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Our Mission Statement:
To be a world class organization that offers
a spectrum of services that meet the needs of both our Client Customers
and Employee Partners. Ensuring highly motivated
and skilled people, utilizing state-of-the-art processes and
technology to optimize productivity gains. All while providing
personal development and growth for our Employee Partners. |
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Our History
Your Employee Handbook
Our Philosophy
Employee Involvement and Total Quality Management
Our Commitment To You
Proprietary
and Confidential Information
Staffing
Compensation
Benefits
Employee Relations
Hours
Parking
Smoking
Visitors
Security
of Personal Belongings
Searches
Electronic Mail,
Voice Mail, Internet Usage
Solicitation
On The Job
Introductory Period
Employment Classifications
Standards of Job Conduct
Workplace Violence
Timecards and Time Clocks
Performance Evaluations
Attendance
Non-Exempt Employee Partners
Non-Punctual Attendance
Absence
Rolling Six-Month Period
Proper Notice/Telephone Call-In Not Reporting To Work
Reporting to work late
Not Reporting to work
Chargeable Absences Of More Than A Day
Leaves of Absence
Short Term Disability
Personal Leaves
Paid Time Off (PTO)
Family Medical Leave
Facility-Wide Closings and Delayed Openings
Jury Duty
Personal Court Appearances
Bereavement Leave
Paid Time Off Guidelines
Paid Time Off Scheduling
Paid Time Off Pay at Separation
Personnel Record Changes
Employment of Relatives
Separation From the Company
Resignation
Dismissal
Separations For Cause
Separations For Other Than Cause
Service Protection Period
Rehire Eligibility Consideration
Return of Company Property
Wages/Compensation
Merit Reviews – Non-Exempt And Exempt Employee Partners
Pay Day
Overtime
Employee Partner Benefits Package
Career Development
Job Posting Program
Training and Development
Harassment Policy
Discipline
Employee Assistance Program
Substance Abuse Policy
Your Employee Partner Online Handbook
Your Human Resources Department has created this
online handbook as a primary reference
regarding your employment with Career Connection, Inc. This handbook supersedes
and replaces all prior handbooks regarding your employment at Career Connection,
Inc. As you review your Employee Handbook, please keep in mind that the information
you read can only serve as a guide and is not a contract of employment.
Employment
at Career Connection, Inc. is at will, meaning that either the employee partner
or the company may terminate the employment relationship at any time and for
any reason. To keep pace with the changing needs of our business and employee
partners, the company may need to change or modify the information presented.
We will make every effort to keep this online handbook up-to-date.
If you have a question or if you need clarification on any of the information
contained in your Employee Online Handbook, your management team or a Human Resources
Representative will be happy to assist you.
The interpretation of policies and practices described in this online handbook is solely
within the discretion of Career Connection, Inc.
Due to benefit changes effective August 2005, please see your site management for the
specific benefits offerings for your location.
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Our Company History
The Career Connection, Inc. story began in 1986 when our
President and Founder, Jessica L. Killgore made the decision to begin her
own staffing company. With only a few employees working out of temporary
office facilities in Boca Raton, FL, Career Connection Inc. was founded.
At the time, we were among many staffing companies to enter the fast growing
Temporary Staffing Industry.
Among the first steps to be taken were to develop a line of services and
perhaps most important, recruit and hire a group of employee partners who
could deliver these services and make it all happen. Just one year after the
company's inception, Career Connection, Inc. became quickly known as an
innovator, a company committed to the highest standards of quality and
service to both their customers and employee partners. A reputation that
stills holds true.
Today, with competitors worldwide, Career Connection, Inc. is a recognized
leader in the staffing industry. Our portfolio of products includes a
complete line of services ranging from traditional staffing to Strategic
Customer Outsourcing. Career Connections, Inc. strives to achieve both
Client Customer and employee partner satisfaction.
Our Business Philosophy
The continued success of Career Connection, Inc. is measured by how well we
fulfill our obligations to our employee partners, and ultimately, to our Client
Customers. Career Connection, Inc. contributes the majority of our success
to our employee partners. We recognize that we are only as successful as our
employee partners who make up our company.
The following points outline our Company's basic beliefs and goals:
With respect to our employee partners:
To respect the dignity of the individual employee partner through fair and considerate
treatment.
To provide opportunities for development and recognize accomplishments.
To conduct our business and operations with regard for the health and safety
of our employee partners.
With respect to our business practices:
To conduct our business and operations in an ethical and responsible manner.
To comply with federal, state and local laws governing the conduct of business.
To produce and supply high-quality services, thereby maintaining a high level
of satisfaction with our company and its services.
With respect to our Client Customers:
To manage the company's resources in a way as to provide an optimum return
for our Client Customer and their investment.
Employee Involvement and Total Quality Management
As an employee partner at Career Connection, Inc. it is necessary that you take
responsibility for business results and actively participate in the overall
success of our company. Our continued success is a direct result of our service
quality, our talent, our customer service and our ability to ensure that Client Customers
always get more from us than any other competitor.
One very effective system that supports the involvement of employee partners
with business improvements
is Total Quality Management (TQM). TQM is a systematic approach to involving
employee partners in improving processes and services to achieve and maintain
operational excellence. The focus of TQM is an ever-increasing value to our
Client Customers. We apply TQM by ensuring processes efficiently and effectively
meet the service requirements of our Client Customers.
Whether you participate on a TQM team, another type of employee partner involvement
team or, most importantly, when fulfilling your individual job requirements,
it is your responsibility to take ownership of our service quality and customer
satisfaction. When every employee partner applies this effort it enables our
company to meet our goals.
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Our Commitment to You
Equal Employment Opportunity
As an Equal opportunity Employer, it is Career Connection, Inc.'s policy that
there shall be no discrimination with respect to employment or any of the
terms or conditions of employment because of race, color, religion, national
origin, sex, sexual orientation, age, or military status.
This commitment to Equal Employment Opportunity applies additionally to disabled
veterans and veterans of the Vietnam War and to qualified individuals with
a disability who can perform essential functions of the job with or without
reasonable accommodation.
All personnel programs and actions are administered on a non-discriminatory
basis and are subject to all Equal Employment Opportunity considerations.
If you have any questions about Career Connection, Inc.'s Equal Employment Opportunity
program, please feel free to contact a Human Resources Representative.
Health and Safety
OUR MISSION: The health and safety of our employee partners are major concerns
of Career Connection, Inc.'s management. We consider these topics vital to
the success of our business and we shall not compromise them.
Career Connection, Inc. is committed to providing a safe and healthy workplace
for all employee partners. If you identify any suspected health or safety
hazards, be sure to report them to your Management immediately.
As a Career Connection, Inc. employee partner, you are expected to comply with
all applicable safety and health standards and guidelines. Your Management
will inform you of the specific health and safety guidelines established in
your department.
If you suffer a work-related illness or injury, it's important to immediately
report it to your Management. As part of our commitment to a safe and
healthy workplace, Career Connection, Inc. abides by a Substance Abuse Policy,
which applies to all employee partners. Details of this policy are included
in this online handbook.
Keeping You Informed:
We believe that people are most satisfied and motivated when they are fully
informed on all aspects of our business, particularly those, which directly
affect and relate to their jobs. Therefore, we strive to provide all employee
partners with full and accurate information to the best of our ability.
This includes information on our organization's values and beliefs, business
objectives and your relationship with our company.
Your immediate supervisor is more familiar with you and your job than is anyone else in
the company. For this reason, you are encouraged to communicate freely with
him or her about your job or the company.
Much of the information you receive will, of course, comes to you through your
Management Team. However, Career Connection, Inc. utilizes a number of other forms
of general employee communication, such as bulletin boards, employee meetings,
newsletters and occasional communications to your home.
We hope that these forms of communication, as well as your regular interaction
with your fellow employee partners throughout your department
and our company, will keep you well informed. We welcome any ideas
you may have to improve the effectiveness of our communications. You are encouraged
to share your ideas with your Management Team or a Human Resources representative.
Diversity
At Career Connection, Inc. we are fortunate to employ people from a wide range
of diverse backgrounds, cultures, races and national origins, as well as different
age groups and genders. One of our competitive strengths lies with this diversity.
It is our goal to utilize this strength to the fullest extent.
Career Connection, Inc. has taken proactive steps to address the issue of managing
our diverse workforce. Our first step was to develop a mission statement,
which is as follows:
"Identify opportunities and processes
to overcome obstacles, real and perceived, that limit employee partners from
contributing to their full potential at Career Connection, Inc. because of
an ethnic, racial, culture, age, sexual orientation, or gender difference
they represent".
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Proprietary
and Confidential Information
Proprietary,
confidential or otherwise sensitive information, if acquired by or disclosed
to unauthorized individuals, could be seriously harmful to Career Connection,
Inc. and our Client Customer's company. Therefore, all employee partners are
responsible for protecting the confidentiality of Career Connection, Inc.
and our Client Customers business information. Employee partners are responsible
for adhering to the terms of the inventions and non-disclosure agreement or
other business agreements, which were acknowledged and signed upon joining
our company. Proprietary and Confidential Information may be in the form of
Career Connection, Inc. internal operations, operations of Client Customer
company, and salary policies. This information should be held in the up-most
confidence, not shared with other employee partners or any future employer,
both during and after employment with Career Connection, Inc.
