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The important information for employees can be located on our web site at www.StaffingSolutionsEnterprises.com
At Staffing Solutions Enterprises Inc. (“SSE” or the “Company”), the focus is on you. We take pride in our employees, who in turn take pride in the work they do while employed with us. Meeting your needs and goals is key to providing the best service available to our clients.
The information contained has been provided to serve as a guide in establishing a productive working relationship. It describes Human Resource policies and procedures for SSE. You will receive the most benefit if you read it carefully and then refer to it often as a reference source when you have specific questions to be answered. The material contained in this document is informational in nature and is intended only as a reference for managers and employees. It is not all-inclusive and is not intended to give complete details for all circumstances.
SSE accepts applications for employment through all delivery methods including but not limited to in person, via fax, postal mail, e-mail, or over the internet.
In the event of employment, falsification, misrepresentations, or material omissions in any data presented throughout the hiring process, given in applications, other documents or interview(s) or other future communications during your employment may result in discharge and possible criminal prosecution.
SSE expects all employees to conduct themselves in an honorable fashion. Honesty is an important Company attribute. Therefore, any misrepresentation of facts or falsification of records, including personnel records, medical records, leaves of absence, documentation or the like will not be tolerated. The same honesty standard applies to any Company investigation. Any violations may result in corrective action, up to and including termination.
Contact us at: 440-461-1652
www.staffingsolutionsenterprises.com
Electronic Time Tracking
Employees will track all working hours and breaks and submit that time via the time keeping portal (SSE or SMX) at the end of each work week. Omissions of time or time reported late may cause delays in receiving payroll payment. Errors or fraudulent hours reported and paid may be collected back by SSE at your expense. Expense reimbursement requires advance approval by the client before incurring the expense. In the event of personal indebtedness to SSE (equipment, ID, or incorrect hours), Employees will authorize SSE to withhold payments from wages such amounts as permitted by law to satisfy an obligation to SSE.
Each employee is responsible for her/his own time keeping. Electronic timesheets are available each pay period. If you do not have a timesheet for a current pay period, please contact your Staffing Specialist. Payroll is paid on Friday (the week following the work week). However, due to delays, incomplete information on the time ticket, or holidays the pay date may vary.
It is very important for you to accurately report the time you work in the space provided on your timesheet. It is required that you electronically sign your timesheet each pay period; no one else can sign for you. In addition, the supervisor’s electronic signature(approval) must also be present. Falsification of hours worked and/or forgery of signatures are criminal offenses and ground for prosecution, as well as termination.
You can submit your hours electronically https://www.staffingsolutionsenterprises.com/sse-login-2/ first read the employee disclosure. Then click “I have read and understand the employee disclosure” and enter your time
Payroll
SSE payroll funds are available via your direct deposit by Friday of each week. Please remember to enter your time for the week on the last day worked for the week, to give your supervisor ample time to approve your hours. Payroll cutoff time is 10:00 AM on Tuesdays.
Reminder it is your responsibility to contact a Staffing Specialist (440-461-1652) when your employment status changes or when your work assignment ends.
Direct Deposit and Management of Your Data in the Payroll Portal
Payroll is delivered by direct deposit (unless prohibited by state law) into your personal checking or savings account (your first check will be a live payroll check). If you do not have a personal checking or savings account, you have the option of receiving a payroll card. Payroll cards are mailed to your home within two (2) weeks. Once the card is received simply activate the card, notify payroll that your card is activated (payroll@staffsol.com) and your next pay will be deposited directly onto that card.
Employees are responsible for managing their withholding, direct deposit, mailing information, etc. within the payroll portal. Employees are required to notify SSE two (2) weeks prior to changes in their work location for withholding taxes. If Employees fail to notify SSE of any required changes (i.e. withholding, name, social, etc.) they may be responsible for any payroll fees generated to correct the payroll information.
