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A THRIVING COMMUNITY

Employee Handbook


Welcome Welcome to Snelling Staffing Services! You are now a member of a proud team of skilled employees that is relied upon by fine companies all over America. Because we are a people business, you represent Snelling every time you are on assignment. Your professionalism, job performance, attitude and appearance will help ensure that clients will continue to call Snelling, and in many cases, ask for you by name. We have outlined our expectations of you as a Snelling employee, in order for us to maintain a positive and mutually beneficial working relationship.

Mission Statement Snelling Staffing Services is committed to providing professional staffing solutions to corporations and individuals by maintaining excellent service and implementing innovative measures to remain on the leading edge of our industry. We are morally and ethically bound to continue to change and improve our service to enable others to achieve the success they desire. Our company firmly believes that its continued success is dependent on its staff and maintenance training, education and certification program that insures we are experts in the staffing industry.


Policies & Procedures Equal Employment Opportunity Policy Since our inception and long before it became the law of the land, it was and is the practice of the Company to provide equal employment opportunities to all employees and job applicants, without regard to race, sex, age, color, marital status, religion, veterans status, disability, national origin, or other protected classes as provided by applicable law. Assignments You will be offered assignments based on availability as well as your experience and skills. Usually, you will know about assignments a day or two in advance. Some opportunities, however, start right away. When you accept an assignment, you should record all important information, so you will be prepared for a good start.

Assignment Procedures As a Snelling employee, you have the flexibility to accept or decline any assignments you are selected for. You are required to call in on a weekly basis to speak with a Personnel Manager regarding your availability.

Receipt of Employee Handbook After reading this handbook, we hope that you understand the importance Snelling places on your safety and health. If Snelling, the customer, and our temporary employees honor the commitment to work place safety, everyone benefits. Be assured that Snelling will continue to monitor our customers’ safety performance as well as yours. Remember, violation of Snelling or its clients’ safety policies is cause for immediate dismissal. Safety is everyone’s business, make sure it’s yours. We stress the need to read and understand all the components of this handbook. Before signing, if there are any areas you do not understand, please have your Supervisor explain them to you. By signing below, you acknowledge that you have read, understand and received a copy of this Employee Handbook. You also acknowledge that you understand the provisions contained in this handbook may be changed, modified or deleted at any time. You further understand that neither this handbook nor any other communication by any management representative is intended to, in any way, create a contract of employment.

You are expected to complete all assignments you accept. If you are unable to report to work or complete an assignment for any reason, illness, emergency, etc., immediately notify your Snelling supervisor, not the client, in order for us to obtain a replacement.

Employee Signature_____________________________

We have an answering machine on after hours and weekends. Please leave a message and a Personnel Manager will return your call the following business day. Contact Snelling Staffing Services when your assignment ends, within 24 hours. If you fail to make such contact, you may be considered to have left work voluntarily without cause, and unemployment benefits may be denied. If for any reason you are not interested in continuing an assignment that you have accepted, we require a 24 hour notice in order to find a replacement for the client.

Snelling Supervisor_____________________________

Date_________________________________________


Welcome Aboard!

Policies & Procedures Tips For Success

Your orientation is now finished. We are excited to have you join us as a Snelling field employee, and look forward to a mutually beneficial relationship in meeting and exceeding your personal expectations. We want to emphasize that as your employer, we will attempt to help further your career growth, no matter what job function you have. It is very important to us that you are happy, and that your career needs are being met. Communication is a two way street. We expect you to communicate to us when you have questions, comments, or concerns. Likewise, you may expect the same from us. By doing so, we will be able to proactively avoid problems that otherwise may occur during employment with us. Please read and sign the Receipt of Employee Handbook at the end of this handbook. Thank you for joining the Snelling team. Welcome aboard!

We pride ourselves on being known as a staffing service that provides companies with the most qualified and professional Field Employees. Our image enables us to continually place our employees at the most prestige’s companies in the Detroit metropolitan area. As a Field Representative of Snelling and a member of our team we depend heavily on you to continue to project that professional and responsible image in the workplace. In order to continue the success that we all desire it is imperative for you to abide to the following work decorum:

Arrive on time every day to show your professionalism and commitment to quality performance. Dress appropriately for the assignment. Your Personnel Manager will outline the client’s dress codes and other important rules concerning smoking, breaks, and more. Direct all incoming emergency personal calls to the Snelling office, and we will pass messages on to you. Client phones should not be used to make or receive personal calls. Many of our Field Employees are offered positions to work directly for the client companies they are assigned to. If this should happen to you and you desire a full-time position, or are offered one while on assignment, please let us know immediately. Dress for success, make sure your attire is appropriate for the assignment. Be sure to eat only at scheduled break times and in the areas that are provided. Avoid bringing personal items to work, i.e. radio, CD’s or pictures. Client phones should not be used to make or receive personal calls.

Refrain from the following: The use of cell phones or headsets during working hours The use of client company computers to send or receive any personal e-mail. The use of client companies computers to create any personal documents. Copying or downloading any files onto client companies computers. Accessing any unauthorized internet sites while on assignment.


