payrolled employee handbook
TRANSCRIPT
Ver. 01/06 Ver. 01/2020
PAYROLLED EMPLOYEE
HANDBOOK
Rev. 1/2020
Dear Valued Employee,
Welcome to RightSourcing, a pioneer and leader in contingent workforce management services for the healthcare industry.
Taken in conjunction with your Contract, this Handbook is a summary of the policies and procedures necessary for your temporary assignment with the Client and for your time with the Company, to help you to maintain its unified commitment to excellence.
Please read your Handbook carefully and maintain it for future reference. If you should have any questions regarding the policies or information contained herein, please do not hesitate to discuss it with the Company’s on-site team or the Corporate Human Resources Department.
Lastly, but most importantly, we believe that our current and future successes are contingent upon the quality and performance of our team of people. Our quest for excellence begins with you.
Sincerely,
Maria LuoniPresident
TABLE OF CONTENTS
SECTION I - INTRODUCTION ..................................................................................................................... 1
WELCOME ................................................................................................................................ 1
SECTION II - EMPLOYMENT....................................................................................................................... 2
COMPLIANCE INFORMATION ................................................................................................. 2
IMMIGRATION LAW COMPLIANCE ........................................................................................ 2
EQUAL EMPLOYMENT OPPORTUNITY POLICY ................................................................... 2
HARASSMENT PREVENTION POLICY ................................................................................... 3
EMPLOYEE SERVICES AGREEMENT .................................................................................... 3
EMPLOYMENT AT WILL .......................................................................................................... 3
EMPLOYEE STATUS DEFINITIONS ........................................................................................ 3
SECTION III - BENEFITS ............................................................................................................................. 4
PAID TIME OFF ........................................................................................................................ 4
SICK LEAVE…………………………………………………………………………………………...4
401(k) ......................................................................................................................................... 4
HEALTH INSURANCE COVERAGE ......................................................................................... 4
OTHER BENEFITS ................................................................................................................... 5
SECTION IV - WORK POLICIES AND PROCEDURES .............................................................................. 6
EMPLOYMENT POLICIES…………………………………………………………………………...6
ACCIDENT REPORTING .......................................................................................................... 6
ACCURATE RECORDING OF WORK TIME……………………………………………………….6
PAYROLL PROCEDURES ........................................................................................................ 7
WEEKLY PAYCHECK PROCESSING ...................................................................................... 7
DIRECT DEPOSIT .................................................................................................................... 7
STOP PAYMENT POLICY ....................................................................................................... 7
GARNISHMENT OF EMPLOYEE WAGES ............................................................................... 7
PAYROLL DEDUCTIONS ......................................................................................................... 7
CHANGE OF STATUS .............................................................................................................. 8
ATTENDANCE / PUNCTUALITY .............................................................................................. 8
PAID / UNPAID LEAVES OF ABSENCE .................................................................................. 8
JURY DUTY............................................................................................................................... 8
Rev. 1/2020
VOTING TIME ........................................................................................................................... 8
MILITARY SERVICE ................................................................................................................. 9
REIMBURSEMENT OF TRAVEL EXPENSES ......................................................................... 9
PERSONAL PROPERTY. ......................................................................................................... 9
DISCIPLINE ............................................................................................................................. 10
TELEPHONE USE .................................................................................................................. 10
APPEARANCE / DRESS CODE ............................................................................................. 11
COMPANY PROPERTY .......................................................................................................... 11
EMPLOYMENT REFERENCES .............................................................................................. 11
WORKERS' COMPENSATION ............................................................................................... 11
SECTION V - HEALTH, SAFETY AND SECURITY................................................................................... 12
TOBACCO USE POLICY ........................................................................................................ 12
SAFETY POLICY .................................................................................................................... 12
HAZARDOUS CHEMICALS AND YOUR RIGHT TO KNOW ................................................. 12
LACTATION ACCOMMODATION POLICY ……………………………………………………... 13
DOMESTIC VIOLENCE AND SEXUAL ASSAULT POLICY …………………………………...13
WEAPONS POLICY ................................................................................................................ 13
WORKPLACE VIOLENCE POLICY ........................................................................................ 13
THREAT REPORTING PROCEDURE…………………………………………………………….14
WORKER'S ACKNOWLEDGEMENT OF PRO'S PAYROLLEE EMPLOYEE HANDBOOK 15
1 Rev. 1/2020
SECTION I - INTRODUCTION
Welcome to RightSourcing!
