr-226-May-2213-May-2220-May-2227-May-223-Jun-2210-Jun-2217-Jun-2224-Jun-221-Jul-22 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20
Contractual
Notice to Proceed
Contract Negotiations
Finalize and Sign Contract
Circulate First Transit's Mobilization Plan
Introduction of team members for El Monte and First Transit Review plan, contract requirements and expectations
Develop and submit detailed work plans to El Monte
Organize and Notify Start-Up Team
Weekly progress meetings with staff
Recruiting & Staffing
General Manager On-Site
Operations Manager On-Site
Safety and Training Manager On-Site
Maintenance Manager On-Site
Regional Support Team On-Site, as needed
Contact numbers, emails, emergency notification tree
Recruitment Outreach to Existing Provider's Staff
Recruitment Ads Placed in Various Media
Open House Recruitment Event
Recruitment Visits to Staffing Agencies, etc.

Interview Supervisory Team Candidates
Interview Dispatch Team Candidates
Existing Drivers Hired (Ongoing)
New Drivers Hired (Ongoing)
Utility Workers/Mechanics Hired
DMV Checks
Criminal Background
Previous Employment Checks
Establish drug and alcohol testing location
Pre-employment drug testing and physicals
Training & Course Development
Prepare Training Plan and Materials
Prepare Policy Manuals & Employee Handbook
Train Operator Trainers
Train Supervisors/Dispatchers
Train Utility Staff
New Operator Training
Incumbent Operator Training / Refresher Courses
Operations & Administrative Procedures
Finalize operating procedures & policies
Finalize performance standards
Develop goals & objectives
Analyze Historical Data to Develop schedules
Establish processes for data collection
Implement forms for daily operations & reporting
Order uniforms
Establish payroll and accounting procedures
Develop dispatcher/supervisor schedule
Confirm Fare Accounting and Pickup Procedures
Establish vendor accounts
Establish seniority list
Maintenance Procedures
Establish vehicle history files
Internal and external lot circulation, parking, fueling plans Establish PM schedules
Setup FirstBase Software (Infor EAM)
Identify daily, weekly & monthly report req's
Vehicles & Equipment
Inspect vehicles prior to initiation of service
Arrange vehicles for training
Third Party Inspection of Vehicles
Acceptance of vehicles
Facility
IT Infrastructure Requirements and Final Installation
Order/Install Additional Communications (phone system, radios, MDT, network) Finalize Maintenance shop layout, parts room
Order/Install Maintenance Equipment
Order/Install Office Equipment
Prepare Reporting Mechanisms
Establish emergency & procedural requirements
Establish processes for maintenance data collection
Finalize Technology Implementation
Service Start
17 ATTACHMENT 17
Billing City Billing State/P Account Name Type of Service Customer Since Location Closed Phoenix AZ Valley Metro RPTA - City of Tempe FIXE Fixed Route 7/1/2013 Phoenix AZ City of Phoenix - West Fixed Route 10/31/2007 Anaheim CA Anaheim Transportation Network Shuttle 7/30/2014 11/30/2016 Bakersfield CA Kern County, CA Fixed & Para 7/1/1994 12/31/2016 Oceanside CA NCTD - Fixed Route Fixed Route 7/1/2010 6/30/2017 Pomona CA Foothill Transit - Pomona Fixed Route 12/28/2006 6/30/2017 Oceanside CA NCTD - Paratransit Paratransit 3/30/2014 6/30/2017 Turlock CA City of Turlock Fixed & Para 12/1/1975 11/30/2017 San Ramon CA GoMentum Bishop Ranch Autonomous Vehicle 1/25/2017 5/31/2018 Santa Maria CA City of Santa Maria Fixed & Para 7/1/2009 6/30/2018 Torrance CA Torrance Refinery, Inc. Vehicle Services 9/30/2018 Madera CA Central Valley Regional Center (CVRC) Shuttle 9/1/1995 10/30/2018 Madera CA City of Madera Fixed & Para 9/1/1995 10/31/2018 Paramount CA City of Paramount Transit Fixed Route 7/1/1981 2/9/2019 San Jose CA SAIC Motors at University of California, Autonomous Vehicle 11/23/2018 5/31/2019 Concord CA Central Contra Costa Transit Authority ( Paratransit 7/1/1990 6/30/2019 Los Angeles CA LADOT DASH - Downtown Fixed Route 10/29/2017 10/31/2019 Los Angeles CA Los Angeles Department of Transportat Fixed & Para 10/29/2017 10/31/2019 Los Angeles CA LADOT DASH - Mid-City, Central Region Fixed Route 10/29/2017 10/31/2019 San Francisco CA Lyft - Toronto MaaS 1/12/2017 6/30/2020 Los Angeles CA Los Angeles World Airports (LAWA) - Pic Shuttle 9/1/2019 10/31/2020 Los Angeles CA Los Angeles International Airport (LAX) Shuttle 7/1/2016 1/25/2021 Sacramento CA Sacramento Airport Shuttle 3/1/2016 3/31/2021 Bellflower CA City of Bellflower, CA FVS Vehicle Services 11/2/2011 San Carlos CA San Mateo County Transit District PARA Paratransit 11/1/2014 Santa Cruz CA City of Santa Cruz Shuttle 7/6/2014
San Diego CA San Diego MTS Para, Mini-Bus and Sorre Fixed & Para 7/1/2000 Arcadia CA City of Arcadia Fixed & Para 9/1/2017
Orange CA Chapman University Shuttle 8/1/2013
Oakland CA East Bay Paratransit Consortium Paratransit 7/1/2002 Visalia CA City of Visalia Fixed & Para 10/1/2018
Vacaville CA City of Vacaville, CA Fixed & Para 8/1/2006 Stanford CA Stanford University Shuttle 1/1/2019
Pasadena CA City of Pasadena Fixed & Para 7/1/2001
Livermore CA Livermore Amador Valley Transit Autho Autonomous Vehicle Monterey Park CA City of Monterey Park Fixed Route 7/1/2015 San Diego CA San Diego MTS Para, Mini-Bus and Sorre Fixed & Para 7/1/2000 Inglewood CA Enterprise Rent-A-Car Company of Los A Vehicle Services 3/1/2011 Cerritos CA City of Cerritos Fixed & Para 7/1/2013
Orange County CA Orange County Transportation Authorit Fixed Route 6/14/2015 San Francisco CA Lyft - San Francisco Bay Area MaaS 5/1/2019 Redding CA Far Northern Regional Center - SHUTTLEShuttle 7/1/1992 Antioch CA Eastern Contra Costa Transit Authority Fixed & Para 7/1/1986 Crescent City CA Crescent City - Redwood Coast Transit A Fixed & Para 7/1/2003 El Monte CA City of San Gabriel Paratransit 7/1/1991
Laverne CA Pomona Valley Transportation Authorit Paratransit 1/1/2014 San Luis Obispo CA City of San Luis Obispo Fixed Route 7/1/2001 San Bernardino CA Omnitrans - San Bernardino Fixed & Para 7/1/2020 Los Angeles CA LADOT Commuter Express Fixed Route
Alturas CA Modoc Transportation Agency/Sage Sta Fixed & Para 7/1/2019 Rosemead CA City of Rosemead Paratransit 2/16/2020
Alhambra CA City of Alhambra Fixed & Para 8/1/2019
San Francisco CA Lyft - Los Angeles MaaS 7/1/2019
Merced CA Transit Joint Powers Authority for Merc Fixed & Para 3/1/2020 Santa Cruz CA San Andreas Regional Center (SARC) Paratransit 7/1/1993 Paramount CA City of Paramount FVS Vehicle Services 8/23/2004 San Clemente CA City of San Clemente FVS Vehicle Services 5/1/1994 El Monte CA City of Sierra Madre Fixed & Para 7/1/1997
El Centro CA Imperial County Transportation Commis Fixed & Para 7/1/1997 Los Angeles CA University of Southern California FVS Vehicle Services 7/1/2012 San Mateo CA City of San Mateo Vehicle Services 3/1/1993 Redding CA Far Northern Regional Center - Redi-Rid Paratransit Norwalk CA City of Norwalk Paratransit 2/3/2021
Calexico CA City of Calexico Paratransit 9/2/2008
Pomona CA California State Polytechnic University - Shuttle Rancho Palos VerdCA Palos Verdes Fixed Route
Los Angeles CA Los Angeles County Metropolitan Trans MaaS 7/16/2021 Reno NV RTC Washoe County (Reno) Paratransit Paratransit 7/1/2010 6/30/2017 Las Vegas NV Vegas Loop Operations Company, LLC Shuttle 12/15/2020 Las Vegas NV Clark County Department of Aviation at Shuttle 4/1/2007 Carson City NV Carson City, NV Fixed & Para 8/10/2020
Portland OR Gridworks NEMT 6/1/2018 1/2/2019
Portland OR Gridworks - SafeRide NEMT 6/1/2018 2/28/2019 Portland OR Tri-County Metropolitan Transportation Paratransit 2/1/1994 6/30/2021 McMinnville OR Yamhill County Transit Area Fixed & Para 7/1/2012 Portland OR Tri-County Metropolitan Transportation Call Center 2/1/1994 Portland OR Multnomah County Call Center 4/1/2016
Salem OR Oregon Health Authority - Marion Polk NEMT 12/1/2017 Salem OR Oregon Health Authority - TriCounty MeNEMT 1/1/2015 McMinnville OR Yamhill Community Care Organization NEMT 10/1/2015 Portland OR Lyft - Portland MaaS 9/1/2020
Portland OR CareOregon Inc NEMT 2/1/2020
Portland OR Lyft - Portland Bikeshare MaaS 9/1/2020
Portland OR Globe Sherpa Call Center 5/1/2015
Canby OR City of Canby, OR Fixed & Para 7/1/2021
Seattle WA King County Paratransit Call Center 8/1/1998 7/31/2019 Spokane WA Spokane Transit Authority Paratransit 1/1/2020 Lakewood WA Pierce Transit Paratransit 7/1/1999
Everett WA Snohomish County Public Transportatio Fixed Route 6/9/1997 Seattle WA King County Travel Training Call Center
Total
18 ATTACHMENT 18

PROFESSIONAL OPERATOR

DEVELOPMENT PROGRAM

PARTICIPANT WORKBOOK
UNIT I: Introduction
Unit I: Introduction
Redacted due to Proprietary or Confidential Information (PDF Pgs. 256 - 616)

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UNIT II: Fundamentals

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PARTICIPANT WORKBOOK
UNIT III: The Operator
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UNIT IV: Transporting Passengers with Disabilities
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65 Employee Handbook
A FirstGroup America Company
Amended: February 2019

1 From the desk of Brad Thomas, President
Dear Colleagues,
Welcome to First Transit, a FirstGroup America Company. We are delighted you have chosen to make a career in transportation with First Transit. No matter your position within our organization, you are an integral part of the First Transit team.

For more than 60 years, we’ve attracted and retained top industry professionals who have helped us become the leading public transportation provider in the nation. Our employees remain committed to our vision and values, as well as contribute to the overall success of the company.

Our business is diverse with a portfolio that consists of fixed-route, ADA paratransit, university, business and airport shuttle services, rail, call centers, fleet maintenance, facilities management, and Autonomous Vehicle operations. It has been, and will continue to be, an entrepreneur organization – always looking for new business opportunities.

In order for us to remain the leader in public transportation and technology, we must continue to anticipate and respond to the market – giving customers what they want and have come to expect from us for their transportation needs.

As a company that places safety as our number one priority, each of us must embrace safety as a personal core value to deliver safe, reliable service to our passengers. Together we must Think Safe, Act Safe, and Be Safe.

In keeping with our value of Supportive of Each Other, First Transit firmly believes in providing a workplace that is free from discrimination and harassment and provides the best possible work environment for all our employees.

The Employee Handbook that follows outlines our policies and guidelines necessary for you to know and understand. Each of us, individually and as a collective team, must strive to work toward these expectations and support our core values of:
• Committed to our Customers
• Dedicated to Safety
• Setting the Highest Standards
• Accountable for Performance
• Supportive of Each Other

Our values lead us through our strategy and create the common language for all of us. Use them as you work to improve safety, workplace performance and find ways to delight our customers and grow this company.

We ask that you carefully review this handbook and speak to your manager if you have questions regarding our policies and guidelines.

Thank you for being part of First Transit team. We are glad you are here.

` Brad Thomas
President, First Transit

2 Table of Contents
Our Vision----1
Message from the President---- 2
Table of Contents---- 3
A History of Innovation and Excellence---- 6
Notices and Limitations---- 9
Introduction---- 10

Section 1 – Equal Employment Opportunity ---- 11
A. Equal Opportunity Employer---- 11
B. Harassment Free Workplace---- 12
C. Policy Against Retaliation---- 14
D. Discrimination, Harassment and Retaliation Reporting Procedure ---- 15

Section 2 – Employment Practices---- 17
A. Whistleblowing Policy ---- 17
B. Employment Eligibility Status and E -Verify---- 18
C. Performance Evaluations---- 18
D. Career Pathing---- 18
E. Employee Transfer Requests ---- 19

Section 3 – Safety, Environmental and Security ---- 20
A. First Transit Safety Policy---- 20
B. Drug and Alcohol Policy ---- 20
C. First BeSafe Principles ---- 21
D. BeSafe---- 22
E. Personal Protective Equipment (PPE) and High Visibility Apparel ---- 23 F. Parking---- 23
G. Personal Safety ---- 23
H. Risk Assessment ---- 24
I. Prevention of Workplace Violence ---- 25

Section 4 – Wage and Hour---- 28
A. Payroll Policy Statement & Procedure ---- 28
B. Payroll Integrity Policy---- 28
C. Employee Classification ---- 29
D. Overtime---- 30
E. Meal and Rest Breaks ---- 30
F. Lactation Accommodation ---- 30
G. Garnishment Fees---- 30
H. Payday---- 30
I. Deductions---- 31
J. Direct Deposit---- 31
K. Employee Self-Service---- 31
L. Reporting Errors---- 31
M. Change of Personal Status---- 32

Section 5 - Benefits---- 33
A. Health and Welfare---- 33
B. Years of Service---- 34
C. Vacation---- 34
D. Minimum Hours Worked ---- 34
3 E. Employee Discount Program ---- 34
F. Sick Leave---- 35

Section 6 – Attendance, Leaves and Accommodation ---- 36 A. Attendance---- 36
B. All Leave to Run Concurrently ---- 37
C. Family and Medical Leave Act---- 37
D. Military Leave---- 40
E. Leave of Absence Without Pay ---- 41
F. Transitional Duty ---- 42
G. Reasonable Accommodation ---- 43
H. Religious Accommodation---- 44
I. Other Leaves of Absence ----44

Section 7 – Policies and Procedures---- 45
A. Freedom of Association Policy ---- 45
B. HIPAA Compliance Plan ---- 46
C. Introductory Period ---- 47
D. Solicitation and Distribution of Literature ---- 47 E. No Smoking Policy ---- 47
F. Personal Messages---- 48
G. Personal Appearance---- 48
H. Exit Interviews---- 49
I. Use of Cell Phones and Other Electronic Devices ---- 49 J. Company Property---- 50
K. No Expectation of Privac y---- 51
L. Use of Company Equipment and Resources ---- 51
M. Contact with the Media ---- 54
N. References and Employment Verifications---- 55
O. Use of Company/Client Vehicles ---- 55
P. Gifts---- 55
Q. Use of Company Credit Cards ---- 55
R. Outside Employment---- 56

Section 8 – General Rules and Employee Relations ---- 57 A. Employee Requirement to Meet Company Standards ---- 57 B. Duty to Report Law Enforcement Actions ---- 58
C. General Operations Information ---- 58
D. Open-Door Policy---- 58
E. Accident Review Committee---- 59
F. Placement of Relatives ---- 60
G. Visitors---- 61
H. Travel---- 61
I. Unemployment---- 61
J. Political Activity---- 61

Section 9 - Performance Code ---- 62
A. Class 1 Infractions – Dischargeable Offenses ---- 62 B. Class 2 Infractions---- 66
C. Class 3 Infractions---- 67
D. Class 4 Infractions---- 67
E. Disciplinary Actions and Personal Conduct---- 68

4 Section 10 - Operators and Safety Sensitive Employees ---- 70 A. Operating Procedures ---- 71
B. Vehicle Accidents and Incidents ---- 71
C. Passenger Relations---- 72
D. Farebox Responsibilities and Pr ocedures---- 73
E. Radio Communications---- 74
F. Americans with Disabilities Act---- 74
G. Required Notifications ---- 76
H. Discipline for Traffic Violations and Preventable Accidents ---- 78

Section 11 - Medicaid Fraud, Waste, and Abuse ---- 81
A. Fraud and Abuse ---- 81
B. Healthcare Fraud and Abuse Laws ---- 83
C. False Claim Laws ---- 83
D. Fraud and Abuse Laws ---- 85
E. Duty and Report Wrongdoing ---- 86

Employee Acknowledgement and Receipt ---- 90
Complaint Reporting Form ---- 92
FMLA Poster---- 93
Useful Contact Information ---- 94
Ethics Hotline Reporting Poster ---- 95

5 A History of Innovation
and Excellence

6 First Transit has been a leader and innovator in transportation for over 60 years, including our predecessor companies American Transportation Enterprises, ATE Management & Service Co. and Ryder/ATE.

1955
American Transportation Enterprises is founded.

1969
American Transportation Enterprises continues operations under the newly formed ATE Management & Service Company. Former American Transportation Enterprise managers form ATE Management & Service Company to provide management services.

1985
ATE Management & Service Company operates their first paratransit system in North America.

1986
Ryder acquires ATE Management & Service Company to form Ryder/ATE. Ryder/ATE acquires Managed Logistic Systems (MLS) to create Ryder/MLS.

1993
Ryder Student Transportation Services and Ryder/ATE combine to form Ryder Public Transportation Services.

1999
FirstGroup plc acquires Ryder Public Transportation Services, creating First Student, and First Transit, including First Vehicle Services.

2004
First Transit manages and operates over 115 contracts with public transit organizations in 26 states.

2007
First Transit acquires Cognisa, a transportation company specializing in shuttle services.

First Transit manages and operates 153 systems in 42 states, Canada, and Puerto Rico for transit authorities, state departments of transportation, federal agencies, municipal organizations, and pri vate companies.

FirstGroup plc acquires Laidlaw International, Inc., subsequently joining Laidlaw Transit with First Transit. First Transit operates 235 locations — in nearly every State and Puerto Rico. First Transit’s, now with a workforce of 13,000 empl oyees, operate 6,700 buses that cover over 260 million annual fleet miles.

2008
One-year anniversary of the FirstGroup acquisition of Laidlaw International, Inc. FirstGroup now employs more than 100,000 employees across North America, operates over 70,000 vehicles in 45 states and in nine Canadian provinces.

FirstGroup America leads transit industry safety standards with company -wide ban on cell phone use while driving, implementing a Zero Tolerance Policy towards Cell Phone Use.

2009
Brad Thomas appointed as President of First Transit and First Vehicle Services.

7 2012
First Transit partners with United States Army’s Partnership for Youth Success (PaYS) to offer employment within the organization for military personnel returning or retiring from se rvice.

2015
First Transit expands operations to Panama to provide transit management for the government of Panama’s bus system, MiBus.

First Transit Awarded first bus rapid transit (BRT) contract by Connecticut Department of Transportation (CTDOT) to operate CTfastrak, the state’s first BRT system.

2016
First Transit announces the first shared autonomous vehicle (SAV) passenger shuttle pilot in North America at Bishop Ranch in San Ramon, CA.

First Transit wins first rail contract in North America with the Denton County Transportation Authority (DCTA) providing operations and maintenance service for the DCTA A -train commuter rail line.

First Transit awarded first contract in India to operate employee shuttle buses at the Hinjewadi Techzone IT Park in Pune.

2017
First Transit awarded the DASH Downtown and Mid -City fixed-route service for the Los Angeles Department of Transportation (LADOT).

First Transit receives the International Standards Organization (ISO) 9001:2015 Quality Management System (QMS) c ertification for the operation and maintenance of the Denton County Transportation Authority (DCTA) A -train commuter rail system.

First Transit operates the first SAV service open to passengers in the United States in Arlington, TX.

This SAV transports passengers during events at AT&T Stadium and Globe Life Park.

First Transit signs exclusive partnership with GoMentum Station in Concord, CA. GoMentum Station is a 5,000-acre facility and one of ten federally designated AV testing sites in the U.S.

2018
First Transit Announces partnership with Minnesota Department of Transportation (MNDOT) to support a shared autonomous vehicle (SAV) roadshow. The SAV stopped at multiple cities in MN, testing vehicle performance in extreme winter conditions, including the state capitol, 3M World Headquarters, and Minneapolis for the week of the Super Bowl.

First Transit partners with Livermore Amador Valley Transit Authority (LAVTA) in Dublin, CA, to test SAVs as a first mile/last mile solution for commuters traveling bet ween a transit station and their homes.

First Transit awarded TransLink HandyDART operation in Vancouver, Canada. This turnkey paratransit operation is 320 fleet vehicles operating from five locations across the service area.

First Transit provides operations, maintenance, and consulting for more than 330 locations across North America in 39 states, Canada, Puerto Rico, Panama, and India.

8 Notices and Limitations
• The First Transit Employee Handbook (Handbook) is not intended to be an employment contract or agreement, nor does it contain promises or commitments of any kind to employees. The contents should not be construed otherwise. Any references to, or discussion of, matters related to employment shall not be treated as a contractual agreement or guarantee of employment. • This Handbook supersedes all previous Handbooks and any inconsistent verbal or written policy statements made or issued before this Handbook. The Company reserves the right to add to, modify, revoke and/or interpret any of the policies or procedures in this Handbook at any time at its sole discretion without notice. Our failure to adhere to any provision of this Handbook does not create rights nor constitute a waiver.
• The employment relationship established with the Company is terminable at will (except for employees covered by a Collective Bargaining Agreement), by either the employee or the Company, at any time, for any reason, with or without cause. The contents of this Handbook shall not be construed as creating a right to employment for any specific period of time. No manager has any authority to enter into a contract of employment expressed or implied that changes or alters the at-will employment relationship. Only the President of the Company has the authority to enter into an employment agreement that alters the at-will employment relationship and any such agreement must be in writing and signed by the President of the Company. • This Handbook applies to employees represented by a labor union, only to the extent that the Handbook’s provisions are not in conflict with a specific term or condition stated in the applicable Collective Bargaining Agreement (CBA). To the extent that the Handbook is in conflict with a term or condition of the employee’s applicable CBA, the provision in the CBA shall take precedence.
• Where provisions in this Handbook are in conflict with applicable law, including state or local statutes, the state or local laws prevail and the Company will comply with those laws. • No person is authorized to make oral exceptions to this Handbook and written exceptions are permitted only when signed by the President of First Transit. • Nothing in this Handbook is intended to violate any local, state or federal law. Nothing in this Handbook or in any other document or policy is intended to limit any concerted activities by employees relating to their wages, hours or working conditions, or any other conduct protected by Section 7 of the National Labor Relations Act. Nothing in this Handbook prohibits an employee from reporting concerns to, filing a charge or complaint with, making lawful disclosures to, providing documents or other information to or participating in an investigation or hearing conducted by the Equal Employment Opportunity Commission (“EEOC”), National Labor Relations Board (“NLRB”), Securities and Exchange Commission (“SEC”) or any other federal, state or local agency charged with the enforcement of any laws. • The purpose of the Employee Handbook is to provide you information about First Transit’s employment practices and the expectations that we have concerning our employees. The Handbook is intended to serve as a reference tool for all employees and to provide guidance concerning many essential employment matters. Violation of any First Transit policy and/or procedures puts your employment at risk.
9 Introduction
The First Transit Employee Handbook (Handbook) establishes standards for employment, operating efficiently, and delivering world class safety and customer service for FirstGroup America and its subsidiaries and affiliates (First Transit). This is your personal copy. These First Transit policies, practices and regulations should assist all employees in their day-to-day relationships with the public and the Company.

Its goal is to make First Transit employees aware of the nature and scope of their responsibilities as a transportation provider, thereby creating a better understanding and working relationship between employees, clients, and passengers. Each employee is responsible for learning and understanding the rules, consequences and discipline outlined in this Handbook. This is a living document and your input is sought and desired. Please feel free to bring any questions or concerns to management’s attention.

All employees shall fully comply with the laws and regulations that apply to the Company and its employees. When the application of such laws or regulations is uncertain, employees shall seek the guidance and advice of the Human Resources Department. No employee shall at any time take any action on behalf of the Company that is known to violate any applicable law or regulation.

While the Handbook provides policies and guidelines to all employees, employees are also subject to all other policies and guidelines governing employees of First Transit (Company) as periodically published. Employees must be familiar with the contents of the Handbook and ensure their performance and conduct conforms to the contents. Also, employees may be subject to additional local policies and guidelines.

If a situation arises with respect to the Handbook and its contents about which an employee may have a concern or question, the matter should be promptly reviewed with the employee’s manager, Region Human Resources Manager/Director, contact the Ethics & Compliance Hotline at ethicsfirst.ethicspoint.com, call the hotline number at 1.877.3CALLFG (1.877.322.5534) or email [email protected].

Your commitment to safety, efficiency, economy, customer service and demonstration of a positive image are essential to maintain the highest quality standards of First Transit. We are pleased that you have joined our team and invite you to share and help further our professional approach to the transportation industry.

Welcome t o F irst T ransit!