Time Sheets & Payroll As a Snelling employee, you are paid for the hours you actually work on assignment. The pay rate is determined before you begin the assignment and can vary from one assignment to the next. We regularly review your performance and pay status. We also take care of all state and federally required payroll deductions and unemployment insurance, and we match Social Security contributions and provide workers’ compensation insurance. Use a new Time Sheet for every assignment you work. For a continuing assignment, use a new Time Sheet each week. Fill in all information using a ballpoint pen and press firmly so all copies are legible. Each Friday, or at the end of each assignment, both you and the client company supervisor must sign the Time Sheet. Then leave the “client copy” with the client company supervisor, and keep the “employee copy” for your files. Without a signed and approved Time Sheet, you cannot be paid - there are no exceptions. You are responsible for mailing your signed and completed time sheet to: Snelling Staffing Services P.O. Box 214159 Auburn Hills, MI 48321

Mail your time sheet every Friday to ensure that it will be received no later than 4:00 p.m. on Tuesdays. Time slips that are in the P.O. Box by 4:00 p.m. on Tuesday will be processed depending on the method of payroll you select.Time slips not received by Tuesday afternoon will sit in the box until the following Tuesday pickup. Lost or stolen paychecks will be reissued 15 business days from the check date and no sooner.

Substance Abuse General Policy Snelling believes that maintaining a workplace that is free from the effects of drug and alcohol abuse is the responsibility of all persons involved in our business, including Snelling’s franchisees, employees, and clients. The use, possession, sale or transfer of illegal drugs or alcohol on company property, in company vehicles, or while engaged in company activities is strictly forbidden. Also, being under the influence of drugs or alcohol while on company property, in company vehicles, or while engaged in company activities is strictly forbidden. A violation of this policy will result in disciplinary action up to and including immediate termination. Additionally, consistent with the law, drug and alcohol screening tests will be given after accidents or near misses, upon reasonable suspicion of alcohol or drug use, when a client requires preassignment testing, or under any other circumstances which warrant a test. Further, where an employee is suspected of keeping drugs or alcohol in his or her locker, we may ask the employee to open the locker. If the employee refuses or is unavailable, we may search the contents of the locker. A complete copy of Snelling’s policy on Substance Abuse is available at any time for review by contacting your Snelling supervisor.


How You Are Paid In an effort to provide more timely and flexible payroll services to our employees Snelling has the following options available to you: Pay Card and Direct Deposit Options: Both are a free service that allows you quick and easy access to your payroll funds. With the Pay Card you are able to withdrawl your total pay each week at any Chase Bank. Just like cashing your check only without any check cashing fee. Both Pay Card and Direct Deposit employees will have thier payroll processed on Wednesdays and the money is available within 24 hours of the transfer. If any errors occur in your payroll Snelling will be able to correct them within 24 to 48 hours versus the 15 business day waiting period for paper checks. With Pay Card and Direct Deposit there is no uncertainty with the Post Office, no lost mail, no chance of your check being delivered to the wrong address! Paper Checks: If you opt for a traditional paper check your payroll is handled in the following manner: Paper paychecks are processed once a week on Thursday and they are mailed out on Friday of each week. You will recieve your check by Monday or Tuesday of the week following your submission of your time card. Lost or Stolen Checks: Notify your Snelling Supervisor as soon as you may have an issue with your pay check. Lost or stolen paychecks will be reissued 15 business days from the check date unless you opt to pay a $25.00 check canceling fee to expedite the process.


Harassment Policy

How You Are Paid

If you feel comfortable doing so, advise the person(s) doing the harassing that their behavior is offensive to you. Ask them to refrain from whatever they are doing or saying.

Overtime Pay - You will be paid for hours worked over 40 during our weekly pay period at one and a half times your regular hourly pay rate. Always clear any overtime in advance with your Snelling supervisor.

If the harassment continues, or if you are uncomfortable approaching the person doing the harassing, take up the matter with the immediate on-site supervisor, and your Snelling supervisor.

Instructions for filling out Time Sheet

If the immediate supervisor is part of the problem, or is aware of the problem and has not taken corrective action, then you should direct your complaint to the Snelling supervisor or Franchisee/Manager.

Please fill out top portion of Time Sheet completely, with your name, the name of the company you are assigned to, address, and supervisor’s name. Fill in dates worked in far left column of Time Sheet.

Responsibilities

It is the responsiblity of all employees to refrain from harassment of others and to report such behavior in accordance with the above procedures. It is the responsibility of any Snelling representative to take immediate action if a temporary has expressed concern that the working environment in which they are placed is hostile or violatesany part of Snelling policy. All complaints will be promptly investigated. Complaints will be handled as discreetly and as confidentially as possible. It is the responsibility of each Snelling office to ensure that all their employees and managers are educated and trained through employee awareness programs that emphasize the seriousness of harassment. A complete copy of Snelling’s policy on Harassment is available at any time for review by contacting your Snelling supervisor.

Round all time to the closest quarter hour. Example: if you come in at 8:07, please round your time down to 8:00 or if you came in at 8:08, round up to 8:15. Enter time taken for lunch in the appropriate column and be sure to subtract that time from the regular hours worked (time in and time out columns). Lunch hour is not paid. Add all hours in the far right column and fill in the total at the bottom of the Time Sheet, including any overtime. You must sign the bottom of the Time Sheet where it says “Employee Signature” and your supervisor at the client company must sign where it says “Authorized Signature” before mailing it to the P.O. Box listed on the front of the Time Sheet. We DO NOT Accept faxed timesheets.

Express Mail Services will not deliver to a P.O. Box; the U.S. Postal Service must deliver your time sheet directly to the P.O. Box. Time sheets that are not delivered to the P.O. Box will not be collected and therefore will not be processed for payment.