We are pleased you have joined RightSourcing We hope that our relationship is a lasting one.
This Employee Handbook (“Handbook”) is a source of information for procedures, payroll, privileges and benefits, along with a few general rules and policies. It is designed to answer questions you may have concerning RightSourcing and its policies, it is not an employment contract or a guarantee ofemployment for any specified term. Please read it thoroughly and keep it for future reference.
RightSourcing reserves the right to amend, add or change the policies, protocols, procedures and/oremployee benefits in this handbook, at its sole discretion and will provide employees with reasonable notice when such changes occur. If you have any questions, please contact your RightSourcing Representative.
General Information
RightSourcing Headquarters9 Executive Circle, Suite 290
Irvine, CA 92614Phone: (800) 291-1099
www.rightsourcingusa.com
Benefits Department 7777 Glades Road, Suite 208 Boca Raton, FL 33434 Phone: (800) 813-7946 Fax: (561) 988-8325 Email: [email protected]
East Coast Regional Headquarters 999 Stewart Avenue, Suite 100 Bethpage, NY 11714 Phone: (800) 966-6654 Fax: (516) 437-0149
Payroll Department 1150 Iron Point Road, Suite 100 Folsom, CA 95630 Phone: 800-558-8729 Fax: (916) 669-3201 Email: [email protected]
2 Rev. 1/2020
SECTION II - EMPLOYMENT
COMPLIANCE INFORMATION
In order for the company to comply with its obligations as an employer, it is necessary for RightSourcing to collect and maintain information on each employee. Please review the PRO Unlimited Privacy Policy that you received as part of your new hire packet for more details.
IMMIGRATION LAW COMPLIANCE
In compliance with federal immigration laws, employees are required to provide specific information relating to their eligibility to work in the United States.
It is the policy of RightSourcing to employ only individuals who are currently authorized to work in the United States. As a condition of employment you are required to complete, sign and date the first section of the United States Citizenship and Immigration Services Form I-9 (Employment Eligibility Verification Form) and provide documentation to prove both your identity and your employment eligibility within three (3) business days of the date of your employment. Form I-9 requires you to attest that you are authorized to work on the assignment for which you are hired and that the documents you submit are genuine.
If you are unable to present the required documents within three (3) business days of the date of your employment, you may be able to present a receipt verifying you have applied for the document if such a receipt complies with USCIS acceptable receipt requirements. The actual document for which the receipt was obtained must be presented within the duration set forth by the USCIS acceptable receipt requirements.
If you are authorized to work in the United States for a limited period of time, before that time period expires, you will be required to submit evidence of your new or renewed employment authorization and complete an I-9 re-verification in order to remain employed with RightSourcing.
EQUAL EMPLOYMENT OPPORTUNITY AND ACCESSIBILITY POLICY
RightSourcing and its subsidiaries are committed to providing equal employment opportunity to all of its employees and job applicants regardless of race, color, ancestry, religion, national origin, sex, gender identity, gender expression, sexual orientation, medical condition, genetic information, age, disability, immigrant status, veteran status, military status, marital status, or any other characteristic protected by state or federal law or local legislation. We partner with our clients to provide accessible workplaces and work to ensure reasonable accommodations are available to any employee who may need assistance. Please refer to the Equal Employment Opportunity and Accessibility Policy for full details of the policy and the complaint procedure of the Equal Employment.