HIPAA
The Health Insurance Portability and
Accountability Act of 1996 (HIPAA) and
its implementing regulations restrict
Career Connection, Inc.’s ability to use
and disclose Protected Health
Information (PHI).
Protected
health information means information
that is created or received by the Plan
and relates to:
the past, present, or future physical or
mental health or condition of a
participant; the provision of health
care to a participant; or the past,
present, or future payment for the
provision of health care to a
participant; and that identifies the
participant or for which there is
a reasonable basis to believe the
information can be used to identify the
participant. Protected health
information includes information of
persons living or deceased.
It is Career
Connection Inc.’s policy to comply fully
with HIPAA requirements. To that end,
all members of the Career Connection,
Inc. organization who have access to PHI
must comply with this Privacy Policy.
For purposes of this policy and Career
Connection, Inc.’s use and disclosure
procedures, the workforce includes
individuals who would be considered part
of the workforce under HIPAA such as
employees, volunteers, trainees, and
other persons whose work performance is
under the direct control of Career
Connection, Inc., whether or not they
are paid by Career Connection, Inc.
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Staffing
You spoke with representatives of our Staffing
Group before you began your employment with Career Connection, Inc. In fact,
a Staffing Specialist was probably the first Career Connection, Inc. employee
partner you met.
Staffing
Specialists work in partnership with Career Connection, Inc. management to
ensure that our company attracts and retains the highest caliber employee
partners.
Your interaction
with the Staffing Group does not end with acceptance of a job offer. Our Staffing
Specialists continue to work closely with employee partners and their management
through job posting and shift and/or group transfer programs. If you have
questions about either of these programs, contact a Staffing Specialist.
Compensation
Career Connection, Inc. senior management
has overall responsibility for establishing and maintaining an equitable and
competitive compensation system for all employee partners.
Senior
Management is also responsible for administering the employee partner performance
management system, and they work closely with your Career Connection, Inc.
management team to determine appropriate pay increases.
Should
you have any compensation-related questions, your management team can assist
you.
Benefits
Our innovative benefit programs allow you
the flexibility to create a benefits package that meets the needs of you and
your family.
Career
Connection, Inc.'s Benefits Specialists are available for consultation and
to assist you and your family with utilizing the benefit programs that are
available, and meet your and your families needs.
The Benefits
Group is responsible for the design, implementation and administration of
programs such as medical, dental, vision, accident, life and disability insurance.
The Benefits
Group will provide information and communicate any changes to the programs
as promptly as possible. Please review your benefits summary plan descriptions
or speak with a Benefits Specialist should you have any questions.
Due to benefit changes effective August 2005, please see your site management for the offerings for your location.
Employee Relations
A primary responsibility of the Human Resources
Group is to set fair and consistent policies and guidelines and clearly communicate
these to all employee partners.
Human
Resources is also available to consult with management and employee partners
on such issues as job performance and adherence to policy guidelines.
It is
expected that employee partners and management will be able to resolve most
challenges and/or problems that may arise in your day-to-day activities at
Career Connection, Inc. However, in those cases where another point of view
would be helpful, a Human Resource Representative may be consulted.
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Hours
Career
Connection, Inc.'s regular work week consists of a variety of shifts and hours.
Our work week is Saturday through Friday. Your specific work hours
will depend on the work schedule of the Client Company's group, department
or shift in which you work. All employee partners will receive time during
the workday for designated lunch and/or break periods. Any employee partner
working six or more hours on any given work day will be eligible for lunch and/or break time. Working your assigned schedule is a condition of
your employment. Any variation
from your assigned schedule (start time/break time/ lunch time/end
time/etc.) requires prior approval by your CCI On-Site Manager.
Parking
Please
be sure to park only in clearly marked and designated parking spaces. Authorization
to park in a space designated for the handicapped, if required, can be obtained
from your state Department of Public Safety.
Parking
may vary depending upon the Client Company's group and/or department you may
be a part of. Vehicles that are parked in unauthorized areas, including fire
lanes are subject to being towed at the expense of the employee partner.
One final
note on parking: While parking is provided for employee partners and visitors,
Career Connection, Inc. nor Client Customers can assume liability for damage
to or theft of any vehicle or its contents while parked on company or Client
Customers property.
Smoking
Career
Connection, Inc. and the majority of our Client Customers believe in, and
are committed to providing a smoke free work environment. To achieve this,
we have developed the following guidelines:
Use of
tobacco products are not permitted in any Career Connection, Inc. and Client
Customers building and other company facilities. This includes restrooms,
break rooms, cafeterias, lobbies and private work areas or offices.
Smoking
outdoors on company or client property is permitted during break and lunch periods,
provided that designated smoking receptacles/ashtrays are used and the areas
are kept clean.
Tobacco
will not be sold in any Career Connection, Inc. or Client Customers facility.
Visitors
Based
on safety and security of all Career Connection, Inc. employee partners and
Client Customers, the access of visitors into Career Connection, Inc. and
Client Customers Company facilities must be managed as follows:
All
visitors must sign in and out at an appropriate lobby, visitor's entrance
or security office depending on the Client Customer group and/or department
you may be a part of.
Visitors
must display a visitor's identification pass and be accompanied by a Career
Connection, Inc. employee partner or Client Customer at all times while outside
of the lobby or visitor's entrance areas.
Interruptions
to employee partners regular work schedule as a result of a personal visitor
will need to be authorized by the employee partners management. Personal visitors
should be kept to a minimum.
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Security of Personal Belongings
Depending
upon the Client Customer group and/or department that you may be a part of,
most employee partners are provided with a workstation that will have a lock
to keep personal belongings secured while at work. For the safety and security
of our employee partners and Client Customers, management must have access
to all company property. Therefore, only company provided locks may be used
to secure your workstation or office.
It is
suggested that personal items are not left unattended. Career Connection,
Inc. and our Client Customers cannot assume liability for theft or damage
of personal belongings.
Security
is the responsibility of everyone. You can help ensure the safety and security
of yourself and co-workers by reporting any suspected security violation to
your management or the Security department.
Searches
In the interest of protecting general employee
partner safety and ensuring adherence to Career Connection, Inc. and Client
Customer guidelines, Career Connection, Inc. and our Client Customers reserve
the right to inspect all company property, including office furniture, company
vehicles, lockers, telephone records, files, computer files and E-mail.
Career
Connection, Inc. and Client Customers also reserve the right to search packages,
containers, lunch containers or vehicles brought onto company and/or client property. Employee
partners cooperation in searches and inspection activity is a condition of
employment. Refusal or failure to cooperate may result in disciplinary action
up to and including termination.
Electronic Mail,
Voice Mail & Internet System Usage
Career
Connection, Inc. and Client Customers maintain electronic mail, voice mail,
and internet access systems to assist in conducting business within the company. The purpose of this policy
is to establish guidelines with regard to access and disclosure of electronic
and voice mail messages created, sent or received by company employee partners
using Career Connection, Inc. and Client Customers electronic and or voice
mail systems.
The electronic
mail, voice mail, and internet access systems are company and/or client
property. Additionally, all messages composed, sent or received on the
electronic and voice mail systems are
the property of Career Connection, Inc. and our Client Customer.
They are not the private property of any employee partner and will not be
considered private.
The use
of the electronic mail, voice mail or internet systems is reserved solely
for Career Connection, Inc. and Client Customers business purposes. The system
may not be used for personal business under any circumstances.
The electronic
mail, voice mail and internet systems may not be used to solicit or influence for commercial
ventures, religious or political causes, outside organizations, or other non-job-related
solicitations.
The electronic
mail, voice mail and internet access system is not to be used to create any offensive or disruptive
messages. Among those which are considered offensive, or any messages which
contain sexual implications, racial slurs, gender specific comments, or any
other comment that offensively addresses someone's age, sex, race, sexual
orientation, religious or political beliefs, national origin, or disability.
Career
Connection, Inc. and Client Customers reserve and intend to exercise the right
to review, audit, intercept, access and disclose all messages created, received
or sent over the electronic mail, voice mail and internet systems for any purposes. The
contents of electronic and voice mail properly obtained for legitimate
business purposes, may be disclosed within the company without permission
of the employee partner.
The confidentiality
of any electronic or voice message should not be assumed. Even when a message is erased, it may
still be possible to retrieve, listen to and/or read the message. Further,
the use of passwords for security access purposes does not guarantee confidentiality.
Notwithstanding
the company's right to retrieve, listen to, or read any electronic mail or
voice mail messages, such messages should be treated as confidential by other
employee partners and accessed only by the intended recipient. Employee partners
are not authorized to retrieve or read any electronic mail or voice mail
messages that are not sent to them. Any exception to this policy must receive
prior approval by Career Connection, Inc. or Client Customer management.