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Hazardous Substances

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Hazardous substances come in many forms. They can be flammable gases or liquids, caustics, pressurized gases, fuels, fumes, etc. You will receive information pertaining to all hazardous substances in your work area. If you are not provided this information before you start work, notify your Snelling supervisor immediately. The information you will be provided will address: .

.

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How to detect the presence or release of chemicals. Health and physical hazards associated with chemicals.

. Methods to protect yourself from exposure. How to use the customer’s container labeling program as well as the Material Safety Data Sheets (MSDS) for hazardous substances. Remember, you have the right to read the MSDS for the materials in your area. This information sheet will provide physical property information as well as precautionary information. All of this information will be contained in the customer’s Hazard Communication Program. ❐ GRAND TOTAL

Working From Elevations and In Excavations Snelling employees are prohibited from elevated working areas without prior approval from your Snelling supervisor. If you are approved to work in an elevated area above 6 feet in height, full perimeter protection or personal fall protection devices must be used, no exception. Examples of this type of work would include roofing, high rise construction, window washing, exterior construction or maintenance above the first floor, etc. L

Snelling employees are prohibited from working in or around excavations that exceed 4 feet in depth, no exceptions. If you are asked to work in an excavation or from an elevation, contact your Snelling supervisor immediately.


Mobile Powered Equipment Do not operate any forklift devices, pallet jacks, tractors, construction equipment, or mobile powered machinery unless you have the written approval of your Snelling supervisor. Also, you must be able to meet the client’s safe operation/certification requirements before you will be permitted to operate any equipment of this kind.

Tools Always use the correct tool for the task.

Delays in Timesheet Processing No Dates or incorrect dates on Time Sheet. Total hours worked not calculated. No client or Employee Signature. Time sheet received after 4:00 p.m. Tuesday. Not informing Snelling of a change in address. Postal carriers will not deliver mail of an unknown addressee. It is very important to notify your postal carrier if you are a temporary resident at the address that you have requested to have your payroll check delivered to.

Customer’s Costs

Do not use damaged tools. When using hand held electrical equipment, make sure there are no signs of physical damage to the equipment body. Always check to see that the cord is not damaged and the plug has no exposed wiring or missing prongs. Do not attempt to use any tools that you are unfamiliar with until you have received instruction and authorization. Wear safety glasses or goggles when using any pressurized air system.

Our customers are charged an hourly rate that is more than your hourly pay rate. That’s because our billing rate includes the additional costs of Selection and Administration, Employer contributions for Social Security, Unemployment Taxes, Workers’ Compensation Insurance, General Liability Insurance, Fringe Benefits and Profit.


Proper Lifting and Carrying Do not lift more than 25 pounds without permission from your Snelling supervisor. If lifting is required, use a safe lifting procedure with a straight back, bend at knees, firm grip, and lift with legs. Use approved lifting techniques: face the load, make sure your feet are on level firm ground, bend your knees, grasp the load securely and raise the load keeping your back as straight as possible. Use the leg muscles to lift the load, never the back. Never lift while your body is twisted, especially the lower back. Many back injuries can be prevented by simply doing a few simple warm up stretches before lifting, especially after any period of inactivity.

Machinery and Equipment Your on-site supervisor will provide you with instructions on the safe operation of all equipment and machinery. You will also be informed about the operation of all safety devices and equipment guards. Do not operate equipment until you have received these instructions. Never attempt to tamper with or bypass any machine safety device or guard. Do not operate any machinery that has broken, defective, or missing safety devices or guards. Notify your on-site supervisor immediately if such a condition exists. Notify your Snelling supervisor immediately if you are asked to operate unsafe machinery or equipment. Never assume that the power is off to any piece of equipment. Your on-site supervisor will inform you of your restrictions as an affected employee under the customer’s Lockout/Tagout Program. Never place any part of your body into the point of operation of any machine. Do not attempt to perform maintenance or service on any of the client’s equipment. Do not wear loose clothing, rings, jewelry or allow hair to dangle when operating machinery. Always wear required personnel protective equipment.


Employee Benefits

Personal Protective Equipment There are several conditions present in the industrial and construction environments that require the use of personal safety equipment. When such conditions exist at your job assignment, you will be informed of the type of equipment required and how to use and care for it. The customer will provide the equipment and it is your responsibility to use it, no exception. Examples of safety equipment you may be required to wear are as followed: Hard Hats - protection from overhead hazards.

Direct Deposit We make getting paid easy! Have your paycheck sent directly to your bank using Direct Deposit. Ask a Personnel Manager for the enrollment form. Pay Card This is a FREE service! Employees who opt for this method of payroll enjoy quick reciept of payroll funds, free withdrawl of funds from Chase Bank Branch locations and the flexibility of using the Pay Card as a debit card. See details in subsequent publication regarding Pay Card features.

Holiday Pay

Safety Glasses/Goggles - protection from airborne particles, sparks, and some liquid splashes.

In order to qualify for holiday pay you must satisfy the following:

Safety Shoes - protection from objects falling on feet and sharp objects penetrating shoe soles.

You must have worked a total of 840 straight time hours during a 24 week period, immediately before the holiday.

Hearing Protection - protection from high-level noise exposure.

You must work the scheduled day before the holiday, the day after, and the holiday (if asked to do so).

Gloves - depending on type of glove, protection from harmful liquids, heat, or surface contact hazards. Boots and Aprons - protection from wet environments. Dust Masks - Snelling employees will not be permitted to be engaged in tasks requiring negative pressure or positive pressure respirators.