3 Rev. 1/2020
HARASSMENT PREVENTION POLICY
RightSourcing is committed to maintaining a workplace free from all forms of harassment and discrimination. All employees are required to conform to the requirements of this policy. This Policy is one component of RightSourcing’s commitment to a discrimination-free work environment. All forms of harassment and discrimination are against the law1 and all employees have a legal right to a workplace free from these types of misconduct. Please review and acknowledge the Harassment Prevention Policy for details on the full policy.
EMPLOYEE SERVICES AGREEMENT
Every employee must sign an employment services agreement before starting his or her assignment. This agreement does not guarantee continued employment or employment of any specified duration (see “Employment at Will”).
EMPLOYMENT AT WILL
An “Employment at Will” relationship exists between RightSourcing and its employees, with both parties having the right to terminate the employment relationship at any time, for any reason, with or without notice.
EMPLOYEE STATUS DEFINITIONS
The following are employee status definitions for assignments to clients by RightSourcing:
Exempt Employees: For positions that have been determined to be legally exempt from overtime, employees are paid a fixed weekly salary for each week in which some work is performed, regardless of the number of hours worked that week or any day that week. Exempt employees will be so identified at the point of hire.
Non-Exempt Employees: For positions that have been determined to be non-exempt from overtime, employees are paid overtime pay after forty (40) hours per week, or as otherwise required under the relevant state law.
Exempt Computer Professionals: For positions that have been determined to qualify as an exempt computer professional, all work performed is paid on an hourly basis for all hours worked, without any overtime premium. Please contact your RightSourcing Representative for additional information on the Special Exemption for Computer Related Occupations.
1 Harassment because of and discrimination against persons of all protected classes is prohibited.
4 Rev. 1/2020
SECTION III - BENEFITS**
PAID TIME OFF
Under specific client contracts, if additional paid time off or holiday benefits are made available, these benefits shall be referenced in a separate benefits document.
SICK LEAVE
Sick Leave is provided in accordance with applicable federal, state and local requirements. Please contact your RightSourcing Representative for information specific to your state.
401(k)
Employees are eligible to participate in the qualified pre-tax 401(k) program on their first day of employment. If employees do not formally elect to either participate or waive participation in the 401(k) plan by their 45th day of employment, they will be auto enrolled at 3% contribution to a default portfolio. Employees may choose not to contribute and if they are auto enrolled they may request to have any funds automatically contributed to their 401(k) withdrawn and returned to the employee, provided they request the withdrawal within 90 days of their first contribution. You can find the proper form for withdrawal on Principal’s website or by contacting Principal directly. You will find complete contact information on the Principal Account Access Guide included with your welcome packet
The plan offers a wide range of investment options, from conservative to highly aggressive.
If auto enrollment is waived by an employee, they still can join the plan at any time at the plan website http://www.principal.com/welcome.
When you terminate employment with RightSourcing and your vested account balance is below $5,000, a distribution from your account will be sent to you after 80 days. Upon your death the entire value of your account is payable to the beneficiary you have designated, and if no beneficiary has been designated then it will be paid to your estate. In the case of any of these situations, your executor, estate administrator or your beneficiary must notify our office to receive a distribution form. The law requires the plan administrator to withhold federal income taxes of 20% on any taxable distribution from the plan. However, you may avoid this withholding by electing to transfer your money directly to an eligible retirement plan or an IRA. A 10% early distribution penalty tax applies if you receive a distribution before you reach 59½ years of age, unless you meet certain criteria.
The rules set forth above pertaining to 401(k) participation, distribu8tion, penalties, and tax consequences may change from time to time by federal law and you should consult with a tax advisor. If you have any questions about your 401(k) benefits, please contact the Benefits Department at (800) 813-7946 or [email protected].
HEALTH INSURANCE COVERAGE
RightSourcing is pleased to offer our payrolled employees excellent group health insurance plans. These plans include comprehensive coverage that is available through a "Pre-Tax" payroll deduction. In addition, to enhance the value of the medical benefit available to you and your family, RightSourcing pays a significant portion of the employee’s medical premiums.
