Important Information – Payrolling

The important information for employees can be located on our web site at www.StaffingSolutionsEnterprises.com

Welcome!

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 by 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

payroll@staffsol.com

www.staffingsolutionsenterprises.co

Electronic Time Tracking

Employee’s 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 Stub’s 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

• Initial pay rate or pay rate increases to rate of pay will be communicated to you either by 1) In writing or 2) Verbally at time of placement. 
• The length of the assignment, reporting hours and breaks will be communicated to you either 1) In writing or 2) Verbally at time of placement.
• Overtime is paid at 1.5 times (one and one half) the pay rate, for hours worked over 40 hours during the payroll week.
• The payroll work week is Sunday through Saturday
• Payroll Processing Days:  Paychecks/direct deposit/pay cards are processed weekly on Tuesday and payment date is Friday.  Paychecks are mailed on processing date from Cleveland OH.
• Payroll payment date is Friday of each week.  Provided accurate time is reported along with supervisor approval submitted by 10:00 am on Monday.
• Time is reported through time connection systems.  The access information and username will be provided to you either 1) In writing or 2) Verbally at the time of placement.
• All Employer required statutory deductions, withholdings taxes, etc., any local, state, or federal court ordered mandates such as child support, IRS garnishments, etc. will be deducted as required by law.  Voluntary deductions for benefits, charity, etc. will be deducted with authorization from the employee. 
•  If your employment ends, you will be paid for all approved time worked in the next scheduled payroll processing date. 

• Federal and State required notices can be found under employee rights on our web site at  www.staffsol.com under the section Employee rights.  You have the right to request copies sent to you via email or US postal services upon request.  Links to documents are updated on SSE’s website upon notification.  Current documents can also be found at the Department of Labor’s web site at  https://www.dol.gov/general/topics/posters

• State requirements (equal pay, sick time, etc.) will be communicated to you 1) In writing or 2) Verbally at time of placement. 
• Questions can be submitted to your representative or at payroll@staffsol.com

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 required by law
• Health Insurance
• Aflac Supplemental Insurance
• 401 (k) Savings Plan
• The Work Number
• Discounts on Entertainment and other services
• Banking Benefits

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

• An FSA allows you to allocate up to $3,200 pre-tax to pay for eligible medical expenses.
• You can use your FSA to pay for thousands of eligible medical expenses such as  eyeglasses, contact lenses, therapy, acupuncture, first aid kits, over-the-counter drugs, prescriptions, and more. 
• The account is funded through payroll deductions over the course of the year. 

DCA Overview 

• DCA allows you to contribute up to $5,000 (single taxpayer or married couples filing jointly or $2,500 for married filing separately) pre-tax per year to use on child dependents under the age of 12 or dependents who are unable to care for themselves. 

• Funds can only be used as they are deposited into your account.
• Eligible expenses:  Daycare and elder care; Before school and afterschool care; private sitter; summer day camp and Nanny services. 
• Criteria:  The amount to be reimbursed cannot be greater than your income and to receive reimbursements, you must have contributed the funds and incurred the expense. 

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; Caner 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 do 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 provided with a packet of information detailing this program during each enrollment period. There are four (4) enrollment periods per year.

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

• The Work Number from Equifax provides automatic income and employment verifications.
  • To the lender (i.e. Car, Mortgage) provide:
    • Employer Code #16915
    • Your Social Security Number
    • Direct them to theworknumber.com or 1-800-367-5690
  • For Social services or government agencies provide:
    • Employer Code #16915
    • Your Social Security Number
    • Direct them call 1-800-660-3399

Discounts on Entertainment

• Best Benefit Club
  • The best discounts available to you (travel, shopping, entertainment, food):
  • www.bbcmember.com
  • Register as a new user and the activation code is: sse4710