Pay Stubs and W2’s
Are available to you via https://employdrive.myisolved.com (EmployDrive portal software is a third-party payroll product). You will be responsible for managing your withholding, direct deposit, mailing address, etc. within the software). Payroll notifications are sent on the payroll paid date; you can view your pending payroll information once payroll has been completed for the day.
Reminder – if your name, address or telephone number, work location, etc. changes please update https://employdrive.myisolved.com. It is your responsibility to manage the updates.
Stop Payment
If your paycheck is not delivered by the Post Office within ten (10) calendar days from the date it was mailed, we will initiate a stop payment through our bank and reissue the missing paycheck, after the 48-hour waiting period required by the bank. Stop payment requests prior to the 10-day waiting period or for other reasons (i.e., lost my check) you may be responsible for the stop payment fee incurred.
Required Notifications
Programs and Benefits
As an SSE employee, you can participate in discretionary programs and benefits designed around your needs. Some of these programs are available to you immediately upon registration with us.
The various program options are outlined here. Please read on for each program’s eligibility requirements.
Sick Time
If local or state law requires sick time processing, it will appear on your payroll stub.
Health Insurance
Employees who work an average of 30 hours or more a week are eligible for health insurance on the first of the monthly following a 60-day waiting period. Health insurance enrollment materials will be available immediately on the iSolved site for 45 days (https://employdrive.myisolved.com/UserLogin.aspx)
Coverage offered is provided by Medical Mutual and designed to provide benefits for routine health care, including doctor office visits, wellness exams, prescription drugs and hospital coverage. There are three plans from which to choose. All three plans meet the requirements under the Affordable Care Act. The $6450 Med Option plan is made affordable to you in compliance with federal regulations. If you choose not to elect insurance, you may not qualify for government subsidies for individual coverage.
Premiums will be paid through payroll deduction, making it easy for you to enroll in and keep coverage. Deductions will be taken on a pre-tax basis, which means you do not pay taxes on the premium, making coverage even more affordable (premiums are deducted for the prior work week). Premiums are not deducted in advance from your payroll, SSE pays for coverage prior to the start of a new month. If your employment ends during the month, any additional week(s) of premium will be considered due and collected out of any remaining payroll. You will be responsible for any contributions for the month, not collected from your last payroll. Cobra will start at the first of the month.
Flexible Spending Account (FSA)/Dependent Care Account (DCA)
Employees who work an average of 30 hours or more a week are eligible for FSA/DCA benefits on the first of the monthly following a 60-day waiting period. FSA/DCA materials will be available immediately on the iSolved site for 45 days (https://employdrive.myisolved.com/UserLogin.aspx). You do not have to be enrolled in SSE medical to participate. If your employment ends and your FSA reflects a negative balance, funds will be considered due and collected out of any remaining payroll.
FSA Overview
DCA Overview
Aflac Supplemental Insurance
Aflac (Employee paid benefit) supplemental insurance provide an additional layer of financial protection for you and your families in the event of a serious accident or illness. The supplemental insurance that Aflac provides is Accident Insurance; Cancer Insurance; Dental Insurance; Critical Illness Insurance; Vision Insurance; Hospital Insurance; Short Term Disability Insurance and Life Insurance. For more information and to enroll please contact our Aflac Agent Maria Nassif at maria_nassif@us.aflac.com
While every effort was taken to accurately report benefits, discrepancies are possible. In case of a discrepancy between information provided and the actual plan documents, the actual plan documents will prevail. The Employer does not guarantee and is not responsible for the nature or quality of the goods and services provided through any health care provider or program because these goods and services are provided by personnel and agencies outside of the control of the Employer. This plan in not an employment contract. Nothing contained in this document, nor the information provided gives you the right to be retained in the service of the Employer or interferes with the rights of the Employer to discharge you or to terminate your service at any time.
