What is expected of TriStarr Associates?

Transcription

1 Employee Handbook

2 WELCOME! Thank you for choosing TriStarr. We have been serving the diverse communi es of Central Pennsylvania since We have been able to offer career opportuni es in a variety of industries, and in a large spectrum of job classifica ons. As our clients staffing requirements have changed based on new technologies and business models, TriStarr has broadened our services beyond tradi onal temporary staffing. In addi on, we offer direct career placement, contract opportuni es, unique projects, and flexible schedules. We try every day to live our mo o: Problem Solved. This handbook has been wri en and revised to cover most of our policies and procedures that would apply to you while you work with us as a TriStarr Associate. It provides answers for many of the most frequently asked ques ons. However, no employee handbook can an cipate every circumstance or ques on that may arise about policy. As TriStarr con nues to grow, we reserve the right to revise, supplement or rescind policies or por ons of this handbook as we deem appropriate. Please read the en re handbook and retain it for future reference. You should be aware that this Employee Handbook is not intended to create a contract of employment. Rather it is simply intended to describe TriStarr Staffing and its present policies and procedures. Also, your employment and compensa on can be terminated, with or without cause, and with or without no ce, at any me at the op on of TriStarr. It is the policy of TriStarr not to discriminate in recrui ng, hiring, compensa on, training, promo on or any other condi on of employment on the basis of race, color, na onal origin, religion, sex, age (if over 40), physical or mental disabili es (in cases where disabled person meet minimum job requirements.) This policy not to discriminate in employment includes, but is not limited to: recrui ng and hiring of applicants who possess the necessary skills, educa on and experience; compensa on of employees, and all other terms, condi ons or privileges of employment.

3 To discriminate in employment includes, but is not limited to: recrui ng and hiring of applicants who possess the necessary skills, educa on and experience; compensa on of employees, and all other terms, condi ons or privileges of employment. Prior to hiring, TriStarr conducts several background checks. These may include criminal background screening, consumer credit reports, driving records, educa on verifica on, and references from previous or current employers. If you are offered employment through TriStarr, we may also require drug and alcohol screening, tobacco screening, child abuse screening, FBI clearance, Social Security number verifica on, and the comple on of the Federal I 9 form, verifying your right to work in the United States.

4 What is expected of TriStarr Associates? Now that you are part of the TriStarr family, we will contact you when your skills and interests match our customers requirements. When you accept an assignment you are making a commitment to the en re dura on of the clients need, and we need you to fulfill your obliga on. If you need to leave the assignment before it has been completed to the clients expecta on, we expect you to give adequate wri en no ce (A minimum of 5 business days) FAILURE TO PROVIDE SUCH NOTICE WILL CAUSE YOUR PAY TO BE REDUCED TO MINIMUM WAGE. If you are going to be late for your assignment or have any emergency or illness that prevents you from repor ng to work, you must no fy TriStarr immediately. Excessive tardiness or absenteeism may result in disciplinary ac on up to and including termina on. If you are expected to report to work and you do not, and you have not no fied TriStarr in advance, you no longer work for TriStarr. NO CALL NO SHOW NO JOB. NO EXCEPTIONS. While performing assignments for TriStarr, you may work with or have access to informa on of a sensi ve or confiden al nature. As a condi on of employment with TriStarr, you must agree to maintain the strict confiden ality of such informa on and not use, discuss, disclose, or remove from the premises of TriStarr or our client company, either verbally or tangibly, any such informa on, except as required during the course of the assignment. Any employee who fails to maintain strict confiden ality of such informa on will be subject to immediate disciplinary ac on up to and including termina on.

5 GETTING PAID Timesheets When TriStarr places you on an assignment, it is your responsibility (not the company you work for) to complete a me card and return it to us on a mely basis. All TriStarr employees are paid weekly, so we ask that once you ve completed your me card, you submit your mecard to TriStarr by the following Monday at 2:00 PM. Timecards are available for download on our website, or call our office if you are unable to download a mecard. To submit your mecard, please use one of the following methods: to Theresa@tristarrjobs.com Fax to Deliver to 2201 Oregon Pike Lancaster Pay Card TriStarr employees are paid weekly via a paycard transfer on Friday. Complete instruc ons for ac va on and use of the paycard is included with your orienta on informa on.

6 ON THE JOB POLICIES Dress Code Always make a good first impression! Although dress codes change from client to client, you are always expected to represent TriStarr as a professional. Your Staffing Specialist will inform you of the specific dress requirements with each assignment, but in general, denim, t shirts, shorts, sandals, or revealing a re is inappropriate. Also, due to safety condi ons, some clients have policies regarding jewelry and visible piercings, nail polish and length, and hair and beard nets. Smoking Smoking is prohibited within all of our clients offices. Some clients have a designated outside area where smoking is permi ed during breaks and lunch periods. Cell Phones, Tex ng, Use of Social Media. Almost everyone has a Cell/Smart phone, and relies on it to be available to friends and families if an emergency should occur. Text messaging can be an efficient method of managing your personal life. Facebook and Twi er are used by companies for recrui ng and marke ng purposes. Many of our client companies have their own policy in regard to use of these devices and websites, and we ask that you adhere to them while on assignment. Many of our client companies have monitoring systems in place, to protect their electronic systems from virus infec on, hacking of confiden al informa on etc. As a general rule, TriStarr expects you to use your cell phone only during breaks and meal mes. We prohibit using social media for personal purposes during work hours.

