Temporary and Contract Employee Handbook

Transcription

1 Temporary and Contract Employee Handbook Welcome to KNF&T Staffing Resources Congratulations! You have been selected to become part of one of the finest staffing agencies in the industry. We will do our part to keep you employed and satisfied with our service and your employment throughout our relationship. This handbook is designed to provide information about your employment and working with KNF&T. It will help you understand KNF&T s policies and procedures, and ensure a successful working relationship. Our staff will do all that we can to help make you successful in this assignment and those that may follow. KNF&T has provided high quality staffing services since 1983, and is one of the area s largest staffing firms. Our success stems from our strong commitment to the highest standards of service to our clients and candidates. KNF&T is proud to be a privately held, women-owned company that is both WBE and SDO certified. Remember, you are an employee of KNF&T Staffing Resources. We are delighted you have chosen to work with us. If you have any questions or need additional information about any aspect of your employment, do not hesitate to contact us. We are always happy to help. Note: This handbook is not a contract nor an offer, and it does not create any contractual obligations between KNF&T and any of its employees. All employees of KNF&T Staffing Resources are employees at will. Both KNF&T and its employees can terminate the employment relationship at will, with or without warning, notice or cause. KNF&T has the right to unilaterally modify, interpret, or discontinue any of the policies or procedures in this handbook. If such a change takes place, the employee s continued employment will represent their acceptance of the action.

2 Table of Contents Expectations... 5 Safety Requirements... 5 Solicitation... 6 Accepting Assignments... 6 Attendance... 6 Illness and Paid Sick Leave for Temporary Employees... 7 Unpaid Personal Leave of Absence... 8 Family and Medical Leaves of Absence... 8 Voluntary Termination... 8 Benefits... 9 Health Insurance... 9 Dental Insurance (k) Profit Sharing Plan... 7 Competitive Weekly Pay... 9 Free Software Training... 9 Staff-On-Standby... 9 Referral Bonuses... 9 Your Commitment Completion of Your Assignment Concerns Dress Code Emergency Message System and Contingency Plan Employee Status Change Employment at Will Hours of Operation Jury Duty Mail Personal Property Time Off Requests Payroll Procedures Lunch Break Overtime Payroll Deductions Payroll Distribution: Direct Deposit and Mail Work-Related Accidents and Unsafe Conditions Rules of Conduct/ KNF&T Policy Statements Personal Phone Calls and Cell Phone Usage Client Computer and Usage Internet, Intranet and Network Usage Visitors Confidentiality Agreement Drug-Free Workplace Acknowledgment and Consent for Criminal Background Check Equal Opportunity Employment Sexual Harassment/Workplace Harassment Release of Information/Authorization Securities Holdings and Transactions Americans with Disabilities Act (ADA)... 18

3 Reference Material All of the documentation listed below can be found on our online Temporary/Contract Employee Registration Portal ( If you have not already received log-in information, please contact your KNF&T Consultant. Temporary/Contract Employee Handbook Receipt (2015) Employee Timesheet and Expense Management Handbook Direct Deposit Enrollment Form W-4 (2015) Fair Credit Reporting Disclosure GIS/KNF&T Authorization

4 Expectations 1. You are employed by KNF&T Staffing Resources, not the client company to which you are assigned. 2. Although you work for KNF&T, you will be expected to adhere to the workplace rules and regulations that are set by the client company to which you are assigned. 3. You will also be expected to perform your job duties according to standards set by the client company. Your continuation in the assignment will be based on periodic performance reviews evaluating quality of work, attitude, attendance, cooperation, and adherence to policies and procedures. 4. Your timecard and the recording of your hours is your responsibility. It must be accurately completed, approved by your supervisor, and submitted to KNF&T in a timely manner. Please refer to the Employee Timesheet and Expense Management Handbook for specific instructions for the timesheet submittal procedure. 5. Regular attendance is required and tardiness is unacceptable. If you are unable to report for work or are unavoidably detained on your way to work, please follow the notification procedure outlined on Page 5 in the Attendance section of this handbook. 6. Occasionally, KNF&T Temporary and Contract Employees are offered permanent employment with the client company to which they have been assigned. If you are interested in a permanent position at the client company to which you are assigned please let your KNF&T Consultant know. Should such an opportunity become available, we will assist you in the process and the offer will be tendered through KNF&T. Safety Requirements The safety and well-being of our employees is of primary importance to us. Federal and State Occupational Safety and Health Acts (OSHA) require that all employers provide safe and healthy working conditions for all their employees. It is the responsibility of all KNF&T representatives to ensure, to the best of their abilities, that our employees are assigned to work that is free of unsafe conditions and/or hazards. It is your responsibility to learn the correct and safe way to do your job. When you are assigned to your assignment, you must: 1. Make sure you understand your job and follow all safety rules. Strict adherence to posted safety standards is required. 2. Never attempt to work while under the influence of drugs, alcohol, or any other controlled substances. 3. Use all personal protective equipment provided for your assignment. 4. Participate in any safety or job related training conducted. 5. Inform KNF&T (and the supervisor where you are assigned to work) of any hazardous or potentially dangerous conditions that could cause injury, and/or changes in your job duties. 6. In the event of an injury, report it immediately to your KNF&T Consultant. KNF&T Staffing Resources Boston Westborough Copyright 2015 Rev P age