401 (k) Plan
SSE offers you the opportunity to save for your retirement through a savings plan which offers a pre-tax investment with potential matching benefits! This plan provides a wonderfully flexible savings plan for your future. You can contribute up to the current IRS contributions limits of your pay and SSE will match .25% of your investment, up to 4% (i.e., elect to contribute 4% SSE will match 1%). The amounts you contribute are immediately vested and always belong to you. Matching contributions will be fully vested after three (3) years of service.
To participate in the plan, you must be an eligible employee, must be at least the age of 18 and must complete a year of service with SSE. Definition of year of service. For this purpose, you will earn a year of service if you work at least 1,000 hours during a 12-month period immediately following your date of hire. If you don’t work at least 1,000 hours during the 12-month period immediately following your date of hire, you will earn a year of service for purposes of plan participation if you work at least 1,000 hours during any plan year beginning after your date of hire. You will be eligible to participate in the plan as of the first entry date based on when you satisfy the minimum age and service requirements.
Eligible employees will be notified in the payroll portal with details for this program during each enrollment period. There are four (4) enrollment periods per year (quarterly).
This information is intended to summarize your 401K plan. While every effort was taken to accurately report your benefits, discrepancies are possible. In case of a discrepancy between this information and the actual plan documents, the actual plan documents will prevail.
Employment Verification Requests, SSE uses The Work Number
Discounts on Entertainment
Banking Benefits
Wishbone Pet Health Insurance
SSE has partnered with Total Pet Plan and Wishbone to offer you Pet insurance details found at Pet Benefit Solutions
There are two plans available (you can choose one or both plans)
Total Pet Plan – this is a low cost discount bundled that combines for essential products .
If you wish to enroll in Wishbone Pet Health and or Total Pet Plan, please reach out to payroll@staffsol.com
Emergency Procedures
Assignment Employees who are working at another facility should follow emergency procedures at that location.
As soon as possible or if you are required to leave the area, notify an SSE specialist, and inform them of your status (location where you are, health and wellbeing and a number you can be reached at).
References/Emergency Numbers
Applicant Certification, Agreement and Terms of Employment
Assignment Commitment and Conduct
General Guidelines
You may be working in one or many of our clients’ facilities. The assignments you accept will provide you with an opportunity to expand your knowledge and experience and to grow professionally. In many cases it can be the beginning of an exciting new career path. With your acceptance of the position(s), you will be assuming the responsibility of representing SSE and doing your absolute best to meet the client’s expectations.
Following are some guidelines that will help you make a great impression and achieve the success you desire:
Personal Use of Company Equipment and Cell Phones
Confidential Client Information
In connection with your assignment(s) as a temporary employee, information that the client considers to be confidential and proprietary may be disclosed to you, either by direct disclosure or by observation, and you may also be able to discover, create, develop, or improve certain procedures, products or services while assigned to a client.
You are required to follow the client’s regulations regarding such confidential information, including but not limited to:
The successful business operation and reputation of SSE are built upon the principles of fair dealings and ethical conduct of our employees. Our reputation for integrity and excellence requires careful observance of the spirit and the letter of all applicable laws and regulations, as well as scrupulous regard for the highest standards of conduct and personal integrity. You are expected to protect the confidentiality of our client’s information including but not limited to Social Security numbers, credit card numbers, and client imposed confidential documents obtained and used during business. In general, the use of good judgment, based on high ethical principles, will guide you with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly with your staffing specialists.
Compliance is the responsibility of every SSE employee. Disregarding or failing to comply with any standard of business ethics and conduct could lead to disciplinary action, up to and including possible termination of employment.
Fair Credit Reporting Act (FCRA)
According to the Fair Credit Reporting Act (FCRA), if you are not hired by SSE because of information listed in your report you will be notified and will receive instructions on how to get a copy of the report from the consumer reporting company.
FCRA requires each nationwide consumer reporting company (Equifax, Experian, and TransUnion) to provide you with a free copy of your credit report at your request, once very twelve (12) months. To order your free annual report from one or all national consumer reporting companies, visit www.annualcredirreport.com or call 877-322-8222.