Dust masks or particle masks are permissible and recommended for nuisance dust exposures. Welding Hoods - only ANSI approved welding hoods that meet eye tint requirements will be accepted.

If you’re required to work the day of the holiday, and you satisfy eligibility requirements, you will receive an additional 8 hours of straight time pay for the holiday in addition to your normal weekly compensation for the actual time worked.

Paid Holidays New Years Day Memorial Day Independence Day Labor Day Thanksgiving Day Christmas Day 401(k) You will become eligible to enter the plan after you have completed 1 year of employment for Snelling Staffing Services and attained the age of 21. You will be credited with a year of service for eligibility purposes if you work 1,000 hours during the year.


Safety Policies & Procedures Reporting Work-Related Injuries Snelling’s primary concern is the safety and welfare of its temporary employees. Our Safety and Drug Policies are designed to ensure our temporaries a safe workplace. Occasionally, accidents can occur on the job. Immediate reporting of a work-related injury is essential to ensure prompt and appropriate medical care. Our clients have instructions on how to report work-related injuries to our staff. You are responsible for timely reporting of your injury to both the client and to Snelling. If you are injured while performing your job-related duties: Report your injury immediately to your on-site supervisor, and under no circumstances later than the end of the shift on which you suffered the injury. Contact your Snelling supervisor immediately. Obtain First-Aid if necessary. A Snelling representative will arrange transportation to the nearest appropriate medical facility. Assist your Snelling supervisor in completing the Employee Injury Description section on the Employer’s First Report of Injury, as soon as you are able.

The Employer’s First Report of Injury will be sent to our Workers’ Compensation carrier as soon as the form has been completed. Once the Workers’ Compensation carrier has received notice of your injury, you will be contacted regarding your continued medical treatment. Workers’ Compensation will pay for needed medical treatments and may partially offset lost wages for your period of recovery. Our top concern is your safety and health. We want you to recover and return to work as soon as possible. Keep in touch with your Snelling supervisor, and let us know what we can do to hasten your recovery. If you do not receive a full release from the doctor, then you may be able to return to work on a Light Duty basis, if available.

Standards of Conduct Snelling Staffing Services has established workplace standards of performance and conduct as a means of maintaining a productive and cohesive work environment. A positive, progressive approach is taken to solve discipline problems which appeals to an employee’s self respect, rather than create the fear of losing a job. Our system emphasizes correction of the offensive behavior. If correction of the problem and sustained improvement does not occur, termination may result. Disciplinary Action The following may be grounds for disciplinary action, up to and including termination: Accepting an assignment and not reporting to work or not notifying your Snelling supervisor before your assigned start time. Excessive absenteeism, tardiness or leaving your work site without properly notifying your Snelling Supervisor. Unauthorized possession, use, or removal of property belonging to Snelling or any client of Snelling. Failure to comply with all safety rules and regulations, including the failure to wear safety equipment when instructed. Reporting to work under the influence of alcohol, illegal drugs, or in possession of either item on company premises or work sites of client companies. Lewd, unacceptable behavior, possession of weapons or explosives, and provoking, instigating, or participating in a fight are prohibited at Snelling and client locations. Failure to call Snelling when an assignment ends. Violation of the harassment policy. Insubordination, for example, refusal to carry out your supervisors reasonable work request. Falsifying records, including but not limited to time records, claims pertaining to injuries occurring on company premises or work sites of client companies, or personnel records. Disclosing confidential information without authorization. Disregard for established policies and procedures. Excessive cancellations or tardiness. Discourtesy to clients or fellow employees.


Standards of Conduct

Safety Policies & Procedures

Snelling is an alcohol and drug-free employer. Under no circumstances will alcohol, illegal drugs or controlled substances be permitted on the job. Employees violating this policy are subject to disciplinary action up to and including immediate termination.

Safety Policy Statement Snelling’s primary concern is for the safety and welfare of its field employees. In order to accomplish this goal, guidelines have been established that recognize the responsibility of Snelling, our clients, and you, our employee. Snelling’s responsibility is to provide a safe and healthful work place for all our employees. We will accomplish this by assigning field employees to clients who have a priority commitment to accident free work places. Also, only field employees who will take the responsibility to work safely and observe Snelling and customer safe work practices will be assigned work in industrial

or construction

environments.

Our team

approach to accident prevention and safe work practices will ensure that Snelling field employees are provided a working environment that promotes safety, health, and

We want you to know that Snelling is concerned that each employee has a safe place in which to work. We have reviewed that subject with the client to which you will be assigned. If you have any concerns regarding the safety at your assignment, call your Snelling supervisor immediately. Be assured that we will address your concerns with our clients. As a temporary employee of Snelling, our Workers Compensation Insurance will cover you for injuries that you sustain on the job. Please make sure you understand how the claim process works, in case you should suffer an injury. The most important point is to make sure you immediately report all injuries to your on-site supervisor and your Snelling supervisor, no matter how small they may seem. We have identified important Snelling policies so you will know some of our important requirements. Do not use your own or a client’s vehicle while on assignment without having written permission from Snelling. Do not operate any machinery that has broken, defective, or missing safety devices or guards. Notify your on-site supervisor immediately if such a condition exits. Under no circumstances are you to ever operate a forklift on any assignment that Snelling Staffing Services sends you on. Do not accept duties which require the regular handling of money or other valuable’s without Snelling’s written permission. This is for your own protection. Your Snelling supervisor has provided you with detailed descriptions of your expected job duties. If you are asked to perform duties other than described, contact your Snelling supervisor immediately.

the professionalism that you and our clients have the right to expect.