5 Solicitation You are prohibited from selling merchandise, soliciting funds, or soliciting on behalf of any outside interest where you are assigned to work. If you are found selling merchandise, soliciting funds, or soliciting on behalf of any outside interest, you will be terminated from your assignment and escorted from the premises. Additionally, the personal use of client directories or work-dedicated systems, such as electronic mail, voice mail, facsimile systems, and bulletin boards is prohibited. Solicitation or distribution of literature by persons who are not employees is not allowed. KNF&T Temporary/Contract Employees are not allowed to solicit employment from clients to which they are assigned. All inquiries, including interest in job postings, should be directed to your KNF&T Consultant. Any KNF&T Temporary/Contract Employee found soliciting employment will be subject to discipline up to and including termination of his/her assignment. Accepting Assignments As a KNF&T Temporary/Contract Employee, you will be called for a variety of assignments. While you are not obligated to accept all of the jobs that we offer, you are a valuable member of this select group, and we are relying on your active participation. If you cannot or do not accept a particular assignment, it is helpful to know why you are not available or not interested. This information will enable us to work more effectively together. Attendance Tardiness and absenteeism are factors that severely hamper work schedules. Excessive tardiness or absenteeism constitutes grounds for disciplinary action including termination. It is each employee s responsibility to discuss absences and tardiness with his/her KNF&T Consultant. You must notify KNF&T when you anticipate being late or absent. If no one is available to answer your call, please leave a message on your KNF&T Consultant s voice mail. Include your name and a phone number where you can be reached. Unless you are seriously ill, it is not considered acceptable or appropriate for a message to be relayed through a family member or co-worker. Failure to report absences and tardiness constitutes grounds for disciplinary action up to and including termination. Personal appointments should be scheduled either before or after working hours and appropriate notice must be given. Missing time for personal reasons can lead to termination of your assignment. Unreported absences should be rare occurrences. However, if the reason for your absence is considered to be legitimate and unavoidable, special consideration may be given. Such exceptions might be a car accident, hospitalization, or death in the immediate family (in some instances, written documentation may be requested in support of these special circumstances). KNF&T Staffing Resources Boston Westborough Copyright 2015 Rev P age