You have the option to request the findings from a credit, background, or drug test. The findings of such reports maybe released to a client prior or while working for the client.
Equal Employment Opportunity
SSE was built upon teamwork and equal opportunity. We will continue to be successful when people are treated fairly, allowed to advance, and achieve their full potential. We are proud of the fact that we provide equal employment opportunities to all employees and applicants for employment and prohibit discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
All phases of employment including, but not limited to, recruiting, hiring, selection for training, promotion, demotion, discipline, rates of pay or other compensation, transfer, layoff, termination, recall, use of facilities and participation in all Company sponsored activities, will be administered to further the principle of equal employment opportunity.
SSE will cooperate with federal, state, or local government agencies that have the responsibility to observe our actual compliance with various laws relating to employment. The Company will furnish such reports, records and other matters as requested to foster the program of equal opportunity for all persons regardless of race, color, religion, sex, age, national origin, disabled or Vietnam Era veteran status, or physical or mental disability.
All employees are expected to comply with our Equal Employment Opportunity Policy. Supervisors who are responsible for meeting business objectives are expected to cooperate fully in meeting our equal opportunity objectives. Any employee who deliberately violates this policy may be subject to disciplinary action, including possible termination of employment.
Employees with suggestions or unresolved problems relating to equal employment should feel free to contact any member of management.
Individuals that believe a client or SSE has discriminated against them may file a discrimination complaint with SueAnn Naso (EEO Representative). The EEO Representative has full authority to manage issues involving employment discrimination.
Employment
Only I or the Company may terminate my employment. When an assignment ends, I must report to SSE either by phone or in person within 24 hours of notification of assignment ending that I am available for my next assignment. Failing to do so will indicate that I have voluntarily quit, and such information/status of employment may be reported to external organizations.
It is my responsibility to notify the SSE placement office each week I am actively seeking work; failing to do so may be cause for disciplinary action up to and including termination of employment. Also, if SSE attempts to contact me (via phone call, text, or email) and I do not respond after three attempts for employment, this indicates that I have voluntarily terminated my employment with SSE. Regarding missing work, one unexplained or unexcused absence or “no show, no call” will be cause for termination. Excessive excused absences will also be documented. Excessive absence within a ninety (90) day period may result in termination of employment.
Employment at Will
Employees of SSE are employed on an “at will” basis. Therefore, employees have the right to terminate their employment for any reason, at any time, and similarly, SSE has the right to terminate the employee’s employment for any reason, with or without cause, at any time. No manager is authorized to vary the “at will” status of an employee, either by oral or written statements. No statement in this important information will be interpreted or applied as a contract of employment. No one other than the President of the Company has the authority to alter this policy, to enter into an agreement for employment for a specified period, or to make any agreement contrary to this policy. Any such employment agreement must be in writing and must be signed by the president.
Sexual & Other Unlawful Harassment
Sexual harassment includes unwelcome advances, requests, physical contact, written communication (i.e., text, e-mail, note, etc.) or verbal conduct of a sexual nature where submission is explicitly or implicitly a term or condition of employment, or where such conduct interferes with work performance or creates an intimidating, hostile or offensive work environment.
If an employee feels that the words or actions of a manager, fellow employee, third party, vendor or customer constitutes unwelcome sexual harassment, or any other form of unlawful harassment, the employee should report this to his or her supervisor at SSE. If the supervisor is unavailable or if the employee feels that it would be inappropriate to contact the supervisor, or is uncomfortable doing so, the employee should immediately contact any Manager at SSE or any member of management with whom the employee is comfortable.
Employees can raise legitimate concerns, when made in good faith, without fear of reprisals. All complaints will be investigated promptly in an impartial and, to the extent possible, confidential manner. Complaints can be filed with Ms. SueAnn Naso, (President of SSE) who has full authority to manage issues involving employment harassment.