Banking Benefits

• Firefighters Community Credit Union is a full-serviced financial institution that is open to everyone in Lake and Cuyahoga Counties. FFCCU offers the same products and services as larger financial institutions and has highly competitive rates.  FFCCU members have access to over 31,000 ATM’s that are surcharge free for withdrawals and 3,100 shared branching locations.  Call 216-621-4644 for more information.  ffcommunity.com
• Cross Country Mortgage – As an employee of SSE, you and your family member are eligible to enjoy savings when you purchase or refinance your home. You or your family member may Save up to $2,198 in fees on your next mortgage.  For additional detail or to apply go to  https://crosscountrymortgage.com/affinity/sse/ or call 216-270-7400
• US Bank Focus Card – The Focus Card is a reloadable prepaid debit card issued by US Bank, it provides an electronic option for receiving your pay. It is not a credit card but works similarly to other debit cards.   If you are interested in a pay card, please reach out to payroll@staffsol.com.  Disclosure information is located at https://www.usbankfocus.com/documentLocator?docId=focusblack87265212disclosure
• Fifth Third Bank Benefits
  • Benefits Center You are eligible for Exclusive Banking discounts and solutions to fit your unique Financial Needs. Click the link below to explore what’s available to you through the Fifth Third Membership Advantage Program or schedule an appointment with a Fifth Third Personal Banker. https://www.53.com/content/fifth-third/en/mkg/membership-advantage.html?ma=16413
  • Financial Education Center – Build confidence around the Financial Decisions you face at any point in your career. Fifth Third Membership Advantage provides you access to 40+ digital course offerings and tools available on your computer, smart phone, or tablet. Learn at a pace and place that is most convenient to you. https://53.everfi-next.net/welcome/MA?show=registration&rf=16413
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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).

• 440-461-1652
• 440-685-7218
• e-mail: payroll@staffsol.com

References/Emergency Numbers

• Fire, Police, Medical Emergency 911
• (Most business require 9 to be dialed for an outside line i.e., 9,911; make sure you know the requirements for the location you are currently working at)
• Poison Control Center 800-222-1222
• United Way of Cleveland 216-436-2100
• Ohio Department of Health www.odh.state.oh.us
• Local Weather Conditions www.erh.noaa.gov/er/cle/
• Real Time Road Conditions www.buckeyetraffic.org/otis/roads/default.asp
• American Red Cross 216-431-3010; www.redcross.org

Applicant Certification, Agreement and Terms of Employment

• All the information I have supplied is true, accurate and complete, to the best of my knowledge, and I have not knowingly withheld any information which, if known to Staffing Solutions Enterprises (“SSE”), would affect my application unfavorably.  If I am hired by the SSE, and SSE discovers at any time during my employment that any of the statements or answers on my application or paperwork are false, misleading, or incomplete, I may be dismissed immediately from my position.

• If hired, I understand that all documents completed become part of my official employment record.  In consideration of my employment with the SSE I agree to abide by all SSE’s rules, policies, and regulations and those of any Client to which I am assigned.

• I acknowledge that nothing in this certification or in my application for employment alters the “at will” nature of my employment with SSE.  If I am hired by SSE, my employment and compensation are “at will” which means that my employment can be terminated by either SSE or me with or without cause, and with or without notice.  I understand that no manager or supervisor has the authority to make any employment agreement with me, either orally or in writing, that is not an at-will agreement.  The length of any SSE assignment is not guaranteed.  I agree to notify SSE at the end of each assignment, regardless of my availability.  Failure to do so may cause you to be ineligible for unemployment benefits. 

• I authorize SSE to conduct a pre-employment investigation of my competence, character, general reputation, and personal characteristics which SSE thinks is necessary to determine my qualifications for a job with the Company.  Also, I authorize that any information concerning such matters will be obtained through contacts or interviews with former employers, friends, associates, school, college or university, credit or finance bureau or office, any personal or professional references, or any other appropriate source or individual or other persons with whom I am acquainted or who may have knowledge concerning the attributes referred to.  I release SSE, its agents and employees and any other persons from all liability in connection with this investigation.  I also unconditionally release all named and unnamed sources from all liability which might result from furnishing any information about me.

• SSE maintains personal information in compliance with privacy regulations.  I acknowledge SSE may discuss my information (i.e. interview, testing or background information) with a client.

• According to the Fair Credit Reporting Act (FCRA), if you are not hired by SSE because of the 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 every 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.  I understand that I have the option to request the findings from a credit, background, or drug test.  I also understand and acknowledge that the findings of such reports may be released to a client prior to or while working for the client.