Safety is very important to us. You are required to comply with all safety regulations and safety rules at your assignment site, in addition to complying with our general safety rules. Serious safety rule violations will be treated harshly, and you could be subject to disciplinary actions up to and including termination.


Standards of Conduct

Safety Policies & Procedures

Snelling is an alcohol and drug-free employer. Under no circumstances will alcohol, illegal drugs or controlled substances be permitted on the job. Employees violating this policy are subject to disciplinary action up to and including immediate termination.

Safety Policy Statement Snelling’s primary concern is for the safety and welfare of its field employees. In order to accomplish this goal, guidelines have been established that recognize the responsibility of Snelling, our clients, and you, our employee. Snelling’s responsibility is to provide a safe and healthful work place for all our employees. We will accomplish this by assigning field employees to clients who have a priority commitment to accident free work places. Also, only field employees who will take the responsibility to work safely and observe Snelling and customer safe work practices will be assigned work in industrial

or construction

environments.

Our team

approach to accident prevention and safe work practices will ensure that Snelling field employees are provided a working environment that promotes safety, health, and

We want you to know that Snelling is concerned that each employee has a safe place in which to work. We have reviewed that subject with the client to which you will be assigned. If you have any concerns regarding the safety at your assignment, call your Snelling supervisor immediately. Be assured that we will address your concerns with our clients. As a temporary employee of Snelling, our Workers Compensation Insurance will cover you for injuries that you sustain on the job. Please make sure you understand how the claim process works, in case you should suffer an injury. The most important point is to make sure you immediately report all injuries to your on-site supervisor and your Snelling supervisor, no matter how small they may seem. We have identified important Snelling policies so you will know some of our important requirements. Do not use your own or a client’s vehicle while on assignment without having written permission from Snelling. Do not operate any machinery that has broken, defective, or missing safety devices or guards. Notify your on-site supervisor immediately if such a condition exits. Under no circumstances are you to ever operate a forklift on any assignment that Snelling Staffing Services sends you on. Do not accept duties which require the regular handling of money or other valuable’s without Snelling’s written permission. This is for your own protection. Your Snelling supervisor has provided you with detailed descriptions of your expected job duties. If you are asked to perform duties other than described, contact your Snelling supervisor immediately.

the professionalism that you and our clients have the right to expect.

Safety is very important to us. You are required to comply with all safety regulations and safety rules at your assignment site, in addition to complying with our general safety rules. Serious safety rule violations will be treated harshly, and you could be subject to disciplinary actions up to and including termination.


Safety Policies & Procedures Reporting Work-Related Injuries Snelling’s primary concern is the safety and welfare of its temporary employees. Our Safety and Drug Policies are designed to ensure our temporaries a safe workplace. Occasionally, accidents can occur on the job. Immediate reporting of a work-related injury is essential to ensure prompt and appropriate medical care. Our clients have instructions on how to report work-related injuries to our staff. You are responsible for timely reporting of your injury to both the client and to Snelling. If you are injured while performing your job-related duties: Report your injury immediately to your on-site supervisor, and under no circumstances later than the end of the shift on which you suffered the injury. Contact your Snelling supervisor immediately. Obtain First-Aid if necessary. A Snelling representative will arrange transportation to the nearest appropriate medical facility. Assist your Snelling supervisor in completing the Employee Injury Description section on the Employer’s First Report of Injury, as soon as you are able.

The Employer’s First Report of Injury will be sent to our Workers’ Compensation carrier as soon as the form has been completed. Once the Workers’ Compensation carrier has received notice of your injury, you will be contacted regarding your continued medical treatment. Workers’ Compensation will pay for needed medical treatments and may partially offset lost wages for your period of recovery. Our top concern is your safety and health. We want you to recover and return to work as soon as possible. Keep in touch with your Snelling supervisor, and let us know what we can do to hasten your recovery. If you do not receive a full release from the doctor, then you may be able to return to work on a Light Duty basis, if available.

Standards of Conduct Snelling Staffing Services has established workplace standards of performance and conduct as a means of maintaining a productive and cohesive work environment. A positive, progressive approach is taken to solve discipline problems which appeals to an employee’s self respect, rather than create the fear of losing a job. Our system emphasizes correction of the offensive behavior. If correction of the problem and sustained improvement does not occur, termination may result. Disciplinary Action The following may be grounds for disciplinary action, up to and including termination: Accepting an assignment and not reporting to work or not notifying your Snelling supervisor before your assigned start time. Excessive absenteeism, tardiness or leaving your work site without properly notifying your Snelling Supervisor. Unauthorized possession, use, or removal of property belonging to Snelling or any client of Snelling. Failure to comply with all safety rules and regulations, including the failure to wear safety equipment when instructed. Reporting to work under the influence of alcohol, illegal drugs, or in possession of either item on company premises or work sites of client companies. Lewd, unacceptable behavior, possession of weapons or explosives, and provoking, instigating, or participating in a fight are prohibited at Snelling and client locations. Failure to call Snelling when an assignment ends. Violation of the harassment policy. Insubordination, for example, refusal to carry out your supervisors reasonable work request. Falsifying records, including but not limited to time records, claims pertaining to injuries occurring on company premises or work sites of client companies, or personnel records. Disclosing confidential information without authorization. Disregard for established policies and procedures. Excessive cancellations or tardiness. Discourtesy to clients or fellow employees.


