employee handbook
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Temporary, Temp-to-Hire, and Full-Time Placement Services
EMPLOYEE HANDBOOK
8012 Bonhomme, Suite 200 St. Louis, Missouri 63105
314-863-0333 (Phone) 314-863-6650 (Fax)
mail@staffingsolutionsinc.com
www.staffingsolutionsinc.com
A Missouri Certified Woman-0wned Business Enterprise (WBE)
DISCLAIMER
This handbook and any policy or policies contained in it DO
NOT create a contract of employment. This handbook and any
policy or policies contained in it ARE NOT an offer of a contract
of employment.
While you are employed by Staffing Solutions, Inc., you are an
employee at-will, at all times, and for all purposes. This means
that you may terminate your employment at any time without
prior notice, for any reason, or no reason at all. It also means
that Staffing Solutions, Inc. may terminate your employment at
any time without prior notice, for any reason, or no reason at all.
Each and every policy contained in this handbook can be
changed or discontinued at any time without prior notice, by
Staffing Solutions, Inc. No one other than Staffing
Solutions, Inc. may change or discontinue any policy or
policies in this Handbook. No statement or promise by anyone
other than Staffing Solutions, Inc. may be interpreted as a
change in policy, or an agreement between that person and the
employee.
© Staffing Solutions, Inc., St. Louis, MO 2012. All Rights Reserved.
2
TABLE OF CONTENTS
Welcome Letter ....................................................................... 3
Performance ........................................................................... 3
How To Make A Good Impression ..................................... 3
Policies and Procedures ......................................................... 4
Call the Staffing Solutions Office ....................................... 4
Equal Employment Opportunities ...................................... 4
Harassment ....................................................................... 4
Prohibition of Harassment and Discrimination ................... 5
Work Safety Policy ................................................................... 6
Employee Conduct.................................................................. 8
Absenteeism ..................................................................... 8
Dress Code ....................................................................... 8
Grounds for Discipline and Discharge ................................... 10
Discipline ........................................................................ 10
Common Examples of Misconduct .................................. 11
Staffing Solutions Newsletter ................................................. 12
Staffing Solutions Referral Program ....................................... 12
Payroll Procedures ................................................................ 12
How to Get Paid .............................................................. 12
How to Fill Out Your Timecard ........................................ 13
Parking Reimbursement .................................................. 14
How to Access Your Payroll Pay Stub .............................. 14
TABLE OF CONTENTS (CONTINUED)
Holiday Policy ....................................................................... 15
Specialized Programs ........................................................... 15
Healthcare Resources ............................................................ 16
Full-Time Placement Services ................................................ 16
Employment Verification and Reference Policy ..................... 17
For Your Records ................................................................... 18
Join Our Community .............................................................. 18
3
WELCOME TO Staffing Solutions, Inc.!!!
Staffing Solutions, Inc. has an excellent reputation and is
known as the premier staffing agency in St. Louis. Because
we have set the highest standards of quality and integrity,
our clients rely on us to provide them top caliber temporary
employees for their assignment requests. Because you're a
valued member of our team, we make these commitments to
you:
Our best efforts to offer assignments based on your
experience, interests, and skills.
Our best efforts to provide necessary training to en-
sure that you are qualified for every assignment.
Our best efforts to see that you are well-matched with
your assignments.
Whether you're between jobs, expanding your skill set, ex-
perimenting with career options, or looking for full-time em-
ployment, our experience has taught us what it takes to help
you accomplish your goals. Familiarizing yourself with these
guidelines will help to ensure your success with Staffing So-
lutions, Inc.
We want your experience with us to be rewarding. Learning
while earning is a great way to grow, market yourself, gain
experience and much, much more.
Welcome to the team!
Bonny Filandrinos
President
PERFORMANCE
HOW TO MAKE A GOOD IMPRESSION . . .
Your performance will be evaluated on an ongoing basis.
For every assignment you work, a Performance Evaluation
form will be sent to your immediate supervisor.
The purpose of the Performance Evaluations is to let us
know how well you performed on an assignment. We will
be happy to discuss your performance evaluations with you.
Your continued employment with Staffing Solutions, Inc.
will, in part, be based upon your Performance Evaluations.
Your performance will be evaluated on:
Attendance Skills
Attitude Quality of Work
Punctuality Organization
Image Quantity of Work
Cooperation Motivation
4
POLICIES AND PROCEDURES
CALL THE STAFFING SOLUTIONS OFFICE: On the first day of your assignment
Each and every day you are sick*
If you are late for work*
If you are injured on your assignment (We need to let you
know where to receive appropriate medical treatment, and
procedures for follow-up care.)