10 Section 1
Equal Employment Opportunity

A. Equal Opportunity Employer

First Transit is an equal opportunity employer and is committed to providing a work environment that values diversity and promotes equal employment opportunity. First Transit strongly believes in offering work-related opportunities based solely on qualifications and business necessity, without regard to race, color, religion, gender, sex, pregnancy, childbirth or related conditions, national origin, ancestry, age, marital status, physical or mental disability, military or veteran status, citizenship status, actual or perceived sexual orientation, gender identity, genetic information or carrier status or any other consideration prohibited by applicable law.

First Transit’s commitment to providing equal employment opportunity applies to every applicant and employee and First Transit prohibits unlawful discrimination by anyone, including managers, officers and co-workers and third parties doing business with or for First Transit, such as customers or vendors. All employees are expected to treat one another with the same professionalism as one would like to receive from others such that all employees can enjoy a work environment free of harassment, intimidation, and discrimination. In addition to hiring, all other terms and conditions of employment must be administered without unlawful discrimination, including without limitations, promotions, salary increases, benefits and on-the-job training.

Any employee or applicant who believes that they have been subjected to or witnessed any kind of discrimination or believes this policy has been violated or is not being properly implemented should follow the Reporting Procedure set forth in the Company’s Discrimination, Harassment and Retaliation Reporting Procedure Policy below.

Any employee who is determined to have engaged in conduct prohibited by this policy or other inappropriate conduct, even if it does not rise to the level of prohibited discrimination, will be subject to disciplinary action, up to and including termination. Employees should note that they may be held personally liable for any acts of unlawful discrimination. Retaliation for complaining about SECTION 1
Equal Opportunity
Employment
11 discrimination or for providing information relating to such complaints, is strictly prohibited and will not be tolerated, regardless of the outcome of the complaint. See the Company’s Policy Against Retaliation set forth below.

B. Harassment Free Workplace

General Policy Against Unlawful Harassment
First Transit is committed to providing a work environment free of prohibited harassment.

Harassment because of race, color, religion, gender, sex, pregnancy, childbirth or related conditions, national origin, ancestry, age, marital status, physical or mental disability, military or veteran status, citizenship status, actual or perceived sexual orientation, gender identity, genetic information or carrier status or any other consideration prohibited by applicable law is strictly prohibited and will not be tolerated.

First Transit’s anti-harassment policy applies to all persons involved in the operation of the Company, regardless of their position, and prohibits harassment, even if it does not rise to the level of being unlawful. This policy applies to all employees of the Company, including managers, officers and co-workers and third parties doing business with or for First Transit, such as customers, visitors and vendors. Harassment does not require the loss of some tangible economic benefit but includes behavior that creates a hostile or threatening work environment. The Company prohibits such conduct, even if the conduct is not sufficiently severe or pervasive to constitute unlawful harassment. If such harassment occurs in the workplace by someone not employed by the Company, the procedures in this policy should be followed. For purposes of this policy, the workplace includes: actual worksites, any setting in which work-related business is being conducted (whether during or after normal business hours), company-sponsored events, or company owned/controlled property.

Any employee who is determined to have engaged in conduct prohibited by this policy or other inappropriate conduct, even if it does not rise to the level of prohibited harassment, will be subject to disciplinary action, up to and including termination. Employees should note that they may be held personally liable for any acts of unlawful harassment.

Retaliation for complaining about discrimination or for providing information relating to such complaints, is strictly prohibited and will not be tolerated, regardless of the outcome of the complaint. See the Company’s Policy Against Retaliation set forth below.

Sexual Harassment Defined
For purposes of this policy, sexual harassment is defined to include unwelcome sexual advances, requests for sexual favors, and other verbal, visual or physical conduct of a sexual nature when:

• Submission to such conduct is either explicitly or implicitly made a term or condition of an individual’s employment
• Submission to or rejection of such conduct is used as the basis for employment decisions affecting the individual
• Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creates a hostile or threatening working environment

12 Sexual harassment includes various forms of offensive behavior based on sex. The following is a non-exhaustive list of the type of conduct prohibited by this policy:

• Unwanted sexual advances or propositions (including repeated and unwelcome requests for dates).
• Offering employment benefits in exchange for sexual favors. • Making or threatening reprisals after a negative response to sexual advances. • Visual conduct: leering, staring, making obscene or sexual gestures, displaying sexually suggestive objects or pictures, cartoons, calendars, posters, websites, emails or text messages.
• Verbal conduct: making or using sexually derogatory comments, innuendos, epithets, slurs, sexually explicit jokes, or comments about an individual’s body or dress, whistling, making suggestive or insulting sounds.
• Verbal and/or written abuse of a sexual nature, graphic verbal and/or sexually degrading commentary about an individual's body or dress, sexually suggestive or obscene letters, notes, invitations, emails, text messages, tweets or other social media postings. • Physical conduct: touching, assault, or impeding or blocking normal movements. • Retaliation for making reports or threatening to report sexual harassment.

The above list of examples is not intended to be all-inclusive. Federal, state, and local governments protect against sexual harassment and provide for various remedies. There are additional applicable laws in a variety of jurisdictions.

Other Types of Unlawful Harassment Defined
Harassment on the basis of any legally protected status is prohibited, including harassment based on race, color, religion, gender, sex, pregnancy, childbirth or related conditions, national origin, ancestry, age, marital status, physical or mental disability, military or veteran status, citizenship status, actual or perceived sexual orientation, gender identity, genetic information or carrier status, or any other consideration prohibited by applicable law. Unlawful harassment in employment may take many different forms. Examples include, but are not limited to:

• Verbal conduct including taunting, jokes, threats, derogatory comments, vulgar, profane, or threatening comments or slurs based on an individual’s protected classification, including racial slurs and jokes
• Visual or written conduct such as statements or images in posters, cartoons, photos, drawings, calendars, websites, e-mails, text messages or publications that are harassing based upon any legally protected characteristic
• Physical conduct such as assault, blocking normal movement, restraint, touching or other physical interference with work directed at an individual because of an individual’s protected status
• Threats and demands to submit to certain non-work-related conduct or perform certain non- work-related actions to keep or get a job, to avoid some other loss, or as a condition of job benefits, security or promotion because of an individual’s protected status

Preventing Harassment
Preventing harassment, including but not limited to, sexually offensive conduct, requires increased awareness by everyone of the impact their conduct might have on others. Employees should be 13 sensitive to cultural differences that may exist in the workplace. What one employee thinks is proper conduct might be viewed as inappropriate by another. It is no excuse that the alleged offender “meant no harm” or “was just kidding.”

Manager’s Responsibility
All managers are responsible for:

• Implementing this policy, which includes, but is not limited to, taking steps to prevent harassment and retaliation;
• Ensuring that all employees under their supervision have knowledge of and understand this policy;
• Promptly reporting any complaints to the designated Human Resources Representative so they may be investigated and resolved in timely manner; • Taking and/or assisting in prompt and appropriate corrective action when necessary to ensure compliance with this policy; and
• Conducting themselves, at all times, in a manner consistent with this policy.

Failure to meet these responsibilities may lead to disciplinary action, up to and including termination.

Any employee or applicant who believes that they have been subjected to or witnessed any kind of harassment or believes this policy has been violated should follow the reporting procedure set out in the Company’s Discrimination, Harassment and Retaliation Reporting Procedure Policy.

Any employee who is determined to have engaged in conduct prohibited by this policy or other inappropriate conduct, will be subject to disciplinary action, up to and including termination.

C. Policy Against Retaliation

It is a policy of First Transit to fully support any employee who reports actual or perceived discrimination, harassment or unlawful conduct. Retaliation for complaining about discrimination, harassment or retaliation, or for providing information relating to such complaints, is strictly prohibited and will not be tolerated, regardless of the outcome of the complaint. In other words, employees are protected for speaking up in good faith if they believe discrimination, harassment or retaliation has taken place, and from providing information related to such complaints, even if the complaint is ultimately not substantiated. Any manager, or co-worker who retaliates against a complaining employee or anyone involved in an investigation of a complaint will be subject to discipline and/or termination.

Some examples of what may constitute retaliation may include: denial of promotion, refusal to hire, denial of job benefits, demotion, suspension, termination, negative evaluations, reprimands and harassment. The above list of examples is not intended to be all-inclusive.

14 Any form of retaliation for speaking up about perceived bias, harassment or discrimination, or retaliation for providing information related to any investigation into such matters, is a separate violation of the Company’s Harassment Free Workplace Policy and the Company strictly prohibits such conduct. Such conduct may also be unlawful. If you believe that you have been subjected to retaliation by a co-worker, or manager, or believe another individual has been subject to retaliation, you should promptly report the matter using the Company’s Discrimination, Harassment and Retaliation Reporting Procedure Policy set forth immediately below.

D. Discrimination, Harassment and Retaliation Reporting Proc edure

Any employee or applicant who believes that they have been subjected to or witnessed any kind of discrimination, harassment, retaliation, coercion, or intimidation by anyone, whether by an officer, co-employee, a customer or vendor, or a member of our management, should report it immediately.

Complaints may be made verbally, or in writing, to the employee’s manager or with Region Human Resources by calling the confidential Ethics and Compliance Toll-free Hotline at 1.877.3CALLFG, (1.877.322.5534) contacting the Hotline intake site at ethicsfirst.ethicspoint.com, or emailing [email protected]. Complaint reporting forms are available.

Employees are not required to report any prohibited conduct to a manager who may be hostile, who has engaged in such conduct, who is a close associate of the person who has engaged in such conduct, or with whom the employee is uncomfortable discussing such matters.

Employees will not be retaliated against for submitting a good faith report under this policy or cooperating in an investigation. Employees are encouraged, but not required, to communicate to the offending person that his/her conduct is offensive and unwelcome. Any manager who receives either a verbal or written, formal or informal complaint must immediately notify the Human Resources Department after receiving the complaint.

All complaints will be thoroughly and objectively investigated. The investigation may include interviews of individuals believed to have information regarding the alleged conduct. Such complaints or investigations will remain confidential to the extent possible and permitted by law. For instance, the Company may need to disclose certain information to investigate a matter and disclose corrective measures taken.

If the investigation reveals that a violation of the Company’s non-discrimination, anti-harassment or anti-retaliation policy or other inappropriate conduct has occurred, then the Company will take prompt corrective action, including discipline up to and including termination, as appropriate under the circumstances, and regardless of the job position of the parties involved.

The Company may discipline an employee for any inappropriate conduct discovered in the investigation regardless of whether the conduct amounts to a violation of law. If the person who engaged in the harassment, discrimination or retaliation is not employed by the Company, then the Company will take whatever corrective action is reasonable and appropriate under the circumstances. Appropriate action may also be taken to deter any future discrimination, harassment or retaliation prohibited by this policy.

If a complaint cannot be substantiated, the Company may take appropriate action to reinforce its commitment to providing a work environment free from harassment. 15 It is the obligation of all employees to cooperate fully in the investigation process. In addition, disciplinary action may be taken against any employees who attempts to discourage or prevent any employee from using the Company’s complaint procedure to report misconduct or who provide knowingly false information during an investigation.

The initiation of a good faith complaint of harassment or retaliation will not be grounds for disciplinary action, even if the allegations cannot be substantiated. Any individual who makes a complaint that is demonstrated to be intentionally false may be subject to discipline, up to and including termination.

Complaints may be made anonymously using the Ethics and Compliance Toll-free Hotline at

1.877.3CALLFG, (1.877.322.5534) contacting the Hotline intake site at ethicsfirst.ethicspoint.com, or emailing [email protected].

16 Section 2
Employment Practices

A. Whistleblowing Policy

First Transit is committed to conducting our business with honesty and integrity, and we expect all staff to maintain high standards in accordance with our Code of Business Ethics. However, all organizations face the risk of things going wrong from time to time, or of unknowingly harboring illegal or unethical conduct. The Company encourages employees to speak up and raise questions and concerns promptly about any situation that may violate our Code of Business Ethics, our policies and procedures, or the laws, rules, and regulations that govern our business operations.

If you have any questions or concerns related to any conduct or activities that you believe may violate our Code of Business Ethics, our policies and procedures, or the laws, rules, and regulations that govern our business operations, including but not limited to, any suspected wrongdoing or danger affecting any of our activities, you should report it under this policy. Reference the employee portal, posted policy or see your manager for details regarding the Whistleblowing policy.

We hope that in many cases you will be able to raise any concerns with your manager. You may tell them in person or put the matter in writing if you prefer. They may be able to agree a way of resolving your concern quickly and effectively.

However, where the matter is more serious, or you feel that your manager has not addressed your concern, or you prefer not to raise it with them for any reason, you can either raise it with your manager’s manager, or your Region HR manager. Employees may also directly file a written or verbal complaint by calling the confidential Ethics and Compliance Toll-free Hotline at

1.877.3CALLFG, (1.877.322.5534) contacting the Hotline intake site at ethicsfirst.ethicspoint.com, or emailing [email protected].

Managers are charged with assuring that they and their staff comply with the whistleblower protections and that no retaliation occurs because of a reported safety related issue.

SECTION 2
Employment
Practices
17 For more information on Whistleblowing refer to FirstGroup’s Whistleblowing Policy.

Nothing in this policy, our Whistleblowing Policy, or this Handbook prohibits an employee from reporting concerns to, filing a charge or complaint with, making lawful disclosures to, providing documents or other information to or participating in an investigation or hearing conducted by the Equal Employment Opportunity Commission, National Labor Relations Board, Securities and Exchange Commission or any other federal, state or local agency charged with the enforcement of any laws.

B. Employment Eligibility Status and E-Verify

U.S. law requires companies to employ only individuals who may legally work in the United States and who comply with applicable immigration and employment law.

First Transit participates in the E-Verify program. E-Verify is an Internet-based system that allows businesses to determine the eligibility of their employees to work in the United States. As a condition of employment, every individual must provide satisfactory evidence of his or her identity and legal authority to work in the United States within 3 business days of commencing employment.

If the employee cannot verify his or her right to work in the United States within 3 business days of employment, the Company will be required to terminate his/her employment immediately.

The Company will not employ any individual ineligible to work under applicable immigration laws.

Employees are required to immediately inform the Company of any change in employment status.

C. Performance Evaluations

First Transit may periodically conduct Performance Evaluations of employees. The frequency and type of evaluation depends on the position.

A positive performance review does not guarantee a wage increase or a promotion. These decisions are made at the discretion of the Company and depend on several factors in addition to an employee’s individual performance. We reserve the right to make any workforce changes (including termination) before or after performance evaluations.

D. Career Pathing

First Transit posts open positions. The posting will include a job title and description, job requirements/qualifications and information on how to apply for the position. Visit the FirstGroup Careers site at https://apply.internal.firstgroupcareers.com to see a listing of open positions and to apply online. Questions can be directed to the Talent Acquisition team at 513.419.3222. In some circumstances, the Company may choose to not post a position. Whenever possible, First Transit jobs will be filled by current First Transit employees who meet all job requirements and are the most qualified candidate for the position.

First Transit offers an online library to assist employees with their professional development goals through First America University: http://firstuniversity.skillport.com. Eligibility for online learning programs varies by job role. Assigned course work, found in Employee Learning Plans, are to be completed while at work, and on company time. Courses of a general nature or non-assigned 18 courses are also available on your own time and are provided as a benefit to employees in office and managerial roles, who want to professionally develop in areas outside of company required learning. For more information contact: [email protected]

E. Employee Transfer Requests

Employees may request transfers from one Company location to another. Employees who would like to be considered for transfer to another location should contact location management for information on the location transfer process.

Please refer to your location Manager, location Human Resources Representative, or the internal careers website for location openings.

A benefit of working with First Transit is the ability to transfer between locations. We cannot guarantee that transfer requests will be granted. Pay and Benefits may change between locations.

Agreement to transfer is dependent upon business necessity at both the current and new work locations and the employee’s work performance, as well as whether the employee meets all job requirements of the position and is the most qualified candidate for the position.

When an employee elects to transfer to a new location and the transfer request has been approved by both current and new work managers, the original date of hire from the current location will be maintained with the HRIS/Payroll system kept as relating to years of service toward vacation entitlement (if applicable) and service awards eligibility (if applicable).

19 Section 3
Safety, Environmental, and Security

A. First Transit Safety Policy

First Transit will not perform any service, transport or use a product, unless it can be done safely.

First Transit, requires all employees to perform their duties safely and with concern for the safety of our passengers, other employees and the public. Management is committed to providing a safe workplace, the proper training, protective equipment, and a work environment conducive to safe practices and policies.

Management believes that working safely promotes quality, productivity and profitability. Prevention of collisions and personal injuries is of critical importance to the everyone. The Company is committed to on-going safety processes to help employees work safely at all times.

Safety protects our most important asset....our people.

B. Drug and Alcohol Policy

First Transit supports the policy of a drug-free workforce and does not tolerate any violation of our Drug & Alcohol Policy. The Drug & Alcohol Policy has been prepared, published, and distributed to all employees and contains the complete details of the drug and alcohol programs, including federally required testing and compliance. The Policy, as mentioned briefly here, has been provided to each employee and is incorporated into the Employee Handbook by reference. A copy of the Policy is available at every Company location, and from any manager in the Company.

The purpose of this Policy is to assure employee fitness for duty and to protect our employees, customers, and the public from the safety and health risks posed by the misuse of alcohol and the illegal use of drugs. Any violation of the Policy may result in further disciplinary action, up to and including termination for a first offense.

SECTION 3
Safety, Environmental
and Security
20 Illegal use of drugs includes use of any illegal drug, misuse of legally prescribed drugs, and use of illegally obtained prescription drugs. The “use” of drugs means presence in an employee’s body system while on duty. A positive test is sufficient to support a finding of “use.”

Please refer to the Company’s Drug and Alcohol Policy in its entirety for a complete understanding of the program. If you or location management has additional questions about the Drug and Alcohol Policy, contact your National Drug and Alcohol Program Administrator at 1.513.684.8736.

C. First BeSafe Principles

The First BeSafe Principles provide the basic truths or fundamental laws about working safely in our workplace and on our vehicles. The First BeSafe Principles are designed to work with the BeSafe Program explained below in BeSafe section.

All First Transit employees are expected to adopt these principles and put them into practice at all times, so together we may create a safe work environment free from injury to ourselves, our co- workers and our passengers.

The motto for the First BeSafe Principles is: “Think Safe, Act Safe, BeSafe.” This motto is your instruction to work safely at all times.

If you feel you cannot perform a task safely, do not perform the task. Stop and immediately advise management of issues preventing you from working safely and what is required to ensure your safety.

Listed below are the BeSafe principles:

• Prevent injury to myself and others
Be aware of any hazardous condition or practice that may cause injury to people, damage to property, or the environment. Use your BeSafe Handbook to record and report.

• Perform all necessary safety checks and risk assess my work area and job before I do any work
Speak to your manager before you start work if you are unsure of required safety and risk assessments.

• Follow all safety procedures, signs and instructions
If you do not understand, speak to your manager before you start work.

• Keep my work area clean and tidy at all times
Untidy areas could cause injury to you or to your colleagues and waste time and energy.

• Wear my protective clothing and equipment as required Keep it in good working order, wear it correctly and ask for a replacement if it becomes damaged or unfit for your use.

21 • Use only the correct tools and equipment that I am authorized and trained to use for the job
Check that they are in good condition before use and use them safely .

• Only adjust and repair any piece of work equipment if I am trained and authorized to do so Never modify any equipment that changes the designed use of the equipment or alters a safety feature.

• Assess any load and my capability to move it before lifting Make sure you get help with any heavy or awkward items and follow the correct lifting techniques.

• Report all injuries, incidents and near misses to my manager Seek help immediately and first aid (if necessary).

• Tell my manager if I have any suggestions to prevent injuries in my work place Make a note of your suggestions and discuss with your manager.

D. BeSafe

The main purpose of BeSafe is to reduce collisions and injuries by increasing the communications between employees and managers about safety. As part of the BeSafe process you are encouraged to initiate reports of any near miss, route and security hazards or any unsafe condition. When you make a report to your manager about a safety or security concern, your manager will investigate the concern and follow-up with you regarding the resolution of the report. The Company will not retaliate against or impose any other form of retribution on any employee because of his or her good faith reporting of a safety issue/concern, another person’s suspected violation of Company policies or guidelines, or any alleged violations of federal, state or local laws.

Our managers initiate conversations with employees about their observations of both safe and unsafe behaviors. A quality discussion about safety benefits all parties and will lead to safer behaviors for our employees and passengers.

As part of the BeSafe initiative, each employee will be issued a BeSafe Handbook to carry with them at all times while they are on duty. The BeSafe Handbook must be carried in either the clear plastic pouch with the safety lanyard and worn around the neck or inserted in the clear plastic pocket on the new style safety vests.

The BeSafe Handbook contains a “Safety Contact” pad which is for use by the employee for documenting and reporting safety, route and security concerns. If an employee is involved in a near miss or a “close call” we are asking for their help in reporting the event so we all may learn the lessons from it and perhaps prevent a collision or injury from occurring.

When an employee observes an item on their route which in their opinion creates a safety or security hazard we are asking for their help in bringing it to their manager to discuss. If the safety or security hazard requires immediate attention, notify dispatch.

22 E. Personal Protective Equipment (PPE) and High Visibility Apparel

Personal Protective Equipment (PPE) must always be used when and where appropriate. Reflective Safety Vests or Company issued High Visibility Uniform Shirts are to be worn by all employees and visitors while they are pedestrians in the bus yard, employee parking lots and at any time they are exposed to vehicle traffic.

In addition, vests are to be worn by employees while outside a vehicle on public streets or at Transit Centers while performing their various responsibilities (e.g., putting out reflective triangles, assisting passenger loading, driver exchange, and foot traffic to break or rest areas). Failure to properly adhere to this policy will be considered a serious safety violation and will result in severe disciplinary action up to and including termination.

F. Parking

First Transit shall not be liable for any damage to personal vehicles at the workplace that may be caused by another party. All employees must reverse park buses and personal vehicles, unless the location has received a waiver from their Regional Safety Manager.

G. Personal Safety

We care about you and your personal safety and will do everything possible to provide you with a safe work environment. If you are injured during your work, you should report immediately to your manager for first aid treatment, but, no later than 24 hours, no matter how slight the injury.

If your injury is of a serious nature and requires further attention, you will be taken to the nearest qualified treatment center. All compensable claims will be paid by our claims administrator.

Every employee will have personal protective equipment (PPE) and safe work methods required for certain tasks in his/her job. It is the responsibility of the employee to use that equipment and follow the safe work methods as instructed. Failure to do so may lead to injury for the employee and/or others. It is a violation of Company policy to not use the required equipment provided for certain tasks.

Any employee, vendor and visitor on Company property shall wear the Company-issued “reflective safety vest” or high-visibility clothing when walking on Company property outside of our buildings.

Where designated pedestrian walkways are marked, they should be utilized at all times when walking in our bus yards. Only Authorized Employees are allowed in a First Transit maintenance shop. When required to enter, all other employees and persons will remain behind the yellow lines in the safe area and will leave immediately when asked by a shop employee or manager.

WORKING SAFELY IS A BEHAVIOR, not a thought. Each employee is responsible for his/her own safety and that of others around him/her. No employee is exempt from the Company’s BeSafe Principles and safe work rules. As an employee of First Transit you are expected to tell others when you see them not using protective equipment and/or not following a safe work method, or if not comfortable doing so, then to your manager. A safe workplace requires ALL employees’ cooperation and acceptance of responsibility.

23 Right to Know: Employees
The Occupational Safety and Health Administration (OSHA) requires that all employers advise their employees, through written communications and formal training, of:

• Potentially hazardous materials within the work site
• Precautionary measures which must be taken to avoid a chemical release into the environment and employee exposure to that release in the event it occurs • Proper, safe methods of spill control and clean up

Each employee has a right to know:

• Of any operations in his/her work area where toxic or hazardous chemicals are present • These details about hazardous materials in his/her work area:
o Which one(s) he/she may handle
o Where to find information about the materials
o How to safely handle those materials
o How to react in case of an uncontrolled release of those materials o How to protect yourself from hazardous materials in all situations within the location

Your location must:
• Have a written hazard communications program (HCP) that describes how the HCP will be implemented
• Conduct training of all employees so they will know about hazardous materials in their work areas
• Ensure that all hazardous material containers (both primary {manufactured} and secondary {miscellaneous buckets/containers} are properly labeled) • Ensure Safety Data Sheets are available to employees

Each new employee must receive initial training at the time of their initial assignment, and whenever a new chemical hazard the employees have not previously been trained about is introduced into their work area. Information and training may be designed to cover categories of hazards (e.g., flammability, carcinogenicity) or specific chemicals. Chemical-specific information must always be available through labels and safety data sheets.

H. Risk Assessment

All employees who perform maintenance and repairs to vehicles within transit centers and bus yards or on road calls shall complete a Risk Assessment prior to performing any work on a vehicle. The Risk Assessment process requires employees about to perform a maintenance task to confirm they possess the training, skills, knowledge, abilities, tools, and equipment to safely perform the task at hand.

All employees who perform maintenance and repairs to vehicles shall complete a Risk Assessment form by assessing:

• Are You Properly Trained to Perform the Task?
• If Task Requires Lifting, Are Lifts Secured, Are Jack Stands Used Correctly? 24 • Are You Wearing the Appropriate PPE?
• Have You Performed the Proper LOTO?
• Are You Aware of the Potential Risks of Performing this Repair?

If the answer is “NO” to any of the above assessments the technician is to immediately contact their manager.

I. Prevention of Workplace Violence

At First Transit, a safe work environment is fundamental to the success of our employees and our Company. Each First Transit employee has the right to expect that he/she is free from threatening, or dangerous behaviors and practices while working for the Company. Threats or acts of violence— including intimidation, bullying, physical or mental abuse and/or coercion—that involve or affect Company employees or that occur on Company Property will not be tolerated. Company Property includes owned, leased, or occupied office or maintenance locations, parking areas, and Company vehicles. This also extends to Company employees on the property of our customers or suppliers. The prohibition against threats and acts of violence applies to all persons involved in the operation of the Company, including, but not limited to, Company employees and other personnel, contract and temporary workers, consultants, contractors, customers, vendors, visitors and anyone else on the Company’s premises or in Company vehicles.

