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EMPLOY-TEMPS STAFFING SERVICES
HANDBOOK
This employee handbook (“Handbook”) is presented for informational purposes only. Although the Handbook includes policies and procedures relating to your employment, it does not constitute a guarantee or contract of employment for any fixed period of time, either expressly or by implication. All employees of RSRESOURCES. INC. dba EMPLOY-TEMPS STAFFING SERVICES (the “Company”) are at-will employees whose employment can be terminated at any time for any reason or no reason at all. No employee of the Company has the authority to change the at-will employment relationship between the Company and its employees to one of a fixed term by oral representation. Likewise, oral representations cannot modify any other provision, practice, procedure or benefit arising out of the employment relationship with the Company.
The Company reserves the right to modify any of the provisions, procedures, practices, benefits and/or employment policies set forth in this Handbook, with or without notice. Such changes may only be made by the Branch Manager in writing. No other person has the authority to modify any provision, procedure, practice, benefit or guideline pertaining to or arising out of the employment relationship with the Company. Nothing in this Handbook is intended to preclude or dissuade employees from engaging in protected or required activities governed by state or federal law, including the National Labor Relations Act.
1. A military leave of absence will be granted to employees who are absent from work because of service in the National Guard, Reserves, or any federal or state branch of the uniformed services, in accordance with the Uniformed Services Employment and Reemployment Rights Act and state law.
2. Employees must provide appropriate documentation to support the need for military leave as soon as the need for leave arises. Please speak with Mark Zolikoff regarding your rights and eligibility for reinstatement and benefits during and after your leave.
1. Employees who wish to vote in any election or primary must typically do so before or after their regular working hours. If you do not have sufficient time to vote before or after your schedule shift, you should speak with your immediate manager about taking the necessary unpaid time off to vote.
1. The Company provides employees with unpaid leave if employees are subpoenaed to testify as a witness before a grand jury, juvenile proceeding or criminal proceeding. Employees may also take unpaid leave to prepare for or attend a criminal or delinquency proceeding at the prosecutors’ request, as either the victim, a victim’s representative or as a family member of a victim. Your attendance must be reasonably necessary to protect the victim’s interests and be in response to the prosecutor’s request or a subpoena.
2. You must give your immediate manager at least 48 hours’ advance notice of your need for leave, unless doing so is unreasonable or impossible. You may be required to provide reasonable documentation to support your need for leave.
1. A leave of absence of up to 12 weeks in a 12-month period will be granted to all eligible employees for the following purposes:
- The birth of an employee’s child or to care for the child;
- The placement of a child with the employee for adoption or foster care;
- To care for the employee’s spouse, child, or parent who has a Serious Health Condition;
- The existence of a Serious Health rendering the employee unable to perform the functions of his or her position;
- A Qualifying Exigency of a spouse, son, daughter or parent who is a military member on Covered Active Duty or called to Covered Active Duty status (or has been notified of an impending call or order to covered active duty).
An employee may take up to 26 weeks of unpaid FMLA leave in a single 12-month period, beginning on the first day that you take FMLA leave to care for a spouse, son, daughter, or next of kin who is a Covered Service Member and who has a Serious Injury or Illness related to active duty service (known as Military Caregiver Leave).
The maximum amount of leave that may be taken in a 12-month period is 12 weeks, except for Military Caregiver Leave. Military Caregiver leave may be combined with any of the other qualifying leave reason, but all other leave reasons may not constitute more than 12 of the 26 weeks.
2. Definitions:
A “Serious Health Condition” is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical facility, or continuing treatment by a health care provider for a condition that either prevents the associate from performing the functions of the associate’s job, or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement includes an incapacity of more than three full calendar days and two visits to a health care provider or one visit to a health care provider and a continuing regimen of care; an incapacity caused by pregnancy or prenatal care, a chronic condition, or permanent or long-term conditions; or absences due to conditions that require multiple treatments. Other situations may meet the definition of continuing treatment.