6 Illness and Paid Sick Leave for Temporary Employees You must contact your KNF&T Consultant if you are unable to report to your assignment or if you must leave early due to illness. Failure to do so may result in termination of your assignment. Effective as of July 1, 2015 Temporary Employees who are employed to work in Massachusetts may accrue and use up to forty (40) hours of paid sick leave per calendar year in increments of no less than one (1) hour. The paid sick leave accrues at the rate of one hour for every thirty (30) hours worked up to the maximum of forty (40) hours per calendar year. No sick leave can be used within the first ninety (90) days after a Temporary Employee becomes employed by KNF&T. The ninety (90) days starts over if there is a break in service of more than one (1) year. Following a break in service of up to four (4) months, the Temporary Employee shall maintain the right to use any unused earned sick time accrued before the break in service. Following a break in service of between four (4) and twelve (12) months, the Temporary Employee can use earned sick time accrued before the break in service if the employee s unused bank of earned sick time equals or exceeds tens (10) hours. In the event a Temporary Employee calls in sick for part or all of a shift and it is necessary to send a replacement employee out on that shift, the amount of sick time charged will be equal to the number of hours worked by the replacement (but no more than the scheduled length of the shift). Temporary Employees are allowed to carry over up to forty (40) hours of unused sick leave from one (1) calendar year to the next, but never may have a sick leave balance in excess of forty (40) hours and cannot use more than forty (40) hours of paid sick leave in any calendar year. Temporary Employees may use sick leave for any of the following purposes: 1. to care for the employee s child, spouse, parent, or parent of a spouse, who is suffering from a physical or mental illness, injury, or medical condition that requires home care, professional medical diagnosis or care, or preventative medical care 2. to care for the employee s own physical or mental illness, injury, or medical condition that requires home care, professional medical diagnosis or care, or preventative medical care 3. to attend the employee s routine medical appointment or a routine medical appointment for the employee s child, spouse, parent, or parent of spouse 4. to address the psychological, physical or legal effects of domestic violence Sick leave cannot be used as an excuse for being late to work. Sick leave cannot be used for a shift or for hours that a Temporary Employee is not scheduled to work. Temporary Employees cannot accept an assignment to work a particular shift if they intend to use their sick leave for some or all of it. There is no payment for unused sick leave. Temporary Employees who wish to use their sick leave need to follow the standard procedures for calling in unless an emergency prevents them from doing so While the proper use of sick leave is protected and will not be the subject of any retaliation or discipline, any misuse of sick leave may result in the termination of employment. KNF&T Staffing Resources Boston Westborough Copyright 2015 Rev P age

7 Illness and Paid Sick Leave for Temporary Employees Cont. The company and/or KNF&T may request documentation and verification of the use of sick leave to the full extent permitted by the Sick Leave Statute and regulations thereunder. Please Note: You are a representative of KNF&T Staffing Resources and your attendance and actions on the job are a reflection of not only yourself, but of KNF&T Staffing Resources. Attendance is one of the most important criteria our clients use when considering a KNF&T Temporary/Contract Employee for one of their direct hire openings. Tardiness and failure to report absences can result in disciplinary action including termination. Good attendance and punctuality will go a long way in demonstrating that you are an excellent employee. Unpaid Personal Leave of Absence Recognizing there are occasions when an employee may require limited time off for important personal reasons, it is the policy of KNF&T Staffing Resources to grant, whenever possible, an unpaid leave of absence. This is provided that such a leave is acceptable to the client company to which you are assigned. All requests for unpaid personal leave must be submitted a minimum of two (2) weeks prior to leave. The request is to be submitted to your KNF&T Consultant in order to obtain the necessary approval. You will be notified of approval. For any requests for leave that exceed one (1) week in duration, it is required that you notify your KNF&T Consultant of your proposed date of return to the assignment. An approved leave of absence does not guarantee your immediate return to work. When your leave is over and you are ready to return to work, consideration will be given to any replacement that may have been made as a result of your departure, any employee lay-offs at the client company, or the need for additional employees during your absence. Family and Medical Leaves of Absence In certain situations, you may be eligible for a leave of absence under applicable state and federal family and medical leave laws. Please contact your KNF&T Staffing Resources office for a copy of the Family and Medical Leave policy. Voluntary Termination In the event you are absent two (2) consecutive scheduled days of your assignment without notifying your KNF&T Consultant or the KNF&T Staffing Resources office, you will be considered to have voluntarily ended your assignment. KNF&T Staffing Resources Boston Westborough Copyright 2015 Rev P age

