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DISCLAIMER 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)

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. A Missouri Certified Woman-0wned Business Enterprise (WBE)

Š Staffing Solutions, Inc., St. Louis, MO 2012. All Rights Reserved.

TABLE OF CONTENTS Welcome Letter ................................................................................. 3 Performance ........................................................................................ 3 How To Make A Good Impression .......................................... 3 Policies and Procedures .................................................................... Call the Staffing Solutions Office ........................................ Equal Employment Opportunities ........................................... Harassment ................................................................................... Prohibition of Harassment and Discrimination ..................

4 4 4 4 5

Work Safety Policy ............................................................................ 6 Employee Conduct .............................................................................. 8 Absenteeism ................................................................................. 8 Dress Code .................................................................................... 8

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

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


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:


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Our best efforts to offer assignments based on your experience, interests, and skills. Our best efforts to provide necessary training to ensure 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, experimenting with career options, or looking for fulltime employment, 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 Solutions, 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!

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:




Quality of Work




Quantity of Work



Bonny Filandrinos President 3


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

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 policies 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 employee’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 advances, requests for sexual favors, and other such verbal or physical conduct constitute sexual harassment under the following conditions:

* 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.

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

In order to be eligible for rehire, one week notice is required if you leave an assignment before it has ended.

b. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual.

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.

c. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.







TION Harassment and discrimination in the workplace, based on a person’s race, sex, religion, national origin, age, or disability will not be tolerated. It is Staffing Solutions, Inc. policy to treat all employees alike, regardless of race, color, creed, sex, national origin, age, and/or disability. Staffing Solutions, Inc. will not consider any trait protected by any federal, state, or local statute or ordinance in the making of any decision affecting your employment with the Company. 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 harassment. Sexual harassment may include unwelcome sexual advances, unwelcome touching, requests for sexual favors, sexual innuendos or jokes, display of sexually suggestive objects or pictures 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 response 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 investigate all allegations of harassment in as confidential a manner 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 harassment issues, particularly of “offensive working environment” forms of harassments, unless they are reported to appropriate members of management in a timely fashion. Delay or reluctance by an individual who feels they are being harassed may preclude Staffing Solutions, Inc. from taking appropriate 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 discrimination in violation of this policy will be subject to appropriate disciplinary action, up to and including termination of employment. No employee who brings any such harassment to the attention of Staffing Solutions, Inc. will suffer any reprisal or retaliation as a result of such claim.




The cooperation of every employee is necessary to make this company a safe place in which to work. Help yourself and others by reporting 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 published 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.

 Do not wear loose clothing or jewelry around machinery.

Specific safety rules and guidelines. To ensure your safety, and that of your coworkers, please observe and obey the following rules and guidelines:

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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 employee 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 unconscious condition, or a severe head injury, the employee is not to be moved until medical attention has been given by authorized personnel.

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It may catch on moving equipment and cause a serious injury. 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 authorized 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.


 Do not operate machines or equipment until you have

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been properly instructed and authorized to do so by your supervisor. Do not engage in such other practices as may be inconsistent 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 conditions on the following list—or any other possible hazardous situation—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 lighting

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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.


EMPLOYEE CONDUCT ABSENTEEISM You should make every effort not to be absent. An absence is defined as any time you are not at work at a time when you are scheduled 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.


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, grooming, and hygiene standards, such as professional dress, a uniform, or safety equipment.

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.

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 clothing, athletic wear, or similarly inappropriate clothing.

1. Employees are expected at all times to present a professional, businesslike image to clients, fellow workers, and to the public. Acceptable personal appearance is an ongoing requirement of employment with Staffing Solutions, Inc. Radical departures from conventional dress or personal grooming and hygiene standards are not permitted.

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.


6. We have provided a list for your reference. This is not all inclusive, 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 conservative 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.


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

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A tailored pantsuit or dress with sleeves and jacket Casual, low-heeled shoes or flats

For Men:

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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 environment:  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





CHARGE 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. HOWEVER, 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

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.

Employees may be disciplined or discharged, at the company’s discretion, for engaging in misconduct. The following are guidelines showing examples of the kinds of conduct that are prohibited and could lead to discharge or discipline. This list is not all-inclusive, and therefore includes, but is not limited to, the following:

8. Fighting, inciting a fight or threatening other employees.

1. Dishonesty, such as falsification, misrepresentation, or omissions 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 employees by failing to handle issues in a professional manner, including, but not limited to, losing your temper,

9. Possession of firearms, explosives, or any weapon on Company 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 premises 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 controlled 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.

computers, fax, delivery services, long distance, postage) for personal use

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, suspension, or discharge, although the particular discipline imposed for misconduct, if any, will depend on the facts and circumstances in each case, and will be decided at the sole discretion of Staffing Solutions, Inc.