A “Covered Service Member” is a member or veteran of the Armed Forces, including the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness. A covered veteran must be discharged (for a reason other than a dishonorable discharge) within the five-year period before the eligible employee first takes Military Caregiver Leave to care for him or her.
“Covered Active Duty” means duty during the deployment of the member with the Armed Forces to a foreign country or for a Reservist, duty during the deployment of the member with the Armed Forces to a foreign country under a federal call or order to active duty in support of a contingency operation.
“Serious Injury or Illness” means, an injury or illness that was incurred by the Covered Service Member in the line of duty on active duty or that existed before the beginning of the Covered Service Member’s active duty and was aggravated by service in the line of duty on active duty, and that may render the Covered Service Member medically unfit to perform the duties of the member’s office, grade, rank or rating. In the case of a Covered Service Member who is a veteran, an injury or illness means that it was incurred by the Covered Service Member in the line of duty on active duty (or existed before the beginning of the member’s active duty and was aggravated by service in the line of duty on active duty) and manifested itself before or after the Covered Service Member became a veteran, and is: (i) a continuation of a serious injury or illness that was incurred or aggravated when the covered veteran was a member of the Armed Forces and rendered the servicemember unable to perform the duties of the servicemember’s office, grade, rank, or rating; or (ii) a physical or mental condition for which the covered veteran has received a U.S. Department of Veterans Affairs Service–Related Disability Rating (VASRD) of 50 percent or greater, and such VASRD rating is based, in whole or in part, on the condition precipitating the need for military caregiver leave; or (iii) a physical or mental condition that substantially impairs the covered veteran’s ability to secure or follow a substantially gainful occupation by reason of a disability or disabilities related to military service, or would do so absent treatment; or (iv) an injury, including a psychological injury, on the basis of which the covered veteran has been enrolled in the Department of Veterans Affairs Program of Comprehensive Assistance for Family Caregivers.
“Qualifying Exigency” includes:
Short-Notice Deployment. Issues arising from the military member’s short notice deployment (i.e., deployment within seven or less days of notice). For a period of up to seven days from the day the military member receives notice of deployment, an employee may take qualifying exigency leave to address any issue that arises from the short-notice deployment.
Military Events. Attending military events and related activities, such as official ceremonies, programs, events and informational briefings, or family support or assistance programs sponsored by the military, military service organizations, or the American Red Cross that are related to the member’s deployment.
Childcare. Certain childcare and related activities arising from the military member’s covered active duty, including arranging for alternative childcare, providing childcare on a nonroutine, urgent, immediate need basis, enrolling in or transferring a child to a new school or day care facility.
Financial or Legal Arrangements. Making or updating financial and legal arrangements to address a military member’s absence while on covered active duty, including preparing and executing financial and healthcare powers of attorney, enrolling in the Defense Enrollment Eligibility Reporting System (DEERS), or obtaining military identification cards.
Counseling.Attending counseling for the employee, the military member, or the child of the military member when the need for that counseling arises from the covered active duty of the military member and is provided by someone other than a health care provider.
Rest and Recuperation. Taking up to 15 calendar days of leave to spend time with a military member who is on short-term, temporary Rest and Recuperation leave during deployment. The employee’s leave for this reason must be taken while the military member is on Rest and Recuperation leave.
Post-Deployment Activities. Certain post-deployment activities within 90 days of the end of the military member’s covered active duty, including attending arrival ceremonies, reintegration briefings and events, and other official ceremonies or programs sponsored by the military, and addressing issues arising from the death of a military member, including attending the funeral.
Any other event that the employee and Company agree is a Qualifying Exigency.