Weapons
Consistent with state law employees are prohibited from bringing or possessing Illegal firearms, illegal knives, dangerous instruments, or other weapons, whether visible or concealed, on Company property, any client premises (consistent with their policies) or to any SSE-sponsored events (collectively, the “Premises”).
It is our policy that employees with concealed carry licenses are prohibited from carrying concealed handguns on the Premises or on any client premises (consistent with their policies). This prohibition includes concealed weapons of any kind, regardless of whether the individual is licensed to carry the weapon. Additionally, employees are prohibited from carrying a concealed weapon while operating any motor vehicle owned or leased by SSE, or its client, or from illegally concealing a firearm in their own vehicle that is parked on the Premises or on a client’s premises. This policy applies to all SSE employees, visitors, customers, and vendors. Prohibited items include, but are not limited to, all firearms, knives with blades over 4”, explosive devices or any other weapon that could be used to threaten, harass, intimidate, injure, or cause harm to another individual. A dangerous instrument is defined as any instrument, article, or substance that, under the immediate circumstances can cause death or physical injury.
Any employee who has a question as to whether an instrument, article or substance is considered a weapon or dangerous instrument in violation of this policy should ask for clarification from their supervisor at the client or your SSE representative prior to bringing the instrument, article or substance onto the Premises or a client’s premises.
An employee found to have used a weapon or be in possession of a weapon improperly while on the Premises or a client’s premises will be subject to disciplinary action up to and including termination. SSE may also report the incident to the local law enforcement authorities.
Substance Abuse
SSE has vital interests in ensuring a safe, healthy, and efficient working environment for our employees, their co-workers, and the customers we serve. The unlawful or improper presence or use of controlled substances or alcohol in the workplace presents a danger to everyone. For these reasons, we have established as a condition of employment and continued employment with SSE the following substance abuse policy.
Employees are prohibited from reporting to work or working while using illegal or unauthorized drugs. Employees are prohibited from reporting to work or working when the employee uses any prescription drugs, except when doctor authorized the employee that the substance does not adversely affect the employee’s ability to safely perform his or her job duties. Employees are also prohibited from reporting for duty or remaining on duty with any alcohol in their systems. Employees are also prohibited from consuming alcohol during working hours, including meal and break periods.
In addition, employees are prohibited from engaging in the unlawful or unauthorized manufacture, distribution, dispensation, sale or possession of illegal drugs, drug paraphernalia, controlled substances, or alcohol in the Premises: on client/Company paid time, in client/Company vehicles, or while engaged in client/Company activities. Off duty sale or use of illegal drugs or abuse of prescription drugs is also prohibited. SSE employees are required to maintain a work environment that is free of illegal drugs, alcohol, firearms, or other improper material. The Company prohibits the possession, transfer, sale, or use of such materials on the Premises.
The use and possession of medical marijuana, while on SSE premises and while conducting business-related activities off SSE premises, no employee may use, possess, distribute, sell, or be under the influence of alcohol or illegal drugs, including medical marijuana. Employees using medical marijuana with a valid physician certificate and/or medical marijuana card are not exempt from the policy and will be subject to all provisions of the policy. Employees are required to notify Human Resources of their use of any prescription drug that affects their ability to work.
Your employment or continued employment with SSE is conditioned upon your full compliance with the foregoing substance abuse policy.
Any violation of this policy may result in disciplinary action up to and including termination. SSE further reserves the right to take all appropriate and lawful actions necessary to enforce this substance abuse policy. Employees who are tested for reasonable cause will be suspended until the Company receives the test results. If the test results are negative, the employee will be paid for the time off suspension; however, if the employee tests positive, the employee will not be compensated for the suspended time off.
Consistent with its fair employment policy, SSE maintains a policy of nondiscrimination and reasonable accommodation with respect to recovering addicts and alcoholics, and those having a medical history reflecting the treatment for substance abuse conditions upon proper/prior notice to SSE.
Employees of SSE are required to abide by all rules and regulations of the Company and its clients.