• I acknowledge and agree that if I am employed by SSE, I will not seek or accept employment either directly or indirectly from any customer of SSE to whom I have been assigned to work for at least six (6) months after the last date that I was assigned to work in the establishment of said customer or had contact with said customer’s working supervisor in the course of my employment with SSE.
• I understand and agree that as a payroller employee upon completion of the payroller assignment, I will contact Staffing Solutions Enterprises in order for them to more thoroughly evaluate my background and skills in order for Staffing Solutions Enterprises to utilize me on other assignments.  My failure to company will in effect serve as my voluntary termination from Staffing Solutions Enterprises without cause. 

• I acknowledge as a payroller I do not quality for holiday or vacation pay or other benefits not specifically stated in the Important Information for Payrollers. 

• I agree that any claim or lawsuit against SSE, its subsidiaries, successors, assigns, managers, employees, clients, and/or agents must be filed within one (1) year after the date of the action that is the subject of the claim or lawsuit, or within the applicable statute of limitations, whichever is shorter.  I expressly waive any statute of limitations period longer than one (1) year, regardless of the nature of the action I may file against SSE, its subsidiaries, successors, assigns, managers, employees, clients, or agents.

• I acknowledge that if I am employed by SSE, I may be required, to undergo a medical examination or testing for drugs or alcohol.  I further understand that I may be required to submit to a test for the use of illegal drugs at any time.  If employed, I agree that if at any time I make claims against SSE for personal injuries, upon request, I will submit myself to examination by a physician of SSE selection as often as may be requested.

• I acknowledge that I have read the Safety Standards along with viewing the Safety Training Videos for Temporary Workers located online at our website at https://www.staffingsolutionsenterprises.com/sse-login/safety-standards/.  I acknowledge that material present on SSE’s website concerning workplace safety is a foundation for the training that I will receive from the client where I have been assigned to work.  I understand that it is my responsibility to clarify any questions I may have regarding training provided at a client’s location.  It is also my responsibility to report all unsafe conditions or violations of unsafe practices to the client and my SSE representative. 

• I acknowledge that I am required to report to SSE as soon as possible or within twenty-four (24) hours if I sustained any work-related injury during the assignment. 

• I agree to release to SSE or its designated agents, and execute the necessary HIPAA-compliant release, all medical information including but not limited to files, reports, x-rays, evaluations, and opinions held by medical personnel, to the extent such information is job related and consistent with SSE’s business needs.  I acknowledge that this is a general release and that if hired, it remains in effect for the duration of my employment.

• I acknowledge that the electronic systems and hardware are the property of the client, and I have no right of privacy for virtual meetings, documents created, stored, or used in the client systems.  Additionally, all messages, documents, files, composed, sent, or received within or out of the client environment on client equipment are and remain the property of the client.  They are not the private property of any employee.  Including the right of the client to monitor employee’s use of client’s internet resources, including the sending, and receiving of personal, web-based e-mail (e-mail’s sent through a personal web-based e-mail account that may be stored on client’s equipment).  I further acknowledge that I will not store any client confidential information on any personal device (phone, computer, etc.). 

• I acknowledge that while assigned at a client I may not operate or drive any motorized vehicle or travel on behalf of the client; In addition, I will not operate any machinery (except office machinery), nor will I handle cash, securities, or other valuables without SSE’s prior written consent. 

• I acknowledge that neither SSE nor the client is responsible for any personal items brought or left at the client’s location. 

• I acknowledge that the client will inform me of any biometrics used in the workplace, including how data is collected, stored and the disposal process. SSE does not collect or store biometric data. 

• SSE will enforce policies and procedures communicated in any form through internal communications such as newsletters, web site updates, e-mail or other written communication as allowed by law.  Failure to comply with any SSE policy may result in disciplinary action against the employee, including suspension or termination.  Questions about any policy should be referred to the Controller, Kathleen R. Bodnar krbodnar@staffsol.com

• I acknowledge that required postings for Federal and State laws (i.e. but not limited to minimum wage, E-Verify, Right to work) are found posted in SSE’s office and on the website at https://www.staffingsoultionsenterprises.com/ under the section Employee rights.  You have the right to request copies sent to you via email or US postal services upon request.  Links to documents are updated on SSE’s website upon notification.  Current documents can also be found at the Department of Labor’s web site at  https://www.dol.gov/general/topics/posters

• As an applicant/employee of SSE who resides in the state of Ohio, I hereby acknowledge and authorize SSE to provide and share/exchange basic payroll information with Cuyahoga County for the purpose of making county eligible participants aware of additional programs they may be entitled to during their employment.