If you have a problem on your assignment
If you have a question related to software being used on
your assignment
If you have to change your work schedule for any reason.
Requests to leave early/take days off need to be logged on
our website (see Payroll section)*
To advise us of your availability
To advise us that you would like to apply for a permanent
job with our client
To advise us that you will be leaving an assignment
If you have any questions whatsoever
* Calling the client is not a substitute for calling Staffing Solutions, Inc. You
must notify our office prior to your scheduled start time. Failure to do so
may result in termination.
In order to be eligible for rehire, one week notice is required if you
leave an assignment before it has ended.
If you leave or are released from an assignment and you have
property belonging to the client, at the option of the company, your
paycheck will not be released until that property is returned or the
dollar value of the property will be deducted from your last
paycheck.
EQUAL EMPLOYMENT OPPORTUNITIES
Staffing Solutions, Inc. is an equal opportunity employer. We
do not discriminate on the basis of race, religion, color, age,
sex, national origin, or disability in our employment practices,
such as when recruiting, hiring, training, promoting, disciplining,
or terminating employees. All employment practices and poli-
cies are applied on a non-discriminatory basis and in
accordance with the information contain within this Handbook.
Staffing Solutions, Inc. may, at its discretion, choose to require
drug tests, physical exams, etc. in order to ensure an employ-
ee’s ability to perform certain job functions.
HARASSMENT
Staffing Solutions, Inc. strictly prohibits any form of harassment
in the workplace, including sexual harassment.
1. Definition of sexual harassment: Unwelcome sexual ad-
vances, requests for sexual favors, and other such verbal or
physical conduct constitute sexual harassment under the follow-
ing conditions:
a. Submission to such conduct is made either explicitly
or implicitly a term or condition of an individual’s employment.
b. Submission to or rejection of such conduct by an indi-
vidual is used as the basis for employment decisions affecting
such individual.
c. Such conduct has the purpose or effect of unreason-
ably interfering with an individual’s work performance or creat-
ing an intimidating, hostile, or offensive work environment.
5
PROHIBITION OF HARASSMENT AND
DISCRIMINATION
Harassment and discrimination in the workplace, based on a per-
son’s race, sex, religion, national origin, age, or disability will not
be tolerated.
It is Staffing Solutions, Inc. policy to treat all employees alike, re-
gardless of race, color, creed, sex, national origin, age, and/or
disability. Staffing Solutions, Inc. will not consider any trait pro-
tected by any federal, state, or local statute or ordinance in the
making of any decision affecting your employment with the Com-
pany.
It is also the policy of Staffing Solutions, Inc. to maintain a work
environment free from discrimination or harassment of any type.
Harassment or discrimination may include the telling of racial,
ethnic, or sexually-suggestive jokes, even though the individual
telling the joke does not intend the joke as a personal insult.
Staffing Solutions, Inc. also prohibits any form of sexual harass-
ment. Sexual harassment may include unwelcome sexual ad-
vances, unwelcome touching, requests for sexual favors, sexual
innuendos or jokes, display of sexually suggestive objects or pic-
tures or other inappropriate, intimidating or abusive conduct of a
sexual or sexist nature.
2. Recourse
Any employee who feels that he or she is the victim of sexual,
racial or other harassment or discrimination in connection with
assignment/employment at Staffing Solutions, Inc. should bring
the matter to the immediate attention of the Staffing Solutions
staff.
If an employee does not receive a prompt or satisfactory re-
sponse to his or her complaint, the employee must report
the conduct directly to the President of Staffing Solutions,
Inc.
Every effort will be made to promptly and objectively investi-
gate all allegations of harassment in as confidential a man-
ner as possible and to take appropriate corrective action if
warranted.
Most incidents of harassment can be effectively addressed
and corrected with a minimum of disruption to the affected
employee and the Company if promptly reported. However,
Staffing Solutions, Inc. cannot effectively address harass-
ment issues, particularly of “offensive working environment”
forms of harassments, unless they are reported to appropri-
ate members of management in a timely fashion. Delay or
reluctance by an individual who feels they are being har-
assed may preclude Staffing Solutions, Inc. from taking ap-
propriate corrective action, and may prevent the affected
employee from obtaining any other relief under the law.