Safety Policies & Procedures Snelling Safety Rules General Safety Rules Know your job duties and the safety procedures. If not sure, ask your on-site supervisor and ask for instructions. Report to work in fit condition, ready to perform your job. Report unsafe conditions immediately to your on-site supervisor, as well as your Snelling supervisor. If you are asked to perform duties other than those specified by your assignment, contact your Snelling supervisor immediately. If you observe another employee engaged in an unsafe act, notify your on-site supervisor. Office Safety Rules Although offices are relatively safe workplaces, accidents do occur, and usually in two main categories: Slip/Trip/Falls and lifting.

Wear safe shoes to work, low heels, and closed toes. Keep floor areas around your work station free of boxes, extension cords, loose rugs, spilled liquids or other slip or trip hazards. Keep desk and file drawers closed when not in use. Always walk, don’t run. Use handrails on stairs or ramps. Never climb on top of desks, chairs, or shelves. Use the proper stepladder or ask for assistance. Never try to move heavy office furniture by yourself. Get help. Avoid bending at the waist, or excessive twisting of the back - turn your feet in the direction you want to go and use the safe lifting procedure. Know the location of the first aid kits, fire extinguisher, and how to report fires, accidents, or other emergencies.


Employee Benefits

Personal Protective Equipment There are several conditions present in the industrial and construction environments that require the use of personal safety equipment. When such conditions exist at your job assignment, you will be informed of the type of equipment required and how to use and care for it. The customer will provide the equipment and it is your responsibility to use it, no exception. Examples of safety equipment you may be required to wear are as followed: Hard Hats - protection from overhead hazards.

Direct Deposit We make getting paid easy! Have your paycheck sent directly to your bank using Direct Deposit. Ask a Personnel Manager for the enrollment form. Pay Card This is a FREE service! Employees who opt for this method of payroll enjoy quick reciept of payroll funds, free withdrawl of funds from Chase Bank Branch locations and the flexibility of using the Pay Card as a debit card. See details in subsequent publication regarding Pay Card features.

Holiday Pay

Safety Glasses/Goggles - protection from airborne particles, sparks, and some liquid splashes.

In order to qualify for holiday pay you must satisfy the following:

Safety Shoes - protection from objects falling on feet and sharp objects penetrating shoe soles.

You must have worked a total of 840 straight time hours during a 24 week period, immediately before the holiday.

Hearing Protection - protection from high-level noise exposure.

You must work the scheduled day before the holiday, the day after, and the holiday (if asked to do so).

Gloves - depending on type of glove, protection from harmful liquids, heat, or surface contact hazards. Boots and Aprons - protection from wet environments. Dust Masks - Snelling employees will not be permitted to be engaged in tasks requiring negative pressure or positive pressure respirators.

Dust masks or particle masks are permissible and recommended for nuisance dust exposures. Welding Hoods - only ANSI approved welding hoods that meet eye tint requirements will be accepted.

If you’re required to work the day of the holiday, and you satisfy eligibility requirements, you will receive an additional 8 hours of straight time pay for the holiday in addition to your normal weekly compensation for the actual time worked.

Paid Holidays New Years Day Memorial Day Independence Day Labor Day Thanksgiving Day Christmas Day 401(k) You will become eligible to enter the plan after you have completed 1 year of employment for Snelling Staffing Services and attained the age of 21. You will be credited with a year of service for eligibility purposes if you work 1,000 hours during the year.


Proper Lifting and Carrying Do not lift more than 25 pounds without permission from your Snelling supervisor. If lifting is required, use a safe lifting procedure with a straight back, bend at knees, firm grip, and lift with legs. Use approved lifting techniques: face the load, make sure your feet are on level firm ground, bend your knees, grasp the load securely and raise the load keeping your back as straight as possible. Use the leg muscles to lift the load, never the back. Never lift while your body is twisted, especially the lower back. Many back injuries can be prevented by simply doing a few simple warm up stretches before lifting, especially after any period of inactivity.

Machinery and Equipment Your on-site supervisor will provide you with instructions on the safe operation of all equipment and machinery. You will also be informed about the operation of all safety devices and equipment guards. Do not operate equipment until you have received these instructions. Never attempt to tamper with or bypass any machine safety device or guard. Do not operate any machinery that has broken, defective, or missing safety devices or guards. Notify your on-site supervisor immediately if such a condition exists. Notify your Snelling supervisor immediately if you are asked to operate unsafe machinery or equipment. Never assume that the power is off to any piece of equipment. Your on-site supervisor will inform you of your restrictions as an affected employee under the customer’s Lockout/Tagout Program. Never place any part of your body into the point of operation of any machine. Do not attempt to perform maintenance or service on any of the client’s equipment. Do not wear loose clothing, rings, jewelry or allow hair to dangle when operating machinery. Always wear required personnel protective equipment.


Mobile Powered Equipment Do not operate any forklift devices, pallet jacks, tractors, construction equipment, or mobile powered machinery unless you have the written approval of your Snelling supervisor. Also, you must be able to meet the client’s safe operation/certification requirements before you will be permitted to operate any equipment of this kind.

Tools Always use the correct tool for the task.

Delays in Timesheet Processing No Dates or incorrect dates on Time Sheet. Total hours worked not calculated. No client or Employee Signature. Time sheet received after 4:00 p.m. Tuesday. Not informing Snelling of a change in address. Postal carriers will not deliver mail of an unknown addressee. It is very important to notify your postal carrier if you are a temporary resident at the address that you have requested to have your payroll check delivered to.