You are eligible to participate in the medical, dental, vision and ancillary insurance plans on the first of the month following 30 days of full-time employment (working a minimum of 30 hours per week). Upon enrollment, you must maintain full-time status to continue your eligibility. Please review the benefits brochure included in your welcome packet for more information. Specific coverage questions may be directed to the Benefits Department at (800) 813-7946.or [email protected].
5 Rev. 1/2020
Enrollment elections are based on Section 125 (IRS Code) and are annual elections, unless you have a qualifying event during the plan year. Also, failure to enroll during the initial eligibility period will waive your right to join the plan(s) until annual open enrollment or a qualifying event occurs.
OTHER BENEFITS
RightSourcing offers other great benefits, perks, and discounts. You can find more information on these benefits in your benefits brochure. For more information on these benefits, please visit www.hrconnection.com (user id: general information password: Info1099) or call the Benefits Department at (800) 813-7946.
** Although this booklet reflects current benefits offered by RightSourcing at the time of printing, they may be changed or
rescinded at any time, without advance notice to, or the approval of, RightSourcing employees.
6 Rev. 1/2020
SECTION IV - WORK POLICIES AND PROCEDURES
EMPLOYMENT POLICIES
RightSourcing is committed to providing its employees with a professional and safe workplace. In keeping with these standards, RightSourcing has enacted the following policies. Please familiarize yourself with all policies, which you should have received during the onboarding process. You are responsible for understanding your rights and responsibilities in the workplace. For future reference these policies can be found through the SterlingOne Onboarding Portal.
• Whistleblower Policy
• Equal Opportunity and Accessibility Policy
• Substance Abuse Policy
• Global Harassment & Prevention Policy
• Phone, Email, and Internet Policy
• Privacy Policy
• Travel and Expense Policy
ACCIDENT REPORTING
Any work-related accident, injury or illness must be reported immediately to your RightSourcing Representative to comply with state and federal OSHA laws. RightSourcing will assist you with any specific accident reporting requirements, including any application for workers’ compensation benefits.
ACCURATE RECORDING OF WORK TIME
All Employees who are paid on an hourly basis are required to record their time worked for payroll purposes. Employees must record their own time at the start and at the end of their work period, including before and after the lunch break. Accurately recording each day’s time worked is the responsibility of every nonexempt Employee. Federal and state laws require the Company to keep an accurate record of time worked in order to calculate accurate and complete Employee pay and benefits. Time worked is defined as all time spent performing work-related duties.
It is the Employees’ responsibility to verify accuracy of all time recorded in the Company’s timekeeping system. When you receive each paycheck, please verify immediately that you were paid correctly for all regular and overtime hours worked each work week. Non-exempt Employees must not perform any work "off the clock" under any circumstances. All time worked will be paid. If an Employee is requested to work "off the clock," the Employee must report this immediately to his or her RightSourcing Representative or Human Resources.
No Employee may record time for another Employee or permit another Employee to record time on their behalf. Altering, falsifying, tampering with time records, or recording time on another Employee's time record (or permitting another Employee to record time on their behalf) may result in disciplinary action, up to and including termination of employment.
In the event an Employee fails to record his or her time as required, the Employee must immediately raise the issue with his or her RightSourcing Representative so that the Company may make the appropriate adjustments in the payroll system.
The Company takes all necessary steps to ensure that Employees receive the correct amount of pay in each paycheck and that Employees are paid promptly on the scheduled payday. Any errors on your recorded time or paycheck should be reported immediately to the employee’s RightSourcing Representative, who will attempt to correct legitimate errors.
7 Rev. 1/2020
PAYROLL PROCEDURES
At RightSourcing, you will generally be paid on a weekly basis unless otherwise prescribed by specific client agreements. Your RightSourcing representative will notify you of any pay schedules assigned by the Client under which your engagement with RightSourcing falls. All hours must be reported to RightSourcing no later than midnight each Sunday, including any voluntary absences. Failure to submit your timecard on time may result in a delayed processing period of up to one week. Your timecard must be completed and must be authorized by your client manager. You must complete a new timecard for each week and for each assignment you work during the week. You may submit your timecard via designated time recording system.