Employee
Partners shall not use a code, access a file, or retrieve any stored information,
unless authorized to do so. Employee partners may not, without management
approval, attempt to gain access to another employee partners messages. All
computer pass codes must be provided to supervisors upon request.
Any employee
partner who discovers a violation to this policy shall notify their management.
Employee
partners who violate this policy or uses the electronic mail, voice mail, or
internet
system for improper purposes shall be subject to discipline, up to and including
termination.
Solicitation
As a part
of Career Connection, Inc. and our Client Customers commitment to the community,
employee partners may be given the opportunity to participate in such programs
such as United Way and Red Cross Blood Drives, depending upon the Client Customer
group and/or department that you are a part of.
Since
it could be disruptive to operations, other forms of solicitation and distribution
of literature, except as authorized by our company or Client Customer company,
are not permitted during work time or in work areas. Solicitation by non-employees
is not permitted at any time.
Solicitation of our Client or our Client's Customers is not permitted at any
time, for any reason and under any situation. Employees are bound by the
Proprietary
and
Confidentiality Acknowledgement Agreement signed at time of hire by Career
Connection Inc. The use of any Proprietary or Confidential Information in
the act of the solicitation of our Client or or Client's customers business
or business interests is strictly prohibited and will be grounds for
immediate termination.
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Introductory Period
From your
first day of employment, you are considered to be an important member of our
organization. We recognize that as a new employee partner there will be much
for you to learn about the company and your new job. Therefore, the first
six months of your employment are considered to be an Introductory Period.
During this time, your management will work closely with you as you learn
about your new job and our company. In addition, the Introductory Period will
also provide an opportunity for you to demonstrate your skills and good work
habits.
We expect
that your Introductory Period will be successful. However, in cases where
job performance or attendance is in question, the Introductory Period may
be extended. Should an Introductory Period be extended, it will be up to the
discretion of the Career Connection, Inc. management of the department and/or
group you are a part of as to the length of this extension. In some cases,
it may be necessary to dismiss an introductory employee partner from the company
if there is/are:
• Excessive
Tardiness/Absenteeism
• Poor Work Performance
• An Inability To Conform To Policies/Procedures
I also understand that
should I separate from CCI for cause or
non-cause (i.e. terminated or resigned)
within the first six 6 months I will be
required to reimburse CCI for the cost
associated with such initial training.
Furthermore, I understand that should I
separate from CCI for cause or non-cause
(i.e. terminated or resigned) within six
(6) months of any additional training,
education or development programs I will
be required to reimburse CCI for the
cost associated with said training.
Additionally, said employee partner's
hourly rate of pay will be adjusted to
minimum hourly wage rate and any
remaining portion of the education
investment expense will be required to
be reimburse to CCI by employee partner.
Upon successful
completion of the Introductory Period, you will be eligible for certain
benefits.
As a new
employee partner, and at any time during your employment, you are encouraged
to consult with your management or with a Human Resource Representative regarding
any questions or concerns you may have. We will be happy to help in any way
we can.
Employment Classifications
All jobs
within Career Connection, Inc. are classified as either exempt or non-exempt,
based on the nature of the work performed and the Client Customer group and/or
department you may be a part of. These classifications are required by the
Fair Labor Standards Act.
While
this law is complex, put simply, non-exempt employee partners are eligible
to receive overtime pay while exempt employee partners are not. Overtime
must be approved in advance by your CCI manager.
At Career
Connection, Inc., non-exempt jobs are additionally categorized as hourly.
Hourly employee partners are paid at an hourly rate.
In addition,
our company classifies your employment as full-time, part-time or temporary.
Full-time
employee partners work the regular number of hours per week established by
the Client Customer group and/or department you are a part, usually 35-40
hours. Full-time employee partners are eligible to participate in all company
benefits programs, in accordance with the benefit plan documents.
Part-time
employee partners work 34 hours or less per week. Part-time employee partners
are eligible to participate in some benefits programs, in accordance with
the benefits plan documents.
Temporary
employee partners work on an assignment or temporary basis. The assignments
and temporary basis may range in hours and number of days per week. Typically
Temporary employee partners are utilized on an "as needed" basis.
Temporary employee partners are not eligible to participate in company benefits
programs.
Please
feel free to reach a Human Resources Representative if you have questions
about employment classifications.
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Standards of Job Conduct
We believe
that our employee partners want to be successful in their work and to conduct
themselves with proper regard for the rights of others. As a corporation made
up of individuals, we all have a responsibility to conduct ourselves with
high ethical standards. This is in our own best interest as well as the interests
of our Client Customers.
Any behavior
deemed unacceptable outside the workplace is equally unacceptable within the
workplace. The following behaviors are subject to disciplinary and/or grounds
for immediate dismissal:
•
Offensive behaviors such as fighting, indecent and abusive language.
•
Destructive or disruptive behavior to others or to company property.
•
Actions or activities such as the possession of, use or intention to use weapons,
or reporting for work under the influence of intoxicants or narcotics, or
their use, sale, solicitation or possession on company and/or Client Customers
property.
•
Falsification or misrepresentation of company records and/or documents including
but not limited to application of employment.
•
Intentional disregard and rudeness to Client Customers, Client Customer's
customers, and other employee partners.
•
Theft of company, Client Customers and/or other employee partners property.
•
Sleeping on the Job
•
Insubordination
•
Refusal to work mandatory overtime
•
Making unauthorized personal phone calls to include toll calls while on company
time.
•
Discussion of compensation with other employee partners.
•
Use of non-company screen-savers and/or files brought in on personal diskettes.
•
Display of inappropriate materials on or within workstation, to include profanity
or items that may be perceived as offensive.
•
Job avoidance including hanging up on customers, manipulation of Automated
Call Distribution activities (i.e. Aux Codes), and Unnecessary Hold time for
customers, transferring customer calls back in call queue, and inappropriate
transfer of customer calls that should be handled within job function.
The Career
Connection, Inc. "Code of Employee Conduct", produced by our company
management is provided to you as a reference on standards of job conduct.
All employee partners are responsible for complying with these requirements.
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Workplace Violence
Career Connection, Inc. defines workplace
violence as "any act of physical or verbal threat, abuse, assault or
trauma on an individual that impacts the workplace." It is the responsibility
of Career Connection, Inc. to provide safe, secure and efficient working conditions
for its employee partners. Assaults, threats, intimidation, or violent acts
by employee partners against other employee partners or Client Customer employees,
on or off the job, will not be tolerated.
Any employee
partner who is subjected to or threatened with violence or is aware of another
individual who has been subjected to or threatened with violence, is to report
this information to his/her supervisor, manager or a Human Resources Representative
as soon as possible.
Please
assume that any threat is serious and report ALL threats immediately to your
supervisor, manager, or Human Resources. All threats will be investigated
promptly and your confidentiality will be maintained to the fullest extent
possible.
This section
on "Standards of Job Conduct" is not all-inclusive, but is intended
to convey the types of actions and behaviors, which are not appropriate. Because
such actions and behaviors are destructive to the operation of a safe and
productive workplace, you should understand that they may result in immediate
suspension or dismissal without warning.
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Timecards and Time Clocks
Our company
is required by law to keep an accurate record of the hours worked each day
for all non-exempt employee partners.
All non-exempt
employee partners are provided with either manual time cards or a swipe card
badge for time recording and payroll purposes, or your time will be
calculated based on phone system log in/out reports based on work location.
Swipe
card badges are used to record hours worked on an automated payroll system.
For those employee partners using a swipe card badge, you are expected to
swipe "IN" at the start of your shift and swipe "OUT"
at the end of your shift. Specific guidelines may apply depending on the Client
Customer group, shift and/or department in which you work. Your management
will review with you any specific guidelines as they apply to automated swipe/payroll
system.
Non-exempt
employee partners using a manual time card are responsible for filling out
a weekly time card verifying hours worked and any absences, including vacation
and holidays taken during the reporting period. Each time card must be approved
and signed by either a member of your management team or our Client Customer.
The card then should be forwarded to the Career Connection, Inc. payroll department on Fridays before the end of your shift.
Time cards
and the automated payroll swipe system provide legal records of time worked.
Knowingly swiping another employee partner's time swipe badge, or falsifying
time cards and/or payroll records in any way will result in disciplinary action,
up to and including immediate dismissal.
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Performance Evaluations
The regularly
scheduled performance evaluation process provides your management the opportunity
to formally measure your job performance and to discuss future development
needs or opportunities. During
the performance review, you are encouraged to discuss with your management
any job-related or development issues. A merit increase in pay may or may
not accompany a performance evaluation (See Wages/Compensation). As a
general guideline, our Employee Performance Review Process is as follows.
However, employee performance review processes may vary based on the
customer and/or group in which you are assigned and you support. Please
follow up with your local CCI Management Team to see if your locations'
review process differs from the following process.