8 Benefits Through our contractual agreement with our clients, you will be enrolled as either a KNF&T Recruited Temporary/Contract Employee or as a client-recruited Payrolled employee at the time of registration. For questions regarding benefits, contact KNF&T s Benefits Administrator at Note: KNF&T strives to remain competitive and innovative and therefore reviews its benefits regularly for appropriateness. Accordingly, benefits may be changed at any time at our discretion. Health Insurance KNF&T offers subsidized health insurance plans through Blue Cross Blue Shield (BCBS) of Massachusetts. KNF&T Temporary/ Contract Employees must be working thirty (30) hours per week and complete 120 hours of work in four (4) consecutive weeks to be eligible for enrollment. Coverage for one (1) eye examination per year and discounts on prescription eyewear are included. You will receive notification from our office when you become eligible. Dental Insurance Employee paid dental insurance, Dental Blue, is available through BCBS. Note: Payroll deductions for health and dental insurance are on a pre-tax basis under Section (k) / Profit Sharing Plan Regular recruited Temporary/Contract Employees, who are U.S. citizens aged twenty-one (21) or older, are eligible for KNF&T s retirement savings/profit sharing plan with Fidelity Investments. Once enrolled, employees are vested immediately for the company match. Go to for more information. Note: Payrollees (client-recruited employees) are not eligible for the 401(k) Profit Sharing Plan. Competitive Weekly Pay Understanding that pay is your top priority, we regularly review compensation to ensure that our hourly rates are competitive with market conditions. KNF&T pays no later than Friday for hours worked in the week ending the previous Saturday. If you are on assignment for a client company, you will have online access for submitting your hours worked and for viewing your pay history. Access to KNF&T s Portal for Timesheet Management, along with direct deposit forms, can be found on our website ( Free Software Training KNF&T uses ProveIt!, a state of the art e-learning software testing and training program. We encourage you to take advantage of the free word processing, spreadsheet, database and graphics tutorials in our internal Computer Lab. You can also access these tutorials from the privacy of your home at 24 hours a day and 7 days a week. For more information, or to register, please contact your KNF&T Consultant at Staff-On-Standby Enjoy the flexibility of temping while being guaranteed a paycheck. Qualified candidates can apply for KNF&T's Staff-On-Standby program as openings become available. Visit our website at to learn more about this popular program. Referral Bonuses Referrals are one of our best sources of talent and new business. We hope you will refer your friends, family and relatives as candidates to KNF&T. You will be eligible for a cash reward of $200 if your referral is successfully employed and completes 100 hours of work. For any new clients referred to KNF&T, you can also earn $200 after 100 hours of the first temporary/ contract assignment or when the first direct-hire placement is made. KNF&T Staffing Resources Boston Westborough Copyright 2015 Rev P age

9 Your Commitment Once you accept an assignment, you are expected to commit to the entire length of the assignment. Should a problem or emergency arise, please call your KNF&T Consultant or the KNF&T Staffing Resources office to notify us of your situation and your plans for returning to work. If you are asked to work beyond the length of the original assignment, please advise your KNF&T Consultant of this request and your interest in doing so. Completion of Your Assignment Our hope is that we are able to form a long-lasting working relationship. We recognize, however, that circumstances arise that could make it necessary for you to resign from your position. We ask that you extend us the professional courtesy of at least one (1) weeks notice, ideally two (2) weeks notice. Be sure to communicate your plans or circumstances with your KNF&T Consultant or a member of the KNF&T Staffing Resources team. Concerns Your success and wellbeing are very important to us. If you have a question or a problem, please let us know. If it s not convenient to discuss an issue during regular business hours, call us during the day to set up appointment or to schedule a time to talk by phone after hours. If something is on your mind, do not wait until it becomes a serious problem before you contact us. We are interested in how you are doing and are here to help. Dress Code KNF&T Temporary and Contract Employees are expected to present a professional image while on assignment, which includes appropriate attire and grooming. Each client/department determines if and when employees may wear business casual attire. However, even in areas where business casual is the norm, you should wear traditional business attire if more appropriate when attending a meeting or event. Business casual attire (although less formal than suits, ties, and dresses) is always neat, clean, and professional. The following lists are not all-inclusive, but are intended to provide guidance: APPROPRIATE ATTIRE INAPPROPRIATE ATTIRE Women: Tight or revealing clothing A blouse or sweater-set with dress pants, knee-length skirts T-shirts with logos or slogans or a suit Halter tops Men: Flip flops A suit or blazer with a button-down shirt, tie, and pressed khakis or slacks for men Beach sandals Emergency Message System and Contingency Plan KNF&T Staffing Resources makes every effort to post emergency notifications on the home page of our website and on our social media sites (Facebook, Twitter, Google+) as soon as information is available. We also have a state-of-emergency message number where you can obtain information such as closings due to snowstorms. Call ext to hear KNF&T s recorded message regarding weather conditions or a stateof-emergency that may affect your assignment. KNF&T Staffing Resources Boston Westborough Copyright 2015 Rev P age