Violations of this policy by an employee will result in disciplinary action, up to and including termination from employment on the first offense.

Workplace violence is any intentional conduct that is sufficiently severe, abusive or threatening to cause an individual to reasonably fear for his or her personal safety or the safety of his or her family, friends and/or property such that employment conditions are altered or a hostile, abusive or threatening work environment is created for one or several employees.

Examples of conduct that may be considered threats or acts of violence under this policy include, but are not limited to:

• Any act, threat or veiled threat of physical, verbal or emotional abuse, force, violence, or intimidation, including but not limited to hitting, shoving or other such aggressive conduct, directed toward another or used to control or intimidate another individual or his/her family, friends, associates or property
• Any pattern of coercive behavior which involves any act or threat of abuse, force, violence, intimidation, or other aggressive conduct.
• Unlawful harassing or threatening communications (including without limitation phone calls, emails, text messages, etc.)
• Surveillance or stalking by any means, including, but not limited to, physical, telephonic, electronic, or by any camera or video device
• Possession or use of any weapon in violation of our weapons policy • Communicating an endorsement of the inappropriate use of firearms or weapons. • Intentional destruction of, or threats to destroy or damage, Company property, Company Premises or a Company vehicle

25 • Impeding or blocking movement of another person or urging others to do the same (unless lawfully protected)
• Using, threatening, or implying the use of any weapon or object that could be used as a weapon
• Enlisting, coercing or asking others to do any of the above; and/or aiding others in doing any of the above

Workplace violence does not refer to workplace arguments or debates that are zealous or impassioned, provided there is no resort to any form of coercion or aggressive behavior.

Discussions about sporting activities, popular entertainment or current events are not considered workplace violence when there is no threat of violence being directed to the workplace or any individual connected with it. Rather, workplace violence refers to behavior that demonstrates an intention to engage in violence, condones violence in our workplace, or targets any individual with acts or threats of violence.

Firearms, Weapons, Explosives
No firearms, weapons, dangerous materials or chemicals, or explosives of any kind shall be brought onto Company property or carried by any person while on Company business. Company Property includes owned, leased, or occupied office or maintenance locations. Unless this prohibition is contrary to state or local law, Company Property specifically includes company parking areas and company vehicles. This also extends to Company employees on the property of our customers or suppliers.

Employees are not permitted to transport or store weapons in vehicles owned or leased by the Company and used by the employee for work purposes.

This restriction excludes materials present on Company Property resulting from contractual obligations between First Transit and a customer or supplier.

This prohibition specifically includes firearms and weapons including, but not limited to, air pistols and air rifles, guns, rifles and firearms of any type, including those for which the holder has a legal permit; switchblades or other knives; ammunition; bombs; bows and arrows; clubs; slingshots; blackjacks; metal knuckles and similar devices that by their design or intended use are capable of inflicting serious bodily injury or lethal force; toxic agents; chains; or other items that are threatening by their nature or that are displayed in a threatening or intimidating manner.

Electronic Surveillance
For purposes of workplace safety and security and to prevent theft and other misconduct the First Transit reserves the right to conduct electronic surveillance in work areas. Surveillance techniques may include, but are not limited to, video cameras and monitoring of telephone and electronic mail activity at Company locations.

Employees should be aware that the Company reserves the right to monitor, review, and reveal the contents of email being transmitted on Company equipment, as well as grant third parties access to it with the exception of using email during non-working time.

26 If there is any reported incident of theft, trespass, workplace violence, employee misconduct or any type of safety violation (hereafter collectively referred to as "security incidents"), the Company will utilize its surveillance equipment as an investigatory tool. The Company will also make use of its surveillance equipment to deter any future security incidents.

The Company also reserves the right to actively monitor, through its surveillance cameras, any areas for safety reasons (to protect against equipment failure, breakage, or accident) or confidentiality reasons (to protect documents or other proprietary information). Although the video surveillance described in this policy is intended to monitor for security incidents and other safety reasons at the Company, it is possible that such surveillance may monitor activities not related to the Company's business.

The Company respects the privacy of its employees. Accordingly, no video cameras will be installed in the Company's restrooms or in any lactation or changing areas.

The surveillance video cameras and any video footage from the surveillance are to be used solely for the purposes of this video surveillance policy. Any unauthorized use of these video cameras and/or videotapes is strictly forbidden and may result in discipline, up to and including termination of employment.

Reporting Threats of Violence
The Company encourages anyone who sees, hears, or learns of any conduct or statement that seems threatening or suspicious, and/or any Weapons on Company Premises or in Company Vehicles, immediately to report such conduct or statement, either to his/her Supervisor or Manager, to the Human Resources Department, FirstGroup America Security, and/or to the confidential Ethics and Compliance Hotline at 1.877.3CALLFG, (1.877.322.5534), contact the Hotline intake site at ethicsfirst.ethicspoint.com, or email [email protected]. If there is an immediate risk or imminent threat of violence, serious harm, or life-threatening conduct, employees should immediately call 911, local police, or other law enforcement.

The Company will not tolerate any retaliation against anyone who, in good faith, reports observations to prevent workplace violence or who cooperates in any investigation of such report.

Violations of this policy by an employee will result in disciplinary action, up to and including termination from employment on the first offense.

No provision of this policy statement or any other provision in this policy alters the at-will nature of employment with the Company. The Company will make the sole determination of whether and to what extent, threats or acts of violence will be acted upon by the Company. In making this determination we may undertake a case-by-case analysis in order to ascertain whether there is a reasonable basis to believe that workplace violence or other violation of this Policy has occurred.

27 Section 4
Wage and Hour
A. Payroll Policy Statement & Procedure

A schedule will be developed for each employee. The immediate manager and employee will be involved in the development and maintenance of an accurate schedule. Employees are encouraged to work with their immediate manager if the schedule needs to be modified.

B. Payroll Integrity Policy

This policy applies to all hourly paid employees of First Transit.

First Transit is committed to paying all employees correctly and to maintaining accurate payroll records. To ensure you are paid correctly, you must timely and accurately report and record all hours you work and all the earned benefit hours that you use.

Work means any activity that you are required, requested, or permitted to perform in the interest of the Company or for the Company’s benefit.

Earned benefit hours means paid time-off hours that you earn, such as vacation, bereavement time, and disability (if applicable).

Timely means prior to the next scheduled shift.

Reporting and Recording Work Hours and Absences from Work You must accurately report and record all hours you work for the date you performed the work including meal periods where appropriate. Using current payroll procedures, the Company will pay hourly employees for all hours worked and will pay for earned benefit hours (for example, vacation) used on the date such hours were approved to be used, in accordance with Company Policy.

SECTION 4
Wage and Hour
28 It is a violation of the Company’s policy for anyone to instruct or encourage another employee to work “off the clock,” to incorrectly report hours worked, or to alter another employee’s time records.

If any employee is directed or encouraged to incorrectly report hours worked, or to alter another employee’s time records, he or she should report the incident immediately to Human Resources.

Editing Time Records
Time records may only be edited to correct a mistake, such as when an employee advises he or she mistakenly listed an incorrect start or stop time. Only those authorized may edit time records. Those authorized to edit time records may not edit time for another employee without prior approval.

If you are authorized to edit time records, you may not edit your own time. A First Transit member of management must authorize edits to your time records when editing is required. If a member of management is unavailable, another person with time editing responsibility must authorize edits to your time.

Falsification of Payroll Records Prohibited
First Transit prohibits falsification of any payroll record, which includes, but is not limited to intentionally or knowingly:

• Clocking in or clocking out for another employee
• Failing to report and record all work hours or accrued paid time off used • Reporting and/or recording false information regarding work hours or earned benefit hours • Failing to correct false information regarding work hours or earned benefit hours, which includes repeatedly failing to correct any errors
• Instructing any employee to falsify any payroll record • Misusing paid time or using paid time without authorization (e.g. using paid time and claiming pay for leisure and other non-work activities)

If it is determined that an employee violated this policy, disciplinary action, up to and including termination of employment may be issued.

Investigations and Appropriate Action
First Transit will investigate promptly and thoroughly any report of a possible deviation from this policy seriously. If the Company determines that a deviation from this policy has occurred, it will take appropriate action, including compensating any employee for improperly edited work hours or earned benefit hours, to correct the issue and prevent further errors.

C. Employee Classification

Employees are classified as either exempt or nonexempt under federal and state wage and hour laws. Exempt employees (which we refer to internally as salaried employees) are employees whose job assignments meet specific tests established by the federal Fair Labor Standards Act (FLSA) and state law and who are exempt from minimum wage and overtime pay requirements. Exempt employees are compensated on a salary basis. Nonexempt employees (which we refer to internally as hourly employees) are employees whose job positions do not meet FLSA or applicable state exemption tests, and who are NOT exempt from minimum wage and overtime pay requirements.

Nonexempt employees are eligible to receive overtime pay for hours worked more than 40 hours in a given week, or as otherwise required by applicable state law. 29 D. Overtime

When operating requirements or other needs cannot be met during regular working hours, employees may be scheduled to work overtime. Nonexempt employees will be paid overtime where required by and in accordance with applicable law. Paid time off such as holiday pay, vacation pay, and jury duty pay (where applicable) will not count toward hours worked for determining overtime pay.

All overtime work must be authorized in advance by the employee’s manager. Working overtime without prior authorization may result in disciplinary action.

E. Meal and Rest Breaks

It is the Company’s policy to comply with all laws regarding meal and rest breaks. If an employee works in a state where there are no applicable meal or rest break requirements, the Company will provide break time as appropriate, subject to operational needs and manager discretion. Meal and rest breaks in these locations is not guaranteed.

F. Lactation Accommodation

The Company will provide a reasonable amount of break time to accommodate an employee desiring to express breast milk for the employee’s infant child. Employees needing breaks for lactation purposes may use ordinary paid rest breaks or may take other reasonable break time as needed. If possible, the lactation break time should run concurrently with scheduled meal and rest breaks already provided to the employee. If the lactation break time cannot run concurrently with meal and rest breaks already provided or additional time is needed for the employee, the lactation break time will be unpaid for hourly employees.

Employees should contact their manager and/or their Region Human Resources representative during their pregnancy or before their return to work to identify the need for lactation accommodations.

G. Garnishment Fees

Whenever the Company is required to garnish an employee’s wages, an administrative fee will be charged to the employee per garnishment where permitted by law. These fees are regulated by the state and subject to change at the discretion of the state.

H. Payday

You will be informed of the regular schedule for the issuance of pay statements or direct deposit.

The pay statement will cover compensation earned for the previous work period. You may be required to present your driver’s license when receiving your pay statement. If you are unable to produce your driver’s license you will not receive your pay statement and will not be able to drive company or client vehicles again until you have produced a current license.

30 I. Deductions

Your pay statement is subject to various deductions. The pay statement will show you exactly what deductions have been taken from your pay. You will want to keep this as a permanent record.

Certain deductions are required by law. These include, for example:

• Federal Income Tax
• Social Security Tax
• Medicare Tax
• State Income Tax (where applicable)
• Local or county taxes

Other deductions are optional and will be taken only if you have signed a written or electronic authorization for the deduction (i.e. credit union, medical insurance, uniforms, etc.).

J. Direct Deposit

Employees are encouraged to sign up for direct deposit or a Pay Card, which will be automatically deposited, but can also be paid with a “live check”. Pay information can be accessed online via employee self-service.

K. Employee Self-Service
Employee Self-Service offers insight into pay information as well as additional features, including:
the ability to update personal information, tax withholding, direct deposit information, tools to assist employees, and answers for pay-related questions.

L. Reporting Errors

Any error or overpayment made in your pay statement should be reported immediately to your manager.

If you believe that your work hours or earned benefits hours have not been accurately reported or recorded, or if you are aware of any other potential deviation from this policy, or if you have any questions or concerns about your pay or any deductions taken, you should immediately contact your immediate manager, or if necessary the confidential Ethics and Compliance Hotline at

1.877.3CALLFG, (1.877.322.5534), contact the Hotline intake site at ethicsfirst.ethicspoint.com or email [email protected].

If you believe that your immediate manager may be violating this policy, you are not required to report the violation to that person. You may report the possible violation to any First Transit member of management, or you may call the Ethics and Compliance Hotline or Human Resources.

Every report will be fully investigated, and the Company will provide the employee with any compensation to which the employee is entitled in a timely fashion. The Company complies with all applicable laws, including the Fair Labor Standards Act, and will not allow any form of retaliation against individuals who make good faith reports of alleged violations of this policy, or who cooperate in an investigation by the Company, even if the reports do not reveal any errors or wrongdoing. 31 M. Change of Personal Status

It is critical that all changes of personal status, regardless of if it was updated on Employee Self Service, be reported immediately in writing without delay to the Manager. (Examples: name, address, phone number, emergency contact, tax information, copy of license renewal) It will be your responsibility to notify the office to make sure the change is updated with your location records.

Certain Company correspondence will be mailed to your home address. It may also be important to contact you by phone, or to contact you or your family quickly in case of illness, accident or emergency.

32 Section 5
Benefits

A. Health and Welfare

A variety of employee insurance benefit options are offered. Benefit options are communicated by the FGA Benefits Center to employees as they become eligible. Insurance benefits, along with all other economic benefits offered, are location and project based. Benefit plans are defined in legal documents such as insurance contracts and summary plan descriptions. If employees are offered benefits, and if a question arises about the nature and extent of plan benefits or if there is a conflict in language, the formal language of the Plan documents govern, not the informal wording of this Handbook. Plan documents, if applicable, are available for your inspection. The Company and its designated benefit-plan administrators reserve the right to determine eligibility, interpretation, and administration of issues related to benefits offered by the Company. The Company reserves the right to change, cancel or amend benefits.

The FGA Benefits Website provides considerable information as well as tools to assist employees and answer benefits questions. All employees of the Company have access to the FGA website. You can review, update, enroll, and change benefit elections and personal information.

To access:

Log on to www.myFirstStop.net

For security reasons, first time users will be prompted to register to set up a password.

If web access is not available to an employee, questions may be directed to the FGA Benefits third- party administrator by calling: 1.833.277.8056

SECTION 5
Benefits
33 B. Years of Service

Years of Service affects the accrual of some benefits. An employee in good standing, with one to four years and 11 months of service, who is rehired after voluntarily leaving the Company for not more than six months, will be granted continuous service status regarding benefits awarded based on years of service. An employee in good standing with five or more years of service, who is rehired after voluntarily leaving the Company for not more than twelve months, will be granted continuous service status regarding benefits awarded based on years of service. To the extent eligibility or waiting periods for benefits is governed by Benefit Plan documents, the terms of the Benefit Plan documents control eligibility, waiting periods and other terms of the plan.

C. Vacation

Locations may have the opportunity to provide paid vacation time for full-time employees. Contact your manager for specific questions or further details. Earned vacation time must be used in the current vacation year, generally April 1st through March 31st and may not be carried over from year to year except where state or local law prohibits “use it or lose it” policies. If an employee does not use earned vacation time in the current vacation year, he or she will not be paid for it.

An employee who terminates from the Company, voluntarily or involuntarily, will be paid the prorated amount of vacation time allocated but not used based on the last day of employment.

All requests for vacation time must be authorized in advance by the employee’s immediate manager prior to taking the time away from work. Failure to return to work on the next scheduled day following a vacation leave may result in disciplinary action, up to and including termination.

If an employee terminates from the Company, voluntarily or involuntarily, prior to the end of the vacation year, and he or she has taken vacation time that exceeds the prorated earned vacation benefit based on the employee’s last day of employment, the employee will be required to reimburse the Company the equivalent of vacation pay taken and not accrued (unless adjusted from final paycheck), in accordance with applicable law.

D. Minimum Hours Worked

While the Company may be able to offer part-time work, each employee must work at least an average of 4 hours (or more, as defined by location management) a week over a three-month period. These hours must be worked in accordance with location management to insure a timely and effective operation. Please contact your immediate manager for further information.

E. Employee Discount Program

The Company is proud to work with several local, regional and national-chain businesses to offer an employee discount program to you and most often, your family. With this program, there are many great offers, discounts and deals on a wide-array of products and services that may include but not limited to: cellular phones services and accessories, restaurants, vehicle purchases and rentals and many more. Please contact your location management team to learn more about the employee discount program available with our current vendors.
34 F. Sick Leave

For employees working in a jurisdiction that has a mandatory sick leave law, the Company will comply with all legal requirements.

35 Section 6
Attendance, Leaves and Accommodation

A. Attendance

To maintain a productive work environment that is conducive to providing exceptional customer service and meet our contractual obligations, First Transit relies on its employees to arrive to work regularly and on time for each scheduled workday. An employee’s failure to report to work as scheduled can negatively affect First Transit’s business operations. It can result in fines being imposed on First Transit by its customers and places an undue burden on other employees.

If you find it necessary to be late or absent, you must notify your manager directly as early as possible. Except for emergency situations, notification should be NO later than the night BEFORE your scheduled shift. You should indicate the reason for being late or absent. If you know you are going to be late or absent for more than one scheduled shift, please report that fact. If not stated, it will be assumed the call covers one scheduled shift only.

Tardiness or absence may result in disciplinary action up to and including termination of employment, unless the absence or tardiness is legally protected. The following types of time off will not be considered grounds for disciplinary action under this policy:

• Excused time off, including vacation and other approved forms of paid time off • Sick or safe leave provided under a mandatory sick or safe leave law • Approved leaves of absence, including jury duty leave, military leave, leave protected under the Family and Medical Leave Act or similar state laws, and time off or leave provided under the Americans with Disabilities Act or similar state laws, also any municipal or local laws • Time off due to a work-related injury that is covered by workers’ compensation

Each situation of absenteeism or tardiness will be evaluated on a case-by-case basis. Even one unexcused absence or tardiness may be considered excessive, depending upon the circumstances. The Company will not subject employees to disciplinary action or retaliation for an absence or for tardiness that is legally protected. If the employee believes that his or her absence or SECTION 6
Attendance, Leaves
and Accommodation
36 lateness to work is legally protected, the employee should notify his or her manager of this fact at the time of the absence or tardiness. Employees will not be required to reveal the nature of any underlying medical condition. If an employee believes he or she has been mistakenly subject to disciplinary action for an absence or for tardiness that the employee believes is legally protected, the employee should promptly discuss the matter with his or her manager or Human Resources.

Company policy requires employees to submit a physician’s release to return to work when absent three or more consecutive workdays.

Absent extraordinary circumstances or a legally protected reason, if employees fail to report for work without any notification to their manager and their absence continues for a period of three days, the Company will consider that the employee has abandoned and voluntarily terminated his or her employment.

Appropriate standards of attendance ensure that quality service is provided in all areas of our business. Please consult your manager regarding site specific policies.

B. All Leave to Run Concurrently

An employee’s leave of absence may be covered by more than one leave policy and more than one applicable federal, state or local law. If so, the employee’s leave time under each policy and applicable law will run concurrently (at the same time) to the extent permitted by law. For instance, if an employee is taking maternity leave, which is also covered under the Family Medical Leave Act, the employee’s leave of absence will be considered both maternity leave and FMLA leave.

C. Family and Medical Leave Act (FMLA)

The Company will grant family and medical leave in accordance with the requirements of applicable federal and state law in effect at the time the leave is granted. Although the federal and state laws sometimes have different names, the Company refers to these types of leaves collectively as “FMLA Leave.” In any case, employees will be eligible for the most generous benefits available under applicable law. To the extent required by law, some extensions to leave beyond an employee’s FMLA entitlement may be granted when the leave is necessitated by an employee's work-related injury or illness or by a “disability” as defined under the Americans with Disabilities Act and/or applicable state or local law. Certain restrictions on these benefits may apply.

Eligibility Requirements
Employees are eligible if they have worked for a covered employer for at least one year, for 1,250 hours over the previous 12 months, and if at least 50 employees are employed by the Company within 75 miles.

FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective bargaining agreement which provides greater family or medical leave rights.

Basic Leave Entitlement
FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave per rolling 12-month period to eligible employees for the following reasons:

37 • For incapacity due to pregnancy, prenatal medical care or child birth • To care for the employee’s child after birth, or placement for adoption or foster care (bonding leave)
• To care for the employee’s spouse, son, or daughter, or for a child where the employee stands in loco parentis, or parent or a person who stood in loco parentis to the employee, who has a serious health condition
• For a serious health condition that makes the employee unable to perform the employee’s job • For Military Family Leave

The applicable "12-month period" utilized by the Company is a rolling 12-month period measured backward from the date an employee uses his/her FMLA leave.

If both spouses work for the Company and are eligible for leave under this policy, the spouses will be limited to a total of 12 work weeks off between the two of them when the leave is for bonding leave or to care for a parent with a serious health condition.

Military Family Leave Entitlements
Eligible employees with a spouse, son, daughter, or parent on a Covered Active Duty (as defined by FMLA) or are called to Active Duty status in the National Guard or Reserves in support of a contingency operation in a foreign country may use their 12-week leave entitlement to address certain qualifying exigencies.

Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.

Covered Service Member Caregiver Leave Entitlements
FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period. A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred or aggravated in the line of duty on Active Duty that may render the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list.

A "single 12-month period" begins on the date of the employee's first use of such leave and ends 12 months after that date. If both spouses work for the Company and are eligible for covered service member caregiver leave, the spouses will be limited to a total of 26 work weeks off between the two when the leave is for covered service member caregiver leave only or is for a combination of covered service member caregiver leave, military family leave, bonding leave and/or leave to care for a parent with a serious health condition.

Benefits and Protections
During FMLA leave, the Company maintains the employee’s health coverage under any “group health plan” on the same terms as if the employee had continued to work. This means that if employees want their benefits coverage to continue during their leave, they must also continue to make the same premium payments that they are now required to make for themselves or their

38 dependents. In some instances, the Company may recover premiums it paid on the employee's behalf to maintain health coverage if the employee fails to return to work following a FMLA Leave.

Under most circumstances, employees will be reinstated to the same position they held at the time of the leave or to an equivalent position with equivalent pay, benefits, and other terms and conditions of employment. However, employees have no greater right to reinstatement than if they had been continuously employed rather than on leave. For example, if an employee would have been laid off if he or she had not gone on leave or, if the employee's position was eliminated during the leave, then the employee will not be entitled to reinstatement. Key employees may be subject to reinstatement limitations in some circumstances. If employees are considered a “key employee,” those employees will be notified of the possible limitations on reinstatement at the time the employee requests a leave of absence.

Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave. The employee's length of service at time of the leave will remain intact, but accrued benefits such as vacation and sick leave may not accrue while on an unpaid FMLA Leave.

Use of Leave
An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the employer’s operations. If FMLA Leave is taken intermittently or on a reduced schedule basis due to foreseeable planned medical treatment, we may require employees to transfer temporarily to an available alternative position with an equivalent pay rate and benefits, including a part-time position, to better accommodate recurring periods of leave. Leave due to qualifying exigencies may also be taken on an intermittent basis.

If an employee’s request for intermittent leave is approved, the Company may later require employees to obtain recertification of their need for leave. For example, the Company may request recertification if it receives information that casts doubt on an employee's report that an absence qualifies for FMLA Leave.

Substitution of Paid Leave for Unpaid Leave
Generally, FMLA Leave is unpaid. However, employees may be eligible to receive benefits through state-sponsored programs or the Company’s sponsored wage-replacement benefit programs.

Employees may choose, or employers may require use of accrued paid leave while taking FMLA leave. All payments of wage-replacement benefits and accrued paid leave will be integrated so that employees will receive no greater compensation than their regular compensation during this period.

The use of paid benefits will not extend the length of a FMLA Leave.

To voluntarily elect to use paid leave for FMLA leave, employees must comply with the Company’s paid leave policies.

Employee Responsibilities
Employees must provide 30 days’ advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days’ notice is not possible, the employee must provide notice as soon as practicable and generally must comply with the Company’s normal call-in procedures.

39 Employees must provide sufficient information to the Company to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave.

Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. Employees must inform the Company if the requested leave is for a reason for which FMLA leave was previously taken or certified. Employees also may be required to provide a certification and periodic recertification supporting the need for leave. Employees must notify Human Resources as soon as possible if it becomes apparent that the employee can resume work earlier than anticipated.

Employees must notify Human Resources and provide supporting documentation if they cannot return to work on their scheduled return date.

Absent unusual circumstances, failure to comply with notice and certification requirements may result in a delay or denial of the leave. If an employee fails to return to work at leave’s expiration and has not obtained an extension of the leave, the Company may presume that the employee does not plan to return to work and has voluntarily terminated their employment.

An employee who fraudulently obtains Family and Medical Leave from the Company is not protected by FMLA’s job restoration or maintenance of health benefits provisions. In addition, the Company will take all available appropriate disciplinary action against such employee due to such fraud.

Non-Discrimination
The Company takes its FMLA obligations very seriously and will not interfere, restrain or deny the exercise of any rights provided by the FMLA. We will not terminate or discriminate against any individual for opposing any practice or because of involvement in any proceeding related to the FMLA. If an employee believes that his or her FMLA rights have been violated in any way, he or she should immediately report the matter to Human Resources.

Additional Information
To obtain forms to request FMLA or for more information about FMLA or other state laws regarding Leave of Absence, refer to the information posted on your location’s bulletin board, ask your Manager, or contact your Region Human Resources support.

A Notice to Employees of Rights Under FMLA (WHD Publication 1420) is attached to this Handbook.