Any employee who is determined, after an investigation to
have engaged in sexual, racial or other harassment or dis-
crimination in violation of this policy will be subject to appro-
priate disciplinary action, up to and including termination of
employment.
No employee who brings any such harassment to the atten-
tion of Staffing Solutions, Inc. will suffer any reprisal or retali-
ation as a result of such claim.
6
WORK SAFETY POLICY The cooperation of every employee is necessary to make this com-
pany a safe place in which to work. Help yourself and others by re-
porting unsafe conditions or hazards immediately to your supervisor
or to a member of the safety committee. Give earnest consideration
to the rules of safety presented to you by poster signs, discussions
with your supervisor, posted department rules, and regulations pub-
lished in the safety booklet. Begin right by always thinking of safety
as you perform your job, or as you learn a new one.
Accident reporting. Any injury at work—no matter how small—
must be reported immediately to your supervisor and receive first aid
attention. Serious conditions often arise from small injuries if they
are not cared for at once.
Specific safety rules and guidelines. To ensure your safety, and
that of your coworkers, please observe and obey the following rules
and guidelines:
Observe and practice the safety procedures established
for the job.
In case of sickness or injury, no matter how slight, report
at once to your supervisor. In no case should an employ-
ee treat his own or someone else's injuries or attempt to
remove foreign particles from the eye.
In case of injury resulting in possible fracture to legs,
back, or neck, or any accident resulting in an uncon-
scious condition, or a severe head injury, the employee is
not to be moved until medical attention has been given by
authorized personnel.
Do not wear loose clothing or jewelry around machinery. It
may catch on moving equipment and cause a serious inju-
ry.
Never distract the attention of another employee, as you
might cause him or her to be injured. If necessary to get
the attention of another employee, wait until it can be done
safely.
Where required, you must wear protective equipment, such
as goggles, safety glasses, masks, gloves, hair nets, etc.
Safety equipment such as restraints, pull backs, and two-
hand devices are designed for your protection. Be sure
such equipment is adjusted for you.
Pile materials, skids, bins, boxes, or other equipment so as
not to block aisles, exits, fire fighting equipment, electric
lighting or power panel, valves, etc. FIRE DOORS AND
AISLES MUST BE KEPT CLEAR.
Keep your work area clean.
Use compressed air only for the job for which it is intended.
Do not clean your clothes with it and do not fool with it.
Observe smoking regulations. No smoking is permitted in
or around combustible or flammable storage areas.
Shut down your machine before cleaning, repairing, or
leaving.
Tow motors and lift trucks will be operated only by author-
ized personnel. Walk-type lift trucks will not be ridden and
no one but the operator is permitted to ride the tow motors.
Do not exceed a speed that is safe for existing conditions.
Running and horseplay are strictly forbidden.
Do not block access to fire extinguishers.
Do not tamper with electric controls or switches.
7
Do not operate machines or equipment until you have
been properly instructed and authorized to do so by your
supervisor.
Do not engage in such other practices as may be incon-
sistent with ordinary and reasonable common sense safety
rules.
Report any UNSAFE condition or acts to your supervisor.
HELP TO PREVENT ACCIDENTS.
Use designated passages when moving from one place to
another; never take hazardous shortcuts.
Lift properly—use your legs, not your back. For heavier
loads, ask for assistance.
Do not adjust, clean, or oil moving machinery — follow
“Lock Out/Tag Out” procedures.
Keep machine guards in their intended place.
Do not throw objects.
Clean up spilled liquid, oil, or grease immediately.
Wear hard sole shoes and appropriate clothing. Shorts or
mini dresses are not permitted.
Place trash and paper in proper containers and not in cans
provided for cigarette butts.
Safety checklist. It’s every employee’s responsibility to be on
the lookout for possible hazards. If you spot one of the condi-
tions on the following list—or any other possible hazardous situ-
ation—report it to your supervisor immediately.
Slippery floors and walkways
Tripping hazards, such as hose links, piping, open desk
drawers, small objects on the floor, etc.
Missing (or inoperative) entrance and exit signs and light-
ing
Poorly lighted stairs
Loose handrails or guard rails
Loose or broken windows
Dangerously piled supplies or equipment
Open or broken windows
Unlocked doors and gates
Electrical equipment left operating
Open doors on electrical panels
Leaks of steam, water, oil, etc.