10 Employee Status Change Should you have a change of status, i.e. change of address, marital status, withholding, etc., it is your responsibility to notify your KNF&T Consultant or someone in the KNF&T Staffing Resources office immediately. It is important to report any and all changes as soon as possible, as some status changes could affect your company benefit plans or payroll. Employment at Will The right of the Temporary/Contract Employee or the Company to terminate or end the assignment relationship at will is recognized and affirmed as a condition of employment. Temporary/Contract Employees and KNF&T Staffing Resources are engaged in an at will employment relationship, meaning that either are free to terminate the relationship at any time, with or without reason, and with or without advance notice. If your assignment through KNF&T Staffing Resources is terminated for any reason, you are not to return to the client company location at which you were previously assigned. While we discourage bringing excessive amounts of personal belongings to your assignment location, we do understand that some personal items are necessary. KNF&T Staffing Resources will collect any personal items that you may have left at your assignment and you may retrieve them from our office at 3 Post Office Square, Boston, MA. You will be responsible for any client property that is not returned to the KNF&T Staffing Resources Corporate office at the termination of your assignment. Hours of Operation When you are offered an assignment, you will be informed of the schedule for the position. Any concerns or conflicts should be addressed at that time. Jury Duty In the event you are called for jury duty, you will be paid at your regular compensation rate for the first three days of jury duty served. After three days of service the courts will compensate you at the state mandated daily rate for days served. You must present proof of jury duty served to your KNF&T Consultant before payment for time served will be made. Mail The use of KNF&T Staffing Resource s client company facilities for incoming and outgoing personal mail is strictly prohibited. Any such activity may result in dismissal from your assignment and termination from KNF&T, Inc. Personal Property Your handbag, wallet, jewelry, money, or other valuables should not be left unattended in your work area. Valuables should be locked in your desk or cabinet at all times. You are advised not to leave any personal belongings overnight (even if they are locked away). Neither our client nor KNF&T can assume responsibility for the loss of your personal belongings. KNF&T Staffing Resources Boston Westborough Copyright 2015 Rev P age

11 Time Off Requests If you wish to request time off from your assignment (i.e. for vacation), you must first check with your KNF&T Consultant. Your Consultant will advise you of how to proceed. You will not be paid for any time that you do not work. Payroll Procedures You will be paid an hourly rate on a weekly basis. Our pay week runs from Monday through Sunday. Your pay rate is agreed upon at the time you accept an assignment and is based on the job duties and responsibilities and on your skills and experience. Depending on the differences in your job duties and responsibilities, your pay rate may change from assignment to assignment. Note: If there is an error in your paycheck, please contact your KNF&T Consultant immediately. You will be paid only for hours worked. In order to process your payroll in a timely manner, please adhere to the following procedures: Electronic Timesheets must be submitted by midnight on Sunday in order to allow for an appropriate approval period. (Please refer to the Employee Timesheet and Expense Management Handbook for further instructions.) Fill out your timesheet fully and accurately and to the best of your knowledge. If any information on your submitted timesheet is incorrect, misrepresented or not indicated, we will be unable to process your pay on a timely basis. Managers will approve electronic timecards by Tuesday at noon. Overtime is calculated as any hours worked over (forty) 40 hours from Monday thru Sunday in any given week. Any exceptions to this procedure (Alternative Electronic Time Reporting, etc.) will be explained at the time of assignment. For additional information on how to fill out your timesheet, please refer to the Employee Timesheet and Expense Management Handbook or contact your KNF&T Consultant. Lunch Break Massachusetts law requires all employers to offer a thirty (30) minute lunch period to all employees who work six (6) hours or more. While on assignment through KNF&T, any lunch period you take will be unpaid time. If you work through your lunch period, you will be paid for those hours. Please notify your KNF&T Staffing Consultant prior to working through a lunch period so that we may ensure that this time has been approved by your supervisor and that your hours are recorded appropriately. Overtime You should be aware that while on an assignment there may be certain situations that will require overtime. Overtime for non-exempt employees is time worked in excess of forty (40) hours per week and is paid at time and a half. Your KNF&T Consultant will determine if overtime is a possibility on each assignment. However, unexpected situations requiring overtime may arise. We ask you to remain flexible and open to this possibility. KNF&T Staffing Resources Boston Westborough Copyright 2015 Rev P age