D. Military Leave

First Transit recognizes that employees who are members of the United States military may need to attend annual training or to report for Active Duty. The Company provides unpaid military leaves of absence to employees who serve in the uniformed services as required by USERRA and applicable state laws.

Service consists of performing any of the following on a voluntary or involuntary basis: active duty, active duty for training, initial active duty, inactive duty training, full time National Guard duty, absence from work for an examination to determine fitness for such duty, and absence for 40 performing funeral honors duty. Total military leave time may not exceed 5 years during employment, except in certain, defined circumstances.

Employees who are members of the military reserves or the National Guard may attend annual training sessions, with a maximum of two weeks of paid leave allowed during a 12-month period.

Health Insurance for military service for 30 calendar days or less is provided as if the employee had remained employed. For military service, more than 30 calendar days, employees may elect COBRA/USERRA coverage for up to 24 months or the remaining period of military service, whichever is shorter. Employees who do not elect to continue coverage during military service can be reinstated into the health plan when reemployed by contacting the Benefits Administrator within 30 days of return.

To be eligible for reinstatement, an employee must have provided advance notice of the need for military leave (where required) and have completed his or her service on a basis that is not dishonorable or otherwise prohibited under USERRA. Employees whose military service will be for fewer than 31 days must report back to work at the beginning of the first full, regularly scheduled work day following completion of service, after allowing for a period of safe travel home and eight hours of rest.

Employees whose military service will be for more than 30 days, but fewer than 181 days must apply for re-employment within 14 days after completing service. Employees whose service is greater than 180 days must apply for re-employment within 90 days after completing service.

As with other leaves of absence, failure to return to work or to reapply within applicable time limits may result in loss of reemployment rights. Full details regarding reinstatement are available from Human Resources.

In general, an employee returning from military leave will be re-employed in the position and seniority level that the employee would have attained had there been no military leave of absence. If necessary, the Company will provide training to assist the employee in the transition back to the workforce.

Vacation and other paid time off benefits do not continue to accrue during a military leave of absence. An employee returning from military leave is entitled to any unused, accrued vacation benefits the employee had at the time the military leave began minus any vacation benefits the employee chose to use during the leave. Upon reinstatement, the employee will begin to accrue vacation benefits at the rate he or she would have attained if no military leave had been taken.

E. Leave of Absence Without Pay

First Transit may grant a Non-Medical Personal Leave of Absence, due to extenuating circumstances, to full-time and part-time employees who have completed at least six months of continuous employment. A Non-Medical Personal Leave of Absence is defined as up to a 30- calendar day period, agreed upon and approved by the Company.

First Transit may also grant a non-FMLA Medical Leave of Absence to full-time and part-time employees. After an employee submits a request for non-FMLA medical leave, the manager and/or 41 Human Resources will engage in a formal interactive process with the employee to identify the precise limitations resulting from the employee’s condition and leave accommodation appropriate for those limitations.

A Leave of Absence (personal or medical) is unpaid, unless required to be paid under state or local law or if covered by an applicable wage-replacement benefit program. However, employees are required to use available accrued vacation and other paid time off during a Personal Leave of Absence to the extent permitted by law. The employee must provide First Transit with notice and any supporting documentation if they cannot return to work on the date approved and scheduled for them to return. Vacation and other paid time off benefits do not continue to accrue during leaves of absence without pay.

An exempt employee will not be paid for days not worked in the following circumstances:

• When an exempt employee works only part of the week during his or her first and last week with the Company, the employee will be paid only for the days actually worked • When an exempt employee takes unpaid leave under the Family and Medical Leave Act or corresponding laws, the Company will not pay for such days/hours of absence • The Company may require an exempt employee to use available vacation or other paid time off benefits, as a replacement for salary, when the employee takes less than a full-day off from work • An exempt employee’s salary will not be reduced when the employee works part of a week and misses part of a week due to service as a juror, witness or in the military or for lack of work. • When an exempt employee takes one or more full days off for personal reasons other than sickness or disability, the employee may not be paid for such day(s) of absence, but the employee may use available vacation or other paid time off benefits to make up for the reduction in salary
• When an exempt employee takes three or more full days off from work due to sickness or disability, the employee may not be paid for such day(s) of absence, but the employee may use available vacation time or other paid time off benefits to make up for the reduction in salary

The employee may be reinstated to the same or equivalent position of employment that the employee occupied prior to taking the personal leave of absence whenever possible, or if it is required by federal, state or local law.

F. Transitional Duty

First Transit maintains a commitment that employees injured on the job receive prompt quality medical care and return to work in a productive capacity as quickly as they are medically able to do so.

Should you sustain an injury while on the job, you must take the following steps:

• Report the incident to your manager immediately
• Complete a written report of the incident
• Follow the medical provider’s instructions
• Keep all future medical appointments
• Bring the Work Status form to all medical appointments

42 Participate in discussions regarding:

• Your current condition
• Medical treatment
• Special problems
• Concerns
• Your possible return to work in your regular job or a transitional job • Return to a regular or temporary transitional duty position when available and the doctor permits

Transitional duty, when available, is a temporary process that allows employees to remain productive in the workforce while they regain their full capacity during the recovery/rehabilitation process.

There are two types of transitional duties that allow for this process:

• Limited duty allows for an employee to work in their original job with some limitation • Modified work allows for an employee to work a position other than their normal position

This Return to Work policy requires employees to:

• Return to work once they are medically able to do so, by a physician, to a job they can perform • Participate in this process to the best of their ability as a condition of employment • Sign an Employee Responsibility Form which indicates that the employee has received and understands this process

Employees that choose to not participate in this process may subject themselves to disciplinary action, up to and including termination, as well as running the risk of losing Workers’ Compensation benefits.

G. Reasonable Accommodation

The Company will provide a reasonable accommodation to qualified individuals with a disability unless doing so would pose an undue hardship on the Company or poses a direct threat to the health and safety of the individual or others. It is the employee’s responsibility to inform the manager or Human Resources, in writing when possible, if there is a need for a reasonable accommodation due to a disability.

Pregnant employees who need an accommodation due to pregnancy, a pregnancy related condition, a disability related to pregnancy and/or childbirth affecting ability to work must notify manager and/or Human Resources.

Notice must be made in writing, when possible, of the need for a change in working conditions or environment due to pregnancy/childbirth. The employee should provide any supporting documentation which explains the work limitations. The manager and/or Human Resources will engage in a formal interactive process with the employee to identify the precise limitations resulting from the employee’s condition and potential reasonable accommodations that could overcome those limitations, such as a leave of absence, modification of job duties, etc.

43 First Transit may request medical documentation to establish the employee’s need for an accommodation. Employees are required to cooperate with this process by providing all necessary documentation supporting the need for accommodation and being willing to consider alternative accommodations when applicable. Any medical documentation obtained will be kept confidential and only disclosed to appropriate managers and Human Resources on a need to know basis.

H. Religious Accommodation

The Company will provide reasonable accommodation for employees’ sincere religious beliefs, observances, and practices when a need for such accommodation is identified or requested and the accommodation does not present an undue hardship to the Company. A reasonable accommodation is one that eliminates the conflict between an employee’s religious beliefs, observances, or practices and either the employee’s job requirements or the Company’s rules, policies or work schedules, without causing undue hardship to the Company. Religious accommodations may arise in regard to dress, scheduling and religious practices.

The Company has developed an accommodation process to assist employees, management, and Human Resources. Through this process, the Company establishes a system of open communication between employees and the Company to discuss conflicts between religion and work and to act to provide reasonable accommodation for employees’ needs. The intent of this process is to ensure a consistent approach when addressing religious accommodation requests.

Any employee who perceives a conflict between job requirements or the Company’s rules, policies or work schedules and his or her sincere religious belief, observance, or practice should bring the conflict to the attention of Human Resources to initiate the accommodation process. Managers who have been made aware of a request for a religious accommodation should also contact Human Resources. The Company prefers that accommodation requests be made in writing, and in the case of schedule adjustments, as far in advance as possible. In situations where a religious need is uncertain or unclear, the Company may seek additional information from the employee or other appropriate sources.

I. Other Leaves of Absence

Many states or an applicable CBA may require First Transit to provide employees with additional leaves of absence, such as pregnancy disability leave, blood/bone marrow donation leave, school activities leave, jury duty leave or time off to vote. Please contact Human Resources with any questions regarding required leave entitlements.

44 Section 7
Policies and Procedures

A. Freedom of Association (FOA) Policy

First Transit aspires to be a preferred employer in our industry. To that end, the Company supports human rights and the individual rights of its employees, including an employee’s right to associate themselves with a labor union if they so choose.

Though not an exhaustive list, management at First Transit supports an employee’s right to:

• Freedom of Association
• A secret ballot election
• An informed choice
• A representative voter turnout

To manage our business in support of our employees and the above rights and to refrain from management conduct, whether written or verbal, which is intended to influence an employee’s view or choice regarding labor union representation.

During union organizing campaigns, management shall support the employee’s individual right to choose whether to vote for or against union representation without influence or interference from management.

Management shall not act in any way which is or could reasonably be perceived to be anti-union.

This includes refraining from making derisive comments about unions, publishing or posting pamphlets, flyers, letters, posters or any other communication which could be interpreted as criticism of the union or advises employees to vote “no” against the union. However, we believe that employees should be able to make an informed choice and therefore management may provide balanced factual information to assist its employees in making that choice. Further guidance as to what is and is not acceptable conduct can be given by your Human Resources Department.

SECTION 7
Policies and
Procedures
45 By extension of this policy, management is reminded of its obligation to honor the principles set out in the FirstGroup Corporate Social Responsibility policy, including the Code of Business Ethics.

For any employee who feels that this policy has been violated and wishes to file a complaint, please complete a Complaint Form, which can be obtained from your local management or corporate Human Resources, and send it by one of the methods noted below:

• Via U.S. Mail to: FirstGroup America Attn: Vice President, Human Resources, 600 Vine St. Suite 1400, Cincinnati, OH 45202
• Call First Transit’s confidential Ethics and Compliance toll-free number at 1.877.3CALLFG, (1.877.322.5534),
• You may contact First Transit’s confidential Ethics and Compliance Hotline intake site at ethicsfirst.ethicspoint.com, or email [email protected]

For reference, submitting a Complaint form does not affect an employee’s right to file a complaint with the National Labor Relations Board or any other public agency.

B. HIPAA Compliance Plan

First Transit provides two main types of transportation – Fixed Route and Demand Response. In Fixed Route transportation, vehicles move along an established route regardless of who is (or isn’t) on the vehicle. Examples could include a city bus, airport shuttle or even a light rail system. To operate a Fixed Route service, First Transit doesn’t need any information about individual riders.

This is very different from Demand Response services, where routes are designed based on specific rider’s needs and requests. When we provide Demand Response services, we are entrusted with personal (and sometime protected) information about our riders. All locations providing eligibility-based Demand Response services follow our HIPAA policies and procedures to protect the privacy and security of rider’s information. These locations are known as HIPAA Locations. These policies and procedures will impact how you operate every day.

In providing services, First Transit may work with rider’s personal information, including Protected Health Information (“PHI” and “ePHI”) First Transit is committed to complying with all applicable provisions of Health Insurance Portability and Accountability Act of 1996 (“HIPAA”) and the Health Information Technology for Economic and Clinical Health Act (“HITECH”). As such, First Transit has adopted a HIPAA Compliance Plan, on the Company’s Intranet or from any manager. This plan includes policies and procedures to ensure the privacy and security information and further reaffirms and evidences First Transit's commitment to a culture of compliance. Workforce members at HIPAA Locations or with access to PHI or ePHI, will be required to sign and abide by a Confidentiality Agreement and Acceptable Use Policy, shall participate in the HIPAA education and training provided by First Transit and adhere to the privacy and security policies of First Transit.

First Transit will impose appropriate sanctions on workforce members who fail to comply with the Compliance Plan or privacy and security policies. Possible sanctions for violations of First Transit’s policies and procedures include disciplinary action as reflected in the Employee Handbook and include possible termination of employment. Additionally, workforce members that violate HIPAA regulations may be subject to civil penalties and/or criminal prosecution. As a member of First Transit’s workforce, you are required to report all concerns, including known or suspected privacy 46 and security breaches, regarding the privacy or security of PHI or ePHI to your manager and the First Transit Compliance Officer. Anonymous reporting may be made through the Ethics & Compliance number at 1.877.3CALLFG (1.877.322.5534) or via email at [email protected] Attn: HIPAA Compliance Officer.

C. Introductory Period

An Introductory Period of 90 calendar days shall constitute a trial period for all new hires. During which time, the Company will judge the ability, competency, fitness and other qualifications of new employees to do the work for which they were employed. The Company reserves the sole right to determine the suitability for continued employment of an individual within these 90 calendar days for any reason not protected by law. During this time, you can evaluate the Company as a place to work, and the Company can evaluate you as an employee. The Company reserves the right to extend the Introductory Period. Successful completion of the Introductory Period does not alter the at-will nature of employment for non-unionized employees and does not preclude the Company from further evaluating your work performance throughout your time with First Transit. Unionized employees should refer to their collective bargaining agreement.

D. Solicitation and Distribution of Literature

Solicitation for any purpose is not permitted while the employee is on paid working time or the employee being solicited is on paid working time. Non-employees are not permitted to solicit for any purpose on Company property.

As used in this policy, "paid working time" includes all time for which an employee is paid and/or is scheduled to be performing services for the Company. Paid working time does not include time, whether paid or unpaid, when an employee is legitimately not performing services for the Company, such as breaks, lunch periods or before and after scheduled work hours.

Employees may not distribute literature or other printed material at any time in Company work areas or during paid working time, nor may any person not employed by the Company distribute literature on Company property. Employees are permitted to distribute literature and other printed material during non-working times in non-work areas.

Employees who violate this policy will be subject to disciplinary action, up to and including termination.

E. No Smoking Policy

First Transit is a smoke free and vape free workplace. “Smoking” includes the use of traditional tobacco products, smokeless tobacco, and the use of electronic nicotine delivery systems or electronic smoking devices, to include “vaping”.

Smoking is not permitted in any First Transit facility or in any First Transit vehicle, or client vehicle.

This includes the office, employee lounge, restrooms, hallways, and shop area. Those employees who wish to smoke must do so outside the building in the designated area. Additionally, smoking is not permitted on client property.
47 There is NO smoking/NO vaping within 50 feet of the fuel island. This policy applies to all employees, visitors, vendors and staff.

Violation of this policy may subject an employee to discipline, up to and including termination of employment.

F. Personal Messages

The Dispatch office will receive and deliver personal messages to Company employees in the case of emergency only.

G. Personal Appearance

If uniforms are provided, they should be kept in good repair and worn every day. Regardless of whether uniforms are available, all First Transit employees must present a neat and clean appearance, appropriate for the job assigned. As part of their personal appearance, First Transit employees are also expected to observe good habits of grooming and personal hygiene.

Body odor should not create distractions. Employees are also encouraged to avoid wearing or applying excessive amounts of perfume, cologne, or other heavily scented items in the workplace.

The benefits of a neat and clean appearance are many, but the major impact on people in our business is that:

• It demonstrates self-respect.
• A neat and clean appearance commands more respect from the passenger and will help maintain better discipline.

Items that are not acceptable as proper dress on the job include:

• Shirts or blouses without sleeves below the shoulder, such as tank tops, halter-neck tops, shirts which expose the midriff, etc.
• Shirts and slacks that have a “torn off” look
• Clothes with holes, tears or un-repaired damage
• Footwear must be appropriate for position, location, and weather conditions • Any clothing displaying threats, epithets, derogatory comments based on a protected status (such as race, sex, or religion), slurs or that which depicts unlawful conduct • Shorts, unless authorized by manager
• Body fit clothing, i.e., spandex and muscle shirts
• Loose or hanging clothing, jewelry or other accessories that could become a safety hazard and caught on equipment or moving parts of the vehicle

Dress code may vary by position and location. See your manager for details.

Operators have specific uniform and appearance expectations they must meet. Employees must look neat and clean when reporting for duty. Wearing apparel is to be clean and shoes are to be presentable.
48 Hair must be neat and clean. Any facial hair must be neat, trimmed and not interfere with sight or peripheral vision. Sunglasses may not be worn indoors and only be worn as needed for safe vehicle operations in appropriate outdoor settings.

If applicable to the employee’s job, the prescribed local uniform must be worn when on duty.

Personal Protective Equipment (PPE) must always be used when and where appropriate. Reflective safety vests, or Company-issued high visibility uniform shirts, are to be worn by all employees while they are pedestrians in the bus yard or maintenance areas. Vests are to be worn while outside a vehicle on public streets or a Transit Center while performing various responsibilities (e.g., putting out reflective triangles, assisting passenger loading, driver exchange, and foot traffic to break or rest areas.

H. Exit Interviews

If employees are considering or have chosen to leave the Company, please provide your manager with appropriate notice (2 weeks is recommended). An exit interview may be scheduled and is most appreciated.

I. Use of Cell Phones and Other Electronic Devices

Personal cell phone use for personal reasons during working time must be strictly limited. Cell phones issued by the Company to hourly employees are intended primarily for performing job functions and may not be used for non-business purposes during working times or in any working areas. Employees out of town on business should use a Company cell phone for business calls and limited personal calls instead of a hotel phone. Cell phones issued to Salaried Employees are intended for business use, recognizing that Salaried Employees can use the Company issued unit for personal use within the limits of the phone service plan provided by the Company.

Employees may not use any type of cell phone, cell phone accessories (including voice, image, and text messaging) or other electronic devices, while driving on Company business or driving/walking on Company owned or occupied property, in a workshop, or while climbing or descending stairs.

Any phone calls made or taken while on Company property must occur within a designated safe place.

All cell phones (and other cellular devices) must be switched off and stowed out of sight while a driver is operating a Company vehicle. It is not acceptable to have the cell phone powered on, even if in vibrate or silent mode. Cell phone calls should not be taken during any business meetings, unless an emergency condition exists.

For safety reasons, cell phones are only permitted to be used in designated “Cell Phone Zones.” Employees are not permitted to walk through the yard and talk on the cell phone. This includes the use of hands-free devices.

For the purposes of this Section, “Driving” means being in control of a vehicle, even when the vehicle is stationary with the engine running. “Non-driving” means the vehicle is parked in a safe place with the gear selector in Neutral or in Park with the emergency/parking brake applied and the engine turned off. “Cell phone” includes, but is not limited to: cell and mobile phones, mobile or other 49 electronic devices for personal communication, handheld or hands-free electronics devices, ear buds, Bluetooth, voice recognition, etc.

Violations of this policy may result in disciplinary action up to and including termination.

J. Company Property

The Company’s confidential and proprietary information is vital to its current operations and future success. Each employee should use all reasonable care to protect or otherwise prevent the unauthorized disclosure of such information. The unauthorized access to, or disclosure of the Company’s confidential and proprietary information via any method of communication, is strictly prohibited and may be subject to discipline up to and including termination and referral to law enforcement for criminal prosecution. Employee obligations with respect to maintaining the confidentiality of such information continue even after your separation from employment with the Company.

“Confidential Information” refers to a piece of information, or a compilation of information, in any form (on paper, in an electronic file, or otherwise), related to the Company’s business that the Company has not made public or authorized to be made public, and that is not generally known to the public through proper means. Confidential or proprietary information includes, but is not limited to, nonpublic information regarding the Company’s business methods and plans, databases, systems, technology, intellectual property, know-how, marketing plans, business development, products, services, research, development, inventions, financial statements, financial projections, financing methods, pricing strategies, customer sources, employee health/medical records, system designs, customer lists, methods of competing and training materials and workbooks. Additionally, employees who by virtue of their performance of their job responsibilities have the following information, should not disclose such information for any reason, except as required to complete job duties, without the permission of the employee at issue: social security numbers, driver’s license or resident identification numbers, financial account, credit or debit card numbers, security and access codes or passwords that would permit access to medical, financial or other legally protected information.

Confidential Information does not include information lawfully acquired by non-management employees about wages, hours or other terms and conditions of employment, if used by them for purposes protected by §7 of the National Labor Relations Act such as joining or forming a union, engaging in collective bargaining, or engaging in other concerted activity for their mutual aid or protection. Under the 2016 Defend Trade Secrets Act (DTSA): (1) no individual will be held criminally or civilly liable under Federal or State trade secret law for the disclosure of a trade secret (as defined in the Economic Espionage Act) that: (A) is made in confidence to a Federal, State, or local government official, either directly or indirectly, or to an attorney; and made solely for the purpose of reporting or investigating a suspected violation of law; or, (B) is made in a complaint or other document filed in a lawsuit or other proceeding, if such filing is made under seal so that it is not made public; and, (2) an individual who pursues a lawsuit for retaliation by an employer for reporting a suspected violation of the law may disclose the trade secret to the attorney of the individual and use the trade secret information in the proceeding, if the individual files any document containing the trade secret under seal, and does not disclose the trade secret, except as permitted by order in that proceeding.

50 When terminating employment with the Company for any reason, all Company property including uniforms, ID Cards, keys, computers, cell phones, and any other Confidential or proprietary Company information or property must be returned immediately. Confidentiality obligations apply after separation of employment as permitted by applicable law.

If, as a part of employment with the Company, an employee enhances or invents any item or material that relates to Company employment, those items or materials are the property of the Company and remain its property. If there are any questions about this policy, contact Human Resources.

K. No Expectation of Privacy

Computers, software, voicemail, cell phones, tablets, lockers, desks, etc., provided to employees for use in performance of their jobs, are the sole property of the Company.

As such, employees have no right of privacy in anything they create, store, send or receive using the Company’s computers, phones or other equipment or resources. There is also no expectation of privacy related to the Company provided lockers, desks, mailboxes, etc. The Company has the right to monitor, search, investigate, and log any and all of its resources provided to employees.

L. Use of Company Equipment and Resources

The Company has significantly invested in telephone lines, fax machines, photocopiers and other types of business equipment, internet access and software that are vital to keeping our operations flowing smoothly and effectively. The Company's resources are limited and, except as provided in the Electronic Resources policy below, should be used for business transactions with the exception of incidental or limited personal use during non-working time.

Electronic Resources

This policy describes the Company’s general guidelines for using its electronic resources, including electronic mail (email), voicemail, internet access and computer systems.

Employees should use the Company’s electronic resources with the understanding that these resources are provided for the benefit of the Company’s business. Employees may use company electronic resources, including email, for personal use, during nonworking time, as long as such use complies with company rules and applicable laws. Employees should never use the Company’s electronic resources for personal use in a manner that interferes with their work duties or any responsibilities to customers.

Sending, saving, accessing, or viewing obscene or similarly offensive material on the Company’s electronic resources is prohibited. Messages stored and/or transmitted by the Company’s electronic resources, including the computer, voicemail, email, or the telephone system, must not contain content that may reasonably be considered to be obscene or other patently material. Prohibited material includes, but is not limited to, sexual comments, jokes or images, racial slurs, gender- specific comments, or any comments, jokes or images that would discriminate against or harass someone on the basis of his or her race, color, sex, age, national origin or ancestry, disability, or 51 any other category protected by federal, state or local law. Likewise, any use of the internet, email, or any other electronic resource to engage in harassment or discrimination prohibited by Company policies is unlawful and strictly prohibited. The Company Property Policy in this Handbook, including the Confidentiality provisions of this Policy, apply to electronic information.

Additional guidelines for use of the Company’s electronic resources include:

• You should not disclose, or post images or video of, any of the Company’s trade secrets or confidential information. Trade secrets may include information regarding the development of systems, business processes, products, know-how and technology.

Confidential information may include nonpublic information regarding the Company’s business methods and plans, databases, systems, technology, intellectual property, know- how, marketing plans, business development, products, services, research, development, inventions, financial statements, financial projections, financing methods, pricing strategies, customer sources, employee health/medical records, system designs, customer lists, methods of competing and training materials and workbooks. • You may use the Company’s electronic resources for non-business purposes as long as that activity takes place only during nonworking time, does not interfere with your co- worker’s job responsibilities, and complies fully with all Company policies. Such non- business use is subject to all Company policies.
• Visiting internet sites that are pornographic or promote gambling • Encrypting files using software not provided by the Company • Using another person’s login and password for any reason • Streaming music and videos
• During working time, you should not visit a blog or chat room except for legitimate business purposes.
• Employees may not use their Company email address to register for any external social media account or site.
• You may not use the Company’s electronic systems for any illegal purpose. • Respect the intellectual property (IP) rights of the Company and others. You should not use, copy, publish or post the Company’s or someone else’s IP unless you have the legal right to do so. Examples of IP include trademarks, written articles, merchandise information and music. The Company cannot and will not provide employees with legal advice about intellectual property laws, unless the inquiry relates to the Company’s own business interests.

Solicitation
The Company’s electronic resources must not be used for solicitation purposes during working time.

The Company’s Solicitation and Distribution of Literature policy applies to the use of electronic resources.

Software C ode o f E thics
Employees may not duplicate any licenses, software or related documentation for use either on the Company’s premises or elsewhere unless the Company is expressly authorized to do so by agreement with the licenser. Unauthorized duplication of software may subject users and/or the Company to both civil and criminal penalties under the United States Copyright Act. Employees may 52 not give software to any outsiders including contractors, customers or others. Employees may use software on local area networks or on multiple machines only in accordance with applicable license agreements. Employees may not download software from the internet and install it on their computers.

The Company reserves the right to audit any company computer to determine what software is installed on the local drive(s).

E
mployee R esponsibility
Each employee is responsible for the content of all text, audio or images that they place or send using the Company’s electronic resources. The same standards should be utilized for the creation of email messages in connection with an employee’s work as would be utilized for other company correspondence or memoranda.