• Important information for assignment employees is located on the web site https://www.staffingsoultionsenterprises.com/.  The information was developed to describe standard expectations of employment and to outline policies. Programs and benefits available to eligible employees.  I acknowledge that I will familiarize myself with the contents of this information as soon as possible, as it will answer many questions about my employment with SSE.  The information, policies and benefits described in the important information are subject to change and will be reflected on the web site.  Communication about changes may be completed in any form (email, direct web site updates and written communication) as allowed by law.  Failure to comply with any SSE policy or procedure may result in disciplinary action including termination. Further I acknowledge that this information is neither a contract of employment nor a legal document. 

• Payroll is delivered through direct deposit (unless prohibited by state law) into a checking, savings or other account designated by you (your first payroll may be paid with a live check).  Payroll information (stubs, W2’s, benefits) will be available to you on the payroll portal found at www.employeedrive.myisolved.com

• I acknowledge I am responsible for managing my withholding, direct deposit, mailing information, etc. within the payroll portal.  I acknowledge and agree that I am required to notify SSE two (2) weeks prior to changes in my work location for withholding taxes. If I fail to notify SSE of any required changes (i.e.  withholding, name, social, etc.) I may be responsible for any payroll fees generated to correct my payroll information.  

• I acknowledge I 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 for 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 my personal indebtedness to SSE (equipment, badges or incorrect hours), I authorize SSE to withhold from my wages such amounts as permitted by law to satisfy my obligation to SSE.

• I acknowledge that if I am hired and employed by SSE, I may be assigned to work at a client site which requires proof of vaccination against COVID and that my vaccination status may be disqualifying for employment at the client site, unless I am unable to be vaccinated due to medical or sincerely held religious belief.  I knowingly and voluntarily consent to the disclosure of my vaccination status, vaccination card or medical/religious exemption to a client that I am placed at to work.  I understand that any medical information provided to SSE, including information relating to my 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. 

• I acknowledge that no person shall knowingly possess, have under the person’s control, convey, or attempt to convey a deadly weapon or dangerous ordnance on SSE’s or client’s premises pursuant to Ohio Revised Code Section 29231.12

• I acknowledge that I may receive communication from SSE via email, phone calls and text messages.  I consent (Opt-In) to receiving text messages that are conversational, informational, or promotional. I understand I have the option to Opt-out of receiving text messages at any time by notifying SSE that I no longer wish to receive such messages.  

• I agree that I will not disclose confidential information not otherwise available to persons or firms outside of SSE.

• I agree that I will not use SSE name to endorse, denigrate or otherwise comment on a person, product, a cause or an opinion. I agree that I will not make statements or engage in activity that would be considered harassment under the company’s antiharassment policy.  Nothing in this agreement is intended to discourage or prohibit an employee’s right to engage in protected concerted activity under the NLRA. 

• 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.

• This agreement is also found online at https://www.staffingsolutionsenterprises.com/importantinfo/

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:

• Be sure you have a full understanding of the job description and expectations of the client before accepting the assignment.
• Follow the work rules of the department in which you are working. It is important to ask your supervisor on the first day if there are any specific rules you will be required to follow. In all cases you will be expected to behave professionally.
• Good attendance and punctuality are expected. Should an emergency occur that prevents you from arriving on time or going to work, contact your SSE supervisor as well as your department supervisor immediately.
• A flexible attitude and proactive work style are keys to success on all assignments. It is almost impossible to communicate every aspect of each assignment. If you are asked to take on a task that was not originally discussed, your willingness to be flexible will go a long way. In addition, should you complete a task or find you cannot move on without more direction, be proactive and ask for assistance.