12 Payroll Procedures Cont. Payroll Deductions KNF&T will make all legally-required payroll deductions and employee contributions from your paycheck as follows: Federal Income Tax withholding: The withholding tax form (W-4) that you complete during registration instructs our payroll department as to how much to withhold for Federal tax purposes. A new W-4 form must be signed if you wish to change any information. FICA (Social Security and Medicare): Old Age Survivorship and Disability Income and Medicare taxes are deducted from your pay. State Income Tax withholding: As with Federal Income Tax, the W-4 Form instructs our payroll department as to how much to withhold for State tax purposes. Health or dental insurance plan deductions will be made on a pretax basis under Section 125. Payroll Distribution: Direct Deposit and Mail KNF&T Staffing Resources distributes payroll in the following ways: 1. Direct Deposit For all timesheets approved by Tuesday at noon, your pay will be deposited by wire into your bank account no later than Friday. To enroll in Direct Deposit, download an enrollment form from the Employee Registration Portal on our website ( complete as instructed and return to your KNF&T Consultant. You will be provided with an online account accessible via login and password in order to view and print your individual payroll information electronically. Please refer to the Employee Timesheet and Expense Management Handbook for further instructions. 2. Mail If you are not enrolled in Direct Deposit, for all timesheets approved by Tuesday at noon, your paycheck will be mailed no later than Friday to the address we have on file (allow 2 to 3 days for delivery). It is your responsibility to provide KNF&T Staffing Resources with a complete and accurate mailing address and any update or change in your mailing address. KNF&T cannot be held responsible for receipt of paychecks mailed to you or for delays in receiving checks through the mail. You will be responsible for any fees incurred from stop payments on checks mailed to the wrong address. We will issue replacement checks when appropriate after fifteen (15) calendar days from the original date of issue. Work-Related Accidents and Unsafe Conditions Report all work-related accidents, injuries, and/or illnesses to your KNF&T Consultant immediately. An injury report form must be completed whenever a work-related accident, injury, or illness occurs. You, or someone else, should notify us of the incident within 24 hours. Report all unsafe working conditions to your department supervisor and your KNF&T Consultant immediately. Appropriate action will be taken to improve the working condition, so that your safety is not compromised. KNF&T Staffing Resources Boston Westborough Copyright 2015 Rev P age

13 Rules of Conduct/ KNF&T Policy Statements As a condition of employment, you are required to read and acknowledge the following KNF&T Staffing Resources Policy Statements and sign the Handbook Receipt : 1. Personal Phone Calls and Cell Phone Usage 2. Client Computer and Usage 3. Internet, Intranet and Network Usage 4. Visitors 5. Confidentiality Agreement 6. Drug Free Workplace 7. Acknowledgement and Consent for Criminal Background Check 8. Equal Opportunity Employment Policy 9. Sexual Harassment/Workplace Harassment If you have any questions or concerns about any of the Rules of Conduct, please consult your KNF&T Consultant. 1. Personal Phone Calls and Cell Phone Usage We understand that circumstances may arise when it is necessary to make a personal call while on assignment. Personal calls should be scheduled during breaks and lunchtime when at all possible. If you need to make an emergency phone call and you do not have access to a cell phone and it is necessary to use a client company phone, please use a calling card. Do not use the client s phone service for personal calls. KNF&T may require reimbursement for any personal long distance charges incurred at your assignment. In addition, excessive personal phone use may result in dismissal from your assignment and termination from KNF&T, Inc. 2. Client Computer and Usage All of the client s computers and the data stored in them are, and remain at all times, the property of the client company. As such, all electronic messages, sent or received on such computers, are also the property of the client. The individual user has no right to privacy as to these messages. Neither the client company s computers, nor their electronic mail capability, may be used by temporary or contract employees for social purposes or personal business. Any such usage may result in dismissal from your assignment and termination from KNF&T, Inc. Electronic mail messages shall not contain content that might reasonably be considered offensive or disruptive to anyone, including sexual comments or images, racial slurs, comments based on age, sexual orientation, religious or political beliefs, national origin, gender or disability. 3. Internet, Intranet and Network Usage Client company internet or intranet usage is not appropriate for personal business, such as for sale advertisements, or for social purposes. Information destined for the internet or intranet (files, mail, news, on-line surveys, etc.) shall not contain content that might reasonably be considered offensive or disruptive to anyone, including sexual comments or images, racial slurs, comments based on age, sexual orientation, religious or political beliefs, national origin, disability or gender. 4. Visitors Temporary/Contract Employees are prohibited from having visitors during work hours. This policy is in effect for all work hours and covers all situations within the employee s control. KNF&T Staffing Resources Boston Westborough Copyright 2015 Rev P age