All employees are paid according to state and federal payroll regulations and overtime laws.
WEEKLY PAYCHECK PROCESSING
Employees may elect to participate in RightSourcing’s direct deposit or choose to have their paychecks mailed directly to their home address. If you submit your timecard to RightSourcing by Sunday at midnight, RightSourcing will process your timecard by 5:00 p.m. Friday of that week.
If you elect to participate in direct deposit an electronic funds transfer (EFT) will be sent to your bank by Friday 5:00 p.m. and if you elect U.S. mail, your paycheck will be mailed no later than Friday at 5:00 p.m.
Please Note: RightSourcing’s payroll department strives to provide you excellent customer service. Every attempt to process your timecard will be made; however, there can be delays due to holidays, banking institution procedures, postal service delays, and by acts of nature, war, terrorism or civil unrest.
DIRECT DEPOSIT
For your convenience, you may elect to have your weekly pay electronically deposited to a bank account of your choice. Direct deposit advice statements are available online at: https://eben.prounlimited.com. E-Pay allows you to view your wage statements, benefits and historical payroll data 24 hours a day.
The E-Pay Quick Guide in your welcome packet will provide information for accessing and navigating the site. If you need assistance logging into E-Pay, please contact your RightSourcing onsite representative or call (800) 558-8729.
STOP PAYMENT POLICY
If a mailed check is lost or stolen you should reach out to the payroll team or your RightSourcing representative immediately for next steps to have your check reissued.
GARNISHMENT OF EMPLOYEE WAGES
State law requires that we honor garnishments of employee wages (including child support) in accordance with a valid court order or other legal process. The law also provides for an administrative fee to be charged when a wage garnishment occurs.
PAYROLL DEDUCTIONS
RightSourcing is required to make proper deductions from your earnings, on your behalf. Amounts withheld vary according to how much you earn, your marital status, tax and payroll withholding requirements, benefits you
8 Rev. 1/2020
elect, and other factors. Mandated withholdings include federal, state and any local income taxes, and employee Social Security and Medicare contributions.
In addition, RightSourcing is required by law to comply with certain court orders, liens or wage assignments and make payroll deductions pursuant to those orders.
CHANGE OF STATUS
You are responsible for notifying RightSourcing if you change your name, address, phone number, marital status or number of dependents as soon as it is determined. The information you provide us is important in order for us to correctly process your paycheck, W-2 forms and any other enrollments,
ATTENDANCE / PUNCTUALITY
You are expected to be at work at your scheduled time each day and attendance is an essential requirement of your position. Tardiness, excessive absenteeism, long lunch hours and leaving early are not permissible.
If you will be absent from work due to illness or personal reasons, you are required to contact your RightSourcing Representative and client manager to inform them of the reason for your absence, as far in advance of your starting time as possible. If you will be out for more than one (1) day, you are expected to contact your RightSourcing Representative and client manager on a daily basis to inform them of your status.
If you fail to give proper notification of your absence for three (3) consecutive workdays, it will be determined that you have voluntarily resigned from your employment with RightSourcing.
Failure to maintain an attendance record that is acceptable to the client or to RightSourcing may lead to disciplinary action, up to and including termination. Exceptions to this attendance policy may be made in order to reasonably accommodate disability-related attendance issues or due to a protected leave – see the Equal Opportunity and Accessibility Policy as well as any leave laws applicable to your state.
PAID / UNPAID LEAVES OF ABSENCE
Policies have been developed in accordance with applicable laws, including the Family and Medical Leave Act and applicable state laws for qualifying leaves of absence, and take into account both business and employee needs and concerns. Your questions should be directed to your RightSourcing representative.
JURY DUTY
If summoned, you are encouraged to serve on jury duty. You are required to immediately notify your RightSourcing representative and client manager to the fact that you have been summoned for jury duty.
State law governs whether you will receive your normal pay while serving on a jury. For more information, you should contact your RightSourcing Representative.