Employee Performance Review Process:
1st Year of Employment:
-Performance Evaluation after completion of Introductory Period (i.e. 90 days)
-Performance Evaluation after completion of Six Months
of Service (i.e. 6 months)
-Performance Evaluation after completion of Twelve Months of Service (i.e. yearly)
2nd and continued years of Employment:
-Annual Performance Evaluation based on last Performance Review Date.
In addition
to this regular review process, you and your manager may want to review
your job performance or development at any time during the year.
Merit increases are based on salary range of position, existing compensations and overall performance.
The
employee review process may vary based
on your work location. However, there is
a standard process followed.
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Attendance
Regular
attendance and reporting to work on time consistently are very important to
the efficient and smooth operations of not only our company but our Client
Customer’s company as well. In fact, one of the most important contributions
that you can make is to report for work regularly and to be on time.
Regular
and punctual attendance at work is an important component of your overall
job responsibilities. It is important in that it helps establish a good work
record. We recognize that there will be times when personal absenteeism is
unavoidable. However, it is important to note that if lateness or personal
absenteeism becomes excessive and impacts your ability to perform your job,
your management will discuss the matter with you and, if appropriate, may
pursue disciplinary measures. Consistent with our philosophy, all such actions
will be taken in an objective and constructive manner.
As a Career
Connection, Inc. employee partner, time off should not be in excess
of your vacation and company designated holidays. Additional
time-off outside of vacation and company designated holidays
will be managed on a case-by-case basis.
These
attendance guidelines may not apply to all Career Connection, Inc employee
partners. Depending on the Client Customer group and/or department you are
a part of, other attendance guidelines may apply.
Your management
will review with you any other attendance guidelines that may specially apply
to the Client Customer group and/or department that you may be a part of should
they differ from the following attendance guidelines.
Non-Exempt
Employee Partners
The following
guidelines apply to absenteeism and punctuality:
Non-Punctual Attendance
Non-punctual attendance is any occurrence,
one hour or less of lateness, time off in excess of normal lunch or break
periods, or leaving before the end of an assigned work schedule.
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Absence
You are considered to be absent if you are
not on the job for any part of a workday in excess of one hour. All absences
will be classified as either chargeable or non-chargeable.
Absences
that do not affect an employee partner’s attendance record (non-chargeable)
include the following:
•
Company designated holidays (provided you are not scheduled or required to
work on the designated holiday).
•
Scheduled vacation time
•
Family bereavement
•
Bona-fide work-related illness or injury which has been reported to management
•
Authorized family/medical leave
•
Authorized military leave
•
Emergency closing declared by management
•
Jury Duty
•
Short Term Disability (STD) covered by family/medical leave
Absences
that do affect an employee partner’s attendance record (chargeable)
include the following:
•
Personal illness other than Short Term Disability or Family/Medical Leave
•
Company authorized personal leave of absence
•
Any other absences not otherwise classified
Rolling Six-Month Period
If it appears that you are absent or non-punctual
to an excessive degree, your management will want to review your attendance
record for the previous three or six months depending on your assigned work
week schedule.
Proper
Notice/Telephone Call-In
Reporting to work late
It is your responsibility to notify your
management within one hour of your start time, or as soon as possible thereafter,
when circumstances prevent you from reporting to work on time. If you are
unable to reach your management, you should talk with another member of
Career Connection Inc. management. Information passed through other means may not be
considered adequate notification.
Not reporting to work
When circumstances prevent you from reporting
to work, we ask that you notify your CCI manager immediately. If you are unable
to reach your management, you should talk with another member of CCI
management. As with notification of non-punctual attendance, information passed
through other means may not be considered adequate notification of your absence.
Once notifying
your management of your absence, you may be asked to contact a member of your
work team (typically your back-up) to communicate any matters of a critical
nature that may be needed during your absence.
You are
expected to call in every day you are absent, unless you are on approved Short-Term
Disability (if applicable), or an approved Leave Of Absence. Should you be absent from work,
we request that you notify your CCI management as soon as you are aware when circumstances
prevent you from reporting to work.
An employee
partner who is absent from work without prior authorization and who fails
to properly notify department management for three consecutive workdays will
be considered to have voluntarily resigned at the end of the third day of
such absence.
Chargeable Absences of More Than a Day
Chargeable absence of two or more consecutive
workdays may be counted as a single absence occurrence, depending on the employee partner's
past attendance record, job performance and reason for absences to include
doctor excuses and other documentation. This is left up to the discretion
of the management of the department and/or group you may be a part of.
An employee
partner who is not at work for more than five consecutive workdays will be
subject to dismissal unless on an approved family/medical leave, other leave
of absence or approved disability leave.
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Leaves of Absence
There
may be a time when you will need to request extended time away from work.
In such instances, depending on the circumstances, you may be granted a leave
of absence, which authorizes you to be away from work for a specified period.
The following guidelines apply to leaves of absence:
Short Term Disability (STD)
Career Connection, Inc. provides a short-term
disability (STD) benefit to full time employee partners, where applicable. Once you have
successfully completed your introductory period, you become eligible for this
benefit provided you have selected and enrolled in the short-term disability
(STD) benefit where offered.
Should
you become disabled due to a non-work-related illness or injury you may apply
for short-term disability (STD). The short-term disability plan (STD) will
pay up to 70% of an employee partners pay based on the employee partners base
rate of pay at the time short-term disability (STD) benefit goes into effect.
Short-term benefits will begin on the first day of an accident and the eight
day of a sickness for up to thirteen weeks. A short-term disability application
must be completed by an employee partner and the employee partners doctor.
Once the application is completed by the employee partner and employee partners
doctor, this application should be submitted directly to the insurance
carrier.
Personal Leaves
An unpaid personal leave of absence may be
authorized, at the discretion of management, under the following circumstances:
An emergency
or serious personal situation occurs that is beyond your control and restricts
your ability to come to work.
You need
to perform community service.
If you
have successfully completed your Introductory Period and are thinking of applying
for a personal leave of absence, keep in mind the following guidelines:
You will
need to present a written request to your management, stating the reason for
the leave, and indicating the beginning leave date and the anticipated date
of return to work.
Your management
will evaluate your request for a leave.
Based
on the reason for the leave, your length of service, your overall performance
and attendance record, and business reasons, your management will indicate
to Human Resources whether the leave request is reasonable. The Human Resources
group makes all final decisions regarding leaves of absence.
An unpaid personal leave of absence may be
granted for a minimum of six work days to a maximum of 60 calendar days.
An approved
personal leave of absence is regarded as one chargeable absence, for purposes
of attendance.
Depending
on the Client Customer group, shift and/or department that you are a part
of, Leaves of Absence may not be granted.
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Family/Medical Leaves
Purpose
This policy is designed to provide guidelines
in addressing leaves of absence for the following reasons:
•
To care for a spouse, parent, son or daughter with a serious health condition
where the employee partner is needed to care for a family member.
•
Because a serious health condition of the employee partner makes him/her unable
to perform the essential functions of his/her job. Paid short-term disability
(provided you are eligible) may be coordinated with Family Medical Leave and
will be applied towards the 12-week maximum eligibility.
•
To care for a son or daughter of the employee partner within twelve months
following birth. This leave may precede the actual birth, if necessary for
making arrangements, and applies to both mothers and fathers.
•
For the placement with the employee partners of a son or daughter for adoption
or foster care within twelve months after placement. The leave may begin before
the actual adoption or foster care relationship if the time is needed to make
necessary arrangements.
Leaves
taken under this policy will be unpaid, unless some other paid leave is
applied depending on eligibility.
Eligibility
An employee partner must satisfy the following
requirements to be eligible for leave under this policy:
1. Must
have been employed by the company for at least twelve months as of the time
leave begins and,
2. Must
have actually worked at least 1,250 hours for the company in the twelve months
preceding the leave.
Amount and Type of Leave
Each eligible employee partner is entitled
to unpaid family/medical leave of up to 12 weeks of his/her regularly scheduled
workweek within a rolling 12-month period.
Intermittent
Leave or Reduced Leave Schedule
1. For
the serious health condition of the employee partners or a family member,
the company will permit the employee to take intermittent leave or reduced
leave schedule when medically necessary as supported by an appropriate medical
certification.
2. The
company may transfer an employee on intermittent leave or reduced leave schedule
temporarily to another position, anywhere in the company, with equivalent
pay and benefits to better accommodate the leave.
3. "Intermittent
leave" is defined as leave taken in separate blocks of time (hours, days
or weeks) due to the same condition.
4. "Reduced
leave schedule" reduces the employee's regular work day or work week.
Use
of Paid Time Off (PTO),
1. As
with personal leaves, for non-exempt, weekly and hourly-rate employees, an
employee taking family/medical leave must exhaust all of his/her paid sick/personal
time, and then take the remaining family/medical leave time as unpaid.
2. You
may elect to use your vacation time during family/medical leave.
Due to benefit changes effective August 2005, please see your site management for the offerings for your location.
Maintenance of Benefits
Eligible employee partners may maintain the
same level of health benefits, dental and life insurance programs as under
pre-leave conditions provided the employee-paid portion of the premiums are
made.