Using company resources (i.e., email, Internet,

Selling services or products for your personal business, or for another company. (For example, Avon, Amway, Tupperware, etc.)


Poor work performance

Leaving an assignment in order to take another agency's temporary assignment

Falsifying your employment application

Discussing your salary or anyone else's

Falsifying timecards

Failure to follow procedures, including but not

Excessive absenteeism

Lack of Punctuality: adhere to assigned start time, lunch hours, departure time

limited to, proper "check-in" procedures, or procedures for changes in work schedule, or for applying for work at a client company

Job Abandonment: not calling or showing up

Under no circumstances should you run clients’

for work

errands or conduct business in your car while on

Scheduling too many appointments/interviews during working hours

assignment at Staffing Solutions, Inc. Our Workers’ Compensation Insurance does not cover auto vehicle incidents. If you have been asked to


Taking controlled substances or other unau-

this situation, please call the Staffing Solutions,

thorized prescriptive medication, or drinking

Inc. office for further directions.

alcohol during work hours

run errands in your car and you need help with




Our monthly newsletter contains useful information ranging from computer tips to resume tips to the latest trends in the workplace. Each month we email you a notice when the latest edition is out... visit anytime to read it!

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 Department, 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 deposit, or your Payroll Card information if you will be using that service.


Staffing Solutions, Inc.

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 and submit his/her resume. 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.

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 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 received 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 information on accessing your paystub.


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 responsibility 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.


4 5

If you are on more than one assignment, choose the job order from the list on the right


Use the pull down menu to select the day


Under “In” enter your start time (ex: 8:00 a)


Under “Left for Lunch” enter time left (ex: 12:00 p)


Under “Back from Lunch” enter the time returned (ex: 1:00 p)



Access on line time sheet by clicking here Web-based Time Entry or go to the Staffing Solutions Inc. website at and click on the link for Payroll, then Web-Based Time Entry 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 password. Your password must be at least one upper case, lower case and one numeric.

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.


Under “Open Timesheet”, If you haven’t started a timecard for the week, click “Create New . . . “ or select the one you’ve already started for that week, it will be listed under Create New. Select the day of the week. Click on the date that you are entering time for.


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.


Once you click submit, the Approver (who will have already been predetermined by our system) will receive an email stating there is a timesheet ready for approval.



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 responsibility to make sure that you receive this email indicating 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 maximum 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.


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 maintained 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 follow these steps: 1. Go to 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 system.


To add or change direct deposit information, go to, Employee Resources, Payroll, then access the GreenEmployee site.




Holiday pay is based on the average daily hours worked during the prior six (6) months. It is calculated to the nearest quarter hour.

Enhancing your skills can qualify you for a greater number of assignments and keep you marketable in a fast changing business environment. You may make use of our training resources if you are available to work.*

Staffing Solutions, Inc.’s holidays are:

 New Year's Day  Memorial Day  Independence Day

As a “temp,” you are an employee of Staffing Solutions, Inc., and are eligible for our specialized programs.

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 provided 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.

● Labor Day ● Thanksgiving Day ● Christmas Day

when these holidays fall Monday through Friday. To Qualify For Holiday Pay:

You must be currently working on an on-going assignment 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 evaluations.

Do not enter time or comments for holidays unless you actually work that day. Holiday pay is calculated by our accountant for eligible employees.

*Note: Turning down an assignment in order to use the selfpaced 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 templates, 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.


CAREER CAFÉ Our Career Café was developed to provide job search and career transition assistance to our active employees. Conducting your job search at home day-in-and-day-out, alone, can be socially isolating and cause anxiety. Anxiety leads to poor interviewing 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:\\ 20IHN.pdf

FULL-TIME PLACEMENT SERVICES When you visited our office, we discussed your job search criteria, such as duties, salary, location, environment, workstyles, 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 individual 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 computers, printers, facsimile Access to our reference library


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 furnish 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 assignments or interviews.


FOR YOUR RECORDS You can use this table to track your assignments. It can be very helpful when updating your resume or preparing for interviews.




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Employee Handbook  

Employee Handbook

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