Customer’s Costs

Do not use damaged tools. When using hand held electrical equipment, make sure there are no signs of physical damage to the equipment body. Always check to see that the cord is not damaged and the plug has no exposed wiring or missing prongs. Do not attempt to use any tools that you are unfamiliar with until you have received instruction and authorization. Wear safety glasses or goggles when using any pressurized air system.

Our customers are charged an hourly rate that is more than your hourly pay rate. That’s because our billing rate includes the additional costs of Selection and Administration, Employer contributions for Social Security, Unemployment Taxes, Workers’ Compensation Insurance, General Liability Insurance, Fringe Benefits and Profit.


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Hazardous Substances

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Hazardous substances come in many forms. They can be flammable gases or liquids, caustics, pressurized gases, fuels, fumes, etc. You will receive information pertaining to all hazardous substances in your work area. If you are not provided this information before you start work, notify your Snelling supervisor immediately. The information you will be provided will address: .

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How to detect the presence or release of chemicals. Health and physical hazards associated with chemicals.

. Methods to protect yourself from exposure. How to use the customer’s container labeling program as well as the Material Safety Data Sheets (MSDS) for hazardous substances. Remember, you have the right to read the MSDS for the materials in your area. This information sheet will provide physical property information as well as precautionary information. All of this information will be contained in the customer’s Hazard Communication Program. ❐ GRAND TOTAL

Working From Elevations and In Excavations Snelling employees are prohibited from elevated working areas without prior approval from your Snelling supervisor. If you are approved to work in an elevated area above 6 feet in height, full perimeter protection or personal fall protection devices must be used, no exception. Examples of this type of work would include roofing, high rise construction, window washing, exterior construction or maintenance above the first floor, etc. L

Snelling employees are prohibited from working in or around excavations that exceed 4 feet in depth, no exceptions. If you are asked to work in an excavation or from an elevation, contact your Snelling supervisor immediately.


Harassment Policy

How You Are Paid

If you feel comfortable doing so, advise the person(s) doing the harassing that their behavior is offensive to you. Ask them to refrain from whatever they are doing or saying.

Overtime Pay - You will be paid for hours worked over 40 during our weekly pay period at one and a half times your regular hourly pay rate. Always clear any overtime in advance with your Snelling supervisor.

If the harassment continues, or if you are uncomfortable approaching the person doing the harassing, take up the matter with the immediate on-site supervisor, and your Snelling supervisor.

Instructions for filling out Time Sheet

If the immediate supervisor is part of the problem, or is aware of the problem and has not taken corrective action, then you should direct your complaint to the Snelling supervisor or Franchisee/Manager.

Please fill out top portion of Time Sheet completely, with your name, the name of the company you are assigned to, address, and supervisor’s name. Fill in dates worked in far left column of Time Sheet.

Responsibilities

It is the responsiblity of all employees to refrain from harassment of others and to report such behavior in accordance with the above procedures. It is the responsibility of any Snelling representative to take immediate action if a temporary has expressed concern that the working environment in which they are placed is hostile or violatesany part of Snelling policy. All complaints will be promptly investigated. Complaints will be handled as discreetly and as confidentially as possible. It is the responsibility of each Snelling office to ensure that all their employees and managers are educated and trained through employee awareness programs that emphasize the seriousness of harassment. A complete copy of Snelling’s policy on Harassment is available at any time for review by contacting your Snelling supervisor.

Round all time to the closest quarter hour. Example: if you come in at 8:07, please round your time down to 8:00 or if you came in at 8:08, round up to 8:15. Enter time taken for lunch in the appropriate column and be sure to subtract that time from the regular hours worked (time in and time out columns). Lunch hour is not paid. Add all hours in the far right column and fill in the total at the bottom of the Time Sheet, including any overtime. You must sign the bottom of the Time Sheet where it says “Employee Signature” and your supervisor at the client company must sign where it says “Authorized Signature” before mailing it to the P.O. Box listed on the front of the Time Sheet. We DO NOT Accept faxed timesheets.

Express Mail Services will not deliver to a P.O. Box; the U.S. Postal Service must deliver your time sheet directly to the P.O. Box. Time sheets that are not delivered to the P.O. Box will not be collected and therefore will not be processed for payment.


Time Sheets & Payroll As a Snelling employee, you are paid for the hours you actually work on assignment. The pay rate is determined before you begin the assignment and can vary from one assignment to the next. We regularly review your performance and pay status. We also take care of all state and federally required payroll deductions and unemployment insurance, and we match Social Security contributions and provide workers’ compensation insurance. Use a new Time Sheet for every assignment you work. For a continuing assignment, use a new Time Sheet each week. Fill in all information using a ballpoint pen and press firmly so all copies are legible. Each Friday, or at the end of each assignment, both you and the client company supervisor must sign the Time Sheet. Then leave the “client copy” with the client company supervisor, and keep the “employee copy” for your files. Without a signed and approved Time Sheet, you cannot be paid - there are no exceptions. You are responsible for mailing your signed and completed time sheet to: Snelling Staffing Services P.O. Box 214159 Auburn Hills, MI 48321

Mail your time sheet every Friday to ensure that it will be received no later than 4:00 p.m. on Tuesdays. Time slips that are in the P.O. Box by 4:00 p.m. on Tuesday will be processed depending on the method of payroll you select.Time slips not received by Tuesday afternoon will sit in the box until the following Tuesday pickup. Lost or stolen paychecks will be reissued 15 business days from the check date and no sooner.