Personal Use of Company Equipment and Cell Phones

• Personal Use of Company Telephone, Internet, Fax, and Copy machines are not permitted. However, many organizations will allow you to make local personal calls or check personal email during your lunch break. Additionally, all messages, documents, files, composed, sent, or received within or out of the client environment on client equipment are and remain the property of the client. They are not the private property of any employee.  Including the right of the client to monitor employee’s use of client’s internet resources, including the sending, and receiving of personal, web-based e-mail (e-mail’s sent through a personal web-based e-mail account that may be stored on client’s equipment).
• Cell Phones should be turned off during work hours. In addition, some organizations do not permit cell phones to be brought into their facilities. Should you be assigned to an organization that does not permit cell phones on their Premises, and you take public transportation which makes it difficult for you to comply, check with your supervisor to determine if there are provisions for employees to check cell phones at the door.
• You are expected to demonstrate sound judgment always when using a Network Facility. You are not permitted to use the Network, web, or e-mail in connection with any outside business ventures, political, religious causes, to threaten or make harassing communications, or to malign any individual or group based on sex, race, national origin, religion, age, disability, or other protected classification or to search for or negotiate employment outside of the Company.
• You may not disclose to any unauthorized party confidential information of the Company or client and should exercise reasonable care to avoid inadvertent disclosure of such confidential information when transferring data. You should consider the sensitivity of the information.
• You should also assume that any communication made to any party by e-mail or otherwise might be reproduced, saved, forwarded, or republished to the public, even if you expressly withhold permission to do so.
• Your statements and actions reflect upon SSE and or the Client, even when you make clear that you do not speak for SSE and or Client. Accordingly, personnel should always avoid conduct that might be viewed as unprofessional.
• In addition, the Network Facilities may not be used in any attempt to disable, defeat, or circumvent the privacy or security measures of, disable, damage, and tamper with or introduce a virus or other disabling code into, any computer or computer system maintained by others.

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:

• Treat information as proprietary information.
• Information will remain in strict confidence during and after your assignment.
• All documents will be returned to the client upon end of assignment or clients’ request.
• No present or future licenses for inventions, proprietary rights, patents, patent applications, know-how, discovery, or improvements made are granted or implied by the client to the assignment employee (you).
• You will disclose in writing to Client each improvement, discovery, idea, and invention relating to the business of the client made or conceived by assignment employee (you) because of work done while assigned to client, either alone or in conjunction with others. You will not disclose any such improvement, discovery, idea, or invention to any person other than an employee of the client.
• Each such improvement, discovery, idea, or invention shall be the sole and exclusive property of the client.

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)

• Immediately (within twenty-four hours) report injury or incident to your supervisor and SSE, as stated in employee important information.
• Seek prompt medical treatment.
• Complete accident or incident report, along with all necessary paperwork to file a claim. Return all paperwork to the corporate office and cooperate with any subsequent injury investigation.
• Provide all necessary information to SSE.
• Stay in contact with your Customer Service Manager and keep them advised of your progress as you recover from your injury.

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

• Always use the personal protective equipment (PPE) that is always required by the client. If you do not have the required PPE for your assigned job, you must ask your SSE representative or the client to provide it for you.
• Never lift more than 60 lbs. maximum or the maximum limit permitted by your personal physician
• Never work on surfaces over 4 feet high without railing or fall protection
• Never use chemicals which you cannot identify or have not been trained to use.
• Never operate a forklift or other powered lift truck unless you have been trained and certified to do
• Never operate machinery or powered tools of any kind which you have not been trained to use.
• Never operate machinery without the proper safety devices, pull backs and/or guards in place.
• Never operate a piece of equipment or machinery that appears to be unsafe.
• Never enter horseplay, mischief, or misconduct while on the job site.
• Always wear seat belts when being transported via a client vehicle or in the vehicle of another worker.
• Never bring, use, and/or sell illegal drugs or alcohol on the Premises.
• Never bring any type of weapon or firearm to the Premises.
• Always report all accidents and near misses per the Clients Injury Reporting Policy.
• Always report unsafe working conditions to the Client and you Company representative.

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

If you are diagnosed with COVID-19 or suspected of having COVID-19 and have encountered employee(s) at the client you are assigned to work at, within the preceding 10 days, you will need to notify SSE immediately (no later than 24 hours) after you learn of the situation. Your health and safety are important as well, and we will communicate to you in the event a clients’ employee is diagnosed with COVID-19 or is suspected of having COVID-19 and you have been in direct contact with them.