14 Rules of Conduct/ KNF&T Policy Statements Cont. 5. Confidentiality Agreement As part of my employment with KNF&T Staffing Resources I understand that I may acquire or have access to confidential information belonging to KNF&T s clients. This confidential information may include, but is not limited to, customer information and data, policyholder personal information, business plans, financial records, research, technical specifications, software, marketing material and sales data in whatever form or media, electronic or otherwise. I understand that maintaining the confidentiality of this information is of the utmost importance to KNF&T and its clients. Therefore, in consideration of my employment, and unless instructed to do otherwise by a client and/or KNF&T, I agree: not to disclose confidential information to any third party; not to copy, reproduce or alter or destroy any confidential information, in whole or in part, by any method whatsoever, unless otherwise instructed by a client, or otherwise jeopardize the nature of the confidential information; to use the confidential information solely and strictly as part of my employment to fulfill the obligations thereof and shall not retain any confidential information or copies of such information, at the end of my employment; and to comply with all privacy and security guidelines that the client has or may provide me from time to time. 6. Drug-Free Workplace Drugs and alcohol use in the workplace poses a danger to us all. We cannot tolerate drug and alcohol abuse by any of our employees. It is this company s policy to employ a workforce free from drugs and alcohol. Accordingly, the following conduct is prohibited: the use, possession, solicitation for or sales of illegal drugs, alcohol, or prescription medication without a prescription on company or customer premises or while on assignment; being under the influence of illegal drugs, alcohol, or prescription medication without a prescription on company or customer premises or while on assignment; the use, possession, solicitation for or sale of illegal drugs, alcohol, or prescription medication without a prescription on company or customer premises that adversely affects the employee s work performance, his or her own or another s safety or our reputation. If you are found to have engaged in any of the above prohibited conduct you will be subject to disciplinary action up to and including termination of employment. You will be deemed to be under the influence if a drug or any of its metabolics or alcohol is present in any detectable amount. In accordance with our company policy and the Federal Drug-Free Workplace Act employees are required to agree to: abide by the terms of this Drug-Free Workplace Policy; and advise KNF&T within five (5) days of any criminal conviction for substance violations in the workplace. KNF&T Staffing Resources Boston Westborough Copyright 2015 Rev P age

15 Rules of Conduct/ KNF&T Policy Statements Cont. 7. Acknowledgment and Consent for Criminal Background Check The Fair Credit Reporting Act (FCRA), 15 U.S.C et seq., as amended by the Consumer Credit Reporting Reform Act of 1996, requires that we advise you that for purposes of employment, promotion, reassignment, or continued employment with KNF&T Staffing Resources and/or its affiliate (the Company ) a consumer report and/or investigative consumer report (i.e. background check) may be obtained by the Company which may include information on your education, former employers, motor vehicle and felony and related misdemeanor records. It may also include information related to your creditworthiness, credit standing, credit capacity, general reputation or mode of living. If you are not employed as a result of a consumer report and/or investigative report, the Company will notify you in writing and provide you with a copy of the report, the name, address, and telephone number of the provider of the report and a description of your rights as consumer as prescribed by the Federal Trade Commission under Section 609(c)(3). During the application process and at any time during your employment, you hereby authorize the Company to procure a consumer report and/or investigative reports, which may require the release of information from my personal record/file to the consumer reporting agency preparing the consumer report and/or investigative consumer report. 8. Equal Opportunity Employment KNF&T Staffing Resources is an equal opportunity employer. It is the stated policy of the Company that all our office and field employees and applicants shall receive equal consideration and equal treatment. All recruited hires, job assignments, transfers, and promotions will be on the basis of qualifications of the individual for the positions being filled regardless of race, color, religion, ancestry, national origin, age (over 18 years), sex, sexual orientation, marital status, medical condition, physical or mental disability, veteran status, or citizenship status. All other personnel actions such as compensation, benefits, layoffs, returns from layoffs, terminations, training, and social and recreational programs are also administered regardless of race, color, religion, ancestry, national origin, age (over 18 years), sex, sexual orientation, marital status, medical condition, physical or mental disability, veteran status, or citizenship status. Harassment of any person in a protected category will be considered a violation of Company policy. 9. Sexual Harassment/Workplace Harassment KNF&T Staffing Resources is committed to providing a work environment free of unlawful harassment. Harassment based on an individual s race, religion, color, national origin, citizenship, marital status, sex, age, sexual orientation, veteran status, disability or any other legally protected status is strictly prohibited and will not be tolerated at KNF&T. Employees have a right to be free from unlawful harassment from managers, coworkers, and nonemployees with whom KNF&T Temporary/Contract Employees have a business, service, or professional relationship, including but not limited to vendors, clients, and client employees. Every KNF&T Consultant, Manager and Supervisor is responsible for ensuring that the spirit, intent, and goals of this anti-harassment policy are achieved. Definition Harassment includes, but is not limited to, verbal and physical conduct that shows hostilities toward an individual, epithets, abusive language, comments, slurs, jokes, displays, innuendos, cartoons, pranks or physical harassment which are based on an individual s protected class membership or an individual s participation in activities identified with or promoting the activities of a protected group and that creates an intimidating, hostile or offensive working environment. KNF&T Staffing Resources Boston Westborough Copyright 2015 Rev P age