C
omputer a nd S ystems S ecurity
All computers and the data stored on them are, and remain at all times, the property of the Company. As such, all messages created, sent or retrieved over the internet or the Company’s electronic mail systems are the property of the Company, and should be considered company information. The Company reserves the right to retrieve and read any message composed, sent or received using the Company’s electronic resources, including all computer equipment and the electronic mail system, for any business reason, including but not limited to, ensuring compliance with this and all company policies.

Employees shall have no expectation of privacy and the Company reserves the right to monitor and audit the operation of the email, internet and other electronic systems to access and periodically review any or all the records within them, and to retain or dispose of those records, as it deems necessary, without notice to the user. Anyone using any system expressly consents to such monitoring and is advised that if such monitoring reveals possible evidence of illegal activity, the Company may provide the evidence to law enforcement officials.

Employees should be aware that even when a message is deleted or erased, it is still possible to recreate the message; therefore, ultimate privacy of a message cannot be ensured to anyone.

Accordingly, internet and email messages are not private. Employees should also be aware that duplicates of email transmitted through a personal, web-based email account using company equipment could be stored on that equipment; likewise, information regarding internet sites that an employee has accessed may also be stored.

E
mail C ontent S creening
The Company maintains the right to screen all inbound and outbound email content. Email messages or attachments that contain obscene or similarly offensive material may be quarantined and held from transmission or receipt until the sender or recipient can verify the message or attached document is work related.

The Company may, in its discretion, review communications to and from a personal account, subject to state laws regarding attorney-client communications. 53 If an employee wants to communicate with an attorney or send an otherwise confidential piece of communication that he or she does not want the Company to monitor, the employee should consider using a personal email address and personal computer equipment. If an employee does use company equipment, he or she consents to any monitoring by the Company and should understand that he or she has no right to privacy with respect to such communications, to the extent permissible under applicable law.

V
irus P rotection
To prevent computer viruses from being transmitted through the system, employees are not authorized to download any software from the internet onto their computer or any drive in that computer.

Passwords

Employees must select confidential password(s) and manage them in accordance with the Company’s Password Guidelines to use with your system account(s) and are responsible for all actions associated with your accounts and passwords. Do not share your account information and passwords with others. If you believe that your password has been compromised, you must immediately notify the IT Service Desk.

Should an employee gain knowledge of a breach in security of any kind, the employee shall immediately notify his or her manager. Employees shall take all appropriate action, whether by instruction, agreement, or otherwise, to ensure the protection, confidentiality, and security of confidential information.

Violations of this policy may result in discipline, up to and including termination of employment.

If you have any questions about this Policy, consult your manager or contact the Human Resources department. Employees should also refer to the Company’s intranet for the complete and current version of the Company’s Acceptable Use Policy.

M. Contact with the Media

To ensure that the Company communicates with the media in a consistent, timely and professional manner about matters related to the Company, you must notify the Manager that you have been contacted by the media whenever you are asked to speak on behalf of the Company so that the Company knows that a media inquiry has been made. Do not respond to media inquiries on the Company’s behalf without authorization. This policy does not prevent you from speaking with the media, but you must not attempt to speak on behalf of the Company unless you have specifically been authorized to do so by an officer of the Company. Contact Company Communications by emailing [email protected] or dialing 513.362.4600.

54 N. References and Employment Verifications

So that the Company can handle requests for job references in a consistent, fair and lawful manner, all requests for official job references on behalf of the Company should be forwarded to the HR Department. No other manager is authorized to release references on the Company’s behalf for current or former employees. Our policy concerning references for former employees is to disclose only an employee’s name, employment dates and job title. No other information regarding a current or former employee will be provided unless the individual first provides written authorization.

Employment and salary information for creditors, lenders, etc. must be obtained from the TALX System via The Work Number. The Work Number can be accessed at: www.theworknumber.com or by dialing 1.800.367.5690. The First America Employer Code is: 12987.

O. Use of Company/Client Vehicles

Fleet cars or other vehicles may be available at some Company locations and/or provided by the Client. These may be used, on an as-needed basis, for Company business (only if approved in advance by the appropriate manager and the employee is properly licensed to drive). The employee is responsible for any traffic ticket or citation received while operating or in possession of a Company vehicle. Any related fines not promptly paid may be deducted from the employee’s paycheck, in accordance with applicable laws. Company cars are only to be driven by the assigned employee. An employee’s spouse, children, or unauthorized coworkers are not permitted to drive or be a passenger in the Company/Client’s vehicles without prior authorization.

P. Gifts

Employees are prohibited from soliciting or giving gifts, gratuities, or any other personal benefit or favor from or to suppliers, potential suppliers or customers. Employees should avoid any material financial interest in suppliers, competitors, or customers of the Company that could influence their decisions or actions. Reference the employee portal or see your manager for details regarding the Gifts and Hospitality policy. Employees with questions may contact the Ethics & Compliance Hotline at [email protected] or call the Ethics and Compliance Hotline number at

1.877.3CALLFG (1.877.322.5534).

Q. Use of Company Credit Cards

Employees issued a company credit card are responsible for ensuring:
• Your expenses are appropriate and consistent with business need • You understand and comply with the Travel and Expenses Policy • You choose the most cost-effective routes and timings to meet business need • Your expense claims are accurate and supported by appropriate receipts • You follow any additional local procedure or controls which have been put in place in your business area

Any abuse of FirstGroup’s Travel and Expenses policy will not be tolerated. FirstGroup will take disciplinary action where appropriate and may treat a breach of this policy as gross misconduct, which may result in termination. Theft or misappropriation of company assets may result in the 55 Company contacting law enforcement. Reference the employee portal or see your manager for details regarding the Travel and Expenses policy.

R. Outside Employment

The Company respects each employee’s right to engage in activities outside of employment such as those that are of a personal or private nature, to the extent that such activities do not create a conflict of interest as described in the Conflicts of Interest policy or adversely affect the employee’s ability to perform his or her job. An example of an activity that might adversely impact an employee’s ability to perform his or her job duties is outside employment.

First Transit full-time employees shall treat their employment with First Transit as their primary employment. While the Company does not prohibit employees from holding other jobs, the guidelines set out in this policy must be followed.

If circumstances require an employee to work a second job, or pursue his or her own business, prior written approval shall be sought from the employee’s manager to ensure that Company operations will not be adversely impacted.

Working for any competitor of the Company must be reported to management immediately. Under many circumstances it is unacceptable and may lead to immediate termination.

Other employment, including self-employment, even if not directly competitive with Company operations, may also adversely impact an employee’s ability and dedication to their primary work duties with the Company. This is especially true in the case of Operators whose work and driving hours are restricted by DOT regulations.

The following types of outside employment are prohibited:
• Employment that conflicts with the employee's work schedule, duties and responsibilities or creates an actual conflict of interest;
• Employment that impairs or has a detrimental effect on the employee's work performance with the Company;
• Employment that requires employees to conduct work or related activities during working times or using any of the Company’s tools, materials or equipment.

For the purposes of this policy, self-employment is considered outside employment. The Company will not assume any responsibility for employees’ outside employment. Specifically, the Company will not provide workers’ compensation coverage or any other benefit for injuries occurring from, or arising out of, such outside employment.

If an employee’s outside employment adversely affects his or her performance on the job or makes it impossible for him or her to carry out any or all of his or her job duties while at work, appropriate disciplinary action up to and including termination of employment may be appropriate. In addition, failure to comply with the notification procedures set out in this policy may result in disciplinary action up to and including termination.

56 Section 8
General Rules and Employee Relations

A. Employee Requirement to Meet Company Standards

The Company recognizes the importance of maintaining a safe, secure workplace with employees who are qualified, reliable, and nonviolent, and who do not present a risk of serious harm to their coworkers or others. To promote these concerns and interests, the Company reserves the right to investigate an individual’s prior employment history, personal references, and educational background, as well as other relevant information. Consistent with legal or contractual requirements, the Company also reserves the right to obtain and to review an applicant’s or an employee’s criminal conviction record, and related information, and to use such information when making employment decisions, but only to the extent permissible under applicable law.

A pending criminal matter may be considered in appropriate circumstances for business-related reasons, consistent with applicable law. All background checks will be conducted in strict conformity with the federal Fair Credit Reporting Act (FCRA), applicable state fair credit reporting laws, and state and federal anti-discrimination and privacy laws. The Company is an equal opportunity employer and will comply with applicable federal, state and local laws relating to the use of background checks for employment purposes.

Qualifications may be periodically reverified through background checks or Motor Vehicle Record (MVR) checks or at the Company’s discretion to the extent permitted by applicable law.

Employees may be required to undergo examinations and tests selected by the Company to determine mental and physical fitness for duty and compliance with Company policy. This includes, but is not limited to, testing required pursuant to US Department of Transportation (DOT) regulations and First Transit’s Drug & Alcohol Testing Policy.

SECTION 8
General Rules and
Employee Relations
57 B. Duty to Report Law Enforcement Actions

The Company will consider the facts surrounding an arrest, a criminal complaint, an indictment, criminal information, or any other criminal charge or conviction of an employee as a basis for disciplinary action to the extent permitted by applicable law. Employees are required to report any arrests, indictments or convictions to their immediate manager or Human Resources immediately, but no later than prior to the next scheduled work shift, to the extent permitted by applicable law. If the circumstances and the offense charged, in our judgment, present a potential risk to the safety and/or security of our customers, employees, premises and/or property, such events may result in disciplinary or other appropriate action to the extent permitted by applicable law. NOTE: This does not apply where it conflicts with State law.

Operators and safety sensitive employees are required to report all Driving Under the Influence (DUI) or Driving While Intoxicated (DWI) related charges, vehicular collisions, and any moving violation citations received in any vehicle immediately if possible, but no later than prior to their next scheduled work shift, consistent with applicable law.

C. General Operations Information

The Company operates in many communities across North America. Some operations related requirements may be specific to your operating location, while other requirements are based on Company policy, State or Federal law and Municipal/local laws. Please ask your manager if you have questions about local operating requirements.

D. Open-Door Policy

A workplace where employees are treated with respect and one that is responsive to their concerns is important to each of us. This kind of trust is fundamental to the relationship the Company seeks to have with its employees.

We recognize that employees may have suggestions for improving our workplace, as well as complaints about the workplace. We feel that the most satisfactory solution to a job-related problem or concern is usually reached through a prompt discussion with an employee's manager. If the matter cannot be resolved with one’s immediate manager, the employee may speak with their department or manager who will attempt to facilitate a solution. If an employee is unable to resolve the matter through the management chain of command in the department or location, the employee may choose to speak directly to anyone in division management or Human Resources.

First Transit’s Open-Door Policy also allows employees to voice their concerns anonymously. If you would like to submit an anonymous concern, please contact the Ethics and Compliance Toll-free Hotline at 1.877.3CALLFG, (1.877.322.5534), contacting the Hotline intake site at ethicsfirst.ethicspoint.com, or emailing [email protected]

This Open-Door Policy shall apply to every employee not covered by a collective bargaining agreement. It also extends to contractors and subcontractors.

While we provide employees with this opportunity to communicate their views, please understand that not every complaint can be resolved to the employee's satisfaction. Even so, we believe that 58 open communication is essential to a successful work environment and all employees should feel free to raise issues of concern without fear of reprisal.

In situations involving discrimination or harassment employees should follow the Complaint Procedure set out in Section - Discrimination, Harassment and Retaliation Reporting Procedure – of this handbook without fear of reprisal and should not follow this Open-Door Policy complaint process.

In situations involving Safety, Security, Fraud, or Theft an employee should immediately contact any level of management or Human Resources directly, without fear of reprisal, and without the need to follow this Open-Door Policy complaint process. This may be done in person, by direct contact, phone call, letter, or email message or by utilizing the Ethics and Compliance Hotline. The Ethics and Compliance Hotline can be reached by calling 1.877.3CALLFG, (1.877.322.5534) or emailing [email protected].

In these situations, an employee may bypass the chain of command that begins with his or her manager.

Other Things You Should Know
Retaliation for using this Open-Door Policy is strictly prohibited and will not be tolerated, regardless of the outcome of the complaint. In other words, employees are protected for speaking up in good faith under this Policy. Any manager, or co-worker who retaliates against a complaining employee or anyone involved in an investigation of a complaint will be subject to discipline and/or termination.

Some examples of what may constitute retaliation may include: unwarranted discipline, consistently assigning undesirable work or schedules, busywork designed to humiliate, denying a promotion or benefits, or condoning practical jokes or acts of harassment by others.

Such complaints or investigations into them will remain confidential to the extent possible and permitted by law. For instance, the Company may need to disclose certain information to investigate a matter and disclose corrective measures taken.

If an employee believes he or she did not receive fair treatment from their manager in the location or department chain of command under the Open-Door Policy, they should feel free to approach anyone in management or Human Resources at any time or contact the Ethics and Compliance Hotline.

E. Accident Review Committee

It is best practice to establish an Accident Review Committee (ARC) to provide Operators and others charged with a preventable collision with a forum to appeal the Company’s determination of collision preventability. The Company makes the initial determination of preventability. The ARC does not determine discipline, but the appropriate discipline will be based on the preventability affirmed or rejected by the ARC. The general guidelines of the ARC process are set forth here, and some detail may vary from location to location, with the objective that an employee shall be provided with a fair and unbiased review of his or her collision. An employee’s appeal to the ARC, of the determination that a collision was preventable, must be filed within seven calendar days of the date the employee received notice of the Company’s initial preventability determination. 59 The ARC meets periodically as necessary to resolve appeals. However, in the case of an appeal of a Company determination that resulted in termination, the ARC will convene no later than ten calendar days following the date of the appeal.

Local conditions may vary, however, generally the ARC is made up of five individuals – two hourly employees, two managers, and one neutral person. The ARC selects a Chairperson who will maintain order in the hearing and tally the ballots. The employee who has appealed the collision case to the ARC must be present to present the case and answer questions.

When the facts have been presented, the ARC will render a timely decision following the presentation of evidence and testimony. In rendering its decision, the ARC will rely on the facts presented at the hearing and is not empowered to alter or change established Company policy, including safety or operational rules. The Chairperson counts the ballots and announces the decision of the ARC. The decision of the ARC will be final and binding and is limited to determining the preventability of the collision in question.

F. Placement of Relatives
To ensure unbiased treatment of all employees and to avoid the appearance of conflicts of interest in certain employment situations, the Company has adopted a policy with respect to the written disclosure and prior approval of the employment of relatives.

A relative is defined as: a spouse or significant other, son, daughter, father, mother, brother, sister, grandparent, grandchild, son or daughter-in-law, parent-in-law, nephew, niece, uncle, or aunt, or any person who legally acts in one of the above capacities, or who is a legal step or half-blood relative, or a family member who permanently resides with the employee.

The following are examples of relationships that must be disclosed on a Conflict of Interest form for further review and approval or disapproval by the Conflict of Interest Committee:
• Directly or indirectly supervising a relative;
• Being in a position that may influence the hiring, promotion, salary, or other terms and conditions of a relative;
• Being in a position that may influence contracts, retention or other vender relationships with a company or entity controlled by or providing benefit to a relative.

In addition, the employment of a relative of an officer of the Company must be approved by the Conflict of Interest Committee. To the extent possible, a family relationship with a prospective employee must be disclosed by the current employee prior to hire, or as soon as the situation is apparent, and re-reviewed on an annual basis. If you have any questions about the placement of relative policy, you should contact the Human Resources or Ethics and Compliance department.

The Ethics and Compliance Hotline can be reached by calling 1.877.3CALLFG, (1.877.322.5534) or emailing [email protected].

60 G. Visitors

Visitors to Company locations, including Company employees “visiting” another location, are to report and sign in at the location. Visitors must be provided with a visitor badge to be worn while on Company property. They should be issued a “Visitor Pass” or “Temporary Pass” as is customary at that location. They are to be escorted while on the Company property and surrender their temporary pass and sign out upon exiting.

Visitors must observe and comply with all Safety policies and procedures while on Company property. Under no circumstances may visitors interfere with an employee’s work or the business of the Company.

H. Travel
Employees are responsible for ensuring the most cost-effective routes, timings and travel plans to meet business needs. In addition, they are responsible for confirming their expenses are appropriate and consistent with the needs of the business Expense claims must be accurate and supported by appropriate receipts. For more detailed information see the company’s Travel and Expenses Policy.

I. Unemployment Compensation
In most states, Unemployment Compensation systems are state-controlled and administered. The Company financially supports these systems. Any questions relation to Unemployment Compensation should be directed to your manager.

J. Political Activity

We encourage all employees to vote and be personally active in the political process. However, federal, state/provincial and local laws restrict the use of Company assets in connection with federal, state/provincial and local elections.

Employees may not make, directly or indirectly, any political contribution on an expense account.

The cost of fund-raising tickets for political functions is considered a political contribution. Therefore, including the cost of any such fund-raising function on an expense report, even if business is discussed, is prohibited. Under no circumstances are local petty cash, draft account, or other funds to be used for contributions to federal, state/provincial or local political campaigns. All requests for political contributions or Company resources that will be used towards political contributions, including use of Company vehicles, property, resources, and personnel time, should be directed to the Legal Department or Ethics and Compliance Line for consideration and resolution. The Company has a specific policy for all political donations which must be strictly followed.

Use of employee working time in a political campaign may also be considered the equivalent of a contribution by the Company. It is imperative that any political activity that could be considered a Company sponsorship be disclosed to the Ethics and Compliance and approved by General Counsel. The Ethics and Compliance Hotline can be reached by calling 1.877.3CALLFG, (1.877.322.5534) or emailing [email protected].

61 Section 9
Performance Code

A. Class 1 Infractions – Dischargeable Offenses

Employees are expected to conform to common and acceptable standards of behavior and performance, as well as written policies. This Handbook is not intended to provide rigid discipline guidelines on management or the employee when discipline is warranted. Expectations and infractions for Operators and Safety Sensitive employees are discussed in more detail in Section 10H and 10I. If employees have any questions regarding Company policies or procedures, they should speak to their manager.

Listed below are some of the Most Serious Offenses and Unacceptable Behaviors that may result in further disciplinary actions, up to and including termination on the first offense. This is listed is not all-inclusive and may change at any time.

Convictions and Imprisonment – Conviction of:
• DUI or DWI (in accordance with State and/or local law restrictions) • Other criminal convictions (felony or misdemeanor) involving child abuse, neglect or endangerment; related in any way to possession, manufacture, cultivation, use or distribution of illegal substances; allowing Company locations to be used for the purpose of the commission of these offenses or having unlawful possession of associated paraphernalia; unlawful use or possession of any offensive weapon or other article capable of being converted to or used as such a weapon; act of violence against the person or serious criminal damage to property; any offense of a sexual or indecent nature including the unlawful possession of publications and images, the downloading of such images or the managing and accessing of any website containing unlawful sexual content; and any offense involving the unlicensed possession of, alteration to, sale or disposal of any firearm.

When an employee is charged with a moving violation, criminal charge or other crime that conflicts with the company employment standards, the employee will be placed on an unpaid administrative SECTION 9
Performance Code
62 leave of absence until resolved. If the employee charge is not resolved by the end of the unpaid leave of absence, the employee can be subject to further disciplinary actions up to and including termination from the company. The employee’s conviction record, the seriousness of the crime and its job relatedness all weigh in towards the final disciplinary decision.

Safety – Some safety violations are of such a serious nature that termination is appropriate for the first offense. Some examples include:
• Failure to properly secure wheelchairs or other mobility devices • Cell phone use while operating a Company vehicle
• Rollaway vehicles due to failure to properly secure a vehicle • Colliding into the rear-end of another vehicle or stationary object • Striking a Pedestrian
• Hitting an object or another vehicle when moving a vehicle in reverse. On the street, the operator must first call in before backing; if at a Company location the operator must “get out and look” (GOAL) and seek assistance as appropriate
• Running a red light or stop sign, or entering a railroad crossing when the lights are flashing, or the crossing arm is down or descending
• Failure to perform proper lock out/tag out procedures, or ignoring or removing a lock, tag, or signage without specific authorization
• Smoking in hazardous areas
• Violation of any safety policy or practice, or violation of operating policies or procedures that could put an employee or others in imminent danger or could result in bodily injury or damage to Company property, including but not limited to improper seatbelt usage

Drugs and Alcohol
• Any violation of the Company Drug & Alcohol policy
• Possession, consumption, distribution, purchase, or sale, of alcohol or controlled substances, or drug paraphernalia while at a Company location or in a Company vehicle, while on duty, or while representing the Company
• Use of alcohol or controlled substances, absent a valid prescription, while at a Company location, in a Company vehicle, while on duty, or while representing the Company • Entering Company property or working on behalf of First Transit while under the influence of either drugs or alcohol
• Refusal to take a drug or alcohol test

Dishonesty
• Falsification of any records, such as employment applications, medical forms, workers’ compensation claims, work orders, parts requests, or giving knowingly or maliciously false testimony in a work-related investigation or proceeding • Falsification of time card or time record; punching or recording another employee’s time card or record; permitting another employee to punch one’s own time card or record one’s time on a time sheet, or in any way tampering with your own or another person’s time card or time record • Moonlighting or working at another job, without permission, while on leave of absence from the Company or that adversely impacts Hours of Service regulations consistent with applicable law • Making or publishing knowingly false statements concerning employees of the Company or the Company’s products or services

63 Stealing / Theft
• Stealing from the Company, other employees, passengers or customers, regardless of the amount
• Unauthorized removal of any vehicle or equipment of the Company, client, another employee or customer without permission
• Theft, embezzlement, removal of Company assets or acting as an accessory to theft or embezzlement of property, merchandise or money belonging to clients, co-workers or the Company; Failure to account for Company or system funds that may come into an employee’s possession
• Obtaining fuel, parts, maintenance, or repairs for employee vehicles from any Company operating location or its employees while those employees are on duty • Conducting activities not related to work during paid working time as that term is defined in the Solicitation and Distribution of Literature policy; using Company property, vehicles or equipment for any illegal activity

Unauthorized Use or Removal of Company / Client Property or Vehicle •
Removing or disposing of Company or client materials, equipment, communication systems, tools, or supplies without prior authorization
• Violation of the Company Property policy contained in this Handbook, including but not limited to the disclosure of Company "Confidential Information"
• Failure to comply with Company policies concerning the use of email, the Internet, virus protection, data security, and software or license compliance • Unauthorized use of any Company or client vehicle, materials, supplies or equipment. • Repair or maintenance of any-type of non-work vehicle on company property • Tampering with farebox funds

Violence / Fighting / Threats
• Possession of weapons, firearms, or explosives at a Company location or in a Company vehicle • Terrorist threats or acts of terrorism against the Company, client, passengers, other employees or the public
• Provoking a physical fight or engaging in physical fighting during working hours or on premises owned or occupied by the Company, or while in a Company uniform • Using abusive, violent, threatening or vulgar language at any time during working hours or while on premises or property owned or occupied by the Company

Harassment
• Violation of the Company’s Equal Employment Opportunity or Harassment Free Workplace policy
• Sexual or other unlawful or unwelcome sexual advances

Insubordination
• Insubordination including improper conduct toward a manager or refusal or failure to perform any job or work assignment given by a manager
• Refusing to work split shifts, split weeks, or overtime without reasons acceptable to the manager • Instigating, counseling others to or taking part in an unlawful work stoppage or slowdown • Failure to return from leave
• Relieving the “call of nature” on or near Company property or equipment 64 Security
• Violation of Company security procedures
• Giving your Company ID, pass, badge or other Company identification to another person or using another person’s Company ID, pass, badge or other Company identification to enter Company locations or restricted areas
• Permitting or granting unauthorized access to non-employees without concern or regard of the Visitors policy and/or guidelines

Duty to Report
• Failure to immediately report any accident, incident, or unsafe act, no matter how slight, that may, or may not have, resulted in property damage or bodily injury, incurred while driving a Company vehicle
• Failure to immediately report any charge, arrest, indictment, or conviction for any type of crime:
misdemeanor, felony, or any sexually-related offense
• Failure to immediately report any citation or conviction of a moving traffic violation incurred while driving a Company vehicle
• Failure to immediately report any citation or conviction of driving under the influence (DUI or DWI), reckless driving, or hit-and-run driving whether on or off the job, in all vehicles • Failure to report, before the next work shift, any moving traffic violations, or citations received for accidents, in all vehicles
• Failure to immediately report any incident in which the employee is involved, either on-duty or off-duty, that may affect the employee’s license or fitness to perform Company duties and responsibilities (If off duty, before the next work shift) • Failure to report any charge, arrest, indictment, incarceration, or conviction for any type of crime:
felony, misdemeanor, or sexually-related offense

Sleeping on the Job
• Sleeping, dozing, or giving the appearance of sleeping, during on-duty work time

Destruction of Property
• Damage or destruction of Company assets, Company property (especially computers), client, or another employee’s personal property

Failure to Return to Work
• Failure to return to work on the date scheduled for return to work without prior authorization or approval from management

Leaving Bus or Passengers
• Leaving a bus unattended and unsecured
• Leaving a bus unattended with a passenger
• Leaving a mobility-impaired or limited-capacity (physical or mental) passenger at a destination unattended

Failure to Follow Sleeping Passenger Rules
• Leaving a bus with a sleeping passenger on board

65 B. Class 2 Infractions

These infractions are considered serious violations of the First Transit performance code. Engaging in any of the conduct or activity below will subject an employee to suspension and final warning for the first offense in a rolling 12-month period. Two safety-related violations in 12 months or three in 36 months will result in termination.

