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.

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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

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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

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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.

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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.

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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.

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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.

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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.

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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

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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.

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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.

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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.

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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/