1. (a)
If you normally pay a portion of the premiums for your health insurance, these
payments will continue during the period of family/medical leave. You may
either pre-pay your premium before commencement of your leave or you may make
payments to Career Connection, Inc. while you are on leave. Payments are due
on the first of each month.
(b) You
have a maximum 30-day grace period in which to make premium payments. If payment
is not made on a timely basis, your group health insurance may be canceled,
provided we notify you in writing at least 15 days before the date that your
health coverage will lapse.
(c) Other
benefits (e.g., life insurance, disability, insurance, etc.) while you are
on family/medical leave follow the same payment process as stated in 1 (a).
Impact on Employee Partner Attendance
Properly requested and designated leave taken
under this policy will not be used in determining excessive absenteeism.
Employment Protection
An employee partner returning to work from
family/medical leave lasting twelve weeks or less is entitled to return to
the same position held prior to the leave, or an equivalent position with
equivalent benefits and pay unless the employee partner would not have been
retained if he/she had not taken leave.
Request for Family/Medical Leave
All employee partners requesting leave for
reasons under this policy must complete the "Family/Medical Leave"
form. Family/medical leave procedures are available on the request form. This
form is to be returned to the CCI Benefits Group at least thirty days, if
practical, prior to the commencement of the leave.
Our CCI
Benefits Group will evaluate the leave request for family/medical leave eligibility.
An employee
partner who requests leave to care for his/her own serious health condition,
or the serious health condition of a family member, must provide a certification
by the patient's health care provider which justifies the leave.
This certification
must be provided by the employee within 30 days of the request for leave,
unless the employee can show that it is not practical to do so. Failure to
provide the required certification may affect the employee partners ability
to take leave as requested.
Career
Connection, Inc. also may require a second opinion as to a serious health
condition at its own expense. This opinion shall not be given by a medical
professional employed by the company.
In the
event of a conflict between the two opinions, the company may, at its own
expense, require a third opinion from a medical professional jointly designated
by the company and the employee whose decision shall be binding on the company
and the employee partner.
An employee
partner returning from leave taken for his or her own serious health condition
must provide certification from a health care provider that he/she is able
to resume work.
Designation of Leave as Family/Medical Leave
An employee partner who wishes that an otherwise chargeable absence that would also qualify as
a leave under this policy be designated as family/medical leave, must notify
his/her supervisor or Human Resources within two business days of return
to work that the leave was for a family/medical leave reason, and must satisfy
all medical certification requirements. Failure to meet this notification
requirement in a timely manner will result in the days being counted as a
chargeable absence.
Periodic Notice of Intent to Return to Work
While on leave, employee partners are required,
every 30 days, to contact their supervisor regarding the status of their leave
and their intent to return to work.
Definitions
Parent means a biological parent or person
who stood in place of a parent when the employee partner was a child, but
does not include in-laws.
Son or
Daughter refers to a biological, adopted or foster child, a stepchild or legal
ward under the age of 18, or a child 18 years of age or older and incapable
of self-care because of a mental or physical disability. "Son" or
"daughter" does not refer to son-in-law or daughter-in-law.
For the
purpose of this policy, a serious health condition means an illness, injury,
impairment, or physical or mental condition that involves one of the following:
A. Hospital Care
Inpatient care (i.e., an overnight stay)
in a hospital, hospice, or residential medical care facility, including any
period of incapacity or subsequent treatment in connection with or consequent
to such inpatient care.
B. Absence Plus Treatment
A period of incapacity of more than three
consecutive calendar days (including any subsequent treatment or period of
incapacity relating to the same condition) that also involves:
(1) Treatment two or more times by a health
care provider, by a nurse or physician's assistant under direct supervision
of a health care provider, or by a provider of health care services (e.g.
physical therapist) under orders of, or on referral by, a health care provider;
or
(2) Treatment by a health care provider on
at least one occasion which results in a regiment of continuing treatment
under the supervision of the health care provider.
C. Pregnancy
Any period of incapacity due to pregnancy,
or for prenatal care.
D. Chronic Conditions Requiring Treatments
A chronic condition which:
(1) Requires periodic visits for treatment
by a health care provider, or by a nurse or physician's assistant under direct
supervision of a health care provider;
(2) Continues over an extended period of
time (including recurring episodes of a single underlying condition); and,
(3) May cause episodic rather than a continuing
period of incapacity (e.g., asthma, diabetes, epilepsy, etc.).
E. Permanent/Long-Term Conditions Requiring
Supervision
A period of incapacity which is permanent
or long-term due to a condition for which treatment may not be effective.
The employee partner or family member must be under the continuing supervision
of, but need not be receiving active treatment by, a health care provider.
Examples include Alzheimer's, a severe stroke, or the terminal stages of a
disease.
F. Multiple Treatments (Non-Chronic Conditions)
Any period of absence to receive multiple
treatments (including any period of recovery therefrom) by a health care provider
or by a provider of health care services under orders of , or on referral
by , a health care provider, either for restorative surgery after an accident
or other injury, or for a condition that would likely result in a period of
incapacity of more than three consecutive calendar days in the absence of
medical intervention or treatment, such as cancer (chemotherapy, radiation,
etc.), severe arthritis (physical therapy), kidney disease (dialysis).
For the
purpose of this policy, "serious health condition" does not include
voluntary or cosmetic treatment unless inpatient hospital care is required.
"Treatment"
includes examinations to determine whether a serious health condition exists,
but it does not include routine physical examinations, eye examinations, or
dental examinations. A regimen of "continuing treatment" includes,
for example, a course of prescription medication or therapy but does not include
the taking of over-the-counter medications such as aspirin, antihistamines,
or salves; or bed-rest, drinking fluids, exercise, and other similar activities
that can be initiated without a visit to a health care provider.
In the
case of adoption, the source of the child (i.e., whether a state or private
agency or placement) is not a factor in determining eligibility for a family/medical
leave.
Foster
Care is defined as 24-hour care for a child in
substitution for or away from, the child's parent or guardian. Foster care
requires official state action.
Health
care providers are defined as:
A. Doctors
of medicine of osteopathy licensed to practice in the state in which they
work;
B. Podiatrists,
dentists, clinical psychologists, optometrist, nurse practitioners, nurse-midwives
and clinical social workers who are authorized by State law to diagnose and
treat physical or mental health conditions without supervision by a doctor
or other health care provider,
C. State
authorized chiropractors, (limited to treatment consisting of manual manipulation
of the spine to correct a subluxation as demonstrated by an x-ray and,
D. Christian
Science Practitioners. Where the health care provider is a Christian Science
practitioner, we may require that a second, and, if necessary, third opinion,
come from a health care provider other than a Christian Science Practitioner.
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Facility-Wide Closing and
Delayed Openings
At times
during the year, inclement weather or emergency conditions may necessitate
a facility-wide closing or delayed opening depending on the Client Customer
group and/or department that you are a part of. If this happens, an announcement
will be made on designated radio and television stations in the area. The
names of these stations may vary depending on the Client Customer group and/or
department that you are a part of. You may also be required by department management to hear a pre-recorded
voice mail message concerning possible closings.
In the
event of a facility-wide closing or delayed opening, non-exempt employee partners
are paid for hours worked. Your management will communicate any and all closings
or delayed openings.
Should
an employee partner report to work but leave prior to an official closing
announcement, you will only be paid for the actual time worked. Time absent
for the remainder of your shift will be noted as an absence on your attendance
record.
Should
an employee partner report to work after the start of their shift due to inclement
weather or emergency conditions, your supervisor or manager will manage this
on a case-by-case basis.
Jury Duty
Career Connection, Inc. encourages all employee
partners to fulfill their civic responsibilities.
If you
are summoned by a court of law to serve on jury duty, the company will
provide compensation based on labor law requirements in you state or
jurisdiction.
If your
services in court are not required for the entire day (i.e. hours less than
your scheduled work day), you are expected to return to work for the remainder
of your workday.
To receive
compensation for jury duty, present a copy of your jury duty
notice to your management prior to your court appearance.
The guidelines
for jury duty also apply a New Hire's Introductory Period.
Personal Court Appearances
If you are summoned by a court of law to
appear in court, or for any type of legal proceeding, as a witness, plaintiff,
defendant or otherwise personally involved party, you may use available vacation
time to cover such absences, if scheduled and approved in advance by your
supervisor and/or manager.
If Career
Connection, Inc. requests that you participate in a legal proceeding as a
witness, you will be paid for any time spent during your regular work hours.
Bereavement
Leave
In the event of a death in your family, you
will be excused from work without pay for up to three (3) consecutive scheduled
workdays following the date of death. Unused vacation
time may be used during this period. Family members covered by Career Connection,
Inc.'s three-day bereavement leave program are as follows:
•
Parent (Actual or Legal)
•
Child (Actual or Legal)
•
Sibling (Actual or Legal)
•
Spouse
•
Grandparent or Great-Grandparent
•
Grandchild
•
Parent-in-Law
•
Brother/Sister-in-Law
•
Son/Daughter-in-Law
You will
be excused from work without pay for one day following the death of
your extended family which includes;
•
Aunt
•
Uncle
•
Niece
•
Nephew
•
Grandparent-in Law
•
Former Spouse
•
Parents of a former Spouse
This non-chargeable
absence will not affect your attendance record. Employee Partners who are
in their Introductory Period are eligible for bereavement leave in accordance
with these guidelines.