VOTING TIME
RightSourcing encourages all employees to vote in every election, accordingly, employees will be given time off to vote and in accordance with state and local requirements. For more information, you should contact your RightSourcing representative.
9 Rev. 1/2020
MILITARY SERVICE
If you are a member of any U.S. Military organization or state militia group (i.e. Reserve, or National Guard), you may take the necessary time off without pay to fulfill this obligation, and you will retain your legal rights for continued employment under existing laws. You should submit copies of your military orders to RightSourcing as soon as possible and following your service, you will be reinstated in accordance with applicable federal and state law.
REIMBURSEMENT OF TRAVEL EXPENSES
Occasionally, a RightSourcing employee may be required to travel on client business. Any time spent on client approved travel will be paid in accordance with applicable law. Lodging, food and transportation will be reimbursed in accordance with RightSourcing’s policies and any policies specific to the client to which you are assigned. Please refer to the RightSourcing Unlimited Expense Policy and any client addendums for detailed information on travel and expense reimbursement.
PERSONAL PROPERTY
You are discouraged from bringing personal property to work. RightSourcing cannot be responsible for personal property while it is on the work site. Please adhere to the client’s policy regarding bringing personal property on premises, including any items that are not permitted in the workplace.
10 Rev. 1/2020
DISCIPLINE
Employees are expected to meet RightSourcing’s standards for work performance, punctuality, attendance and personal conduct, and any failure to meet these standards may result in discipline and/or termination..
All employment relationships at RightSourcing are “at will” and may be terminated by either party at any time with or without cause.
The following is a non-exhaustive list of examples of misconduct that will lead to immediate termination:
• Possession or use of dangerous or deadly weapons on company premises or while performing company duties off the premises.
• Reporting to work unfit for work, drinking alcoholic beverages during work, using or possessing controlled substances either on company time or premises, or other violations of client drug-free workplace policies.
• Failure or refusal to submit or consent to a required alcohol or drug test.
• Insubordination, including, but not limited to, refusing to obey a directive of a supervisor.
• Disruptive conduct on company premises: gambling, fighting, horseplay, coercion, intimidation or threats against supervisors or other employees, vulgarity, abusive treatment or discourtesy to a customer or fellow employee.
• Theft, misappropriation or unauthorized use of property, money, e-mail or other media belonging to RightSourcing, RightSourcing’s client, employees or a third party.
• Destruction or misuse of company property.
• Unauthorized removal of company property or documents from the premises.
• Excessive absenteeism or tardiness.
• Making or publishing false, vicious or malicious statements concerning an employee, supervisor, supplier, customer or RightSourcing.
• Unauthorized disclosure of confidential information of RightSourcing or the client.
• Falsifying a timecard or any other RightSourcing record or document.
• Violation of or general disregard for the policies set forth in this handbook or supplemental policies.
TELEPHONE USE
Company telephones are for conducting business only.
Incoming and outgoing personal calls on client phones should be held to a minimum or limited to emergencies. All other calls must be made on your own time using a telephone that may be designated for personal use.
In accordance with applicable law, you should be aware that the client has reserved the right to monitor telephone conversations to ensure that the level of courtesy and service provided meets professional standards.
11 Rev. 1/2020
APPEARANCE / DRESS CODE
You should use good judgment in determining your dress and appearance at your work assignment. All employees are expected to dress in business casual attire unless the day’s task or the client requires otherwise. You are expected to be well-groomed and wear clean clothing free of holes, rips, or other signs of wear. Clothing should not be too revealing and may not contain inappropriate or offensive images or language.
Your client manager or RightSourcing representative may establish specific guidelines for your appearance and dress code policy. Safety and protective clothing may also be required depending on your job duties.
COMPANY PROPERTY
You are expected to treat any and all company property, property belonging to fellow employees, or any other third party property with care and respect.
You are responsible for the custody and care of any company property that has been issued or assigned to you for use in performing the functions of your position. If you are terminated, whether voluntarily or involuntarily, you are required to return such property immediately in the same good-working condition it was originally issued to you.