3. To be eligible for FMLA, an employee must have been employed by the Company for at least 12 months, and must have worked for at least 1,250 hours for the Company during the previous 12 month period. Where applicable, any unused accrued PTO will be first applied to the leave, and will be paid accordingly to the employee. The balance of the leave will be unpaid. During any FMLA leave, the company must maintain the employee’s coverage under any group health plan on the same conditions as coverage would have been provided if the employee had been continuously employed during the entire leave period. During FMLA leave, the employee must continue to pay his or her share of group health plan premiums. Upon return from the leave of absence (if within 12 weeks), the employee will be restored to the position held immediately prior to the commencement of the leave or to an equivalent position with equivalent pay, benefits, and terms and conditions of employment. However, an employee has no greater right to reinstatement or to other benefits and conditions of employment than if the employee had been continuously employed during the FMLA leave period.
4. The 12-month period for utilizing FMLA benefits will be measured backward from the date an employee uses any FMLA leave (except for Military Caregiver Leave). Each time the employee takes family or medical leave, the remaining leave entitlement must be drawn from any balance of the 12 weeks, which has not been used during the immediately proceeding 12 months.
5. A leave of absence due to the Serious Health Condition of the employee or an immediate family member, or an Injury or Illness of a Covered Service Member, will require the certification of an appropriate health care provider.
A leave of absence due to a Qualifying Exigency will require appropriate documentation based upon the specific Qualifying Exigency. Examples include, active duty orders, written documentation demonstrating appointment dates, rest and relaxation orders, etc.
6. In cases of a Serious Health Condition, or the Injury or Illness of a Covered Service Member, the leave may be taken on an intermittent or reduced schedule basis, upon presentation of a certification from a physician documenting the necessity of intermittent leave. If an employee requests intermittent or reduced schedule leave that is foreseeable based on planned medical treatment, the Company may require the employee to transfer temporarily to an available alternative position for which the employee is qualified, and which better accommodates recurring periods of leave than does the employee’s regular position. Generally, if the intermittent absences are unforeseeable, employees must comply with the Company’s call-in procedures.
7. The request for leave must be made in writing to the Branch Manager at least 30 days before the leave is to begin, unless the need for the leave was unforeseeable. In that event, the request is to be made at the earliest possible time.
8. If an employee fails to return to work on his or her first scheduled day of work after the expiration of a leave of absence, the employee will be deemed to have voluntarily quit.
1. All employees shall exercise caution to protect themselves and their co-workers from injury. Employees injured on the job must report the injury immediately to their supervisor and fill out an injury report as soon as possible. An employee’s failure to promptly report an injury in the workplace may result in disciplinary action against the employee. Employees who witness an injury to an employee or third party must also promptly complete an injury report.
2. All employees are covered by the Ohio Workers’ Compensation Act. If you are injured in the course of your employment, this incident will be considered an industrial accident and will be processed in accordance with the Ohio Workers’ Compensation Act.
1. In order to maintain proper security, keys to the Company’s premises are not to be distributed generally, but are limited to those employees whose job requires that they possess a key. The Company maintains written records of all keys, and employees should never, for any reason, give their key to another employee or borrow another employee’s key. Employees are also prohibited from making copies of any Company keys. All keys must be turned in to the Company upon resignation or termination of employment.
2. Each employee is expected to exercise reasonable levels of caution in all work activities. Employees must immediately report any unsafe condition to the appropriate supervisor. Employees who violate these minimum safety standards, who cause hazardous or dangerous situations or who fail to report or (where appropriate) remedy such situations may be subject to disciplinary action by the Company, up to and including termination of employment.
3. Employees injured on the job must report the injury immediately to their supervisor and fill out an injury report as soon as possible. Employees who witness an injury to an employee or visitor must also promptly complete an injury report.
4. Only authorized employees are permitted to enter the Company’s premises outside of regular working hours. Any employee wishing for third parties to enter the premises either before or after the Company’s working hours must have prior authorization from management.
1. No equipment or materials belonging to the Company will be permitted to leave the Company’s premises. Appropriate inventories will be conducted periodically. Employees are not permitted to borrow equipment or materials from other employees without permission.
2. Employees who have brought their own equipment onto the Company’s premises will be responsible for this equipment. The Company will not be responsible for the security of personal property.
