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«Introduction About The Employee Handbook 3 From The President 3 Acknowledgement of Receipt 4 Employment Equal Employment Opportunity & Harassment ...»

-- [ Page 1 ] --

EMPLOYMENT

HANDBOOK

FOR

ASSIGNEES

TABLE OF CONTENTS (1-2)

Introduction

About The Employee Handbook 3

From The President 3

Acknowledgement of Receipt 4

Employment

Equal Employment Opportunity & Harassment Policy 5 Non-Discrimination & Harassment Policy 6 What to Do If You Have A Complaint 7 Current Assignee Guidelines and Information Business Hours 8 No Fee 8 How Long Will Your Application Be On File? 8 Contact Emerald 8 Attendance 8 Timekeeping 9 Meal and Rest Periods 9 Overtime 9 How You are Paid Direct Deposit to Employees Bank Account 10 When to Submit your Timecard 11 General Payroll Information 11 Current Benefits for Assigned Employees Performance Bonus 11 Vacation Pay 11 Sick Pay 11 6 Paid Holidays 11 Credit Union Membership 12 Weekly Payroll 12 Direct Deposit 12 Online Testing 12 Insurance Information 13 Current Assignee Information Temporary- to-Hire Assignments 13 If your Address Changes

–  –  –

THIS HANDBOOK IS DESIGNED TO ACQUAINT YOU WITH OUR ORGANIZATION AND

PROVIDE YOU WITH INFORMATION ABOUT WORKING HERE. THE HANDBOOK IS

NOT ALL INCLUSIVE, BUT IS INTENDED TO PROVIDE YOU WITH A SUMMARY OF

SOME OF THE ORGANIZATION’S GUIDELINES. THIS EDITION REPLACES ALL

PREVIOUSLY ISSUED EDITIONS.

THE LANGUAGE USED IN THIS HANDBOOK IS NOT INTENDED TO CONSTITUTE A

CONTRACT OF EMPLOYMENT, EITHER EXPRESSED OR IMPLIED. EMPLOYEES HAVE

THE RIGHT TO END THEIR WORK RELATIONSHIP WITH THE ORGANIZATION AT ANY TIME,

WITH OR WITHOUT NOTICE, FOR ANY REASON OR FOR NO REASON. THE ORGANIZATION

HAS THE SAME RIGHT.

NO EMPLOYMENT HANDBOOK CAN ANTICIPATE EVERY CIRCUMSTANCE OR

QUESTION. AFTER READING THIS MANUAL, IF YOU HAVE ANY QUESTIONS, PLEASE

ASK YOUR STAFFING CONSULTANT. FROM TIME TO TIME, THE INFORMATION INCLUDED

IN OUR MANUAL MAY CHANGE. EVERY EFFORT WILL BE MADE TO KEEP YOU INFORMED

THROUGH SUITABLE LINES OF COMMUNICATION. ALSO, THE NEED MAY ARISE TO

CHANGE THE GUIDELINES DESCRIBED TO YOU IN THIS HANDBOOK. THEREFORE,

EMERALD RESERVES THE RIGHT TO INTERPRET OR CHANGE THEM WITHOUT PRIOR

NOTICE.

From the President

We’re very happy to welcome you to Emerald. Thank you for joining us! Founded in 1978, The Emerald Group, Inc. was formed to provide companies with qualified applicants. We have provided candidates for local, national and international companies – from Fortune 500 to small business. Our background includes working with insurance companies, banking and financial institutions, accountants, attorneys, engineering companies, high tech and much more! Privately owned and operated, we have earned a reputation for professionalism, integrity, stability…and a wholehearted commitment to a “Perfect Match” of company and candidate. Compensation and personal satisfactions gained from doing a job well are only some of the reasons most people work. Most likely, many other factors count among your reasons for working – pleasant relationships and working conditions, as well as career development are just a few. The Emerald Group is committed to doing its part to assure you of a satisfying work experience. I extend to you my personal best wishes for your success and happiness at The Emerald Group.

Kindest, John Burton Jr.

–  –  –

I acknowledge that I have been given a copy of the Employment Handbook for (Employee Handbook) Assignees. I understand that the information provided is a guide only and that Emerald Staffing, (ESI) has the right to change this handbook or terminate any policies, procedures or employee benefits, whether or not described in this handbook, at any time. I understand that I must read this handbook, know its contents and adhere to ESI’s policies and procedures.

I understand that this handbook is not a contract of employment, express or implied, (Electronic Media) between myself and ESI and that I should not view it as a guarantee of continued employment for a specific length of time – that my employment relationship is “at-will,” thereby allowing me or the company to sever the employment relationship at any time; with or without reason.

I understand, that Emerald Staffing, Inc., as part of the hiring process may be required to (Consumer Reports) obtain investigative consumer reports to include, reference checks, background checks, social security rd trace and in certain instances, credit checks. Emerald Staffing, Inc., uses a 3 party, Pacific Screening, Inc.

P.O. Box 25582 Portland, Oregon 97298 1-800-707-1941 to process criminal background and consumer credit reports in accordance with The FCRA from the Federal Trade Commission and the newly created Consumer Financial Protection Bureau (CFPB). You will be advised ahead of any action if investigative consumer report research is required and will be entitled to a copy of such report upon request.