Blocked aisles
Blocked fire extinguishers, hose sprinkler head
Blocked fire doors
Evidence of any equipment running hot or overheating
Oily rags
Evidence of smoking in non-smoking areas
Roof leaks
Directional or warning signs not in place
Safety devices not operating properly
Machine, power transmission, or drive guards missing,
damaged, loose, or improperly placed
Desk chairs in disrepair, i.e., missing casters
Loose handrails on stairwells
Light fixtures that are dirty or out-of-order
Overloaded top file drawers or shelving
Dull paper cutters or utility knives
Good housekeeping. Your work location should be kept clean
and orderly. Keep machines and other objects (merchandise,
boxes, shopping carts, etc.) out of the center of aisles. Clean up
spills, drips, and leaks immediately to avoid slips and falls.
Place trash in the proper receptacles. Stock shelves carefully so
merchandise will not fall over upon customer contact.
8
EMPLOYEE CONDUCT
ABSENTEEISM
You should make every effort not to be absent. An absence is de-
fined as any time you are not at work at a time when you are sched-
uled to be there. An absence also includes arriving late to work, or
leaving early.
Absences do not include days you have properly requested to be off
for family or medical reasons, funeral leave, jury duty or properly
scheduled and approved vacation.
If Staffing Solutions, Inc. or its client determines an employee has
been absent too often, the employee will receive a written warning.
If improvement does not occur, the employee will be terminated
from the assignment and from Staffing Solutions, Inc.
DRESS CODE
It is the policy of Staffing Solutions, Inc. that each employee’s dress,
grooming, and personal hygiene should be appropriate to the work
situation. In your manner of dress, you are demonstrating self-
respect, as well as your respect for the client and the opportunity.
1. Employees are expected at all times to present a professional,
businesslike image to clients, fellow workers, and to the public. Ac-
ceptable personal appearance is an ongoing requirement of em-
ployment with Staffing Solutions, Inc. Radical departures from con-
ventional dress or personal grooming and hygiene standards are
not permitted.
2. Employees must comply with the following personal appearance
standards:
a. Employees are expected to dress in a manner that is normally
acceptable in similar business establishments. Employees should not
wear suggestive attire, jeans, athletic clothing, shorts, sandals, t-shirts,
novelty buttons, baseball hats, and similar items of casual attire that do
not present a businesslike appearance.
b. Hair should be clean, combed and neatly trimmed or arranged.
Shaggy, unkempt hair is not permissible regardless of length.
c. Sideburns, moustaches, and beards should be neatly trimmed.
d. Tattoos and body piercings (other than earrings) should not be
visible.
3. Certain employees may be required to meet special dress, groom-
ing, and hygiene standards, such as professional dress, a uniform, or
safety equipment.
4. At its discretion, Staffing Solutions, Inc. may allow employees to
dress in a more casual fashion than is normally required. On these
occasions, employees are still expected to present a neat appearance
and are not permitted to wear suggestive, ripped or disheveled cloth-
ing, athletic wear, or similarly inappropriate clothing.
5. Any employee who does not meet the standards of this policy will
be required to take corrective action, which may include leaving the
premises. Employees will not be compensated for any work time
missed because of failure to comply with this policy. Violations of
this policy may also result in disciplinary action.
9
6. We have provided a list for your reference. This is not all inclu-
sive, but provides examples of appropriate dress:
PROFESSIONAL DRESS
For Women:
A suit or tailored dress (knee-length skirt) in conservative
colors (black, gray, navy, brown beige or burgundy)
Tailored blouse
Closed-toed, low-heeled pump
Make-up should be minimal, with lipstick and nail polish con-
servative tones. Pantyhose should be flawless (no runs)
and conservative in color.
For Men:
Conservative, well fitting two piece business suit
Long-sleeved shirt. (White or blue are safe colors)
Conservative tie
Leather oxford or loafer style shoes (shined) with dark dress
socks.