Reporting for Duty / Absenteeism
• Abusing or misusing sick leave (note: for employee’s subject to mandatory paid sick leave laws, the provisions of the applicable policy govern sick leave issues); • Exchanging work assignments (trade) without proper authority • Stopping work prior to the end of any shift without management’s permission. • Excessive absenteeism, tardiness, starting work late after on the clock, or a pattern of unexcused absences unless otherwise permitted by law;
• Reporting for work in an unfit condition
• Failing to obtain permission to leave work during normal working hours; Operators in service must contact Dispatch to arrange for nonscheduled breaks

Personal Conduct
• Discourteous or inappropriate attitude or behavior to passengers or other members of the public • Using abusive or vulgar language at any time during working hours or while on premises owned or occupied by the Company;
• Gambling in the workplace
• Smoking in a non-designated smoking area and/or smoking while not on an authorized break

Personal Protective Equipment (PPE) and High Visibility Apparel • Failure to comply with PPE directives
• Failure to wear a High Visibility Safety Vest, Reflective Safety Vest, or Company issued High Visibility Uniform Shirt according to Company policies
• Failure to wear Safety Glasses in compliance with PPE directives • Failure to wear Company Assigned Shoe Grips when directed to do so

Work Rules
• Violation of vehicle operating regulations
• Failure to observe safety, sanitation, or disciplinary policies of the client or Company, or laws and regulations of local, State, or federal governments
• Failure to comply with the Risk Assessment policy
• Working more than an employee’s regularly scheduled hours without advance approval of the Company
• Failure to operate a Company vehicle according to assigned route or timetable • Failure to work as directed
• Failure of any Operator, Safety Sensitive Employee or employee required to be licensed for driving, to renew and maintain a valid, appropriate driver’s license with required endorsements and a medical certificate for driving a Company vehicle • Using personal equipment to photograph or tape record for nonbusiness purposes during working times or in working areas

66 • Failure to wait for connections or passing up passengers • Transport of unauthorized persons

Security
• Attempting to enter, entering or assisting any person to enter, or attempt to enter a Company location or restricted areas without proper authority

C. Class 3 Infractions
These infractions are considered secondary violations of the First Transit performance code. An intelligent and conscientious observance of all policies and regulations is necessary to deserve and maintain the support of the public and build a good record. The first offense in a rolling 12-month period may result in a written warning, the second a final warning and a third offense may lead to termination. For safety violations, a rolling 36- month period is used.

Noncompliance with Information Reporting Policies
• Failure to report defective equipment
• Failure to report a safety hazard
• Failure to procure necessary information for the report or submitting an inaccurate or incomplete accident report

Selling Goods or Services, and Soliciting and Distribution of Literature • Selling or offering for sale any goods or services to other employees, patrons, or visitors to a Company location or Company vehicle, except on the authorized bulletin board in the employee lounge area
• Soliciting other employees for any purpose or distributing literature to them while you are on duty and working. Employees may not solicit other employees who are working or distribute literature to them. Distribution of material in work areas is prohibited at all times • Posting, circulating or distributing written or printed material during working times and in working areas

Work Rules
• Failure to adhere to the Company Reverse Parking policy for Company vehicles and personal vehicles
• Use of a Company-owned radio or cell phone for non-Company business during working time • Using smokeless tobacco while riding in or driving a Company vehicle, or outside the designated smoking area
• Failure of any Operator to have in his or her possession a valid, appropriate driver’s license with required endorsements and a medical certificate while driving a Company vehicle • Failure to give satisfactory information to passengers

D. Class 4 Infractions

These infractions are considered lesser violations of the First Transit performance code that may result in disciplinary action depending on the circumstances or repeated violations. The first and 67 second offense in a rolling 12-month period may result in a written warning, the third a final warning and a fourth offense may lead to termination. For safety violations, a rolling 36-month period is used.

Uniforms and Personal Appearance
• Failure to comply with the dress code, uniform policy, cleanliness, personal hygiene, personal grooming habits, or other requirements established by the client or Company • Reporting for duty in an improper uniform, presenting an untidy, unkept or dirty appearance of person or uniform, or improperly displaying uniform articles, Company emblem, or authorized pins and badges

Work Rules
• Parking a personal vehicle in a restricted area at a Company location • Neglect of job duties and responsibilities, or lack of application or effort on the job • Incompetence or failure to meet reasonable standards of efficiency or effectiveness

Administrative
• Failure to provide First Transit with a current address or telephone number • Failure to inform First Transit of changes in status of dependents for insurance coverage • Littering the employee lounge area, restrooms, or any other company property • Failure to read notices and bulletins and not making an effort to stay informed

E. Disciplinary Actions and Personal Conduct

Whenever an employee is subject to discipline, the employee’s work record, including violations occurring in the relevant time period, is reviewed before determining penalty. Penalties for violations of multiple rules of the same class, occurring during the same time period, will be addressed at the discretion of management.

Equivalencies for Same Class of Infraction

*Within 12 months of first offense, 36 months for safety

68 Multiple Written Warnings or Suspensions
The previous section relates to repeated occurrences of the same class of infractions. This section

outlines appropriate discipline when an employee receives a multiple number of written warnings or suspensions for different classes of infractions.

• Written Warning
o Third written warning within 12 months – An infraction that would result in a third written warning within 12 months will result in a suspension from work and a final written warning o Fourth written warning within 12 months – An infraction that would result in a fourth written warning within 12 months will be cause to terminate the employee • Suspensions
o Second suspension – An employee receiving a second suspension within 12 months for different infractions will receive a final written warning. Future suspensions, for any reason, will be cause to terminate the employee
o Third suspension – A third suspension within 12 months for different infractions issued to an employee will be cause to terminate the employee

69 Section 10
Operators and Safety Sensitive Employees

NOTE: All Sections of the Handbook apply to Operators and Safety Sensitive Employees. Section 10 is intended to focus attention on issues of special importance to this group.

First Transit provides essential services to our passengers. Many of our passengers rely solely on us for their transportation needs, giving them the ability to commute to work, receive vital health care services, attend medical appointments, and provide for many other basic human needs. First Transit and its employees take this responsibility very seriously and our employees are expected to act with integrity, professionalism and above all safety.

This Section addresses matters of significant importance to Operators and Safety Sensitive Employees. (In this Section, they are collectively referred to as “Employees”.) The term “Operator” includes all transit drivers whether or not they hold a Commercial Driver’s License (CDL). Certain passenger vehicle Operators must qualify under Federal and State licensing standards and receive additional training. The following information is not intended to be all-inclusive of the operating standards you are expected to meet. Many standards and expectations are stated here in summary form extracted from the training and licensing Employees have received. As a trained professional, regardless of your specific position, you are expected to perform to those standards set by the Company and communicated during Company-provided training. Further, you are held to performance standards established by and relevant to your license, certification, or profession.

Employees must have all required credentials, license, medical card, etc. in their possession at all times while on duty. If you have questions, it is your responsibility to seek further information from your manager.

Additional detailed information is contained in the First Transit System Safety and Security Plan (SSSP) available at each Company location and on the Company intranet.

SECTION 10
Operators and Safety
Sensitive Employees
70 A. Operating Procedures

Dispatch will assign a bus to each Operator prior to the time of pullout. Operators must use the vehicle assigned to them unless there is a valid safety defect and the change is authorized by the Company.

Operators are to use three-point contact when entering or exiting the vehicle. Utilizing hand rails and ensuring proper foot placement on each step to avoid an injury. Before exiting the vehicle, the operator is to stop at the last step and survey their path to avoid tripping.

The Operator must ensure that all passenger stops are made safely without incurring damage to the bus, or causing injury or discomfort to passengers or the public. Operators are not to depart the bus stop until all passengers are seated or in a fixed standing position holding on to a stanchion or strap.

When stopping, Operators must ensure that entrance and exit doors are positioned to assure the safety of passengers. Passenger doors are not to be activated until the bus has come to a complete stop. Passenger doors are not to be deactivated (and interlock released) until the Operator checks both outside mirrors and rear door mirror.

Operator Responsibility to Maintain Schedules
Operators are responsible for maintaining their schedules strictly within posted traffic controls and road and traffic conditions. It is necessary to notify Dispatch immediately whenever the bus is behind schedule by five minutes or more unless local policy dictates a different amount of time.

Intentional delay of schedule will result in disciplinary action.

Every effort should be made to maintain speeds consistent with posted limits and road conditions between stops to operate smoothly and safely. Running ahead of schedule (i.e., running hot) is not acceptable.

Operators must be aware of and adhere to local protocols for transfer connections, breakdowns, marked bus zones, posted bus stops, and stopping in obstructed areas. They are also to be aware of rules concerning leaving a bus unattended at the end of the line, proper use of four-way flashers, railroad crossings, stopping for school buses, funeral processions, driving over fire hoses, and handling lost and found articles.

Animals are not permitted on buses except Seeing Eye dogs and service animals.

B. Vehicle Accidents and Incidents

All accidents and collisions must be reported to Dispatch immediately upon occurrence. When reporting to Dispatch, the Operator must state that he or she is reporting an accident and then answer any questions asked by Dispatch. Further, accidents, possible claims of accidents, damage to equipment, injury and possible injury must be reported in writing on an Accident Report Form. A complete, accurate Accident Report Form must be submitted on the day of occurrence no later than one hour after completion of shift. Operators will be paid to complete an Accident Report Form.

Employees who fail to report an accident may be subject to disciplinary action up to and including termination.
71 Operators must provide transit management with any additional accident information immediately upon request. Operators must not make any statements about an accident to any third party, except for: local authorities, company officials and union representatives, if applicable.

Operators must note any vehicle defects that may have contributed to an accident on the Accident Report Form.

Reporting Incidents
Incidents with passengers involving slips and falls on or near the vehicle, fights, police action, or removal of a passenger, must be reported to Dispatch immediately and require a written report to be completed before going off duty for the workday. All other incidents and occurrences out of the norm, no matter how slight, are to be reported to Dispatch upon return to the yard. If in doubt, err on the side of reporting it. The following are examples of incidents that must be reported: broken or cracked windows from unknown causes, cut seats, delays, passing up passengers, insufficient or excessive running time in schedule, overloads, etc. If in doubt, immediately contact dispatch.

Operators Witnessing an Accident
Operators must complete an Incident Report when they witness an accident, even though their vehicle is not involved. The report must be submitted upon return to the yard before going off duty for the workday.

Required Courtesy Cards
In the event of an accident or an incident, Operators must obtain as many Courtesy Cards as possible from passengers and persons in the immediate area of the accident or incident who may have witnessed the event. Operators must start with the passengers in the rear of the bus to obtain their names and politely request that the Courtesy Card be filled out. The Operator should say, “Would you please fill out this card? I am required to obtain these cards from all passengers who were on the bus at the time of the accident or incident.” When Courtesy Cards are returned, they are to be carefully checked for legibility.

C. Passenger Relations

All our passengers are our valued customers. Providing safe transportation services to them is the reason we are in business. The policy of First Transit is to treat our passengers and the public with dignity and respect. The relationship between First Transit employees and passengers must be strictly professional at all times. All interaction with passengers must be free from personal relationships, conversations, or conduct that could be construed as harassment, abuse, or otherwise inappropriate.

Prohibited conduct that may result in discipline, up to and including termination, includes but is not limited to:

• Sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature
• Threats, abuse, coercion, or intimidation of any nature • Use of profane, abusive, or insulting language
72 • Accepting/soliciting or offering any invitations, favors, money of any kind, or gifts in violation of the Gift and Hospitality policy
• Discussing your personal life or a passenger’s personal life • Meeting or dating a passenger for personal reasons on or off duty • Physical contact that is deemed inappropriate

Customer complaints are reviewed to determine validity. When the investigation reveals that a complaint is valid, appropriate action will be taken.

State and federal regulations prohibit the operation of transit buses when passengers are forward of the white or yellow line. For the safety of our passengers, all Operators must enforce this regulation.

Additional rules to provide for the comfort of our passengers include: prohibition of smoking on buses, no eating or drinking from open containers on buses, no playing loud radios or other audio or video devices, and no loud or disruptive behavior by passengers. Operators are expected to enforce these rules or to seek assistance via Dispatch if passengers do not comply.

D. Farebox Responsibilities and Procedures

Operators will be held responsible for the proper use of the farebox including deposit by passengers of the proper fare per the training provided by the Company. The Operator must ensure that proper fare media are placed in the appropriate section of the farebox. Improper use or theft of farebox money is grounds for termination.

The only fare media accepted are US coins, dollar bills, and approved tokens, and, in certain areas, transfers, tickets, and electronic fare media.

Special Fares may be in effect for students, elderly patrons, persons with disabilities, uniformed safety or police officers, and very young children. These fares may require a special ID card.

Operators are responsible to confirm the proper ID and contact Dispatch if an issue is unresolved.

When a passenger pays a special fare, the Operator must press the appropriate key on the farebox keypad, unless the electronic farebox recognizes the special fare, or record the fare in the appropriate section if a manual fare recording system is in use. The Operator must clear the farebox at the end of each line or trip and before going out of service.

The information collected from the fareboxes, or on ridership tracking forms, is used in many reports. It must be collected with as much consistency and accuracy as possible. The Operator must input all pertinent information into the farebox, or on the forms, before pull-out to ensure that passengers are counted properly.

Farebox Problems
Dispatch is to be notified immediately of any farebox problem that cannot be cleared by the operator that might inhibit the proper collection of fares. Also, farebox defects must be reported on a DVIR.

In paratransit operations, if a rider is short the fare, it must be reported for further instruction.

Tampering with the Farebox
Any form of tampering with the farebox is strictly prohibited and is grounds for termination. 73 Paying Exact Fare
Passengers are required to personally deposit the exact fare in the locked farebox, including any applicable transfer charge. An Operator is permitted to make a hand deposit for a disabled passenger unable to deposit his or her own fare.

E. Radio Communications

A radio communication system has been installed in many vehicles to provide ongoing communication between Operators and Dispatch to maintain reliable service and to respond quickly in emergency situations. If a vehicle is equipped, operators must be knowledgeable of the material in the SSSP and follow instructions on the use of the radios. Radio use must be kept to a minimum and used only for specific business related or emergency communications. Operators who need to communicate with Dispatch for non-business purposes should use an alternate form of communication.

All radio communication systems are under the jurisdiction of, and regulated by, the Federal Communications Commission (FCC). Certain standards of operation are required by federal law.

F. Americans with Disabilities Act

First Transit is committed to providing the highest level of transportation service to the public and our clients. To ensure that individuals with disabilities are afforded the same quality service, First Transit supports the ADA. The ADA provides guarantees in many areas, one of which is public transportation. Under the ADA public transit companies and their employees are required to follow specific guidelines. The guidelines below must be followed:

• Operators provide the same service to customers with disabilities as they provide to their able- bodied customers. There can be no difference in the service provided.

• Operators cannot require a person with a disability to travel with an attendant. A customer with a disability can have only one Personal Care Attendant (PCA). In the case of a full vehicle, if only one more person would be allowed to board, the disabled customer must be given the opportunity to ride, even if this means that the PCA would be left behind because there is not enough room for them to ride. In all cases, the person specified by the disabled person as his or her PCA, must get on the vehicle at the same location as the disabled person and they must have the identical destination as the disabled person. No fare is charged for the PCA.

• Operators shall not require individuals with disabilities to use designated priority seating if the person does not choose to do so.

• Wheelchair lifts and ramps must be cycled every day and records maintained. During the pretrip inspection of the vehicle, if all the required straps and devices are not on board, the operator must contact Dispatch for assistance before pulling from the yard. Operators must report defects and lift failures to Dispatch by the most immediate means available (e.g., radio or telephone).

• Whenever a customer with a disability must be delayed in their travel due to failure of the lift (or for any other reason), the Operator must report the situation at once to Dispatch. In all cases, 74 when a disabled person must be “left behind” at a stop for any reason, Dispatch must be notified immediately. Alternate transportation must be provided to the disabled customer if the delay will exceed more than 30 minutes.

• Operators are required to use all securement devices provided by the manufacturer (including straps, harnesses, clamps, etc.) as they were intended to be used. Customers in wheelchairs must allow the operator to secure the wheelchair or service may be denied. Operators must make every attempt to secure the wheelchair (or other mobility device) to the best of their ability.

An operator cannot deny service to the customer due to a wheelchair malfunction in which it cannot be secured. Any instance where a passenger refuses securement of their wheelchair and/or the operator being unable to secure the wheelchair must be reported immediately to dispatch prior to the operator moving the vehicle.

• Operators may recommend that customers transfer from their three or four-wheel mobility devices (such as tricycle type wheelchairs) to regular fixed seating in the vehicle. However, the Operator cannot require a disabled customer to move. If the customer chooses to move to fixed seating, the Operator must assist with making the move and the mobility device must be completely secured with tie-downs.

• Operators are required to provide assistance to the disabled customer by using the securement devices, repositioning the person’s wheelchair, storing a person’s walker or crutches, moving to a fixed seat, etc.

• Operators must permit customers, if requested, to use the lift or ramp to board and descend from the vehicle whether or not they use a wheelchair. For example, a customer using a walker or a customer with arthritis may find it impossible to negotiate the steps of the vehicle when boarding and descending. Any customers must be given the opportunity to use the lift, if they request it.

• Operators should recommend to wheelchair users that they should “back” onto the lift and ride up or down facing away from the side of the vehicle; however, the decision to drive forward or backward onto the lift rests ultimately with the customer in a wheelchair. Consideration should be given to the manufacturer’s recommendations which have to do with balance and the center of gravity of the individual in the wheelchair.

• The seatbelts and shoulder harness straps must be provided for all customers in wheelchairs.

The proper use and condition of belts and straps rests with the operator of the vehicle.

Transportation cannot be denied if restraints are missing or inoperative.

• Operators must announce stop and transfer points on fixed routes. Also, operators are required to announce stops upon the request of a customer with a disability. This action is designed to assist sight-impaired individuals. Operators must announce – outside of the bus – their route number at transfer points and bus stops serviced by other routes to assist sight-impaired customers who find it hard to read a bus destination sign. If a PA system is available Operators are also to announce major intersections, time points, and major destinations. An automated system may be utilized by Operators for these announcements.

• Operators are required to use all accessibility-related features provided by the manufacturer of the vehicle; for example, lifts, securement straps, PA systems, annunciators, etc. 75 • Customers with disabilities who have respiratory conditions that require the use of an oxygen bottle or tank must be allowed to bring the tank or bottle on board, provided that the tank or bottle can be secured.

• Operators must allow a disabled customer the necessary time it takes to board or descend from the vehicle, without comment.

• Operators of Public transport systems must attend training that includes understanding of and sensitivity to the needs of customers with disabilities. Operators must be knowledgeable about a variety of disabilities and must be trained to proficiency.

• Operators must permit service animals to board the vehicle with a customer with a disability. The term “service animal” means any guide dog, signal dog, or other animal individually trained to work or perform tasks for an individual with a disability, including, but not limited to, guiding individuals with impaired vision, alerting individuals with impaired hearing to intruders or sounds, providing minimal protection or rescue work, pulling a wheelchair, or fetching dropped items.

• Operators must allow customers with disabilities to use all stops that are open to all customers (even if it conflicts with the operator’s own best judgment). However, if there is construction or other temporary obstacles at the stop, the Operator may choose an alternative stop.

• Whenever there is room on board, a person using a wheelchair must be allowed to board. This often means that an Operator will have to ask customers seated in the securement area to move so that the wheelchair can be secured.

• Priority seating areas and wheelchair securement areas must be labeled.

• Therefore, it is the responsibility of the Operator to report missing or damaged signs or labels on the vehicle or equipment defect sheet so that they can be replaced or repaired promptly.

• Customers in wheelchairs must be able to reach the signal for the “next stop” buzzer or bell.

Also, customers in wheelchairs must be able to see the visual sign which tells them that the “next stop” has been requested. Operators may still ask customers using wheelchairs where they want to descend (as a safety measure and for convenience of the disabled customer).

G. Required Notifications

Employees are required to notify their manager of any of the following events within the time frame stated. Failure to do so will subject the employee to disciplinary action up to and including termination.

Alcohol-Related Traffic Citation or Arrest
If an employee is arrested and formally charged with Driving While Intoxicated (DWI) or Driving Under the Influence (DUI) or is found to have excessive blood alcohol content (0.02 BAC or higher), the employee must provide notification of the event to the Company prior to the employee’s next work shift. If the situation stems from an on-the-job occurrence the employee must report the situation to his or her manager immediately.
76 An Operator or Safety Sensitive Employee formally charged with any driving violation relating to drugs or alcohol will be placed on administrative suspension without pay until the case is resolved. A conviction (for purposes of this procedure, includes a finding of guilty by a judge or jury, a plea of nolo contendere, no contest, or plea of guilty) will result in termination for a first occurrence. If the matter is reduced with no finding of guilt, the Company will evaluate the matter at the time.

Moving Violations
Employees have a duty to report to management all traffic citations and convictions (except parking violations) received before the start of the next work shift. Citations received while driving a Company vehicle must be reported immediately.

The Federal Motor Carrier Safety Regulations (FMCSR), Sections 49 CFR 383.31 (a), (b), (c), and 383.33, specify notifications. (NOTE: First Transit rules are highlighted in bold type.)

• You must notify your employer if your license is suspended, revoked, or canceled or if you are disqualified from operating a Commercial Motor Vehicle (CMV). Do this before the end of the business day following the day you receive notice of the action. First Transit requires notification before your next work shift.

• You must notify your employer of all traffic convictions. This includes those in your private automobile as well as a commercial vehicle. Notification must be in writing within thirty days of the conviction. First Transit requires notification of all citations and convictions before your next work shift.

• Under CDL requirements you must notify your State’s Department of License or Department of Motor Vehicles of all out-of-State traffic convictions. Notification must be in writing within 30 days of the conviction. First Transit requires notification of all citations and convictions before your next work shift.

The FMCSR in Section 49 CFR 383.51 defines the types of Moving Violations that may jeopardize an employee’s CDL. The first classification is “Major Offenses” while operating a CMV or non-CMV that result in a one-year or lifetime disqualification from CDL driving. For First Transit, an employee with one of these offenses will be terminated. These include:

• Being under the influence of alcohol as prescribed by State law. • Being under the influence of a controlled substance.
• Having a blood alcohol concentration of 0.04 BAC or greater while operating a CMV. • Refusing to take a drug or alcohol test as required by a State or jurisdiction under its implied consent laws or regulations as defined in the FMCSR.
• Leaving the scene of an accident.
• Using the vehicle to commit a felony, other than a felony described in the last bullet below. • Driving a CMV when, because of prior violations committed while operating a CMV, the driver’s CDL is revoked, suspended, or canceled, or the driver is disqualified from operating a CMV. • Causing a fatality through the negligent operation of a CMV, including but not limited to the crimes of motor vehicle manslaughter, homicide by motor vehicle and negligent homicide. • Using the vehicle in the commission of a felony involving manufacturing, distributing, or dispensing a controlled substance (lifetime disqualification). 77 The FMCSR further defines “Serious Traffic Violations” (while operating a CMV or while operating a non-CMV if the conviction results in the revocation, cancellation, or suspension of the holder’s license or non-CMV driving privileges) that, for the second violation of any combination of offenses listed below within a three-year period, will result in disqualification from CDL driving for 60 days.

Further disciplinary action, up to and including termination may result should a driver receive a serious traffic violation as defined by FMCSR.

These include:

• Speeding excessively, involving any speed of 15 miles per hour or more above the posted speed limit.
• Driving recklessly, as defined by State or local law or regulation including, but not limited to, offenses of driving a commercial motor vehicle in willful or wanton disregard for the safety of persons or property.
• Making improper or erratic traffic lane changes.
• Following the vehicle ahead too closely.
• Violating State or local law relating to motor vehicle traffic control (other than a parking violation) arising in connection with a fatal accident.
• Driving a CMV without obtaining a CDL.
• Driving a CMV without a CDL in the driver’s possession. • Driving a CMV without the proper class of CDL and/or endorsements for the specific vehicle group being operated or for the passengers or type of cargo being transported.

The FMCSR does not specifically address other lesser levels of moving violations. However, to maintain the highest standards of safety for our passengers, our employees, and the public, First Transit holds its employees accountable for all moving violations, including those defined by the FMCSR as “Major” and “Serious.” First Transit reserves the right to set standards higher than the FMCSR.

The employee is responsible for any traffic ticket or citation received while operating or in possession of a Company vehicle. Any related fines not promptly paid may be deducted from the employee’s paycheck, in accordance with applicable laws.

H. Discipline for Traffic Violations and Preventable Accidents

Although employment may be terminated at-will by either the employee or the Company at any time in accordance with applicable law, without following any formal system of discipline or warning, we may exercise discretion to utilize forms of discipline that are less severe than termination. The Company reserves the right to determine which type of disciplinary action to issue in response to any type of traffic violation or preventable accident, up to and including termination of employment.

Although the Company maintains the right to determine what form of disciplinary action to take concerning any type of traffic violation or preventable accident, the company may decide to follow the following forms of discipline for such incidents:

78 Please note that any combination of the violations below that qualifies as “two in 12-months” or “three in 36-months” will result in the appropriate discipline level. By way of example, one moving violation and one preventable within a rolling 12-month period may result in termination, or two moving violations and one preventable within 36 months may result in termination. Moving violations that occurred prior to the employee’s employment date are not exempt from this policy.

Accidents
Any collision that occurs while an Operator is on duty must be reported and will be investigated by Safety to determine preventability or non-preventability. The goal of the investigation is to improve safety and prevent future collisions. Preventability decisions may be appealed to the location’s Accident Review Committee.