3. Any employee who is found to have stolen Company equipment, or materials or property belonging to fellow employees will be terminated immediately.
1. Employees should be able to work in an environment that is free from unnecessary annoyances and interference with their work. In order to protect our employees, solicitation by employees is strictly prohibited while either the employee being solicited or the employee doing the soliciting is on “working time.” “Working time” is defined as time during which an employee is not on a break or on work premises immediately before or after his or her shift.
2. Employees are also prohibited from distributing written materials, handbills, or any other type of literature on working time and, at all times, in “working areas,” which includes all office areas. “Working areas” do not include break rooms, parking lots, or common areas shared by employees during nonworking break times.
3. The posting of materials or electronic announcements are not permitted without management approval.
4. Solicitation of visitors, guests, customers or clients or distribution of materials to visitors, guests, customers or clients is always strictly prohibited.
Nothing in this policy is intended to restrict an employee’ s rights under Section 7 of the National Labor Relations Act to engage in concerted protected activity.
Sexual Harassment
1. As you may know, employment discrimination based upon a person’s sex or gender is unlawful. Sexual harassment includes such conduct as making unwelcome sexual advances, requesting sexual favors, and other verbal or physical contact of a sexual nature where a) submission to such conduct is made either explicitly or implicitly a term or condition of employment; b) submissions or rejection of such conduct is used as a basis for employment decisions; or c) where such conduct unreasonably interferes with one’s work or creates a hostile or offensive working environment. Sexual harassment also includes harassment that is not sexual in nature, for example, offensive remarks or comments about and individual’s sex or gender.
2. In the interest of making this a pleasant and comfortable place to work for everyone, please be assured and forewarned that the Company will not tolerate any form of sexual harassment by its employees, supervisors, or anyone associated with the Company.
3. The Company prohibits any deliberate or unsolicited sexual comment, request, joke, innuendo, gesture, physical contact, display of explicit or suggestive materials by an employee towards any other employee, commentary about an individual’s body, sexual preferences, sexual prowess or sexual deficiencies, leering, whistling, and any other physical, verbal or visual conduct of a sexual nature. Compliments of a socially acceptable nature do not constitute a violation of this policy.
4. Please give this subject the serious consideration it deserves, and respect the rights of your fellow workers by refraining from any conduct which might be viewed as sexual harassment, including conduct which might be intended in jest but which could be interpreted the wrong way.
Other Forms of Unlawful Harassment
1. No employee may harass anyone because of that person’s race, creed, color, age, religion, disability, ancestry, sex (including pregnancy and childbirth), sexual orientation, gender identity, genetic information, past, current or prospective service in the uniformed services, citizenship, national origin or any other category protected by law, that has the purpose or effect of creating an intimidating, hostile or offensive work environment; b) has the purpose or effect of unreasonably interfering with an individual’s work performance; or c) otherwise adversely affects an individual’s employment opportunities.
2 In the interest of making this a pleasant and comfortable place to work for everyone, please be assured and forewarned that the Company will not tolerate any form of harassment by its employees, supervisors, or anyone associated with the Company on the basis of the above legally-protected characteristics.
3. Examples of conduct prohibited by this policy include (but are not limited to) making racial or ethnic slurs, intimidating or hostile acts, using offensive stereotypes, viewing, posting or circulating written or graphic material that denigrates or shows hostility or aversion toward an individual or group, and making jokes about any of the above legally-protected characteristics. This list is illustrative only, and not exhaustive. No form of harassment will be tolerated.
4. Please give this subject the serious consideration it deserves, and respect the rights of your fellow workers by refraining from any conduct which might be viewed as harassment, including conduct which might be intended in jest but which could be interpreted the wrong way.