Injury/Workers’ Compensation
Should you become injured or involved in an incident on your assignment, you must notify SSE of any job-related accident, injury, or incident immediately, even if first aid has been administered at a client facility.
Employees are required to complete an incident report on all occurrences.
A post-accident drug screen and or alcohol test may be required for any employee that is involved in an on-the-job accident or injury under circumstances that suggest possible involvement or influence of drugs or alcohol in the accident or injury event. Any employee who refuses to submit to a drug or alcohol test under Company policy or otherwise fail to cooperate with testing procedures may be subject to immediate termination. During the time between reporting of the injury and the passing of a successful drug test, employees are not permitted to work.
Each employee is expected to obey all safety rules and to exercise caution in all work activities. Employees must immediately report any unsafe condition. Employees who violate a safety standard of SSE or a client and who causes hazardous or dangerous situations, or who fail to report or, where appropriate, remedy such situation may be subject to disciplinary action, up to and including termination of employment.
SSE is an Ohio state insured employer for workers’ compensation, through Ohio Bureau of Workers Compensation (BWC). Spooner Medical Administrators is a Managed Care Organization (MCO) to administer workers’ compensation claims. All medical information, reports and pre-determinations, bills, etc. should be directed to Spooner for approval and processing.
Outside of Ohio, SSE is insured for workers’ compensation. Gallagher Bassett is a Managed Care Organization (MCO to administer workers’ compensation claims. All medical information, reports and per-determinations, bills, etc. should be directed to Gallagher Bassets for approval and processing
A post-accident drug screen and or alcohol test may be required for any employee that is involved in an on-the-job accident or injury under circumstances that suggest possible involvement or influence of drugs or alcohol in the accident or injury event. Any employee who refuses to submit to a drug or alcohol test under Company policy or otherwise fail to cooperate with testing procedures may be subject to immediate termination. During the time between reporting of the injury and the passing of a successful drug test, employees are not permitted to work.
The Responsibilities of the Injured Worker (employee)
Safety Standards along with viewing the Safety Training Videos for Temporary Workers are located online at our website at https://www.staffingsolutionsenterprises.com/sse-login/safety-standards/. The material present on SSE’s website concerning workplace safety is a foundation for the training that I will receive from the client where employees have been assigned to work. It is the responsibility of the employee to clarify any questions regarding training provided at a client’s location. Employees are responsibility to report all unsafe conditions or violations of un-safe practices to the client and an SSE representative. Furthermore, it is the employee’s responsibility to abide by all safety rules at your assigned location.
Employee training on various safety issues is conducted by the client where you are placed at. Training may include (but is not limited to) Back Safety, Fire drills, Bloodborne Pathogens, Hazardous Communication, Electrical Safety, Fire Prevention and Personal Protective Equipment.
The following is a listing of safety practices. The list is not all-inclusive and is provided for your guidance on conducting work in a safe manner.
Safety Practices
Reporting unsafe working conditions will not jeopardize your employment with SSE. Any injury sustained due to the violation of any of these safety rules may not be covered by workers’ compensation.
COVID-19
The client you are assigned at will keep you advised of their safety policies and procedures that will apply to all individuals working at their location. If you have questions or concerns about the safety standards, put into place at your assigned location, please contact your SSE representative.
You may be assigned to work at a client site which requires proof of vaccination against COVID and that your vaccination status may be disqualifying for employment at that client site unless you are unable to be vaccinated due to medical or sincerely held religious belief. You knowingly and voluntarily consent to the disclosure of your vaccination status, vaccination card or medical/religious exemption to a client that you are placed at to work. You understand that any medical information provided to SSE, including information relating to vaccination status, will be maintained by SSE as confidential record and access will be limited only to those employees at SSE or the client with legitimate business-related reasons.