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

• Avoid close contact with people who are sick
• Avoid touching their eyes, nose, and mouth
• Stay home when you are sick
• Cover their cough or sneeze with a tissue, then throw the tissue in the trash
• Clean and disinfect frequently touched objects and surfaces using a regular household cleaning spray or wipe
• Wear a face mask where mandatory and where not mandatory where a mask when you show symptoms for a respiratory illness, including COVID-19
• Wash their hands often with soap and water for at least 20 seconds, especially after going to the bathroom; before eating; and after blowing their nose, coughing, or sneezing (if soap and water are not readily available, use an alcohol-based hand sanitizer with at least 60% alcohol)
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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: 

• The birth and care of the employee’s child.
• The placement of a child with the employee for adoption or foster care.
• To care for a spouse (includes individuals in lawfully recognized same sex and common law marriages and marriages that were validly entered into outside of the united States if they could be entered into in at least one state), child, parent or military family member who has a “serious health condition” (an illness, injury, impairment or physical or mental condition that involves inpatient care or continuing treatment by a health care provider).
• The existence of a serious health condition rendering the employee unable to perform the functions of his or her position.

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:

• Employee’s must be able to carry out the same duties, assignments, and other work responsibilities at their home office as they would when working in the office (quiet and distraction free workspace).
• Employee’s must arrange for care for children or adults during work hours
• Employee’s must have a dedicated workspace that meets workers compensation guidelines (proper ergonomics, no hazards, ability to work productively)
• Employee must be available to attend scheduled meetings and participate in other required office activities at the home office as required.
• The employee and manager will agree to the work schedule along with frequency of communication.  Employees are still required to work their total hours for the week (typically 40 hours).  Employees who are not exempt from the overtime requirements of the Fair labor Standards Act are required to record all hours worked.  Hours worked more than those specified will require advance approval of the supervisor.   
• Performance standards and measurements will be set by the Supervisor.
• The Employee will dedicate their full attention to their job duties during working hours
• The Employee will be reachable online or by phone within a reasonable time during the agreed upon work schedule. 
• The Employee will adhere to all meal and rest breaks and attendance schedules agreed upon with supervisor and in compliance with state law. 
• The employee will comply with the company rules, policies, practices, and instructions and understands that violation of such may result in revocation of the remote agreement and or disciplinary actions up to and including termination. 

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:

• Employees are to follow the company’s policies and procedures
• Locked filed cabinets and desks
• Regular password maintenance
• Breach notification established communication
• Business Equipment owned by the Client will be protected and restricted to business purpose only (personal use will not be permitted). The client will provide equipment and materials needed by the employee to effectively perform their duties. 
• The client will approve the use of personal equipment on an individual basis.
• Using company-owe or company provided computer systems to circumvent any security system, authentication systems, user based systems or escalating privileges is expressly prohibited

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:

• Hate speech of any kind
• Speech that is sever enough to constitute a hostile work environment.
• Threats to employee safety or workplace violence
• Trade Secrets
• Confidential and propriety SSE or client’s information. 

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. 

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.

• Not being ready to begin work at the start of the workday; not being ready to resume work immediately following the end of any lunch or break periods; leaving before the end of the workday without supervisory permission.
• Excessive absenteeism or tardiness.
• Failure to report an absence to SSE (e., no-call, no-show) for three consecutive days is considered a voluntary termination of employment by the employee.

• Inefficiency or poor work performance.
• Providing false information on any employment application, personnel record, or document, including absence, sickness, or production-related records.
• Dishonesty, cheating, theft or misappropriation of property or money of the Company, customer, or of any employee.
• Negligent or willful acts which result, or could result, in damage to Company property or equipment.
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• Knowingly altering the timesheet or timecard of another employee; having one’s timesheet or timecard documented by another employee; any unauthorized altering of a timesheet or timecard.
• Making or assisting another person in making a video or audio recording of any conversation between employees, management, or clients, without first obtaining the express written consent of all parties to the conversation. This prohibition applies whether the individual making the recording is part of the conversation.

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.