BUSINESS CASUAL
For Women:
Casual skirts, slacks or “skorts”
Neatly pressed chinos or corduroys
Cotton shirts in solids, prints or muted plaids
Sweaters (not too tight)
Blazers look good over slacks or casual skirt
Low-heeled shoes or boots—wear stockings or socks
A twin sweater set in neutral colors, cotton button-down
shirts in solids an stripes, mix-and match knit separates,
wool turtlenecks, tailored blouse
Skirt or slacks in a neutral color
A tailored pantsuit or dress with sleeves and jacket
Casual, low-heeled shoes or flats
For Men:
Chinos or “Dockers” type trousers
Sports shirts with collars or banded necks
Polo shirts (with collars)
Sweater or sport jacket
Casual loafers or lace-up shoes with patterned or colored
socks
As a rule, these are not acceptable for a business casual environ-
ment:
Tight pants
Stretch pants
Jeans (of any color)
Capri pants
Mini-skirts
Shorts or coveralls
Cargo pants and Army type fatigues
Leggings
T-shirts
Any kind of workout clothes, running or gym shoes, sneakers
or sandals
Hats or caps
Ripped or tattered clothing
Extremely tight-fitting blouses, short skirts, halter, tube, see-
through or tank tops or other suggestive clothing
Bare midriffs (low-cut garments, front or back)
Team logo shirts
Visible tattoos or visible body piercings other than earrings
10
GROUNDS FOR DISCIPLINE AND
DISCHARGE
As an employee and representative of Staffing Solutions, Inc.,
there are policies you must follow. While temping, you will work
at a variety of companies, each with its own set of rules. HOW-
EVER, remember that Staffing Solutions, Inc. is your employer,
not the client for whom you are working.
OUR POLICIES SUPERSEDE POLICIES OF THE CLIENT
COMPANY. FAILURE TO FOLLOW OUR POLICIES CAN RE-
SULT IN TERMINATION OF YOUR EMPLOYMENT.
Employees may be disciplined or discharged, at the company’s
discretion, for engaging in misconduct. The following are guide-
lines showing examples of the kinds of conduct that are prohibit-
ed and could lead to discharge or discipline. This list is not all-
inclusive, and therefore includes, but is not limited to, the follow-
ing:
1. Dishonesty, such as falsification, misrepresentation, or omis-
sions on personnel records, timesheets, or other Company
records, or theft or removal of the Company’s, Client’s, or
other employee’s property from Company or Client premises
without permission.
2. Failure to obey a supervisor’s orders, insubordination, failure
to follow policies and procedures, or similar offenses.
3. Showing disrespect to managers, supervisors, or fellow em-
ployees by failing to handle issues in a professional manner,
including, but not limited to, losing your temper,
losing control, yelling, screaming, and/or threatening
managers, supervisors, or fellow employees.
4. Sabotage, defacing, or willful destruction of the Company’s,
Client’s or another employee’s property or material.
5. Leaving the premises without permission during working time
(working time does not include meal or break periods).
6. Sleeping during working time (working time does not include
meal or break periods).
7. Smoking in prohibited areas.
8. Fighting, inciting a fight or threatening other employees.
9. Possession of firearms, explosives, or any weapon on Com-
pany or Client property.
10. Failure to immediately report an accident or injury to your
manager or supervisor.
11. Commission of any unlawful act on Company or Client prem-
ises or commission of any unlawful act off Company or Client
premises which affects the employee’s relationship to his job
or his fellow employees.
12. Drinking or possession of, or being under the influence of, an
alcoholic beverage during the work day or reporting for work
under the influence of alcohol.
13. Sale, use, possession or being under the influence of a con-
trolled substance during the work day, or reporting to work
under the influence of a controlled substance. Also failure to
report the sale or use of a controlled substance on Company
or Client premises.
11
14. Violating any safety rules.
15. Violating any of the rules set forth in this Handbook.
Discipline can consist of a verbal warning, written warning, sus-
pension, or discharge, although the particular discipline imposed
for misconduct, if any, will depend on the facts and circumstanc-
es in each case, and will be decided at the sole discretion of
Staffing Solutions, Inc.
THE LIST BELOW IS NOT ALL INCLUSIVE,
BUT CONTAINS COMMON EXAMPLES OF
MISCONDUCT:
Falsifying your employment application
Falsifying timecards
Excessive absenteeism
Lack of Punctuality: adhere to assigned start
time, lunch hours, departure time
Job Abandonment: not calling or showing up for
work
Scheduling too many appointments/interviews
during working hours
Insubordination
Taking controlled substances or other unauthor-
ized prescriptive medication, or drinking alcohol
during work hours
Using company resources (i.e., email, Internet,
computers, fax, delivery services, long distance,
postage) for personal use
Selling services or products for your personal
business, or for another company. (For
example, Avon, Amway, Tupperware, etc.)
Theft
Poor work performance
Leaving an assignment in order to take another
agency's temporary assignment
Discussing your salary or anyone else's
Failure to follow procedures, including but not
limited to, proper "check-in" procedures, or pro-
cedures for changes in work schedule, or for ap-
plying for work at a client company
Under no circumstances should you run clients’ er-
rands or conduct business in your car while on as-
signment at Staffing Solutions, Inc. Our Workers’
Compensation Insurance does not cover auto vehi-
cle incidents. If you have been asked to run errands
in your car and you need help with this situation,
please call the Staffing Solutions, Inc. office for fur-
ther directions.