If you
are on vacation at the time of death of a relative, you will be allowed to
extend your vacation or reschedule the vacation days that were taken during
the bereavement leave at a later date during the year.
You must
notify your management immediately to request a bereavement leave. In addition,
you must complete a bereavement leave form. You may be ask to present the
bereavement
program card or a copy of the obituary to your management upon your return
to work.
Due to benefit changes effective August 2005, please see your site management for the offerings for your location.
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Paid
Time Off Guidelines
In certain locations,
Career Connection, Inc. Employee
Partners may be eligible for Paid Time
Off. Please see your Career Connection,
Inc. Onsite Leadership Team to determine
your Paid Time Off eligibility based on
the Client Customer group and/or
department in which you are a part.
Paid Time Off is
calculated based on number of
hours worked for non-exempt employees.
All Exempt employee's paid time off is
accrued based on time of year hired.
Typically, exempt employees receive 2
weeks paid vacation for an entire year. If an exempt
employee is hired between Jan 1 through
June 30th, 1 week of vacation would be
accrued for the period. One additional
week of vacation would be accrued
between July 1 and Dec 31.
Employee partners must
successfully complete their Introductory
Period before eligible for Paid Time
Off.
Paid Time Off provides
rest and relaxation important for good
health and efficiency. Since the purpose
of a Paid Time Off is to give you the
opportunity to rest and be away from the
work-site, you are encouraged to take
your Paid Time Off in full each year.
Every effort will be made to accommodate
your request.
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Paid
Time Off Scheduling
To meet business needs,
Time Off request must be scheduled in
advance. In some instances, depending on
the Customer Client's group and/or
department that you are a part of,
management may have to limit the number
of Employee Partners who are eligible
for time off at any given time.
A Time Off request
of three or more days should be approved
at least ten
business days
prior to the time off. In
any event, request for Paid Time Off
must be approved by the end of the
workday prior to the requested time off.
All Paid Time Off is approved at the
discretion of your CCI On-Site
Leadership. It is requested that Paid
Time Off is scheduled in increments of
half or full days. However, you may
request Paid Time Off in one-hour
increments pending approval of CCI
On-Site Leadership.
To receive Paid Time
Off, you must work your scheduled day
prior to your approved Time Off request
(including Holiday) and your scheduled
day following a Time Off request. Those
Employee Partners pre-scheduled off
prior to or proceeding an approved Time
Off or Holiday are eligible for pay.
However, in the event an
Employee Partner fails to report to work
the day prior or proceeding an approved
Time Off or Holiday, they forfeit Paid
Time Off and will not be compensated.
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Paid Time Off
Pay at Separation
Should you leave our
company and have successfully completed your Introductory Period, you will
receive any unused PTO time earned provided the nature or your separation is
in good faith, you have satisfactory performance, and an appropriate notice is provided.
Appropriate notice is defined as a minimum of two weeks.
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Employment of Relatives
Career
Connection, Inc. permits the employment of relatives of employee partners,
subject to the conditions outlined within these guidelines. The term "relative"
as used in these guidelines includes person sharing the same household, a
spouse, mother, father, son, daughter, sister, brother, and similar "in-law"
relationships, and those related by blood, including aunt, uncle, niece, nephew,
grandparents, and grandchildren.
There
may be situations where it might not be appropriate for relatives to work
together. For example, employee partners who are related may not work together
if one has a supervisory or leadership responsibility for the other. Relatives
of supervisory personnel may not work within the related supervisor's direct
line of responsibility or in any position or unit where, in the opinion of
management, their progress might be directly or indirectly affected by the
related supervisor.
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Separation from the Company
Employment
at Career Connection, Inc. is "at-will" meaning that you or the company can
terminate the employment relationship at any time with or without cause.
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Resignation
Resignation
is a voluntary termination of employment by the employee partner. If you decide
to resign, we ask that you notify your management of your plans and submit
a signed letter of resignation, which includes your termination date and reason(s)
for resigning. Most employee partners who leave the company give reasonable
notice of their intent to resign, usually at least two weeks.
Employees
who voluntarily resign their employment may be asked to participate in an
exit interview discussion to talk about their experience with our company.
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Dismissal
Dismissal
means termination of employment initiated by the company because of unsatisfactory
attendance or punctuality, violation of substance abuse or violence in the
workplace or other company policies, misconduct or dishonesty on the part
of the employee partner, including but not limited to theft, conflict of interest,
insubordination or actions detrimental to the company.
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Separations
for Cause
Separation
for cause means termination of employment initiated by the company of failure
on the part of the employee partner to satisfactorily meet the standards of
his/her position, including but not limited to, inadequate work performance
or resignation at company's request.
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Separation
for Reasons Other Than Cause
Separation
for Reasons Other Than Cause means termination of employment initiated by
the company for reasons beyond the control of the employee partner including
but not limited to reorganization, cutback, job change requiring relocation,
or termination-at-will.
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The Career
Connection, Inc. "Code of Employee Partner Conduct" produced by
management and this on-line handbook is provided to you as references on standards
of job conduct. All employee partners are responsible for complying with its
requirements. Under some circumstances, employee partners may be eligible
for severance pay upon termination of employment.
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Service
Protection Period
Service
Protection Period for employee partners with more than one year of service
means 12 months from the effective date of a Separation For Reasons Other
Than Cause. Employee Partners with less than one year of service will be eligible
for a service protection period equal to their length of employment.
Employees
Partners who are rehired during their service protection period will be given
an adjusted service date for determination of seniority, performance evaluation
dates and vacation eligibility.
Employee
Partners who are rehired after their service protection period will not be
give an adjustment service date. Their service date will be equal to the date
they become re-employed.
To keep
pace with the changing needs of our business and employee partners, the company
may need to change or modify this policy.
Rehire
Eligibility Consideration
An employee
partner may apply for rehire and will be considered along with other external
candidates based on qualifications for the job. The following criteria must
be met for a former employee partner to be considered for re-employment:
- Must
have voluntarily resigned and given acceptable notice, or have been separated
from the company due to layoff or job elimination.
- Must
have no active written warning at the time of the separation.
Return
of Company Property
If you
leave Career Connection, Inc. for any reason, any company property or Client
Company property you have (identification badge, company keys, computers,
documents, files, media, etc.) must be turned
in to your management before your last day of work.
Should
these items not be returned, Career Connection, Inc. reserves the right to
hold compensations until these items are returned.
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Pay Systems………
Wages/Compensation
Career
Connection, Inc.'s compensation philosophy is to have market-competitive rates
of pay for work performed by our employee partners. To achieve this goal,
we ensure that our salary ranges remain competitive with the external labor
market. Each year, local and national wage and salary surveys are conducted
with similar industries to evaluate the competitive structure of Career Connection,
Inc.'s wages.
The results
of these surveys, along with the performance of our company and general business
and economic conditions, are used to determine what adjustments, if any, are
appropriate to our salary ranges.
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Merit
Reviews- Non-Exempt and Exempt Employee Partners
Most all
non-exempt employee partners will receive a written performance evaluation/merit
review. Any merit increase given at the time is based on the employee
partners overall performance and any general business considerations.
Non-Exempt
employee partners who are granted a personal leave of absence or who require
short-term disability leave due to non-work related or family/medical leave
will have their next performance evaluation/merit review date extended
by the actual number of calendar days on leave.
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Payday
Direct
deposit is the preferred method of payment within Career Connection, Inc.
If you elect direct deposit, your paycheck will be deposited into your account
at your financial institution on your regular payday.
State
and federal law requires that certain withholdings be made automatically from
paychecks. These withholdings include federal income taxes, state income taxes
and social security taxes. In addition, you may authorize other deductions,
such as those for group insurance premiums.
Normally, t he payroll
period for all employee partners runs on a bi-weekly cycle, beginning on a
Saturday
and ending on a Friday. Employee Partners will be paid bi-weekly
for hours worked during the previous two weeks cycle. This pay cycle may
vary by location.
Should
you leave the company for any reason, you will receive your final paycheck
in accordance with regular payroll procedures following your date of separation.
Final paychecks may not be issued in the form of a direct deposit.
If you
have any questions regarding your paycheck, please feel free to contact the
Payroll department or see your management immediately.
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Overtime
You were
hired with the understanding that you may be required to work a reasonable
amount of overtime. For some positions, regular overtime is an essential job
function. Your management will make every effort to distribute overtime assignments
fairly among qualified employee partners in all job classifications, departments
and shifts.
Should
you be required to work overtime, you will be notified of the scheduled overtime, except in the case of emergencies which
could prevent the company from giving such notice. In the absence of proper
notification, you may be asked to work overtime on a voluntary basis. In addition,
you will not be required to work overtime on any Saturday or Sunday, should
you have approved vacation on the Friday before or the Monday after the scheduled
overtime.