Reporting Harassment
Anyone with knowledge of sexual or other unlawful harassment should report such conduct immediately to Mark Zolikoff or Sharon Robinson. You may be requested to follow up your oral complaint with a written statement concerning the harassment. Management will investigate all complaints of harassment in an appropriate manner, and the Company will take prompt and immediate remedial action as may be necessary to eliminate sexual and other unlawful harassment in the workplace. While the Company will attempt to keep any complaints or reports of sexual and other unlawful harassment as confidential as possible, in order to ensure a complete and thorough investigation, complete confidentiality may not be possible. There will be no retaliation for good faith reports of harassment.
Retaliation
Retaliation against an individual for reporting harassment in good faith or for participating in an investigation of a claim of harassment is a serious violation of this policy and, like harassment itself, will be subject to disciplinary action, up to and including termination. Employees who believe they have been subjected to retaliation should report such conduct using the process outlined to Report Harassment.
1. The Company is an equal opportunity employer. All employees and prospective employees will be recruited, selected, trained and promoted without regard to age, sex (including pregnancy and childbirth), sexual orientation, gender identity, race, color, religion, disability, national origin, ancestry, military or veteran status or any other protected category under federal or state law. This same nondiscriminatory consideration will be used in all other aspects of the employment relationship.
2. All employees of the Company are charged with fulfilling their responsibilities to actively support the Company’s equal opportunity policy. This equal opportunity policy applies to all phases of Company employment.
1. The Company will provide reasonable accommodations to the limitations and restrictions of any qualified individual with a disability. If you believe that a disability affects your ability to perform your job duties, please contact your manager to discuss what reasonable accommodations may be possible to allow you to perform your job safely and effectively.
2. A statement from you and/or your physician describing any disability or job limitation may be necessary for the Company to determine what the appropriate accommodation is and whether such accommodation is possible. You may also be required to sign a release of your medical information, but any such release would be limited to information relating to the claimed disability.
1. The Company has the duty of maintaining good discipline and efficiency among its employees. Accordingly, the Company reserves the right to impose disciplinary action against employees whose conduct warrants such discipline. In this regard, the Company shall establish and change in its discretion, work and safety rules which all employees will be required to follow. This does not change or limit the at-will employment relationship between the Company and its employees.
2. Employees may resign or be terminated for any reason. Disciplinary terminations may or may not be preceded by a warning, at the discretion of management, depending on the nature of the offense.
3. Without limiting the Company’s right to terminate Employee for any reason, Employee understands that the following circumstances may result in immediate termination of employment:
- Insubordination, including possession of a difficult, rebellious or inconsiderate attitude;
- Being disruptive to the Company workplace;
- Use or possession of illegal drugs, alcohol while on the job or on Company premises, or showing up for work under the influence of alcohol, illegal drugs or any substance with renders the employee unable to safety and effective perform the function of his or her job;
- The illegal use, possession, transfer, sale or distribution of prescription drugs on Company premises;
- Possessing any kind of weapon on Company premises, unless properly stored in the trunk of the employees car in accordance with state law;
- Sleeping, loafing or horsing around on the job;
- Poor work quality;
- Theft, attempted theft or personal use of Company property;
- Excessive tardiness, unexcused absences, poor attendance or not providing documentation for an absence upon request;
- Not meeting the expectations of the employee’s position;
- Not returning keys, passes or other items supplied to the employee for access to the workplace;
- Falsifying time records or recording hours not actually worked;
- Violence, threats of violence, verbal abuse, menacing gestures, or any other acts of aggression or intimidation;
- Using Company internet, devices and other system resources for other than business purposes, or sending or receiving email not of a direct business nature; and
- Violating any of the terms, conditions or policies set forth in this Handbook.
This policy is not intended to preclude or dissuade employees from engaging in activities protected by state or federal law, including the National Labor Relations Act, or legally required activities.
- BACKGROUND AND OTHER CHECKS
- Each employee agrees to promptly execute any and all authorizations for the release of all information in connection with the employee’s driving record, criminal record, credit bureau reports, or other reports which may be requested by the Company.
- The type of check that each applicant or employee must undergo is job related.