12
STAFFING SOLUTIONS NEWSLETTERS
Our monthly newsletter contains useful information ranging from
computer tips to resume tips to the latest trends in the work-
place. Each month we email you a notice when the latest edition
is out... visit www.staffingsolutionsinc.com anytime to read it!
Staffing Solutions, Inc. Referral
Program
HELP YOUR FRIENDS LAND A GREAT JOB…
It has been our experience that great people know other
great people. Because we appreciate and depend on your
referrals, we would like to acknowledge you and say
“thanks”, so…
Please advise your referral to go to
www.staffingsolutionsinc.com and submit his/her re-
sume.
When your friend/referral makes an appointment
with us, make sure they mention your name as how
they heard about us.
If you are unsure whether we will be able to assist
your friend/referral in the job search, give us a call!
For more information contact Staffing Solutions, Inc. at
314-863-0333.
PAYROLL PROCEDURES
HOW TO GET PAID
REQUIRED FORMS:
Once you are selected for an assignment, you must fill out:
An I-9 form. This form is mandated by the U.S. Justice De-
partment, Immigration and Naturalization Service to ensure
that you have the legal right to work in the United States.
W-4 forms for federal and state income tax withholding.
Financial institution information if you will be using direct de-
posit, or your Payroll Card information if you will be using that
service.
To access the I-9, federal W-4 and sign up for direct deposit use the
GreenEmployee link on our website (see pg. 14)
PAYROLL:
Payroll is processed on a weekly basis. The workweek is
Monday through Sunday.
Timecards must be approved online by your supervisor no later
than noon on the Wednesday following the week you worked.
It is your responsibility to make sure your timecard approval is re-
ceived in our office by Wednesday noon. Make sure you have
completed your online time entry by Monday morning, so that your
supervisor has time to review and approve your timecard.
Direct deposit payments/payroll card deposits should be in your
account Friday morning. To set up direct deposit, see the infor-
mation on accessing your paystub.
13
Occasionally due to holidays it may be necessary for us to
change the timecard deadline. When this is the case, we will put
a message about it on the paystub website. It is your responsi-
bility to regularly check the website for any messages.
The following will delay receipt of your payment:
Incorrect or missing information.
Not submitting your timecard to your supervisor in a
timely manner.
Not having a direct deposit form on file.
TIME OFF REQUESTS/INFORMATION CHANGES
If you need to leave early or take time off, you need to clear this
first with the supervisor on your assignment. Once you have done
this, go to our website and select Employee Resources, then Time
Off/Profile Change Request. This site is also used when you need to
change your personal information, such as mailing address or email
address.
HOW TO FILL OUT YOUR ON-LINE TIMECARDS:
1 Access on line time sheet by clicking here Web-based Time
Entry or go to the Staffing Solutions Inc. website at
www.staffingsolutionsinc.com and click on the link for Pay-
roll, then Web-Based Time Entry
2 Login: Your user name will be the first 4 digits of your last
name and the last 4 digits of your social security number
(ex.. SMIT9999). Letters must be in ALL CAPS.
Your password will be the same as your username the first
time you log in … it will then ask you to change your pass-
word. Your password must be at least one upper case, low-
er case and one numeric.
3 Under “Open Timesheet”, If you haven’t started a time-
card for the week, click “Create New . . . “ or select the
one you’ve already started for that week, it will be listed
under Create New.
4 Select the day of the week. Click on the date that you
are entering time for.
5 If you are on more than one assignment, choose the job
order from the list on the right
6 Use the pull down menu to select the day
7 Under “In” enter your start time (ex: 8:00 a)
8 Under “Left for Lunch” enter time left (ex: 12:00 p)
9 Under “Back from Lunch” enter the time returned (ex:
1:00 p)
10 Under “Out” enter time of day you left (ex: 5:00 p)
Verify that the number of hours worked in the grayed out
box are correct. If not, verify your times and whether or
not the am/pm is correct.
If you have any changes from your normal schedule, you
will want to enter a comment such as “late – stuck in
traffic”, “Left early – doctor appt.”, “Extended lunch hour
– personal reasons”, etc. To enter a comment click on
the yellow paper clip on the corresponding day. This info
can then be viewed by your supervisor and SSI. Click
Save.