Any overtime
workday will be considered a normal workday for the purpose of the attendance
policy. Should you be required to
work overtime or voluntarily accept an overtime assignment and fail to report
to work on that day, you will be considered absent from work and the hours
missed will be noted on your attendance record.
All overtime
must be pre-approved by your CCI Manager and will be paid as follows:
•
Time and one-half (1-1/2 x your base rate of pay) will be paid for all work
performed over the hours worked in the department's scheduled workweek (i.e.
40 hours).
Any overtime worked
without prior approval by a CCI manager
will not be compensated.
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Employee
Partner Benefits:
Full
Time:
•
Medical Coverage
•
Dental Insurance Coverage
•
Vision Insurance Coverage
• Paid Time Off (PTO)
•
Merit Increases
Part
Time:
•
Vacation
•
Merit Increases
Opportunities………..
Career Development
Career
Connection, Inc. encourages and actively supports the continued education
and development of employee partners regardless of what position you may hold.
Our company maintains a wide range of programs designed to enhance job performance,
personal growth and career potential. The programs outlined in this section
represent only a sample of the personal and career development opportunities
that are available to you as a Career Connection, Inc. employee partner. You
may request specific information on development programs from your management.
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Job
Posting Program
It is
the philosophy of Career Connection, Inc. that open positions be filled from
within whenever possible. Our major challenge in fulfilling this philosophy
has been advance notice for open positions and the usual requirement to fill
the position immediately. Promoting from within requires Career Connection,
Inc. to carefully manage two positions at the same time. We eagerly work to
fill the new position as quickly as possible, while managing our responsibility
to fill the employee partner's current position with a fully trained individual.
On average positions are expected to be filled within one to two weeks by
our client customers.
To overcome
the challenges of time constraints and to allow Career Connection employee
partners to participate in opportunities for advancement and job transfers,
we are establishing the following Job Posting program.
The Job
Posting Program communicates to employee partners the details of full-time
opportunities and provides a system for employee partners to express their
interest in being considered for these openings. Any questions concerning
the Job Posting Program should be directed to your management or Human Resources
Staffing Department.
Definition
and Scope
The Job
Posting Program is a voluntary system that provides employee partners with
opportunities to nominate themselves for regular full-time and part-time positions.
There are some instances in which job postings will not be posted. They include,
but are not limited to:
•
The Client Customer group and/or department that you may be a part of.
•
Job reassignment as a result of job elimination, changed job requirements,
job displacement, workforce reduction, organizational changes, or return from
disability or approved personal or family/medical leaves. Every effort will
be made to ensure the placement is to an equivalent position with equivalent
pay, benefits and employment terms.
•
A new position within the same group and/or department, with the same job
title as the position posted during the previous eight weeks.
•
Positions filled by a qualified temporary who has occupied the position for
a minimum of 90 days.
Department
specific postings may be made under certain conditions.
Eligibility
Career
Connection, Inc. employee partners may apply for posted positions, provided:
•
This program applies to the Client Customer group and/or department that they
are a part of
•
Are not on an active disciplinary warning or on probation (six months from
date of discipline)
•
Meet minimum position requirements
•
Held current position for a minimum of 6 months
Exceptions
to all of the above must be approved by the hiring manager and Human Resources
Department. Exceptions to the 6-month rule must be approved by the hiring
manager, Human Resources and employee partner's current manager.
Job
Posting Announcements
Detailed job
postings will be posted on
www.ccicareers.com web page provided
this program applies.
Positions
will remain posted for one week.
Information provided in the description
of each job opportunity is as follows:
• Job title
•
Department/group
• Name and
title of hiring supervisor or manager
• Site
location
• Position
description, including major job
responsibilities, including overtime
requirements
• Minimum qualifications (knowledge,
skills, abilities, experience and
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Job
Bid Process
Interested
employee partners must submit a completed Job Bid Form for a posted position
with resume attached to the designated person on the posting by the job bid
deadline.
Detailed
instructions are included on each Job Bid Form. Employee partners may apply
for more than one position at a time. Eligible employee partners should only
apply for positions for which they meet the minimum requirements.
Screening
and Interview Process
The Staffing
Specialist and/or Manager will screen all job bids submitted to determine
those candidates who meet the job posting eligibility and minimum requirements.
The applicant's current manager will need to be notified of the application
only if they individual is selected as a final candidate. Anyone not meeting
the eligibility requirements or minimum qualifications for the job will be
notified by the Staffing Specialist and/or Manager. Using "Team-Based
Selection," the hiring manager, along with a team, will interview the
candidates.
The hiring
manager and interview team selects final candidates for a second interview.
At this time the final candidates are required to notify their respective
current manager.
Interviews
are conducted with the final candidates. The hiring manager may consult with
the candidate's current manager after he/she has been identified as a finalist
for the position. The hiring manager may utilize references provided by the
candidate on the Job Bid Form at any time upon the completion of the initial
interview.
Final
candidates not selected for the job are notified personally by the hiring
manger after the selected candidate has accepted the offer.
A release
date for the employee partner to assume the new positions will be determined.
Typically, the employee partner will be released after 2 weeks but no later
then 4 weeks from the date of offer acceptance. Exceptions may be negotiated
by the employee partners current manager and hiring manager with consent from
Human Resources.
External
Recruitment
Our customers
depend on Career Connection, Inc. to provide the most suitable candidate for
each job opening. Through the Job Posting Program, internal candidates are
carefully considered. External recruitment may be initiated simultaneously
with the positions being posted to meet position placement requirements.
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Training and Development
In addition
to such programs as Job Posting, and Shift/Department Transfers, Career Connection
Inc., offers several other programs designed to enhance job performance and
career potential.
Continuing Education courses are offered on a periodic basis and may include
such offerings as business courses in communication, interpersonal
relationships, and negotiations and presentations skills. Development
Programs are designed to improve the skills and performance of individuals
and teams. Although many programs are designed specifically for supervisors
and managers, several are also suitable for individuals in non-supervisory
roles.
Department
and/or group Training Programs are designed to increase the knowledge and
effectiveness of employee partners in their assigned functional area.
Due to
the evolving nature of our business, specific training and development offerings
may change to keep pace with the changing needs of our company and employee
partners. You are encouraged to consult with your management on your specific
needs or interests relating to training and development opportunities.
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Problem Solving
If you
have a job-related problem, questions or complaint, you are encouraged to
first discuss it with your immediate supervisor. This individual is more familiar
with you and your job than any other member of management, and is in the best
position to handle your concern properly and satisfactorily.
If, however,
you do not want to solicit or are not satisfied with the response you receive
from your supervisor, you may discuss the matter with another level of management
within your group and/or department. The Human Resource group is also available
to review your concern with you.
If you
still feel your concern has not been resolved, you may then submit the matter
in writing to the COO Chief Operating Officer of our company. A complete investigation
will be conducted and you will be provided with a response.
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Harassment Policy
Career
Connection, Inc. has a policy to provide a work environment that is safe,
conducive to good job performance, and free from discriminatory practices.
Career Connection, Inc. cannot and will not tolerate discrimination against
or harassment of any individual or group based on race, color, religion,
gender, age, citizenship status, sexual orientation, national origin,
military status, physical or mental impediment, disability or any other
basis, as proscribed by law.
Career Connection, Inc. does not permit harassment of its employee
partners in any form, whether committed by supervisors, managers, other employee
partners, or non-employee partners. Career Connection, Inc. will take all
steps necessary to prevent harassment.
All employee
partners are forbidden to engage in any form of sexual harassment. For purposes
of this policy, sexual harassment is defined as unwelcome sexual advances,
requests for sexual favors, and other verbal or physical conduct of sexual
nature. Unwelcome sexual advances are considered illegal when:
•
Submission to such conduct is expressed either explicitly or implicitly as
a term or condition of an employee partner’s employment.
•
Submission or rejection of such conduct by an individual is used as the basis
for employment decisions, such as promotion, transfer or termination.
•
Such conduct has the purpose or effect of substantially interfering with an
individual's work performance or creating an intimidating, hostile or offensive
work environment.
Specific
behaviors that Career Connection, Inc. will consider sexual harassment include,
but are not limited to, the following:
•
Abusive language or writing related to an employee partners sex
•
Any sexual advance that is unwelcome
•
Sexually-oriented comments about an employee partners body
•
Showing or displaying pornographic or sexually explicit objects or pictures
in the workplace.
If you
believe you have been a victim of sexual or any other form of harassment, immediately notify your
management or Human Resources. You will be asked to complete the CCI
Harassment Compliant Form. If you wish, you may retrieve the Harassment
Compliant Form yourself from the CCI website and submit it to your
management or Human Resources. Any such claim is taken very seriously and
will be promptly investigated. When you report a violation or suspected
violation, your confidentiality will be respected to the extent practicable. If warranted, appropriate disciplinary action
will be taken with the offending employee partner(s), up to and including
dismissal from our company.