1. No files, equipment or materials belonging to the Company will be permitted to leave the Company’s premises. Appropriate inventories will be conducted periodically. Employees who have brought their own personal property onto the Company’s premises will be responsible for ensuring that their property is stored in a properly locked area. The Company will not be responsible for the security of personal property.
2. There is no expectation of privacy in the use of the Company’s property and furnishings provided at its facility, such as closets or desks.
- The Company reserves the right to inspect all closets, desks or other storage area along with any purses, bags, or other items brought onto the Company premises.
- You must return all Company property at the time of separation. Employees are responsible for the cost of all unreturned or intentionally damaged Company equipment.
- SOCIAL MEDIA POLICY
The Company respects the right of any employee to maintain a blog or web page or to participate in a social networking on or through websites or services such as X (formerly Twitter), Facebook, Threads, LinkedIn, YouTube, Instagram, TikTok, SnapChat, or similar sites/services (collectively “social media”). However, to protect Company interests and ensure employees focus on their job duties, employees must adhere to the following rules:
- Employees may not use social media during work time or at any time with Company equipment or property.
- All rules regarding confidential and proprietary business information apply in full to social media. Any information that cannot be disclosed through a conversation, a note, or an e-mail also cannot be disclosed through social media.
- When using social media, if the employee mentions Company and also expresses either a political opinion or an opinion regarding Company’s actions that could pose an actual or potential conflict of interest with Company, and it is either implicit or explicit that the poster is affiliated with Company, the poster must include a disclaimer. The poster should specifically state that the opinion expressed is a personal opinion and not Company’s position. This is necessary to preserve Company’s goodwill in the marketplace.
- Employees may not use Company’s logos or trademarks for commercial purposes or to endorse any product or service.
Any conduct that is impermissible under the law if expressed in any other form or forum is impermissible if expressed through social media. For example, posted material that is discriminatory, obscene, defamatory, libelous, or violent is forbidden. Company policies apply equally to employee social media usage.
Employees with any questions should review the guidelines above and/or consult with their manager. Failure to follow these guidelines may result in discipline, up to and including discharge.
Social Media Account Ownership
If you participate in Social Media activities as part of your job at Employ-Temps, that account may be considered Employ-Temps property. If that account is Employ-Temps property, you do not get to take it with you if you leave the company — meaning you will not try to change the password or the account name or create a similar sounding account or have any ownership of the contacts and connections you have gained through the account. This does not apply to personal accounts but would certainly apply to all Employ-Temps branded accounts created as part of your job.
Please understand that it is your responsibility to understand and adhere to these principles. If you don’t follow the principles laid out above when engaging in Social Media you could face serious consequences up to termination. This policy is not intended to preclude or dissuade employees from engaging in protected or required activities governed by state or federal law, including the National Labor Relations Act.
It is the policy of the Company to maintain a drug- and alcohol-free work environment that is safe and productive for employees and others having business with the Company.
1. The unlawful use, possession, purchase, sale, transfer or distribution of any drug, or being under the influence of any illegal drug and/or the misuse of legal drugs while performing work is strictly prohibited. The Company also prohibits reporting to work or performing any Company business while under the influence of alcohol or consuming alcohol while on duty or during work hours. Although the use of medical marijuana has been legalized under Ohio law, employees may not report to work or perform Company business while under the influence of marijuana.
2. The Company reserves the right to search Company property under the control of an employee or an employee’s personal effects anywhere on its premises to determine whether the employee is in possession of illegal drugs, alcohol, or other controlled substances. The Company further reserves the right to require an employee to undergo a drug test if the Company has a reasonable suspicion that the employee is under the influence of drugs or alcohol on Company premises or while performing Company business.
3. If you take a prescription drug, which causes adverse side effects, e.g., impaired reflexes, you must inform your supervisor that you are taking such medication on the advice of a physician. The Company will review with you whether the side effects of the prescription drug may cause a threat to safety or impair your ability to perform your work and take any appropriate steps.
Any employee violating this policy is subject to discipline, up to and including termination.
Revised: 8. 2024