EMPLOYMENT REFERENCES
All inquiries regarding verification of employment should be directed to The Work Number, at www.theworknumber.com or 800-367-5690. More information is available in the Work Number guide included in your welcome packet.
WORKERS’ COMPENSATION
RightSourcing provides a comprehensive workers’ compensation insurance program at no cost to employees. This program covers any work-related injury or illness sustained during employment requiring medical, surgical or hospital treatment.
Any work-related accident, injury or illness must be reported immediately to your RightSourcing Representative. RightSourcing will assist you with any specific accident reporting requirements.
Please follow these instructions if you believe a Workers’ Compensation issue has arisen:
• Report the injury to your RightSourcing representative immediately. It doesn’t matter how minor an on-the-job injury may appear; it is important that the injury is reported immediately.
• Get medical treatment, if necessary.
• Complete an Employee Accident Report Form and return to your RightSourcing representative as soon as possible. Keep a copy for your records.
In addition, where required by state law, employees are provided with statutory disability insurance. If permitted, there may be a portion of the cost charged to the employee for such coverage. If you have such coverage and expect to be out of work due to work-related illness or injury, contact your RightSourcing representative.
12
SECTION V - HEALTH, SAFETY AND SECURITY RightSourcing endeavors to provide a healthy, safe and secure working environment for our employees on
assignment.
TOBACCO USE POLICY
Please comply with the client’s tobacco use policy while on your assignment. For the health and well-being of all employees, RightSourcing Unlimited has a tobacco-free worksite policy at all RightSourcingUnlimited worksites located in the United States. Use of tobacco products is prohibited within all company facilities and on company grounds, including within employee vehicles. Tobacco use is also prohibited in company owned or leased vehicles, regardless of their location.
SAFETY POLICY
You must comply with all occupational safety and health laws, as well as the safety policies of RightSourcing and the client that are applicable to your worksite. If you have a concern about safety practices at the client to whom you are assigned, please contact your RightSourcing Representative immediately.
HAZARDOUS CHEMICALS AND YOUR RIGHT TO KNOW
Since RightSourcing employees may from time to time work at sites of clients who utilize hazardous chemicals, it is our responsibility, as your employer, to provide you with some important information on any hazardous chemicals at your work site.
The client you are assigned to is responsible for educating you about any chemical hazards you may be asked to work with on the site and how to stay safe on the job. Our clients should explain their Hazard Communication program to you. Be sure you understand it. If you ever have a question or problem with one of our clients regarding any hazardous materials you are asked to work with, please call our office immediately. In addition, RightSourcing asks that you do the following:
• Follow instructions for proper use, storage and personal protection. Read all labels and warnings.
• Familiarize yourself with the Material Safety Data Sheet (MSDS).
• Research and utilize the recommended protective clothing (gloves, goggles, etc.) and equipment.
• Learn emergency procedures, know how to respond if necessary and know where to find first aidsupplies.
• Report all spills or leaks of hazardous materials to you supervisor.
• Do not eat, drink, smoke or take breaks near hazardous materials.
Furthermore, some clients may require you to wear protective clothing and/or equipment. You have the right to request protective equipment when working with hazardous chemicals. You are responsible for following safe job procedures and for asking questions if you are in doubt about proper use and precautions associated with hazardous chemicals.
If you believe that you are being exposed to a known or suspected hazard when working with toxic chemicals or substances, you have a right to know about such hazards by referencing the Material Safety Data Sheets (MSDS). Your supervisor will review the MSDS with you. If your supervisor does not have this information available, you should contact your RightSourcing Representative immediately.
New employees who work with or have contact with hazardous chemicals or substances are required to consult with their supervisors regarding the proper handling of such chemicals in the workplace during the orientation and new employee training.
13
LACTATION ACCOMMODATIONS POLICY
RightSourcing accommodates lactating employees by providing a reasonable amount of break time to express breast milk. RightSourcing will work with clients to provide appropriate accommodations for breastfeeding mothers while working at the client’s location. Please reach out to your RightSourcing representative for assistance with time and accommodations for expression of breast milk. RightSourcing will also comply with specific state requirements regarding lactation accommodations, and you should consult with your RightSourcing Representative about the policies applicable to your state.