Important Notice – Please Read Carefully Access to Employee Handbook

–  –  –

I DO understand that Emerald Staffing, Inc. for the purpose of Employment communication will contact me via phone, phone messaging, text service, text messaging service, Facebook, LinkedIn and other social media services in order to communicate interview and employment matters. I also understand that Emerald Staffing, Inc., will be held harmless for any carrier charges that may arise from such communications. Security settings for all social medial specific to you, your friends, family and specific background are your personal responsibility.

I DO have access to a computer with Internet capability and understand that I may at any time download the Emerald Staffing Employment Handbook □ for assignees from the Internet.

 Go to www.emeraldstaffing.com  On our Homepage: Go to “Resources” and Click on Employee Handbook

–  –  –

Equal Employment Opportunity Emerald has a long standing record of nondiscrimination in employment and opportunity because of race, color, religion, creed, national origin, disability, genetic information, marital status, veteran status, sex, sexual orientation, age, domestic partner status, application for workers’ compensation benefits, and opposition to health and safety hazards. The President has issued the following policy stating the

Company’s views in this matter:

It is the policy of Emerald to:

 Strictly follow personnel procedures that will ensure equal opportunity for all people without regard to race, color, religion, creed, national origin, sex, sexual orientation, age, marital status, disability, genetic information, veteran status, domestic partner status, application for workers’ compensation benefits, or opposition to safety and health hazards.

 Be continually alert to identify and correct any practices by individuals that are at variance with the intent of the Equal Employment Opportunity Policy.

Nondiscrimination and Harassment PolicyAll Employees

Emerald is committed to providing all employees with a work environment free of discrimination or harassment of any kind. The purpose of this policy statement is to reaffirm our commitment to equal employment opportunity and to providing a harassment-free work environment for all employees.

Responsibility - Harassment or discriminatory conduct of any kind, whether physical or verbal, committed by supervisors or non-supervisory personnel, is prohibited in the workplace. Prevention of discriminatory activities must be practiced at all times, especially by supervisors. In those cases where discrimination can be established, disciplinary action up to and including dismissal may be taken.

Taking reprisal action against any employee because he or she has filed a discriminatory complaint, furnished information or participated in any manner in an investigation, compliance review or hearing is prohibited. In those cases where reprisal action can be established, disciplinary action up to and including dismissal may be taken.

What is Sexual Harassment?: While all forms of harassment are prohibited, it is our policy to emphasize

that sexual harassment is specifically prohibited. Actions are considered sexual harassment when:

1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; or

2. Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individuals; or Such conduct has the purpose or effect of unreasonably interfering with an individual’s work 3.

performance or creating an offensive work environment.

Sexual harassment consists of unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature. Conduct such as sexual or sexist language, jokes or innuendo;

nude, profane, or obscene cartoons, drawings or photographs; whistling, staring, inappropriate touching, hugging or kissing is strictly prohibited and are not tolerated at Emerald. Recently, as music lyrics have taken on a graphic posture, it can also include songs and related video pictures.

The following types of behavior may constitute sexual harassment and are not permitted at Emerald. Note that this list is not intended to cover all types of prohibited harassment. It is

–  –  –

 Verbal harassment - Epithets, derogatory comments, sexually offensive remarks, or slurs.

Examples: Name-calling, belittling, sexually explicit or degrading words to describe an individual, sexually explicit jokes, comments about an employee’s anatomy and/or dress, sexually-oriented remarks, use of patronizing terms or remarks, verbal abuse, graphic verbal commentaries about the body.

 Physical harassment - Assault, impeding or blocking movement, or any physical interference with normal work or movement. Examples: Touching, pinching, patting, grabbing, brushing against or poking another employee’s body; hazing or initiation that involves a sexual component; requiring an employee to wear sexually suggestive clothing.

 Visual harassment - Derogatory posters, cartoons, or drawings. Examples: Displaying sexual pictures, writings, or objects; displaying or permitting the display of sexually explicit materials on the Internet; obscene letters or invitations; staring at an employee’s anatomy;

leering; sexually orientated gestures; unwanted love letters or notes.

 Sexual favors - Unwanted sexual advances, which condition an employment benefit upon an exchange of sexual favors. Examples: Continued requests for dates; promises of advancement or additional wages; any threat of demotion, termination, etc., if requested sexual favors are not given; making or threatening reprisals after a negative response to sexual advances;

propositioning an individual.

Other Types of Harassment/Discrimination

Sexual harassment is not the only kind of harassment prohibited by law and by this policy.

Harassment on the basis of any other protected characteristic is also strictly prohibited at Emerald.

Harassment of this kind is verbal or physical conduct that denigrates or shows hostility toward an individual because of his or her race, color, religion, creed, sex, age, national origin, disability, sexual orientation, marital status, genetic information, veteran status, or any other characteristic protected by

law or that of his or her relatives, friends or associates. Such behavior is prohibited if it:

 Has the purpose or effect of creating an intimidating, hostile or offensive work environment;

–  –  –

 Otherwise adversely affects an individual’s employment opportunities.



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