Some safety violations are of such a serious nature that termination is appropriate for the first offense. Some examples include:
• Failure to properly secure wheelchairs or other mobility devices • Cell phone use while operating a Company vehicle
• Rollaway vehicles due to failure to properly secure a vehicle • Colliding into the rear-end of another vehicle or stationary object • Striking a Pedestrian
• Hitting an object or another vehicle when moving a vehicle in reverse. On the street, the operator must first call in before backing; if at a Company location the operator must “get out and look” (GOAL) and seek assistance as appropriate
79 • Running a red light or stop sign, or entering a railroad crossing when the lights are flashing, or the crossing arm is down or descending
• Failure to perform proper lock out/tag out procedures, or ignoring or removing a lock, tag, or signage without specific authorization
• Smoking in hazardous areas
• Violation of any safety policy or practice, or violation of operating policies or procedures that could put an employee or others in imminent danger or could result in bodily injury or damage to Company property

80 Section 11
Medicaid Fraud, Waste, and Abuse

A. Fraud and Abuse

First Transit provides both ADA Paratransit services and Non-Emergency Medical Transportation (NEMT) services. These two Demand Response services are often mixed together at a single location and may use similar vehicles. However, NEMT services come with unique regulatory compliance issues and a heightened concerned for potential Fraud, Waste and Abuse.

NEMT services help individuals get to needed medical appointments or services. These trips are always medically related and almost always paid for by public healthcare funds like Medicaid or Medicare. Public healthcare funds come with a heavy dose of regulations, documentation requirements and billing restrictions.

Why all the rules? Because public funds are our tax dollars at work. It’s estimated that healthcare fraud wastes of $60 billion dollars every year. First Transit has policies and procedures in place to help identify and prevent potential Fraud, Waste and Abuse in NEMT services.

Client and First Transit are extremely concerned about fraudulent, abusive and inappropriate use of Medicaid covered transportation both on the part of providers and Participants, including:

• Transportation of ineligible riders;
• Trips to non-covered Medicaid services;
• Charges by providers for more miles than the actual trip distance; • Multiple trips where only one is necessary, such as for two round trips when a three-legged trip is appropriate for two appointments on the same day;
• Transportation in an ambulance or wheelchair-accessible vehicle when client’s medical needs do not warrant such level of transportation;
• Billing for trips that never occur; and
• Gratuities or other types of inducements to clients or others acting on behalf of clients for any purpose.

SECTION 11
Medicaid Fraud,
Waste, and Abuse
81 First Transit’s policy prohibiting fraud, waste and abuse applies to all our employees as well as all our business partners. This policy includes the following:
• We will not knowingly take any action or failing to take any action that could result in an unauthorized benefit to the First, its employees, its subcontractors, its vendors or to a Participant.
• We commit to preventing, detecting, investigating and reporting potential fraud and abuse occurrences, and shall assist Clients and the U.S. Department of Health and Human Services (DHHS) in preventing and prosecuting fraud and abuse in the non-emergency medical transportation program.
• We acknowledge that the Office of Inspector General has the authority to impose civil monetary penalties on individuals and entities that submit false and fraudulent claims related to the non- emergency medical transportation program.
• We will immediately notify a manager, Compliance, HR, Legal or the Ethics & Compliance Line when potential fraud or abuse by a Participant or a transportation provider exists, including, but not limited to the following situations:
o False statements, misrepresentations, concealment, failure to disclose and conversion of benefits;
o Any giving or seeking of kickbacks, rebates or similar remuneration; o Charging or receiving reimbursement more than that provided under the relevant Contact; o False statements or misrepresentation made by a provider, subcontractor or Participant to qualify for the non-emergency medical transportation program.

First Transit’s Healthcare Fraud, Waste and Abuse Policy is one of several policies which support our company’s ethical culture. It provides specific guidance regarding the standards which we are required to uphold in connection with detecting, correcting, and preventing fraud, waste, and abuse.

A full copy of First Transit’s policy may be found on the Employee Portal. Among other things, this policy describes the steps we will take to prevent the occurrence of fraud, waste and abuse and the actions we will take if our standards are not met.

Some of First Transit’s prevention and detection procedures include:
• Pre-trip screenings to verify rider eligibility and verify the trip is to an approved healthcare provider;
• Requirement that all individuals providing service, from drivers to office staff, have been screened against the OIG exclusion database prior to providing service and on monthly basis thereafter;
• Requiring pre-authorization and unique trip identifiers for trips; • Data analysis to identify fraudulent patterns and trips; • Gate keeping mechanisms to ensure trips are performed by eligible drivers in certified vehicles; • Active management of network providers to ensure trips are performed in compliance with contract requirements.

First Transit has zero tolerance for the commission or concealment of acts of fraud, waste or abuse, and such acts will not be tolerated. We also require our business partners to uphold a similar commitment to ethical conduct and assure that they, their employees, and downstream entities who support our business also comply with the guiding principles outlined First Transit’s Healthcare Fraud, Waste and Abuse Policy. Employees or contractors are required to report any suspicions or knowledge of fraud, waste or abuse or any activity that may violate any of the laws above.

82 Additionally, employees and contractors must cooperate in all investigation, whether by First Transit or by any governmental agency, as required by law.

B. Healthcare Fraud and Abuse Laws

First Transit is committed to complying with applicable federal and state fraud & abuse laws and with the Deficit Reduction Act of 2005, which requires written policies and procedures to inform employees, contractors and agents about federal and state false claims and whistleblower laws.

Below are some of the more prominent fraud and abuse laws. Additional information can be found in First Transit’s Healthcare Fraud, Waste and Abuse Policy on the Employee Portal.

C. False Claim Laws

Federal False Claims Act 31 U.S.C. §§ 3729 - 3733
The federal False Claims Act (FCA) prohibits any person or entity from knowingly submitting, causing to be submitted or presenting a false claim to any federal employee or agency for payment or approval, such as a claim for reimbursement from Medicare or Medicaid. The FCA also prohibits any person or entity from knowingly making or using a false record or statement to obtain approval of a claim for reimbursement. Examples of false claims include:

• Billing for services not provided;
• Billing for mileage when a patient was not in the vehicle; • Billing for services that are not documented;
• Falsifying a driver’s qualifications on the driver’s record; • Billing for transportation to a non-medical destination, such as a grocery store; • Submitting duplicate claims for the same service;
• Inaccurate or incorrect coding of the services provided; • Failing to report overpayments or credit balances; or • Participating in violations of the Anti-Kickback Law.

“Knowingly” means a person has actual knowledge of the information, acts in deliberate ignorance of the truth or falsity of the information, or acts in reckless disregard of the truth or falsity of the information. A violation of the FCA does not require proof of a specific intent to defraud.

A “claim” includes any request or demand for money or property to the federal government or to a federal contractor, grantee or other recipient, if any portion of the requested money or property is funded by or will be reimbursed by the federal government, such as the Medicaid program.

A person or entity that violates the FCA will be subject to the following:

• Civil monetary penalties ranging from $10,781.00 to $23,563.00 for each false claim submitted; • A fine of 3 times the amount of the damages sustained by the federal government; and • Exclusion from participation in federal health care programs, such as Medicare and Medicaid.

The FCA includes qui tam or whistleblower provisions, which allow any person with actual knowledge of allegedly false claims to file a lawsuit on behalf of the federal government. These 83 persons are referred to in the FCA as “relators.” The relator must file his/her lawsuit on behalf of the government in a federal district court. The lawsuit must be filed “under seal,” which means that it is kept confidential while the government is reviewing and investigating the allegations in the lawsuit and deciding how to proceed.

If the federal government determines that the lawsuit has merit and decides to intervene, the U.S.

Department of Justice will handle prosecution of the case. If the government decides not to intervene, the relator can continue with the lawsuit on his/her own. The government may intervene later upon a showing of good cause.

Depending on whether the federal government intervenes, or the relator pursues the case on his/her own and if the lawsuit is successful, the relator may receive a percentage of the award or settlement, depending on the relator’s contribution to the case. The relator will also be entitled to reimbursement for reasonable expenses, attorney’s fees and costs.

In a case pursued by the relator without the government, if the court finds the defendant not guilty and the relator’s claim frivolous, the court may require the relator to reimburse the defendant’s reasonable costs and attorney’s fees.

If the court finds that the relator planned and initiated the violation upon which the lawsuit is based, the court may reduce the relator’s share. If the relator is convicted of criminal conduct, the relator will be dismissed from the lawsuit and will not receive any reward.

The FCA protects employees who are involved in a qui tam lawsuit, such as filing a lawsuit, investigating a false claim, providing testimony or assisting with the lawsuit. An employee who has been terminated, demoted, suspended, threatened, harassed or in any way discriminated against by his/her employer because of the employee’s involvement in a false claims disclosure will be entitled to all relief necessary to make the employee whole, including:

• Reinstatement with the same seniority that the employee would have had but for the discrimination;
• 2 times the amount of back pay plus interest; and
• Compensation for any special damages sustained because of the discrimination, including litigation costs and reasonable attorney’s fees.

State False Claims Act
Many states have state false claims acts as well. This includes: Arkansas, California, Colorado, Connecticut, Delaware, District of Columbia, Florida, Georgia, Hawaii, Illinois, Indiana, Iowa, Louisiana, Maryland, Massachusetts, Michigan, Minnesota, Montana, Nevada, New Hampshire, New Jersey, New Mexico, New York, North Carolina, Oklahoma, Rhode Island, Tennessee, Texas, Utah, Vermont, Virginia, and Washington. Additional details about these state’s false claims acts can be found in First Transit’s Healthcare Fraud, Waste and Abuse Policy on the Employee Portal.

84 D. Fraud and Abuse Laws

Federal Anti-Kickback Statute 42 U.S.C. § 1320a-7b
The federal Anti-Kickback Statute prohibits any person from knowingly and willfully soliciting, receiving, offering or paying anything of value, directly or indirectly, overtly or covertly, in cash or in kind, to a person or entity in return for furnishing, referring, ordering or recommending any item or service for which payment may be made in whole or in part by a federal health care program, such as Medicare or Medicaid. This is a criminal statute and requires proof of intent for a violation.

Violation of the Anti-Kickback Statute is a felony and will subject the violator to the following penalties for each violation:

• A fine of up to $25,000;
• Imprisonment for up to 5 years;
• Administrative civil monetary penalties of up to $50,000; • Exposure to False Claims Act liability for claims submitted; and • Exclusion from participation in federal and state health care programs, such as Medicare and Medicaid.

Civil Monetary Penalties Law 42 U.S.C. § 1320a-7a
The federal Civil Monetary Penalties Law (“CMPL”) imposes additional penalties on any one who knowingly presents a claim to a federal or state officer, employee or agency if:

• The claim is for a service that the person knows or should know was not provided as claimed; • The claim is for a service and the person knows or should know that the claim is false or fraudulent;
• The claim is for a service provided by a person who was excluded from participating in any federal health care program, such as Medicare or Medicaid, at the time the service was provided;
• The claim is for a pattern of services that the person knows or should know are not medically necessary;
• The person offers or gives something of value to a Medicare or Medicaid patient that the person knows or should know is likely to induce the patient to order or receive services for which Medicare or Medicaid pays;
• The person knows of any overpayment from the Medicare or Medicaid program and does not return the overpayment within the time period required by law; or • The service or arrangement for services violates the federal Anti-Kickback Statute.

Penalties under the CMPL range from fines of $10,000 per service to $50,000 per violation of the Anti-Kickback Statute and include exclusion from participating in any federal or state health care program.

Administrative Remedies for False Claims 31 U.S.C. §§ 3801-3812 Under this federal law, a federal agency may impose penalties on a person who makes, presents or submits a claim or written statement:

• That the person knows or has reason to know is false, fictitious or fraudulent; 85 • That includes or is supported by any written statement asserting a material fact that is false, fictitious or fraudulent or omitting a material fact; or • That is for the provision of property or services that have not been provided.

Proof of specific intent to defraud is not necessary for a violation of this law.

The penalties for violation of this federal law are a civil penalty of up to $5,000 for each claim or statement and an assessment of twice the amount of the false, fraudulent or fictitious claim.

Health Care Fraud Statute 18 U.S.C. § 1347
This federal criminal statute imposes criminal penalties on an individual who knowingly and willfully executes or attempts to execute a scheme to defraud any health care benefit program (not just Medicare or Medicaid) or a scheme to obtain, by means of false or fraudulent pretenses, representations or promises, any money or property owned or controlled by a health care benefit program in connection with the delivery of or payment for health care services.

Violation of this law may result in criminal fines and/or the following prison terms:

• Up to 10 years for a violation;
• Up to 20 years if the violation results in serious bodily injury; or • Any number of years to life if the violation resulted in death.

State Fraud & Abuse Laws
Many states have state fraud and abuse laws as well. Additional details about these state’s false claims acts can be found in First Transit’s Healthcare Fraud, Waste and Abuse Policy on the Employee Portal.

E. Duty to Report Wrongdoing

First Transit is committed to investigating all good faith claims of wrongdoing so that corrective action may be taken. To that purpose, First Transit encourages any employee, contractor or vendor to report wrongdoing or illegal acts to your First Transit’s Manager so long as they are not believed to be involved in the fraud, waste or abuse being reported. Management within First Transit will ensure the matter is reported to Group Security and the First Transit will investigate and take appropriate steps to correct the wrongdoing or potential violation.

Alternatively, reports may be made anonymously using the FGA Ethics & Compliance line at

1.877.3CALLFG,
(1.877.322.5534) or by emailing [email protected]. You may also contact the Healthcare Compliance Officer directly:

Jessica Hylander
Director of Healthcare Compliance
First Transit, Inc.
600 Vine Street, Suite 1400
Cincinnati, OH 45202
[email protected]
86 Self-reporting is also encouraged. Anyone who reports his/her own violation will receive due consideration regarding disciplinary action that may be taken.

Upon a report of a violation, First Transit will investigate to determine the nature, scope and duration of the violation, if any. If it is determined that there was a violation, First Transit will develop a plan for corrective action. First Transit strictly forbids any retaliation or discrimination against anyone who makes a good faith report of a violation or cooperates in an investigation. If an employee or contractor believes that an adverse action in the form of retaliation or discrimination has been taken against him/her as a result of making a report of a violation, the employee or contractor should report the retaliation or discrimination to your First Transit’s Manager if not involved in the suspected retaliation/retribution or you may report it using FGA’s hotline.

Anyone who makes a report of a violation maliciously, frivolously or in bad faith will be subject to disciplinary action, including termination.

87 NOTES
88 NOTES
89 EMPLOYEE HANDBOOK ACKNOWLEDGMENT
Amended February 2019

This is to acknowledge that I have received a copy of the First Transit Employee Handbook and the applicable State Supplement for the state in which I work (collectively, Handbook). I understand that the Handbook contains important information on the Company’s general policies and on my privileges and obligations as an employee. I acknowledge that I am expected to read, understand and adhere to the Company policies and will familiarize myself with the material in the Employee Handbook .

I understand that the Company may change, rescind, add to or interpret any polices, programs or procedures described in the Employee Handbook from time to time at its sole and absolute discretion with or without prior notice.

I understand that employment with First Transit is considered to be “At-Will” employment (except for employees covered by a Collective Bargaining Agreement or where otherwise prohibited by law). As such, I understand that my employment with the Company is not for a specified term and is at the mutual consent of myself and the Company. Accordingly, either I or the Company may terminate that employment relationship “at-will,” with or without cause, at any time, with or without notice. I further understand that only the President of First Transit has the authority to modify the at-will nature of the employment relationship and may do so only in a written agreement executed by the President and the employee.

If the terms and conditions of my employment are covered by a Collective Bargaining Agreement, any term or condition contained in the Collective Bargaining Agreement supersedes the terms and conditions contained in this Employee Handbook, if they conflict.

I understand and acknowledge that nothing in this Employee Handbook is intended to limit any concerted activities by employees relating to their wages, hours or working conditions, or any other conduct protected by Section 7 of the National Labor Relations Act. Furthermore, nothing in this Handbook prohibits an employee from reporting concerns to, filing a charge or complaint with, making lawful disclosures to, providing documents or other information to or participating in an investigation or hearing conducted by the Equal Employment Opportunity Commission (“EEOC”), National Labor Relations Board (“NLRB”), Securities and Exchange Commission (“SEC”) or any other federal, state or local agency charged with the enforcement of any laws.

Name (Please Print): ________________________________________________________ Location: __________________________________________________________ Position: ____________________________________________________________ Signature: ____________________________________________________________ Date: _____________________________________________________________

(This form is to be signed, removed, and included in your personnel file.)

90 Complaint Reporting Form

If you have a question or concern, please fill out the following form and return it to the Human Resources Department.

Printed Name:

Location:

Phone Number:

Please describe your question or concern in as much detail as possible. If needed you may attach additional pages to this form.

_______________________________________________________________________________ _______________________________________________________________________________ _______________________________________________________________________________ _______________________________________________________________________________ _______________________________________________________________________________ _______________________________________________________________________________ _______________________________________________________________________________ _______________________________________________________________________________ _______________________________________________________________________________ _______________________________________________________________________________ _______________________________________________________________________________ _______________________________________________________________________________ _______________________________________________________________________________

I understand that to the degree possible, the disclosures that I make will be held confidential and that I will suffer no retaliation for reporting my “good faith” concerns.

Signature: _____________________________________________________________

Date: _________________________________________________________________

92 Useful Contact Information

Content Contact Information
Benefits Center
Medical Insurance, Dental, Vision, Disability and
Life Insurance
Retirement, 401(k), Pension
VISIT: www.myFirstStop.net
CALL: 1.833.277.8056

CALL: 1.833.543.1965
FirstGroup Careers CALL: 1.513.419.3222
VISIT: https://apply.internal.firstgroupcareers.com

Central Background Checking Unit CALL: 1.513.419 .2985 EMAIL: [email protected]

First America University VISIT: http://firstuniversity.skillport.com EMAIL: [email protected]

Payroll/Lost Check/Direct Deposit Emergency

Contact Location Management
Ethics and Compliance Hotline CALL: 1.877.322.5534
VISIT: Ethicsfirst.ethicspoint.com
EMAIL: [email protected]
Media Inquires CALL: 1.513.362.4600
EMAIL: fga.communications@fi rstgroup.com
Employment Verifications (The Work Number)
First America Employer Code: 12987
CALL: 1.800.367.5690
VISIT: www.theworknumber.com

Safety

EMAIL: [email protected]
National Drug and Alcohol Program Administrator

CALL: 1.513.684.8736
Corporate Headquarters CALL: 1.800.844.5588
CALL: 1.513.241.2200
VISIT: www.firstgroupamerica.com

Useful Contact Information

Content Contact Information
Benefits Center
Medical Insurance, Dental, Vision, Disability and
Life Insurance
Retirement, 401(k), Pension
VISIT: www.myFirstStop.net
CALL: 1.833.277.8056

CALL: 1.833.543.1965
FirstGroup Careers CALL: 1.513.419.3222
VISIT: https://apply.internal.firstgroupcareers.com

Central Background Checking Unit CALL: 1.513.419 .2985 EMAIL: [email protected]

First America University VISIT: http://firstuniversity.skillport.com EMAIL: [email protected]

Payroll/Lost Check/Direct Deposit Emergency

Safety

EMAIL: [email protected]
National Drug and Alcohol Program Administrator

CALL: 1.513.684.8736
Corporate Headquarters CALL: 1.800.844.5588
CALL: 1.513.241.2200
VISIT: www.firstgroupamerica.com

94 1-877-322-5534

CALL:
[email protected]:

Report your concerns!
If you have concerns about these or any other issues, contact the Ethics Hotline. It’s operated by an external company, not by FirstGroup, so you can confidentially report a concern and remain anonymous. The Hotline is open 24 hours a day, every day of the year.

VISIT: www.ethicsfirst.ethicspoint.com
ETHICS HOTLINE :

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First Transit Agency Safety Plan

CONFIDENTIAL
Redacted due to Proprietary or Confidential Information (PDF Pgs. 713-781)

Appendix A: First Transit Safety Policy

CONFIDENTIAL

19 ATTACHMENT 19

1 ACCIDENT RESPONSE PROCEDURES
First Transit’s accident procedures are used when responding to:
• Vehicle-involved collisions
• Passenger, customer, or employee accidents and injuries • Pedestrian and bicycle accidents
• Fixed-objects accidents (curbs, tree limbs, signs, etc.).

All supervisors attend a training module on Accident Investigation Procedures and Documentation. This provides supervisors with the information needed to properly gather and document all of the facts relevant to an investigation, and to ensure that the driver complies with USDOT, First Transit, and <<clientShort>> policies. Supervisors are also trained on how to secure the vehicles involved in an accident, judging whether or not to return vehicles to immediate service, and effective coordination with all key operations personnel.

ACCIDENT NOTIFICATION COMMUNICATION TREE

Driver and Dispatcher
Driver Notifies Dispatcher
Dispatcher assesses Driver's call and contacts 911
Dispatcher and Management
Dispatcher contacts road supervisor for on-scene review, general manager, and other required management
Major Accidents or Media Coverage
GM contacts <<clientShort>> and others on emergency
contact list
Crisis Communication
GM contacts region safety manager and region vice
president - moves up chain of command for direction
Insurance Reporting
All serious accidents reported to the Aon claims office

DRIVER RESPONSIBILITY AT THE ACCIDENT SCENE
First Transit’s drivers are trained on how to respond in accidents to ensure the safety of their passengers and the accuracy of the information reported to the police and to <<clientShort>>.

First Transit’s drivers are trained to not respond to any media requests or discuss the accident with anyone except First Transit supervisors, company insurance adjusters, or emergency personnel. They make no agreements, settlements, or commitments and cooperate with police to ensure the safe resolution of the event.

DISPATCHER RESPONSIBILITIES
Accident documentation packet must be completed and turned into the supervisor before the shift is completed. Dispatcher on Duty must document the following:

Record all accident information in the Daily Log, including any down time, bus change-outs or passengers transferred in a different vehicle.

Check for Injuries
•Provide first aid if
necessary
•Make a list of injured
person(s) name,
addresses and
phone numbers
•Gather facts about
the extent of injuries
•Document the first-
aid that has been
given to the injured
•Have passengers
sign a release form if
no injuries occurred
Notify Dispatch
•Provide information
on any injuries on
board and a
passenger count
•Give dispatcher
accurate location
information
•Provide a description
of any other vehicles
or pedestrians
involved
Take Safety
Precautions
•Place safety
triangles
•Handle passengers
courteously, but give
instruction
•Keep passengers
safe by remaining off
streets, highways,
etc.

Observe & Record
Facts
•Begin completion of
accident pack
•Record exact time
and place of
accident
•Document any other
witnesses names,
addresses and
phone numbers
•Obtain names and
badge numbers of
investigating officers
and emergency
personnel
Gather information on
injuries, location, people on
board, and
vehicles/pedestrians
invlolved
Call 911, notify
the GM and
dispatch a road
supervisor to
the scene
Remind
operator of
safety
precautions
Cover the
route and
arrange travel
for all
passengers
on board

ROAD SUPERVISOR RESPONSE AND DOCUMENTATION
When responding to any road call or accident, the road supervisor is required to have the following kit while working on the scene:
• Accident reporting documents
• Writing instruments
• Paper
• Clipboard
• Camera, extra film, batteries, digital
storage media (if applicable)
• Tape measure
• Flashlight
• Safety triangles, safety vest, jacket
• Seatbelt cutters, seatbelt extensions
• Blood borne pathogen and first-aid
supplies
The following procedures are completed by the first-responding supervisor:

First Transit’s supervisors do not make an on-scene determination of whether the accident was reportable or non-reportable. The reports filed by the road supervisor, driver, and dispatcher as well as any other reports from law enforcement and insurance are evaluated to make this determination.

CUSTOMER INJURY CLAIM PROCESS
The steps we take to investigate any accidents or injuries greatly help the Customer Injury Claim Process. Our goal is simple – to make the claimant whole, while neither under- compensating nor over-compensating the claimant. To do this, we must have timely, accurate fact gathering during and after the incident for consideration during the claim.

The following is critical for processing customer injury claims:

Approach the Operator
•Check for injuries and
apply first aid if necessary
•Determine whether or not
drug and alcohol testing
is required or appropriate,
using the Post Accident
Testing Decision Maker
Talk with Investigating
Authorities
•Identify self to authorities
•Obtain investigating
officer’s name and badge
number
•Cooperate fully with
police and emergency
personnel
Assist Driver in Data
Collection
•Take pictures of the
accident scene
•Make a sketch of the
scene
•Make notes of any skid
marks, debris, or other
evidence of the accident
•Make notes of injuries
including names,
addresses, and phone
numbers of those
involved
• Gather scene reports from responding police, courtesy cards, insurance information, the First Transit road supervisor, and the safety manager.
• Provide the injured customer or the customer’s representative contact information for authorized First Transit staff and risk managers. This includes providing the director of safety’s business card with name, address, email and phone number, and the direct toll- free line to First Transit claims representatives.
• Report the accident and claim to our claims web site or by calling.

Our dedicated First Transit office for bodily injury, general liability, property damage and subrogation claims can also be of assistance.