DOMESTIC VIOLENCE AND SEXUAL ASSAULT POLICY
RightSourcing values the safety of its employees and supports their health and wellbeing at the workplace as well as in their personal lives. RightSourcing will not discriminate against workers who request leave or reasonable accommodation for legal proceedings or medical treatment, and will work with the employee to provide reasonable and flexible leave options where an employee or their child is a victim of domestic violence or sexual assault. An employee must provide advance notice of the need to take leave where feasible. RightSourcing will maintain complete confidentiality unless law necessitates provision of information, and then will only supply such information required by law for the safety of its employees. Please reach out to your RightSourcing representative or ask to discuss with an HR representative for more
information and assistance.
WEAPONS POLICY
For the protection of our employees, firearms, explosives and other weapons, regardless of your authority to carry a concealed weapon, are prohibited in any RightSourcing or client premises, including autos, parking areas or lockers, unless otherwise directed by state law. RightSourcing reserves the right to conduct searches to verify compliance with this policy.
WORKPLACE VIOLENCE POLICY
It is RightSourcing’s policy to provide a safe workplace environment for our employees. The purpose of this policy is to minimize the risk of personal injury to employees while at work and damage to company property.
We expect you to exercise reasonable judgment when confronted with a potentially violent or dangerous individual and/or situation. Such individual and/or situation should be reported according to the below procedure. You should recognize that the following acts and behaviors are indicators of potential violence in the workplace.
• A co-worker exhibiting overt anger, or hostility;
• A co-worker exhibiting signs of extreme stress;
• A co-worker making threats such as a catastrophic event might occur;
• A co-worker whose work performance has deteriorated suddenly and/or significantly;
• A co-worker displaying irrational or inappropriate behavior;
• A co-worker who has access to weapons, and discusses them in the workplace or brandishesweapons in the workplace.
14
Threat Reporting Procedure
All potentially dangerous situations including threats should be reported immediately to your RightSourcing representative or any level of management at RightSourcing, or directly to law enforcement as appropriate. All threats will be promptly investigated. Reports of threats may be made anonymously. You will not be subject to retaliation, intimidation, or discipline as a result of reporting a threat under this policy. If an investigation confirms that the violence or threat was committed by an employee, RightSourcing will take swift appropriate corrective action, which may, in RightSourcing’s discretion, include termination of the offender.
15
ACKNOWLEDGEMENT AND RECEIPT (READ AND SIGN IMMEDIATELY)
I understand and agree that:-
The statements contained in the Employee Handbook are intended to serve as general information concerning RightSourcing with respect to its existing policies, procedures, and practices of employment and employee benefits.
No policy or provision in this Handbook is intended to create a contract binding the employee or employer to any agreement of employment for a specific period of time. No representative or agent of the employer, other than the authorized Director, can authorize or sign an employment agreement contrary to these terms or otherwise make any binding offer of employment for a specific term.
From time to time RightSourcing may need to clarify, amend and/or supplement the information contained in the Employee Handbook and RightSourcing will inform me as soon as practicable when changes occur.
I have received a copy of RightSourcing’s Employee Handbook, have read and understand the information outlined in the Handbook, have asked any questions I may have concerning its contents and will comply with all policies and procedures to the best of my ability. I also acknowledge that I have received and understand the following policies during the onboarding process and can access them in the future by visiting the Sterling One Onboarding Portal:
• Whistleblower Policy
• Equal Opportunity & Accessibility Policy
• Substance Abuse Policy
• Global Harassment Prevention Policy
• Phone, Email, and Internet Policy
• Privacy Policy
• Travel and Expense PolicyI understand I may retain this copy of the Handbook in my possession while the Company employs me, or until requested to return it.
I will not reveal the contents of the Handbook to anybody outside the Company without express permission of the authorized Director of the Company.
Employee's Signature: _ Date: ___________
(Please print name here)