Substance Abuse General Policy Snelling believes that maintaining a workplace that is free from the effects of drug and alcohol abuse is the responsibility of all persons involved in our business, including Snelling’s franchisees, employees, and clients. The use, possession, sale or transfer of illegal drugs or alcohol on company property, in company vehicles, or while engaged in company activities is strictly forbidden. Also, being under the influence of drugs or alcohol while on company property, in company vehicles, or while engaged in company activities is strictly forbidden. A violation of this policy will result in disciplinary action up to and including immediate termination. Additionally, consistent with the law, drug and alcohol screening tests will be given after accidents or near misses, upon reasonable suspicion of alcohol or drug use, when a client requires preassignment testing, or under any other circumstances which warrant a test. Further, where an employee is suspected of keeping drugs or alcohol in his or her locker, we may ask the employee to open the locker. If the employee refuses or is unavailable, we may search the contents of the locker. A complete copy of Snelling’s policy on Substance Abuse is available at any time for review by contacting your Snelling supervisor.


Welcome Aboard!

Policies & Procedures Tips For Success

Your orientation is now finished. We are excited to have you join us as a Snelling field employee, and look forward to a mutually beneficial relationship in meeting and exceeding your personal expectations. We want to emphasize that as your employer, we will attempt to help further your career growth, no matter what job function you have. It is very important to us that you are happy, and that your career needs are being met. Communication is a two way street. We expect you to communicate to us when you have questions, comments, or concerns. Likewise, you may expect the same from us. By doing so, we will be able to proactively avoid problems that otherwise may occur during employment with us. Please read and sign the Receipt of Employee Handbook at the end of this handbook. Thank you for joining the Snelling team. Welcome aboard!

We pride ourselves on being known as a staffing service that provides companies with the most qualified and professional Field Employees. Our image enables us to continually place our employees at the most prestige’s companies in the Detroit metropolitan area. As a Field Representative of Snelling and a member of our team we depend heavily on you to continue to project that professional and responsible image in the workplace. In order to continue the success that we all desire it is imperative for you to abide to the following work decorum:

Arrive on time every day to show your professionalism and commitment to quality performance. Dress appropriately for the assignment. Your Personnel Manager will outline the client’s dress codes and other important rules concerning smoking, breaks, and more. Direct all incoming emergency personal calls to the Snelling office, and we will pass messages on to you. Client phones should not be used to make or receive personal calls. Many of our Field Employees are offered positions to work directly for the client companies they are assigned to. If this should happen to you and you desire a full-time position, or are offered one while on assignment, please let us know immediately. Dress for success, make sure your attire is appropriate for the assignment. Be sure to eat only at scheduled break times and in the areas that are provided. Avoid bringing personal items to work, i.e. radio, CD’s or pictures. Client phones should not be used to make or receive personal calls.

Refrain from the following: The use of cell phones or headsets during working hours The use of client company computers to send or receive any personal e-mail. The use of client companies computers to create any personal documents. Copying or downloading any files onto client companies computers. Accessing any unauthorized internet sites while on assignment.


Policies & Procedures Equal Employment Opportunity Policy Since our inception and long before it became the law of the land, it was and is the practice of the Company to provide equal employment opportunities to all employees and job applicants, without regard to race, sex, age, color, marital status, religion, veterans status, disability, national origin, or other protected classes as provided by applicable law. Assignments You will be offered assignments based on availability as well as your experience and skills. Usually, you will know about assignments a day or two in advance. Some opportunities, however, start right away. When you accept an assignment, you should record all important information, so you will be prepared for a good start.

Assignment Procedures As a Snelling employee, you have the flexibility to accept or decline any assignments you are selected for. You are required to call in on a weekly basis to speak with a Personnel Manager regarding your availability.

Receipt of Employee Handbook After reading this handbook, we hope that you understand the importance Snelling places on your safety and health. If Snelling, the customer, and our temporary employees honor the commitment to work place safety, everyone benefits. Be assured that Snelling will continue to monitor our customers’ safety performance as well as yours. Remember, violation of Snelling or its clients’ safety policies is cause for immediate dismissal. Safety is everyone’s business, make sure it’s yours. We stress the need to read and understand all the components of this handbook. Before signing, if there are any areas you do not understand, please have your Supervisor explain them to you. By signing below, you acknowledge that you have read, understand and received a copy of this Employee Handbook. You also acknowledge that you understand the provisions contained in this handbook may be changed, modified or deleted at any time. You further understand that neither this handbook nor any other communication by any management representative is intended to, in any way, create a contract of employment.

You are expected to complete all assignments you accept. If you are unable to report to work or complete an assignment for any reason, illness, emergency, etc., immediately notify your Snelling supervisor, not the client, in order for us to obtain a replacement.

Employee Signature_____________________________

We have an answering machine on after hours and weekends. Please leave a message and a Personnel Manager will return your call the following business day. Contact Snelling Staffing Services when your assignment ends, within 24 hours. If you fail to make such contact, you may be considered to have left work voluntarily without cause, and unemployment benefits may be denied. If for any reason you are not interested in continuing an assignment that you have accepted, we require a 24 hour notice in order to find a replacement for the client.

Snelling Supervisor_____________________________

Date_________________________________________

Employee Handbook  

Snelling Employee Handbook

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