11 Time worked can be entered daily, or can be entered
weekly on Friday. Do not press the “Submit” button
until all hours for the week have been worked. If you
press submit before the end of the week, you will not be
able to get that time sheet back.
12 Once you click submit, the Approver (who will have al-
ready been predetermined by our system) will receive an
email stating there is a timesheet ready for approval.
14
13 If the Approver rejects the timesheet for any reason, an
email will be sent to you indicating this. If that happens,
you will need to make adjustments to the timesheet and
resubmit by logging back in and selecting “timesheets
that have been rejected,” then click on the timesheet list
to make corrections and
then resubmit. A reason may or may not be entered
why it was rejected. When the timesheet is approved,
you will receive an email noting this. It is your respon-
sibility to make sure that you receive this email indi-
cating your time has been submitted to us before
the timecard deadline. (Be sure to check your junk
mail if you don’t see this approval email.) If you do not
receive an email, log back into the website and check
the status under Other Timesheets to see if it has been
approved or rejected. If there is nothing indicating the
status, call our office.
NOTE: If you have parking receipts, they need to be
mailed in to our staff accountant by Wednesday noon to
ensure that reimbursement will be paid on that week,
otherwise they will be added to your next payroll.
At any time you can login to the system and view what
timesheets have been approved, which ones have been
rejected, and what is still pending approval.
NOTE: Once you have taken vacation time, in order to
be paid for it, you must call or email our accountant to
inform her of the number of hours taken. Failure to do
so will cause your vacation pay to be delayed.
Do not enter time or comments for holidays unless
you actually work that day. Holiday pay is calculated
by our accountant for eligible employees.
PARKING REIMBURSEMENT:
Staffing Solutions, Inc. offers parking reimbursement, with a maxi-
mum amount allowed per day. We have identified several
garages or lots in which to park. Sometimes companies have
special discounted rates, designated parking areas or parking
passes. Check with a Staffing Solutions, Inc. representative for
more information.
PROCEDURES FOR PARKING REIMBURSEMENT:
Request a receipt from the garage/lot each day.
Mail all parking receipts for the week to us.
Parking reimbursement will be issued on the next scheduled
payroll run and will appear on your pay stub as a separate,
non-taxable line item.
NOTE: To be reimbursed, parking receipts must be mailed to us
the week the parking is used.
HOW TO ACCESS YOUR PAYROLL PAY STUB:
Our payroll system is a paperless one in which pay stubs are main-
tained on a website. This allows you to view your pay stubs, make
changes to your address, request time-off, and make various other
payroll change requests on-line.
In order to access this system and receive your pay stub, please fol-
low these steps:
1. Go to www.staffingsolutionsinc.com
2. Click on Employee Resources
3. Click on Payroll
4. View the instructions if this is your first time entering the system,
or click on GreenEmployee once you know how to use the sys-
tem.
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To add or change direct deposit information, go to
www.staffingsolutionsinc.com, Employee Resources, Payroll,
then access the GreenEmployee site.
HOLIDAY POLICY
Holiday pay is based on the average daily hours worked during
the prior six (6) months. It is calculated to the nearest quarter
hour.
Staffing Solutions, Inc.’s holidays are:
New Year's Day ● Labor Day
Memorial Day ● Thanksgiving Day
Independence Day ● Christmas Day
when these holidays fall Monday through Friday.
To Qualify For Holiday Pay:
You must be currently working on an on-going assign-
ment for Staffing Solutions, Inc.
You must have worked exclusively and uninterrupted for
Staffing Solutions, Inc. for the previous six (6) months.
You must have no issues of attendance or punctuality.
You must have received favorable performance evalua-
tions.
Do not enter time or comments for holidays unless
you actually work that day. Holiday pay is calculated
by our accountant for eligible employees.
SPECIALIZED PROGRAMS
As a “temp,” you are an employee of Staffing Solutions, Inc., and
are eligible for our specialized programs.
TRAINING PROGRAMS
Enhancing your skills can qualify you for a greater number of as-
signments and keep you marketable in a fast changing business
environment. You may make use of our training resources if you
are available to work.*
One-on-One Training with our certified trainer gives you
personal attention, which allows you to concentrate on
building your software skills quickly. This training is pro-
vided at no cost to prepare you for specific assignments.
Self-Paced Training is available to qualified temps who
have signed up but need skills enhancement to qualify for
assignments. We offer this service free of charge so you
can use time-off productively.
