Kelly Services Ethics Training Core Charts June 2015

2 Have you ever been asked to do ‘whatever it takes’ to make your SLA targets? How do you respond when a peer (or someone) says you can improve SLA’s by telling the customer you will call them back later? Has a customer ever confided in you that he/she believes someone on the account is inflating the metrics to look good? What do you do? Should you say anything? Whom do you tell?

3 Kelly Services – Guiding Principles We are Kelly Services and our behaviour determines the reputation that Kelly Services will have in our industry and community Kelly Services requires us to exercise good judgment consistent with our guiding principles We have all agreed, by signing our employee agreement and understanding the guiding principles in our employee handbook, to work honestly, ethically and with integrity. We are all accountable. For more information on the Guiding Principles, please refer to your Employee Handbook and MYKELLY.ca

4 How Do We Foster High Ethical Standards? Be careful what we say The way we speak and the words we choose imply where Kelly Services, in partnership with IBM, stands on business ethics Lead by example Our decisions and actions will be observed by others. They’ll see our real values acted out by what we do. If our actions demonstrate fairness, honesty, and integrity, we’ll reinforce those values in others. Ask questions Don’t be afraid to ask questions – particularly if something doesn’t look right, sound right or just doesn’t set right.

5 How Do We Maintain A Balanced Approach? Assume and foster integrity in the workplace, but be observant: There is a fine line between ensuring we are fostering an ethical environment and creating an environment where productivity and team work suffer as a result of too much scrutiny of processes and actions. If we assume that every request we receive or every action we see others taking is unethical until proven otherwise, then we are out of balance If we spend our time looking for unethical behaviour in others, at the expense of our own productivity or theirs, then we have gone too far.

6 Whom can you talk to? Your first step to address any concerns is with your Kelly Services Onsite or Kelly Services Representative, as appropriate. They are the first point of contact if you have any concerns about your role, what you have been asked to do or about anything that you see or hear within the workplace which causes you concern. When in doubt about the best course of action in a particular situation, employees should talk to their Kelly Services Onsite/Representative or your: Kelly Branch Manager National Account Manager Senior Operations Manager Kelly Services HR Any other Onsite or Representative within Kelly Services Or through the Kelly Services internal Escalations Process Known or suspected violations of laws, rules and regulations applicable to Kelly, the Code or any Company policy must be promptly reported in writing. Alternatively, anonymous reports of known or suspected violations may be made through Kelly Canada HR at

7 Kelly Issue Escalation Process

8 Remember! Set the right tone regarding integrity and business ethics. Lead by example. Maintain focus on fundamental internal controls practices. Convey a zero tolerance attitude for lapses in control, ethics or integrity. Foster an environment of openness. Take personal responsibility. Notice irregularities or unusual situations. Ask questions, follow-up, take action. Bring forward concerns. In high performing organization, members not only do things right, more importantly, they do the right things. Knowing the right thing to do increases in complexity as the complexity and uncertainty of the environment increases. We must balance the needs of multiple and sometimes competing interest groups while always measuring their actions against higher principles of ethically appropriate behaviour.