Retaliation against an
individual who, in good faith, complains about or participates in an
investigation of an allegation of discrimination or harassment is prohibited
by company . Anyone who knowingly makes a false accusation of
discrimination, harassment, or retaliation will be subject to appropriate
sanctions. However, failure to prove a claim of discrimination, harassment,
or retaliation does not, in and of itself, constitute proof of a knowing
false accusation.
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Discipline
Here at
Career Connection, Inc. we work as a team, and our Client Customers depend
on us to perform our jobs to the best of our ability.
To meet
company and Client Customer objectives, Career Connection, Inc., and our Client
Customers work together to establish assigned work duties; standards of work
performance, punctuality and attendance; and company and Client Customer group
and/or departmental policies. An employee partner who fails to meet these
expectations will be subject to disciplinary action which could include verbal
or written counseling, written warning, or notice of probation or dismissal.
In keeping
with our company's philosophy of treating all employee partners fairly, necessary
disciplinary actions will be taken in a manner, which is objective and constructive.
Whenever possible, these actions will be taken with the intent of helping
the employee partner to achieve acceptable work performance or behavior in
the future.
However,
in cases of serious misconduct or other circumstances deemed necessary by
management, an employee partner may be subject to immediate dismissal from
our company, without prior notice or other preceding disciplinary action.
In cases of suspected serious misconduct or offense, and employee partner
may be suspended while an investigation is conducted.
Employee Assistance Program
(EAP)
Our company
has an Employee Assistance Program, which is administered by our Health Care
insurance carrier. The objective of the E.A.P is to
assist employee partners with personal problems so these problems do not interfere
with effective job performance. The E.A.P can provide valuable assistance
for a variety of concerns, such as alcohol and drug abuse, child care, family
and marital problems, legal difficulties, financial troubles, and stress on
or off the job.
You may
also seek additional information through your management or Human Resources.
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Substance Abuse Policy
Overview
Career
Connection, Inc is committed to maintaining safe, healthy and efficient working
conditions for its employee partners, and protecting the safety and security
of everyone.
Being
under the influence of any drug or alcohol on the job may pose serious safety
and health risks, not only to the user, but to all those who work with the
user. The possession, use or sale of an illegal drug or alcohol, or solicitation
of prescription drugs in the workplace also poses unacceptable risks for safe,
healthful and efficient operations.
With these
basic objectives in mind, Career Connection, Inc. has established the following
guidelines with regard to the use, possession or sale of alcohol or drugs.
Scope
The Substance
Abuse guidelines applies to all Career Connection, Inc. employee partners.
Purpose
A. To
maintain a drug/alcohol-free work place and drug-free work force as mandated
by the United States Congress (through the Drug-Free Workplace Act of 1988);
B. To
assist in maintaining a safe and healthy working environment for employee
partners of Career Connection, Inc., as well as Client Customers and visitors.
C. To
prevent accidental injuries and to protect property;
D. To
minimize absenteeism, tardiness and to improve productivity;
E. To
comply with existing laws and to comply with any contractual obligations;
F. To
protect the community and the general public;
G. To
provide counseling and/or rehabilitation assistance for employee partners
when appropriate.
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Policy
Statement
A. Post-Offer Screening
Career Connection, Inc. will maintain post-offer
screening practices, including a criminal background check, which are designed to prevent the hiring of individuals who use
illegal drugs or individuals whose use of legal drugs or alcohol that may pose a direct
threat to the health or safety of others.
B. On-The-Job Use, Possession or Sale of
Drugs or Alcohol
• Alcohol
Being under the influence of alcohol by an
employee partner while performing company business or while in a Client Customer
facility is prohibited since such behavior may affect the safety of co-workers
or members of the public, the employee partner's job performance, or the safe
or efficient operation of a company facility. Consumption of alcohol on company
and Client Customer property is prohibited.
• Legal Drugs
For certain job positions, an employee's
use of a legal drug can pose a significant risk to the safety of the employee
partner and others. Employee partners have a responsibility to determine whether
the use of such a drug may present a safety risk, and if so, to report such
drug use to their supervisor to determine job-related consequences.
• Illegal Drugs
The use, sale, purchase, transfer or possession
of an illegal drug by an employee partner while in a company or Client Customer
facility or while performing company business is prohibited. The presence
of any illegal drug in an employee, detectable by a drug screening test, while
performing company business, on company or Client Customer property is prohibited.
"Under
the influence" means, for the purpose of this policy, that the employee
partner is affected by a drug or alcohol or the combination of a drug and
alcohol in any detectable manner. The symptoms of influence are not confined
to those consistent with misbehavior, nor to obvious impairment of physical
or mental ability, such as slurred speech or difficulty in maintaining balance.
"Legal
Drug" includes prescribed drugs and over-the-counter drugs which have
been legally obtained, and are being used for the purpose for which they were
prescribed or manufactured.
"Illegal
Drugs" means: any drug (1) which is not legally obtainable or (2) which
is legally obtainable, but has not been legally obtained. The term includes
prescribed drugs not legally obtained and prescribed drugs not being used
for prescribed purpose. It also includes marijuana.
C. Disciplinary Action
Violation of this policy can result in disciplinary
action, up to and including termination, even for a first offense.
D. Searches
Career Connection, Inc. reserves the right
to conduct unannounced searches of its and Client Customers property and facilities,
including work areas and desk assigned to all employee partners, at any time.
No employee partner has the right to interfere with or prevent such searches
of company or Client Customer property.
Searches
of employees and their personal property may be conducted when there is reasonable
suspicion that the employee(s) are in violation of this policy. During a personal
search, the employee partner will not be subjected to physical contact. (an
employee may be asked to empty his/her pockets, show contents of a hat, etc.,
but would not be physically touched by another in the process.) Searches will
be performed with concern for the personal privacy of the employee partner
or other individuals.
E. Drug and Alcohol Post-Placement Screening
The company may require drug and/or alcohol
screening in the following circumstances:
•
Those persons reasonably suspected of using or being under the influence of
a drug or alcohol on the basis of behavioral characteristics or other information.
•
Employee partners involved in a work place accident or incident warranting
such screening, even if they do not exhibit observable symptoms of being under
the influence.
•
In follow-up to an employee partners participation in an approved rehabilitation
program.
•
Employee partners drug and alcohol screens will be administered by an outside
medical facility.
•
An employee partners consent to submit to such a test is considered a condition
of employment. Refusal to consent may result in disciplinary action, including
termination for a first refusal or any subsequent refusal.
The above
is not an exhaustive list of all circumstances under which screening may occur.
Our company will not as a matter of course utilize widespread "random"
testing. However, there may be circumstances where such testing is warranted,
subject to approval by the Career Connection, Inc. council, e.g., where being
under the influence of a drug or alcohol would result in a significant risk
to the safety of employee partners or the safe operation of company and Client
Customer company facilities.
F. Alcohol and Drug Abuse Policy; Relationship
to Employee Assistance Program
Our company maintains an Employee Assistance
Program (EAP) which provides help to employee partners who suffer from alcohol
or drug abuse and other personal problems. In many cases, employee partners
who test positive for drugs or alcohol will be offered rehabilitation through
the EAP for a first offense. However, it is the responsibility of each employee
partner to seek assistance from the EAP before alcohol and drug problems lead
to disciplinary action which can include discharge for a first offense.
The employee
partners decision to seek assistance from the Employee Assistance Program
or a rehabilitation program prior to being found to have violated this policy
will not be used as the basis for disciplinary action, and will not be used
against the employee partner in any disciplinary proceeding unless found under
the influence during work. On the other hand, using the EAP will not be a
defense to the imposition of disciplinary action where facts proving a violation
of this policy are obtained outside of the EAP.
Accordingly,
the purpose and practices of this policy and the EAP are not in conflict,
and are distinctly separate in their applications.
G. Rehabilitation of Employee Partners with
Drug and Alcohol Problems
An employee partner who is referred to EAP
because of a violation of this policy, may be offered the opportunity to enter
rehabilitation as deemed appropriate as an alternative to termination or other
disciplinary action. Failure or refusal to participate in or to comply fully
with the prescribed rehabilitation and after care will result in reinstitution
of the alternative disciplinary action up to and including termination. Once
the rehabilitation treatment ends, the employee partner will be required to
comply with the requirements for the Return To Work Contract, which will be
reviewed with the employee partner.
Career
Connection, Inc. management may require the employee partner to submit to
mandatory follow-up testing at any time during the rehabilitation period.
All cost
associated with any recommended treatment or rehabilitation program are subject
to payment in accordance with applicable benefits of the employee partners
health care plan, and are not otherwise supplemented by the company.
Career
Connection, Inc., retains sole discretion over the type of discipline imposed,
up to and including termination, for infraction of this policy. An employee
partner has no right to participate in or to exhaustion of rehabilitation
treatment opportunities before such discipline can be imposed by the company.
H.
Confidentiality
All medical
records pertaining to this policy are protected by Career Connection, Inc.'s
policy on medical confidentially.
END OF DOCUMENT
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Employee Partner Handbook