7 Safety TriStarr will never knowingly ask any of our employees to take an assignment that will endanger their safety or wellbeing. If you are asked to perform a task that you feel is unsafe in any way, please contact our office for instruc ons. Drug and Alcohol Policy TriStarr has a responsibility to our employees and our clients to ensure safe working environments, where our employees are free from the effects of drugs, alcohol, or job impairing substances. Therefore, repor ng to work under the influence of intoxica ng liquor or illegal drugs, or the use or possession of intoxica ng liquor or illegal drugs, controlled or illegal substances, or any substance which could impair job performance, on company premises or during work me, or the sale of any such item, is strictly prohibited and will result in immediate disciplinary ac on, up to and including termina on. When TriStarr has a reasonable suspicion that an employee is under the influence of drugs or alcohol, the employee will be asked to submit to tes ng including urinalysis, saliva, blood, or hair screens. Any accident involving property damage or physical injury may also be cause for tes ng. TriStarr reserves the right to inspect and/or search all company property, as well as an employee s personal property on company premises for intoxica ng liquor, controlled or illegal substances or any other substances which may impair job performance. TriStarr reserves the right to determine whether reasonable suspicion exists, the level of discipline to be applied and whether an employee should be given the opportunity to par cipate in a rehabilita on program.

8 Weapons/Violence in the Workplace TriStarr is commi ed to providing a safe and secure work environment free from violence, threats, in mida on, and harassment. Threats, threatening behavior, or acts of violence directed toward TriStarr employees, customers or visitors while on TriStarr or its customers premises are not tolerated. Weapons of any kind are prohibited on TriStarr s or its customers premises. Employees viola ng any terms of this policy may be subject to disciplinary ac on up to, and including termina on of employment and/or pursuit of criminal prosecu on or civil remedies. Harassment TriStarr promotes work environments that are free of harassment or unwelcome conduct. Behaviors that are offensive pertaining to a person s race, ethnicity, religion, na onal origin, age, or sexual orienta on will not be tolerated. All TriStarr employees are expected to help ensure the work environment remains free from harassment. Any employee, who believes that they are being subjected to harassment of any kind, or who witnesses the harassment of or by another employee, has the responsibility to report the ma er to TriStarr immediately. Upon learning of a situa on that may violate this policy, TriStarr will conduct a prompt inves ga on. If it is determined that a viola on of this policy has occurred, TriStarr will take appropriate steps, which may include disciplinary ac on up to, and including, termina on of employment. In addi on, TriStarr will not tolerate retalia on against an employee for making a complaint or coopera ng in an inves ga on.

9 Personnel Records You must no fy TriStarr of changes affec ng your legal name, marital status, address, phone number, emergency contact, and changes to tax withholding informa on to ensure accurate record keeping and repor ng to government agencies. Employment Verifica ons All requests for employment verifica on should be submi ed to TriStarr, not to the company to which you are assigned. TriStarr releases dates of employment, job tle, company eligibility for re hire and reason for separa on.

10 PERKS OF BEING A TRISTARR ASSOCIATE Holiday Bonus TriStarr recognizes six holidays: New Year s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving and Christmas. In order to qualify for Holiday Bonus you must have worked 1000 hours or more in the previous 12 months, and work 24 hours during the week that the holiday occurs. TriStarr pays $50 for each Holiday. The Holiday benefit may be cancelled or modified at any me at the discre on of TriStarr. Service Bonus A Service bonus is available for all TriStarr Associates that have completed 2000 hours of service, without a break of more than three months. TriStarr s temporary associates will receive $300 in recogni on of their con nued service. This award may be taken when you have a planned or unplanned absence ($60 per day) or as an addi onal payment during your assignment. This Service Bonus is only awarded to temporary associates who are in good standing with TriStarr and will not be paid if an associate has been released for poor performance, or viola on of any policy.

11 Re rement Plan TriStarr has a 401(k) plan available for all temporary associates who have worked a minimum of 1250 hours during the twelve months preceding our two entry dates. When you achieve this benchmark, you will be no fied by our Payroll Department and offered enrollment. TriStarr does not guarantee to match any contribu ons, and temporary associates must be employed on the last day of the plan year in order to be eligible for any discre onary matches. So ware Tutorials TriStarr offers free so ware training on all Microso Office Suite programs, in addi on to QuickBooks and Peachtree accoun ng systems. Tutorials are available at no cost, and the learning is self directed and can be accessed from any computer (home, library, etc.). Associates are not permi ed to use the tutorials during me paid by the client.

12 Effec ve April 10, 2013