Guidance from the U.S. Centers for Disease Control and Prevention
For information on the Pandemic preparedness in the Workplace and the Americans with Disabilities Act, please refer to the EEOC web site at https://www.eeoc.gov/sites/default/files/2020-04/pandemic_flu.pdf
FMLA (Family Medical Leave Act)
An unpaid leave of absence of (up to 12 weeks) in a 12-month calendar period will be granted to all eligible employees for the following purposes:
To be eligible an employee must have been employed for at least 12 months and must have worked for at least 1,250 hours during the previous 12-month period.
In the event of a leave due to the serious health condition of the employee, any unused sick days (if applicable) will be applied and paid accordingly. The balance of the leave will be unpaid.
Coverage under the existing Group Health Insurance Plan will be continued during the leave of absence under the same terms as if the employee continued to work. The employee must continue co-payment of premiums as applicable.
A leave of absence due to the serious medical condition of the employee, an immediate family member or military service member (as defined by the law) will require the certification of the appropriate health care provider. Additionally, employees may be required to submit to a medical exam by a physician of the Company’s choosing to substantiate the need for the leave or fitness to return to work. Leave may be taken on an intermittent or reduced work schedule basis when medically necessary due to a family member’s or the employee’s own serious health condition. When intermittent or reduced schedule leave is foreseeable due to planned medical treatment, the employee must try to schedule the treatment so as not to unduly disrupt the Company’s or Client’s operation and the Company or Client may temporarily transfer the employee to an alternative position for which the employee is qualified, if it better accommodates the employee’s re-occurring periods of leave.
The request for leave must be made to your customer service manager at least thirty 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. Employees may be required to provide sufficient documentation to support the need for the leave.
In addition to the leaves of absence described above and consistent with the needs of the Company, an additional medical leave of absence may be granted on a case-by-case basis.
At the end of an employee’s leave of absence, SSE will try to return an employee to his or her former position or comparable position; however, SSE cannot guarantee reemployment after the end of an employee’s leave of absence unless otherwise required by law. In addition, SSE may require medical authorization before an employee will be permitted to return to work following a leave of absence for medical reasons.
Alternative Work Location Requirements
An employee may be eligible to work remotely (alternative work location) if their duties can be performed efficiently and effectively within their home office environment. An employee may be required to meet with their supervisor, other employees, or vendors in the office or at offsite locations. Remote work does not impact the terms and conditions of your employment with SSE or the company.
The Supervisor will develop the work from home arrangement tailored to the employee/department needs by using the following requirements:
Security/Privacy – Securing data and company information is the utmost concern. Employee’s will follow consistently all the company’s expectations of security and are expected to ensure the protection of company and customer information accessible from their home. The company will make the requirements and may include:
Costs – SSE nor the client is obligated to assume responsibility for operating costs, home maintenance or other costs incurred by the employee in the use of their homes as an alternative work location.
Liability – SSE nor the client assumes responsibility for injuries occurring in the employee’s alternative work location outside the agreed upon work hours or for injuries that occur during working hours but do not arise out of and in the course if employment. SSE and the company assume no liability for damages to the employees real or personal property resulting from working from home. Workers Compensation coverage is limited to designated work areas in employee’s homes or alternative work locations. Employees agree to practice the same safety habits they would use in the workplace and to maintain safe conditions in their alternative work location. Employees must follow normal procedures for reporting illness or injury.
Social Network
Social networks (including Facebook, Instagram, Twitter, TikTok, You Tube but not limited) are popular forms of social networks. Only sites that are business related should be accessed or used during or within the work environment. All other sites should be accessed from your personal devices. Employees must understand and take care that any profile link to their place of employment should not contain negative comments, improperly cite, reference any actions towards SSE Clients, partners, vendors, current or past employees.
SSE employees are not permitted to access personal social networks during work hours or on Company computers, hosting environment or other Company provided devices. Employees are required to comply with SSE policies concerning confidentially and proprietary information. Employees are not to discuss information that the Company or a client request not to be discussed for confidentially or legal reasons. Employees of SSE should not post anything that improperly or illegally discusses, directly or indirectly, the Company, its business, its clients or its managers, employees, or former employees. That is true for both current Company activities, planned activities or activities being discussed.