16 Rules of Conduct/ KNF&T Policy Statements Cont. Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct that is based on an individual s sex or is of a sexual nature constitutes sexual harassment when any of the following occur or are present: Submission to such conduct is made explicitly or implicitly a term or condition of employment Submitting to or rejection of such conduct is used as a basis for employment decisions Such conduct has the purpose or effect of unreasonably interfering with an individual s work or performance or creating an intimidating, hostile or offensive working environment. Investigative or Complaint Procedures All Temporary/Contract Employees are encouraged to report incidents of harassment. Any employee who believes that he or she is being harassed by a co-worker, supervisor, manager, or other individual at the workplace whether employed by KNF&T Staffing Resources or not or believes that his or her employment is being adversely affected by such conduct, should immediately report such concerns to his or her supervisor, next-level manager, or the Human Resources Department, a KNF&T Consultant, Representative or Compliance Officer or by calling After a complaint of harassment is received, a prompt and impartial investigation will be conducted and, in the event the complaint is found to have merit, appropriate corrective steps will be taken which may include disciplinary action up to and including discharge. All complaints of harassment will be handled in a discreet manner and information will be limited to those personnel with a need to know. Managers who receive complaints or who observe harassing conduct should inform the HR representative responsible for his or her group. If it is determined that harassment has occurred, KNF&T Staffing Resources will take prompt and appropriate corrective action. Any Temporary/Contract Employee who violates KNF&T s policy against workplace harassment will be subject to disciplinary action up to and including termination of employment. Protection Against Retaliation KNF&T also emphasizes that it will not tolerate any retaliation against any employee for cooperating in an investigation or for making a complaint of harassment. If you believe you have been retaliated against for reporting harassment, for making a complaint of harassment or for participating in an investigation related to harassment, you should immediately report the retaliatory action to the Director of HR or a member of the executive staff. Release of Information/Authorization I hereby authorize KNF&T Staffing Resources to obtain and use a consumer report at any time with respect to me for appointment purposes. I further authorize KNF&T Staffing Resources to share the consumer report with my potential place of employment. Securities Holdings and Transactions Depending on the client company and business unit to which you are assigned, you may have to acknowledge receipt of one or more Codes of Ethics and/or Inside Information policies and procedures and submit information pertaining to personal securities holdings and transactions, and in some cases, pre-clear any securities transactions while you are assigned to that business unit. These rules would apply to you and your spouse or other family members sharing a household. KNF&T Staffing Resources Boston Westborough Copyright 2015 Rev P age

17 Americans with Disabilities Act (ADA) This federal legislation prohibits discrimination against qualified individuals with disabilities who can perform the essential functions of the job, with or without reasonable accommodation(s). An individual is disabled under the ADA if he or she: Has a physical or mental impairment that substantially limits one or more major life activities; Has a record of such an impairment; or Is regarded as having such an impairment The Company has provided and will continue to provide reasonable accommodations to enable us to hire and retain qualified employees who are able to perform the essential functions of their positions. You may seek assistance with any ADA concerns by contacting your KNF&T Consultant or Representative at KNF&T Staffing Resources Boston Westborough Copyright 2015 Rev P age