EMPLOYEE HANDBOOK

 

MPI  MILLENNIUM PERSONNEL, INC.
TEMPORARY EMPLOYEE HANDBOOK

FOREWORD

This handbook is designed to provide you with an understanding of Millennium Personnel, Inc. and our operating policies and procedures.  This handbook is only a guide and is not intended to be a contract or legal document.  This guide cannot anticipate every situation concerning your employment.  The information contained herein, or added to this handbook, is not binding on Millennium Personnel, Inc. and is subject to change without notice.  Provisions of this handbook, waivers or changes of policy are valid only when issued in writing and authorized by an owner of Millennium Personnel, Inc.  No other supervisor or other management employee may enter into any agreement about the terms, duration or condition of employment that modify, expand, or amend the contents of this handbook.

 

THANK YOU FOR CHOOSING TO WORK WITH US!

We are a fast-growing woman, locally owned and operated employment services firm.  Our mission is to assist you in finding employment opportunities with a wide variety of companies. Our job assignments can last from four hours to one week to a year or more.

As a Millennium Personnel, Inc. temporary employee, you have the choice of when and how often you want to work.  Working on temporary assignments allows you to improve your skills, gain new skills, and gain valuable experience in the job market.

Working to meet the diverse human resource needs of our clients, Millennium Personnel, Inc. offers our temporary employees a wide range of assignment options including:  long and short term assignments, temp to hire opportunities, project staffing and direct hire positions.

Even though you will work for a wide variety of companies, you will be a temporary employee of Millennium Personnel, Inc. Your wages, taxes, unemployment and workers’ compensation insurance will all be paid by Millennium Personnel, Inc.

Again, thank you for choosing Millennium Personnel, Inc. and we look forward to working with you!

 

 EMPLOYMENT DURATION

It is each temporary employee’s responsibility to call in and update Millennium Personnel, Inc. concerning your availability for job assignments.  Temporary employees are required to do this once every seven (7) calendar days.  If you do not contact Millennium Personnel, Inc. one time per week, Millennium Personnel, Inc. will consider this a voluntary resignation.

All temporary employees are hired for an unspecified duration.  Being assigned to a job does not guarantee employment for any specific time with the client or with Millennium Personnel, Inc.

Employment is at the mutual consent of the temporary employee and Millennium Personnel, Inc.  Accordingly, Millennium Personnel, Inc. reserves the right to terminate employment at will, at any time, with or without cause, and without notice.  No representative of Millennium Personnel, Inc. has the authority to make any assurances to the contrary.

EQUAL EMPLOYMENT OPPORTUNITY

Millennium Personnel, Inc. is an equal opportunity employer.  We provide employment opportunities for all qualified temporary employees without regard to race, color, religion, sex, national origin, age, disability, or status as a veteran.  Qualified candidates for employment are those that meet the requirements specified, and can perform the essential functions of the job for which application is made.

We are committed to following both the spirit and intent of the law.  Equal opportunity applies to all terms and conditions of employment.  We will not engage in a contractual arrangement that has the effect of discrimination.  We support equal opportunity reasonable accommodation and equal access.

PRODUCTIVE WORK ENVIRONMENT POLICY

Millennium Personnel, Inc. fosters a work environment free of hostile or intimidating behaviors.  We believe all temporary employees have a right to expect they will work in a positive work environment that fosters respect and productivity.  Temporary employees should not be harassed, sexually or in any other way, or be subjected to verbal or physical behavior that is threatening, hostile, intimidating, or sexual in the workplace.  This includes the time that you are on assignment with our clients.

Millennium Personnel, Inc. vigorously enforces a policy against harassment, sexual or otherwise.  Harassment includes any act, physical or verbal, which creates a hostile or offensive environment, or behavior that requires a temporary employee to engage in sexual activity in exchange for favorable treatment concerning employment.  Both state and federal laws govern workplace conduct regarding harassment and Millennium Personnel, Inc. fully complies with these laws.

If you have been harassed, sexually or otherwise, verbally or physically, we encourage you to report the situation to a Millennium Personnel, Inc. supervisor as soon as possible.  Your privacy will be respected while we conduct an immediate investigation.

If you engage in behavior expressly or impliedly restricted by this policy you will be subject to disciplinary action including termination of employment.  If you have questions concerning this productive workplace policy, please contact Millennium Personnel, Inc.

ACCEPTING ASSIGNMENTS

As a Millennium Personnel, Inc. temporary employee, all you have to do is call in and let us know you are available for work.  It is your responsibility to call and update Millennium Personnel, Inc. concerning availability for assignments every seven (7) days. Temporary employees are expected to do this on at least a weekly basis.  If you do not contact us within a seven (7) day period, we will assume you have voluntarily quit or are no longer available for work.