Employees may be subject to disciplinary action or termination for social medial posts that include:
Nothing in this policy is to be interpreted to interfere with the right of employees to organize, join, form, or assist labor organizations, to bargain collectively.
Use of Artificial Intelligence (AI)
Non-Solicitation
For safety and privacy reasons, employees are prohibited from soliciting for any outside activity or organization during work time unless the solicitation is approved by SSE and is in accordance with the requirements and restrictions of this policy. SSE defines solicitation as including verbal or written communication, raffle tickets, for-sale merchandise, e-mail distributions, circulars, handbills, or other kinds of literature.
Furthermore, employees should not use SSE or a client of SSE’s computer and or communication systems and materials – including inter-department mail, e-mail, telephone, fax, supplies, or other related workplace equipment for any purposes not directly related to workplace business and/or activities without the expressed approval of the client. Posting or distribution of non-work-related materials should be limited to non-work areas during non-work times. Non-work times include break periods, mealtimes, or other specified periods during the workday when staff are not expected to be performing their work tasks.
HIPAA
SSE is committed to complying with the requirements and standards of the Health Insurance Portability and Availability Act of 1996 (“HIPAA”). A Privacy Officer has been established to develop, implement, maintain, and provide oversight of our HIPAA compliance program. In addition, policies and procedures have been updated to comply with HIPAA.
USERRA
SSE is committed to complying with the requirements and standards of the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA).
Business Ethics and Conduct
The successful business operation and reputation of Staffing Solutions Enterprises are built upon the principles of fair dealings and ethical conduct of our employees. Our reputation for integrity and excellence requires careful observance of the spirit and the letter of all applicable laws and regulations, as well as scrupulous regard for the highest standards of conduct and personal integrity.
The continued success of Staffing Solutions Enterprises is dependent upon our customers’ trust, and we are dedicated to preserving that trust. Employees owe a duty to Staffing Solutions Enterprises, its customers, and its employees to act in a way that will merit the continued trust and confidence of the public.
Staffing Solutions Enterprises will comply with all applicable laws and regulations and expects its employees to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or unethical conduct.
It is impossible to list all violations of Company policy or improper conduct; however, the following list sets forth examples of violations which will result in disciplinary action up to and including termination of employment.
In each case, the appropriate disciplinary actions will be determined by: seriousness of the offense; employee’s overall employment record; and/or previous disciplinary actions. The use of disciplinary actions does not alter an employee’s at-will status with the Company.
Compliance with this policy of business ethics and conduct is the responsibility of every Staffing Solutions Enterprises employee. Disregarding or failing to comply with this standard of business ethics and conduct could lead to disciplinary action, up to and including possible termination of employment.
Important Limitations
This information does not constitute a contract for employment with SSE, either express or implied. SSE reserves the right at any time to change, delete or add to any of the information listed here at its sole discretion. The important information is designed to serve as guidelines rather than absolute rules, and exceptions may be made from time to time based on circumstances.
Full statements of SSE policies (i.e., EEOC, ADA, etc.) are available upon request.
No prior action taken in interpreting this information or previously issued information may be relied upon as a binding precedent for similar circumstances. Any employee benefit referred to in this information that is covered by a SSE plan document shall, in all instances, be interpreted exclusively in accordance with the plan document which shall control, notwithstanding anything to the contrary in this information.
All printed important information remains the property of SSE, and employees are accountable for returning assigned copies upon termination of employment. Under no circumstances is this information, in whole or in part, to be reproduced without the prior written approval from management.
Should you have any questions regarding SSE’s compliance efforts please contact the Controller via e-mail at krbodnar@staffsol.com.
THIS INFORMATION SUPERSEDES ALL EARLIER PERSONNEL MANUALS, EMPLOYEE HANDBOOKS OR IMPORTANT INFORMATION.