*Note: Turning down an assignment in order to use the self-
paced training option will disqualify you from using our training
services.
OUTPLACEMENT SOLUTIONS
Come into our office to learn advanced job search techniques.
Topics include: career self-assessments, cover letter tem-
plates, networking tips, how to market yourself, negotiating
a job offer, and more. Our staff is here to assist, and we provide
free access to the internet and our research library.
16
CAREER CAFÉ
Our Career Café was developed to provide job search and ca-
reer transition assistance to our active employees. Conducting
your job search at home day-in-and-day-out, alone, can be so-
cially isolating and cause anxiety. Anxiety leads to poor inter-
viewing habits and depression. We don’t want anyone to be
alone in their search. You are welcome to spend time at the
SSInc Career Café; enjoy a cup up coffee and the camaraderie
of others, all in a warm and comfortable environment. (Sweats
and Jeans OKAY!)
HEALTHCARE RESOURCES
We understand the challenge of working without having health
insurance! We have provided information on our website about
the St. Louis Integrated Health Network, a network of reduced-
cost health centers. Their providers are dedicated to providing
top-notch health care to individuals without health insurance!
St. Louis Area IHN Affiliated Health Centers
https:\\www.staffingsolutionsinc.com/St%20Louis%20Area%
20IHN.pdf
FULL-TIME PLACEMENT SERVICES
When you visited our office, we discussed your job search crite-
ria, such as duties, salary, location, environment, work-styles,
etc. Staffing Solutions, Inc.'s role is to match your needs with our
current and/or future openings. We will work with you on an indi-
vidual basis to identify the right employment opportunity to match
your skills and career goals.
Please remember, we can only offer you the opportunities that
are offered to us!
When a company offers us the opportunity to fill an open position,
they have very specific criteria. We seek the best candidate by first
looking at our current temporary employees and applicants.While we
may have several openings, they may not match your personal
goals. Unfortunately, we don't always have job opportunities to
place all our wonderful temps and candidates.
CURRENT OPENINGS
We always start by reviewing our current openings with you, and will
consider your file as we receive each new opening. If we feel there
is an opening that might interest you, we will call you.
YOUR ON-GOING JOB SEARCH Please keep in mind that we cannot forecast when the position with
the great fit for you will cross our desks! It is best to continue your
search independently; you may find a new position on your own. If
you accept a position, or if anything changes that affects the type of
positions you would consider, please contact us.
SPECIALIZED SERVICES
We offer a variety of services to assist our active applicants:
Editing your resume, cover letter, and/or thank you notes
Skills assessment and software training
Use of our resources such as Internet access, personal com-
puters, printers, facsimile
Access to our reference library
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POLICIES AND PROCEDURES
Staffing Solutions, Inc. is committed to our applicants, and will
adhere to certain policies that we initiated on your behalf:
We will submit your credentials to the client company
only after you have given us your permission.
If you are currently working, we will attempt to schedule
your interviews during non-business hours whenever
possible.
We only call our client for feedback after we speak to
you, so please call us as soon as your interview ends to
provide us with your feedback.
If you are offered a position, we require our client to fur-
nish you with an offer letter that describes the terms of
your employment.
We will only contact your references after you give us
your permission.
There is no fee to you and no contract that obligates
you to remain employed if the job does not work.
Please call if you have any questions.
EMPLOYMENT VERIFICATION AND
REFERENCE POLICY
We consider candidates for assignments and/or interviews
only after verifying past employment/references. We make
at least two attempts to contact your previous employers. If
we are unable to verify your previous employment and are
unable to get other references on your behalf, we will contact
you for more options. If we are still unable to obtain three
verifiable professional references, this will unfortunately result
in an incomplete file and we will be unable to offer you as-
signments or interviews.
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You can use this table to track your assignments. It can be very
helpful when updating your resume or preparing for interviews.
COMPANY/POSITION
DATES
SUPERVISOR /PHONE#
1
2
3
4
5
6
7
8
9
FOR YOUR RECORDS We invite you to visit our Website:
www.StaffingSolutionsInc.com
for all of our current openings
the best online self-help Help Desk
Workplace Wisdom--
a source of great career building tips
Join Our Community!
LinkedIn: Staffing Solutions Career Network
www.linkedin.com/groups?home=&gid=2733479
Facebook: snipurl.com/staffingsolutionsinc
Twitter: twitter.com/SSInc_STL
MySpace: www.myspace.com/staffingsolutionsinc
Our Blog: ssincstl.blogspot.com/
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