Bus #
System
Services
Starting
Mileage
Ending
Mileage
Total
Mileage
Total
Gallons MPG
DAR Total ARTS Total
3019 DAR 232,237 232,371 134 30.20 4.44
3020 DAR 216,162 216,162 0 0.00 0.00
3021 DAR 249,360 249,360 0 0.00 0.00
3022 DAR 241,361 242,806 1445 266.80 5.42
3023 DAR 227,964 227,964 0 0.00 0.00
3050 DAR 181,342 181,342 0 0.00 0.00
3051 DAR 199,762 199,762 0 0.00 0.00
3052 DAR 190,771 191,617 846 152.00 5.57
3053 DAR 222,495 224,279 1784 256.70 6.95
3054 DAR 202,742 202,742 0 0.00 0.00
3055 DAR 185,854 187,505 1651 243.70 6.77
3360 DAR 11,018 12,064 1046 60.80 17.20
3361 DAR 11,699 12,695 996 64.10 15.54
3362 DAR 16,900 18,815 1915 278.70 6.87
3363 DAR 19,461 21,843 2382 351.70 6.77
3364 DAR 20,199 22,827 2628 421.00 6.24
3365 DAR 19,281 21,252 1971 301.60 6.54
3366 DAR 17,286 19,523 2237 278.90 8.02
3367 DAR 17,587 20,079 2492 412.80 6.04
3368 DAR 17,589 19,484 1895 256.50 7.39
23422 0 0
2210 PT 252,951 252,951 0 0.00 0.00
2211 PT 257,518 257,518 0 0.00 0.00
3058 PT 141,985 144,508 2523 323.30 7.80
3206 PT 153,890 156,358 2468 286.20 8.62
3207 PT 162,408 162,451 43 49.40 0.87
3208 PT 177,199 179,299 2100 308.70 6.80
3209 PT 172,684 174,987 2303 350.70 6.57
3210 PT 92,809 92,809 0 0.00 0.00
3216 PT 198,316 201,023 2707 867.50 3.12
3217 PT 202,779 205,578 2799 964.10 2.90
3218 PT 183,691 187,057 3366 939.70 3.58
3219 PT 202,696 204,500 1804 666.20 2.71
3220 PT 199,576 202,456 2880 972.80 2.96
3221 PT 199,093 201,532 2439 787.90 3.10
3222 PT 197,177 197,177 0 0.00 0.00
3223 PT 204,589 207,307 2718 938.90 2.89
3224 PT 200,626 202,292 1666 621.60 2.68
3225 PT 204,861 207,296 2435 740.10 3.29
3292 PT 156,094 159,379 3285 1068.60 3.07
3293 PT 153,353 154,765 1412 540.00 2.61
3294 PT 156,830 159,971 3141 1131.40 2.78
3295 PT 145,685 148,878 3193 1002.20 3.19
3296 PT 154,897 157,874 2977 983.30 3.03
3297 PT 151,842 155,296 3454 1155.40 2.99
3298 PT 151,667 155,011 3344 1139.60 2.93
3272 PT 10,089 13,599 3510 1100.50 3.19
3273 PT 6,812 9,759 2947 964.70 3.05
3274 PT 3,864 7,018 3154 980.20 3.22
3275 PT 8,244 10,242 1998 553.80 3.61
64666 0 0
Total 88088 0 0 22812.3 3.86

TOTAL MILEAGE
First Transit
Pasadena Transit/ DAR Vehicle Mileages
Apr-18
DAR / ARTS Mileage
Separation

TOTAL DAR MILEAGE
F521 PM History
%
For Organization 7231 and Department %
From Apr 1, 2018 12:00:00 AM to Apr 30, 2018 12:00:00 AM Maint.

OpCo
Maint.

Division
Maint.

Region
Maint.

Area
Report
Group
Site
Description
PM
WO
Org.

PM
WO
Dept.

Equipment
Equipment
Alias
Equipment
Org.

Equipment Desc.

FT FTMAINT FTM_WEST 57231 Pasadena 7231 7231M 107 7231 FORD FUSION HYBRID
7231M 108 7231 FORD FUSION
HYBRID
7231M 3022 7231 2008 E-450 Starcraft
7231M 3053 7231 FORD E450

STARCRAFT
7231M 3058 7231 FORD E450

STARCRAFT
7231M 3206 7231 FORD E450

STARCRAFT
7231M 3209 7231 FORD E450

STARCRAFT
7231M 3216 7231 ELDORADO EZR II
MAX-BRT 32'
7231M 3217 7231 ELDORADO EZR II
MAX-BRT 32'
7231M 3218 7231 ELDORADO EZR II
MAX-BRT 32'
7231M 3220 7231 ELDORADO EZR II
MAX-BRT 32'
7231M 3223 7231 ELDORADO EZR II
MAX-BRT 32'
7231M 3225 7231 ELDORADO EZR II
MAX-BRT 32'
Company Confidential Information
Copyright 2017 FirstGroup America, Inc. Section: Report Detail Report Run Date: May 1, 2018 5:09:17 PM Page 1 of 14
F521 PM History
%
For Organization 7231 and Department %
From Apr 1, 2018 12:00:00 AM to Apr 30, 2018 12:00:00 AM Equipment
Parent
PM WO
Number
PM WO
Desc.

PM WO
Life
Meter
PM WO
Release
Date
PM
WO
Class
PM WO
Completed
Date
PM
Calendar
Performance
Previous
PM Date
PM WO
Meter
#1 Due
PM WO
Meter
#2 Due
PM Meter #1
Performance
45649398 7231-
Medium
Duty PM
A
89,676 Mar 28,
2018
12:00:00
AM
WO Apr 20,
2018
8:15:34
AM
183 Oct 19,
2017
4:42:34
PM
89,676 0 5,149
43422323 7231-
Medium
Duty PM
A
88,195 Mar 19,
2018
12:00:00
AM
WO Apr 20,
2018
8:22:26
AM
206 Sep 26,
2017
5:14:19
PM
88,195 0 5,471
51007279 7231-
Medium
Duty PM
B
241,869 Apr 10,
2018
12:00:00
AM
WO Apr 13,
2018
1:18:00
PM
79 Jan 24,
2018
7:28:00
PM
241,869 0 2,649
51014002 7231-
Medium
Duty PM
B
223,348 Apr 11,
2018
12:00:00
AM
WO Apr 15,
2018
2:30:00
PM
76 Jan 29,
2018
1:41:00
PM
223,348 0 2,689
51101751 7231-
Medium
Duty PM
A
143,608 Apr 17,
2018
12:00:00
AM
WO Apr 20,
2018
11:46:00
AM
35 Mar 16,
2018
11:51:00
AM
143,608 0 2,714
51082175 7231-
Medium
Duty PM
A
154,357 Apr 4,
2018
12:00:00
AM
WO Apr 6,
2018
2:12:00
PM
30 Mar 7,
2018
4:12:00
PM
154,357 0 2,769
51072840 7231-
Medium
Duty PM
B
172,907 Apr 2,
2018
12:00:00
AM
WO Apr 5,
2018
2:05:00
PM
33 Mar 3,
2018
11:03:00
AM
172,907 0 2,752
51152713 Heavy
Duty PMA
200,731 Apr 26,
2018
12:00:00
AM
WO Apr 28,
2018
12:55:00
PM
29 Mar 30,
2018
1:20:00
PM
200,731 0 2,568
51123377 Heavy
Duty
PMD
204,904 Apr 17,
2018
12:00:00
AM
WO Apr 23,
2018
8:52:00
PM
30 Mar 24,
2018
11:21:00
AM
204,904 0 3,035
51084086 Heavy
Duty
PMC
184,640 Apr 9,
2018
12:00:00
AM
WO Apr 10,
2018
2:10:00
PM
33 Mar 8,
2018
1:34:00
PM
184,640 0 2,974
51112106 Heavy
Duty PMB
201,385 Apr 16,
2018
12:00:00
AM
WO Apr 19,
2018
12:29:00
PM
29 Mar 21,
2018
11:28:00
AM
201,385 0 3,081
51094748 Heavy
Duty PMA
205,566 Apr 9,
2018
12:00:00
AM
WO Apr 12,
2018
1:56:00
PM
30 Mar 13,
2018
1:30:00
PM
205,566 0 2,971
51069415 Heavy
Duty
PMD
205,565 Apr 6,
2018
12:00:00
AM
WO Apr 11,
2018
7:45:00
PM
41 Mar 1,
2018
11:52:00
AM
205,565 0 3,047
Company Confidential Information
Copyright 2017 FirstGroup America, Inc. Section: Report Detail Report Run Date: May 1, 2018 5:09:17 PM Page 2 of 14
F521 PM History
%
For Organization 7231 and Department %
From Apr 1, 2018 12:00:00 AM to Apr 30, 2018 12:00:00 AM Previous
PM
Meter
#1
PM Meter #2
Performance
Previous
PM
Meter
#2
PM WO
Standard
WO
Maintenance
Pattern
MP
Calendar
Frequency
MP
Meter
#1
Interval
MP
Meter
#2
Interval
MP
Added
Calendar
Tol
MP
Subtracted
Calendar
Tol
MP
Added
Meter #1
Tol
MP
Subtracted
Meter #1
Tol
84,527 0 0 7231-
LDPMA
7231-

LDPMABCD
5,000 3 3 500 500
82,724 0 0 7231-
LDPMA
7231-

LDPMABCD
5,000 3 3 500 500
239,220 0 0 7231-
MDPMB
7231-

MDPMABCD
3,000 3 3 500 500
220,659 0 0 7231-
MDPMB
7231-

MDPMABCD
3,000 3 3 500 500
140,894 0 0 7231-
MDPMA
7231-

MDPMABCD
3,000 3 3 500 500
151,588 0 0 7231-
MDPMA
7231-

MDPMABCD
3,000 3 3 500 500
170,155 0 0 7231-
MDPMB
7231-

MDPMABCD
3,000 3 3 500 500
198,163 0 0 7231-
HDPMA
7231-

HDPMABCD
3,000 3 3 500 500
201,869 0 0 7231-
HDPMD
7231-

HDPMABCD
3,000 3 3 500 500
181,666 0 0 7231-
HDPMC
7231-

HDPMABCD
3,000 3 3 500 500
198,304 0 0 7231-
HDPMB
7231-

HDPMABCD
3,000 3 3 500 500
202,595 0 0 7231-
HDPMA
7231-

HDPMABCD
3,000 3 3 500 500
202,518 0 0 7231-
HDPMD
7231-

HDPMABCD
3,000 3 3 500 500
Company Confidential Information
Copyright 2017 FirstGroup America, Inc. Section: Report Detail Report Run Date: May 1, 2018 5:09:17 PM Page 3 of 14
F521 PM History
%
For Organization 7231 and Department %
From Apr 1, 2018 12:00:00 AM to Apr 30, 2018 12:00:00 AM MP Added Meter
#2 Tol
MP Subtracted
Meter #2 Tol
Cal. Early
Point
Cal Late
Point
Meter #1 Early
Point
Meter #1 Late
Point
Meter # 2
Early Point
Meter # 2 Late
Point
PM WO
Status
500 500 4,500 5,500 ON TIME
500 500 4,500 5,500 ON TIME
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
Company Confidential Information
Copyright 2017 FirstGroup America, Inc. Section: Report Detail Report Run Date: May 1, 2018 5:09:17 PM Page 4 of 14
F521 PM History
%
For Organization 7231 and Department %
From Apr 1, 2018 12:00:00 AM to Apr 30, 2018 12:00:00 AM Maint.

OpCo
Maint.

Division
Maint.

Region
Maint.

Area
Report
Group
Site
Description
PM
WO
Org.

PM
WO
Dept.

Equipment
Equipment
Alias
Equipment
Org.

Equipment Desc.

FT FTMAINT FTM_WEST 57231 Pasadena 7231 7231M 3292 7231 ELDORADO E-Z

RIDER II
7231M 3293 7231 ELDORADO E-Z

RIDER II
7231M 3294 7231 ELDORADO E-Z

RIDER II
7231M 3295 7231 ELDORADO E-Z

RIDER II
7231M 3296 7231 ELDORADO E-Z

RIDER II
7231M 3297 7231 ELDORADO E-Z

RIDER II
7231M 3298 7231 ELDORADO E-Z

RIDER II
7231M 3362 7231 FORD E450

STARCRAFT
7231M 3363 7231 FORD E450

STARCRAFT
7231M 3364 7231 FORD E450

STARCRAFT
7231M 3365 7231 FORD E450

STARCRAFT
7231M 3372 7231 ELDORADO BRT
7231M 3373 7231 ELDORADO BRT
Company Confidential Information
Copyright 2017 FirstGroup America, Inc. Section: Report Detail Report Run Date: May 1, 2018 5:09:17 PM Page 5 of 14
F521 PM History
%
For Organization 7231 and Department %
From Apr 1, 2018 12:00:00 AM to Apr 30, 2018 12:00:00 AM Equipment
Parent
PM WO
Number
PM WO
Desc.

PM WO
Life
Meter
PM WO
Release
Date
PM
WO
Class
PM WO
Completed
Date
PM
Calendar
Performance
Previous
PM Date
PM WO
Meter
#1 Due
PM WO
Meter
#2 Due
PM Meter #1
Performance
51099842 Heavy
Duty PMA
157,670 Apr 13,
2018
12:00:00
AM
WO Apr 16,
2018
8:25:00
PM
32 Mar 15,
2018
1:42:00
PM
157,670 0 2,765
51104102 Heavy
Duty
PMD
154,361 Apr 13,
2018
12:00:00
AM
WO Apr 22,
2018
1:55:00
PM
35 Mar 18,
2018
11:25:00
AM
154,361 0 2,633
51086599 Heavy
Duty PMA
157,641 Apr 9,
2018
12:00:00
AM
WO Apr 10,
2018
9:01:00
PM
32 Mar 9,
2018
2:36:00
PM
157,641 0 2,701
51116187 Heavy
Duty
PMD
147,754 Apr 16,
2018
12:00:00
AM
WO Apr 20,
2018
2:51:00
PM
29 Mar 22,
2018
3:36:00
PM
147,754 0 2,964
51126936 Heavy
Duty PMA
157,175 Apr 19,
2018
12:00:00
AM
WO Apr 25,
2018
9:06:00
PM
31 Mar 25,
2018
12:45:00
PM
157,175 0 3,265
51084834 Heavy
Duty PMA
154,104 Apr 16,
2018
12:00:00
AM
WO Apr 21,
2018
10:57:00
AM
44 Mar 8,
2018
9:19:00
PM
154,104 0 3,184
51089985 Heavy
Duty PMA
152,264 Apr 5,
2018
12:00:00
AM
WO Apr 7,
2018
12:03:00
PM
27 Mar 11,
2018
9:38:00
AM
152,264 0 2,706
51042070 7231-
Medium
Duty PM
B
16,979 Apr 2,
2018
12:00:00
AM
WO Apr 3,
2018
7:47:00
PM
48 Feb 14,
2018
7:40:00
PM
16,979 0 2,711
51059386 7231-
Medium
Duty PM
A
19,461 Apr 2,
2018
12:00:00
AM
WO Apr 2,
2018
7:27:00
PM
38 Feb 23,
2018
1:54:00
PM
19,461 0 2,707
51152337 7231-
Medium
Duty PM
C
22,632 Apr 24,
2018
12:00:00
AM
WO Apr 27,
2018
3:43:00
PM
28 Mar 30,
2018
11:43:00
AM
22,632 0 2,873
51071493 7231-
Medium
Duty PM
A
19,714 Apr 5,
2018
12:00:00
AM
WO Apr 8,
2018
12:44:00
PM
37 Mar 2,
2018
11:52:00
AM
19,714 0 2,611
51149050 Heavy
Duty PMB
13,073 Apr 23,
2018
12:00:00
AM
WO Apr 26,
2018
1:12:00
PM
28 Mar 29,
2018
7:34:00
PM
13,073 0 3,323
51115073 Heavy
Duty PMA
9,399 Apr 18,
2018
12:00:00
AM
WO Apr 24,
2018
12:25:00
PM
33 Mar 22,
2018
11:31:00
AM
9,399 0 3,304
Company Confidential Information
Copyright 2017 FirstGroup America, Inc. Section: Report Detail Report Run Date: May 1, 2018 5:09:17 PM Page 6 of 14
F521 PM History
%
For Organization 7231 and Department %
From Apr 1, 2018 12:00:00 AM to Apr 30, 2018 12:00:00 AM Previous
PM
Meter
#1
PM Meter #2
Performance
Previous
PM
Meter
#2
PM WO
Standard
WO
Maintenance
Pattern
MP
Calendar
Frequency
MP
Meter
#1
Interval
MP
Meter
#2
Interval
MP
Added
Calendar
Tol
MP
Subtracted
Calendar
Tol
MP
Added
Meter #1
Tol
MP
Subtracted
Meter #1
Tol
154,905 0 0 7231-
HDPMA
7231-

HDPMABCD
3,000 3 3 500 500
151,728 0 0 7231-
HDPMD
7231-

HDPMABCD
3,000 3 3 500 500
154,940 0 0 7231-
HDPMA
7231-

HDPMABCD
3,000 3 3 500 500
144,790 0 0 7231-
HDPMD
7231-

HDPMABCD
3,000 3 3 500 500
153,910 0 0 7231-
HDPMB
7231-

HDPMABCD
3,000 3 3 500 500
150,920 0 0 7231-
HDPMA
7231-

HDPMABCD
3,000 3 3 500 500
149,558 0 0 7231-
HDPMA
7231-

HDPMABCD
3,000 3 3 500 500
14,268 0 0 7231-
MDPMB
7231-

MDPMABCD
3,000 3 3 500 500
16,754 0 0 7231-
MDPMA
7231-

MDPMABCD
3,000 3 3 500 500
19,759 0 0 7231-
MDPMC
7231-

MDPMABCD
3,000 3 3 500 500
17,103 0 0 7231-
MDPMA
7231-

MDPMABCD
3,000 3 3 500 500
9,750 0 0 7231-
HDPMB
7231-

HDPMABCD
3,000 3 3 500 500
6,095 0 0 7231-
HDPMB
7231-

HDPMABCD
3,000 3 3 500 500
Company Confidential Information
Copyright 2017 FirstGroup America, Inc. Section: Report Detail Report Run Date: May 1, 2018 5:09:17 PM Page 7 of 14
F521 PM History
%
For Organization 7231 and Department %
From Apr 1, 2018 12:00:00 AM to Apr 30, 2018 12:00:00 AM MP Added Meter
#2 Tol
MP Subtracted
Meter #2 Tol
Cal. Early
Point
Cal Late
Point
Meter #1 Early
Point
Meter #1 Late
Point
Meter # 2
Early Point
Meter # 2 Late
Point
PM WO
Status
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
500 500 2,500 3,500 ON TIME
Company Confidential Information
Copyright 2017 FirstGroup America, Inc. Section: Report Detail Report Run Date: May 1, 2018 5:09:17 PM Page 8 of 14
F521 PM History
%
For Organization 7231 and Department %
From Apr 1, 2018 12:00:00 AM to Apr 30, 2018 12:00:00 AM Maint.

OpCo
Maint.

Division
Maint.

Region
Maint.

Area
Report
Group
Site
Description
PM
WO
Org.

PM
WO
Dept.

Equipment
Equipment
Alias
Equipment
Org.

Equipment Desc.

FT FTMAINT FTM_WEST 57231 Pasadena 7231 7231M 3374 7231 ELDORADO BRT 7231M 3375 7231 ELDORADO BRT
Company Confidential Information
Copyright 2017 FirstGroup America, Inc. Section: Report Detail Report Run Date: May 1, 2018 5:09:17 PM Page 9 of 14
F521 PM History
%
For Organization 7231 and Department %
From Apr 1, 2018 12:00:00 AM to Apr 30, 2018 12:00:00 AM Equipment
Parent
PM WO
Number
PM WO
Desc.

PM WO
Life
Meter
PM WO
Release
Date
PM
WO
Class
PM WO
Completed
Date
PM
Calendar
Performance
Previous
PM Date
PM WO
Meter
#1 Due
PM WO
Meter
#2 Due
PM Meter #1
Performance
51068845 Heavy
Duty PMB
6,261 Apr 18,
2018
12:00:00
AM
WO Apr 25,
2018
1:58:00
PM
6,261 0
51090185 Heavy
Duty PMA
8,561 Apr 2,
2018
12:00:00
AM
WO Apr 4,
2018
1:23:00
PM
24 Mar 11,
2018
1:45:00
PM
8,561 0 2,822
Company Confidential Information
Copyright 2017 FirstGroup America, Inc. Section: Report Detail Report Run Date: May 1, 2018 5:09:17 PM Page 10 of 14
F521 PM History
%
For Organization 7231 and Department %
From Apr 1, 2018 12:00:00 AM to Apr 30, 2018 12:00:00 AM Previous
PM
Meter
#1
PM Meter #2
Performance
Previous
PM
Meter
#2
PM WO
Standard
WO
Maintenance
Pattern
MP
Calendar
Frequency
MP
Meter
#1
Interval
MP
Meter
#2
Interval
MP
Added
Calendar
Tol
MP
Subtracted
Calendar
Tol
MP
Added
Meter #1
Tol
MP
Subtracted
Meter #1
Tol
7231-
HDPMB
7231-

HDPMABCD
3,000 3 3 500 500
5,739 0 0 7231-
HDPMB
7231-

HDPMABCD
3,000 3 3 500 500
Company Confidential Information
Copyright 2017 FirstGroup America, Inc. Section: Report Detail Report Run Date: May 1, 2018 5:09:17 PM Page 11 of 14
F521 PM History
%
For Organization 7231 and Department %
From Apr 1, 2018 12:00:00 AM to Apr 30, 2018 12:00:00 AM MP Added Meter
#2 Tol
MP Subtracted
Meter #2 Tol
Cal. Early
Point
Cal Late
Point
Meter #1 Early
Point
Meter #1 Late
Point
Meter # 2
Early Point
Meter # 2 Late
Point
PM WO
Status
500 500 2,500 3,500 NO PREV
PM
500 500 2,500 3,500 ON TIME
Company Confidential Information
Copyright 2017 FirstGroup America, Inc. Section: Report Detail Report Run Date: May 1, 2018 5:09:17 PM Page 12 of 14
F521 PM History
Quick Reference Articles
10: F521 PM History
The F521 PM History evaluates PM WOs completed within the date span of the report to determine if the PM WO was completed Early, On Time, Late or if No Previous PM could be found. ● The report evaluates completed PM WOs generated by Maintenance Patterns only. ● The report determines the previous PM completed for the same unit on the same Maintenance Pattern to make the comparison.
● The report evaluates Maintenance Patterns that use the WO type: Preventative Maintenance. ● The report relies on the tolerance (+/-) being set on each Maintenance Pattern. If the tolerances are not set then the report will indicate that No Previous PM is found.

Report Output
Summary
The report summarizes the total of PM WOs that meet the conditions stated above. The tolerances on the Maintenance Pattern determine which category the PM WO falls into.

Detail
● The Reporting Group information is based on the PM WO department. ● Information is then pulled from the completed PM WO.
● Performance is the system calculating the days or miles (or other meters) from the previous PM WO completed for the same unit in the same Maintenance Pattern. ● The Maintenance Pattern and interval information is listed as the starting point for evaluating the PM WO. ● The tolerances are pulled from the Maintenance Pattern. ● The early and late points are the calculation of the Maintenance Pattern tolerance and the PM interval. ● The last column of the report Status shows the report evaluation of the PM WO.

Report Prompts
● Sub Title: enter a simple title that will be displayed on the printed report. Leave blank for no title. ● Organization, Department, Maintenance Pattern are all determined by the information on the PM WO. ● Maintenance OpCo, Maintenance Div, Maintenance Reg, and Report Group are determined by the PM WO department.

Company Confidential Information
Copyright 2017 FirstGroup America, Inc. Section: Quick Reference Report Run Date: May 1, 2018 5:09:17 PM Page 13 of 14
Colophon
Title:F521 PM History
Sub Title:%
Revision Date Author Description

1.0 26-FEB-18 Alan Winter Published.

1.1 5-MAR-18 Alan Winter Fixed Organization prompt.

Report Parameters
User FAYALA Default Org 7231 Language EN
Print Date May 1, 2018 5:09:17
PM
Starting Date Apr 1, 2018 12:00:00
AM
Ending Date Apr 30, 2018 12:00:00
AM
Organization 7231 Department % Colophon Yes
Quick
Reference
Yes
Maintenance
Pattern
%
Maintenance
OpCo
%
Maintenance Div % Maintenance
Area
%
Maintenance Reg % Report Group %
Company Confidential Information
Copyright 2017 FirstGroup America, Inc. Section: Colophon Report Run Date: May 1, 2018 5:09:17 PM Page 14 of 14
Thresholds Jan Feb Mar Apr May June July Aug Sept Oct Nov Dec Major Incidents

1. A fatality 0 0 0 0 0 0 0 0 0 0 0 0

2. Injuries requiring immediate
medical attention from the scene
for two or more persons 0 0 0 0 0 0 0 0 0 0 0 0

3. Property damage ($25,000 +) 0 0 0 0 0 0 0 0 0 0 0 0

4. Evacuation (life safety reasons) 0 0 0 0 0 0 0 0 0 0 0 0

5. Collision at grade crossing 0 0 0 0 0 0 0 0 0 0 0 0

6. A main-line derailment n/a n/a n/a n/a n/a n/a n/a n/a n/a n/a n/a n/a

7. Collision w/person on a rail
right of way resulting in injuries
that require medical attention away
from the scene for one or more
persons. 0 0 0 0 0 0 0 0 0 0 0 0

8. Collision between a rail transit
vehicle and another rail transit
vehicle and another rail transit
or a transit non-revenue vehicle
resulting in injuries that require
immediate medical attention
away from the scene for one or
more persons. 0 0 0 0 0 0 0 0 0 0 0 0
Non-Major Incident
(Safety)

1. Injuries requiring immediate
medical attention away from the
scene for one person. 0 0 0 1 0 0 0 0 0 0 0 0

2. Property damage equal to or
exceeding $ 7,500. 0 0 0 0 0 0 0 0 0 0 0 0

3. All non-aron fires not qualifying
as Major incidents 0 0 0 0 0 0 0 0 0 0 0 0

CITY OF PASADENA
NTD SAFETY AND SECURITY REPORT - 2018
April 2018

Page 1 of 2 ends

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