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Darriel.Green Uei College Business Office Administration Human Recourse Mod 160 Unit 1 Capstone Project A new Hire Employment Packet Instructor Frank Ezenekwe,MBA / Andre shubin,MBA


New Hire Employment Packet J2 Global Solutions


Outbound sales associates responsibilities and duties

Make outbound customer calls to promote and sell a product or service. Create, maintain and update database of customers with complete information and emails. Consolidate existing customer base while building new customer base. Record outbound call history and customers response in detail. Ensure customer follow-up all the time. Send or email product literature, brochures, catalogs and other campaign material. Monitor competitors’ products or services and create selling strategies for own products or services. Handle customer needs and requirements. Respond to customer inquiries and resolve.


Welcoming New Employee Message It is always an exciting time to bring a new employee on board. From training to socially acclimating to a new environment, here are some great examples of welcoming new employee messages that will help you to bring out the great hospitality of your organization and fellow colleagues. “Congratulations for being a part of our team. Our whole team welcomes a new employee like you. We are looking forward for the company’s success with you. Welcome aboard.” “Congratulations for getting the job thus we would like you to know that we are all happy and excited to work with you. We believe that your abilities will help our company to grow more and become bigger. Welcome aboard (name).” “Having you in our company is really a great honour. Indeed, all of us here are very excited to work with you. Welcome aboard new buddy.” “Hello (Darriel). We heard that our company just hired you to be a part of our growing team. Congratulations and in behalf of our members and supervisors, we would like to welcome you. We are all happy and excited for the upbringing of our company.” “Hi (Darriel). Our team would like to welcome you here in our office. Thank you accepting the job and we are looking forward to work with you. Welcome.”


ORGANIZATION CHART Vivek Shah President

Scott Turicchi Executive Assistant

Domestic

Steve Horowitz

ALLAN MATTSSON

FLORA BERGGREN

MIRA KARLSSON

KALLE PERSSON

VICTORIA PERSSON

VP Finance

VP Technology

VP Operations

VP Marketing

VP Production

VP Transportation

ALEXANDER MARTENSSON

ANGELICA ASTROM

IAN HANSSON

APRIL HANSSON

JENS MARTENSSON

ANGELICA HANSSON

Accounting

Help Desk

Facilities

Project Manager

Prod. Manager

Dispatch

JENS MARTENSSON

IAN HANSSON

ALEXANDER MARTENSSON

Help Desk

Facilities

Prod. Manager

IAN HANSSON

IAN HANSSON

Help Desk

Prod. Manager

National

International


Drub policy page 1 XYZ Corporation, Inc. (J2 Global) intends to help provide a safe and drug-free work environment for our clients and our employees. With this goal in mind and because of the serious drug abuse problem in today's workplace, we are establishing the following policy for existing and future employees of XYZ Corporation, Inc. The Company explicitly prohibits: •The use, possession, solicitation for, or sale of narcotics or other illegal drugs, alcohol, or prescription medication without a prescription on Company or customer premises or while performing an assignment. •Being impaired or under the influence of legal or illegal drugs or alcohol away from the Company or customer premises, if such impairment or influence adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk the Company's reputation. •Possession, use, solicitation for, or sale of legal or illegal drugs or alcohol away from the Company or customer premises, if such activity or involvement adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk the Company's reputation. •The presence of any detectable amount of prohibited substances in the employee's system while at work, while on the premises of the company or its customers, or while on company business. "Prohibited substances" include illegal drugs, alcohol, or prescription drugs not taken in accordance with a prescription given to the employee.


Drug Policy Pages 2

The Company will conduct drug and/or alcohol testing under any of the following circumstances: •RANDOM TESTING: Employees may be selected at random for drug and/or alcohol testing at any interval determined by the Company. •FOR-CAUSE TESTING: The Company may ask an employee to submit to a drug and/or alcohol test at any time it feels that the employee may be under the influence of drugs or alcohol, including, but not limited to, the following circumstances: evidence of drugs or alcohol on or about the employee's person or in the employee's vicinity, unusual conduct on the employee's part that suggests impairment or influence of drugs or alcohol, negative performance patterns, or excessive and unexplained absenteeism or tardiness. •POST-ACCIDENT TESTING: Any employee involved in an on-the-job accident or injury under circumstances that suggest possible use or influence of drugs or alcohol in the accident or injury event may be asked to submit to a drug and/or alcohol test. "Involved in an on-the-job accident or injury" means not only the one who was or could have been injured, but also any employee who potentially contributed to the accident or injury event in any way.


Workman's Compensation

California Workers' Compensation Law The California Workers Compensation law is designed to protect both the employee and the employer in the event of an on-the-job injury. California workers compensation laws provide guaranteed coverage to employees for medical care for their personal injury and, in many cases, provide guaranteed compensation during and after the recovery period as well. By seeking the services of our expert California workers compensation lawyers, you will be able to justify your stand easily.


Employees who experience a workplace injury or occupational illness should immediately report the incident to the employer. Reporting periods are different for each state, and if an employee doesn’t make a report before the specified deadline, he or she might not receive benefits. After an injury or illness is reported, business owners and employees should take the following steps: Visit an approved health care professional. Injured or ill employees should seek medical assistance immediately – any delays can put their health and benefits at risk. The doctor will then provide a medical report to file with the employee’s injury claim. Start the claim process. Employers are responsible for providing the appropriate forms, information about the claims process, and the contact details for the business’s insurance company. File the claim. The employee should file a claim with the employer’s insurance company, making sure to pay attention to reporting deadlines. The claim should include any state-mandated paperwork, forms, and medical reports. Receive benefits. Once the insurance provider approves the claim, the employee will begin to receive workers’ comp benefits. Benefits can include coverage for the employee’s medical expenses, rehabilitation costs, and twothirds of their wages while they are medically unable to work. Return to work. An injured employee might return to work on a reduced schedule or full time, depending on the recommendation of the treating physician. Employers should make reasonable accommodations to help the employee during the transition back to the workplace, and provide any necessary safety training to ensure the same type of injury doesn’t happen again.


Work drug usage policy

he Company explicitly prohibits: •The use, possession, solicitation for, or sale of narcotics or other illegal drugs, alcohol, or prescription medication without a prescription on Company or customer premises or while performing an assignment. •Being impaired or under the influence of legal or illegal drugs or alcohol away from the Company or customer premises, if such impairment or influence adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk the Company's reputation. •Possession, use, solicitation for, or sale of legal or illegal drugs or alcohol away from the Company or customer premises, if such activity or involvement adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk the Company's reputation. •The presence of any detectable amount of prohibited substances in the employee's system while at work, while on the premises of the company or its customers, or while on company business. "Prohibited substances" include illegal drugs, alcohol, or prescription drugs not taken in accordance with a prescription given to the employee.


Welcome to the j2 global solutions team


ŠDarriel.Green Business office of Administration

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Darriel.Green  

UEI College Business office Administration Human Resources mod 160 unit 1 Day 2 Capstone Project New Hire Employment Package Instructor:...

Darriel.Green  

UEI College Business office Administration Human Resources mod 160 unit 1 Day 2 Capstone Project New Hire Employment Package Instructor:...

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