According to the policies of Millennium Personnel, Inc., a temporary employee must, upon completion of an assignment, contact Millennium Personnel, Inc. and request placement in a new assignment.  If such contact is not made, Millennium Personnel, Inc. will consider the temporary employee to have voluntarily quit employment and further assignments may not be offered.

As they become available, your Millennium Personnel, Inc. supervisor will offer you job assignments that may or may not specifically match your skills, experience or wage requirements.  You will be given the pay rate, the name and location of the client company, the time to report, the length of the assignment, the dress code and to whom you are to report. You will also receive any other information you will need to complete the assignment successfully.  Feel free to ask questions if you need more information.

If your job responsibilities are different from the description your Millennium Personnel, Inc. supervisor gave, or if you do not feel comfortable with your job responsibilities, you should contact your supervisor immediately.  You should not handle cash for any client or drive any of the client’s vehicles unless you have been specifically instructed to do so by your Millennium Personnel, Inc. supervisor.  If you are asked by a client to handle cash or drive a vehicle, please contact your Millennium Personnel, Inc. supervisor immediately.

If a client company offers you a direct hire position with their company, you must notify your Millennium Personnel, Inc. supervisor immediately so that we may contact the client regarding our direct hiring policies and your rights under these guidelines. You are expressly forbidden to accept any position offered by a client company until Millennium Personnel, Inc. has been notified.

Be sure to call your Millennium Personnel, Inc. supervisor when you have completed each job.

TIME CARDS AND PAYCHECKS

You should always discuss your rate of pay for each assignment with your Millennium Personnel, Inc. supervisor.  The pay rate may vary from person to person and from assignment to assignment depending on skills, job description, and the client to which you are assigned.  You should not discuss your rate of pay with employees of our clients or other Millennium Personnel, Inc. temporary employees.  Your pay rate is considered to be confidential information between you and Millennium Personnel, Inc. Discussion of pay rate with anyone else may result in disciplinary action up to and including termination.

Millennium Personnel, Inc. will pay you weekly for the actual number of hours you worked for the previous week.  In order for you to receive your paycheck promptly, follow these guidelines:

 

  •  Each assignment must be recorded on a time card.  If you do not have a time card for any assignment, call your Millennium Personnel, Inc. supervisor immediately. 
  •  All time cards must be signed by your on-the-job (client) supervisor on the last day of your assignment or at the end of the work week, whichever comes first or daily if the client employer requests. Unsigned time cards will be returned to you without a paycheck.
  •  Each assignment must have its own time card.  For example, if you work for two different companies in the same week, you will have two time cards, one for each company.
  •  Overtime will be paid based on the wage and hour provisions in Oklahoma.  Contact your Millennium Personnel, Inc. supervisor for more information.
  •  You can mail or fax your time card to Millennium Personnel, Inc. at the completion your assignment or at the end of the workweek, whichever comes first. If you choose to mail your time card, be aware that it may not be delivered in time for payroll processing. 
  •  Time cards must be submitted by THREE O’CLOCK (3:00 P.M.) on MONDAY following the end of your assignment or the end of the work week, whichever comes first.  If we do not receive your time card by the deadline, your paycheck will be delayed.  It is your responsibility to have your time card at Millennium Personnel, Inc.’s office by the deadline.  Paydays are on THURSDAY following the week you work. Paychecks may be delayed due to holidays, inclement weather affecting Federal Express, or other circumstances beyond Millennium Personnel’s control, etc. You will be notified of delays. Your Millennium Personnel’s supervisor will also tell you when you will receive your paycheck.
  •  You must put your complete name and signature on each time card, as well as the name of the client company where you worked.
  •  Wages will be paid on the actual hours written on your time card and as approved by the client company supervisor’s signature.  Only documented and approved hours will be paid.  Over or underpayments due to correction of hours will be adjusted on the paycheck following the notification of such correction. Time cards are to be signed and dated by the client supervisor BEFORE submission to Millennium Personnel, Inc.  The falsification of time cards is grounds for immediate termination and possible legal action if it is determined that you owe wages due to an overpayment.
  •  It is YOUR RESPONSIBILITY to submit a complete and accurate time card.

 

You may pick up your check at Millennium Personnel, Inc.’s office anytime after 9:00 on Thursday. Your check will be mailed to the address listed on your personnel application upon request. 

If you elect to pick up your check, please call the office to let us know you are coming at 405-721-5252.  If someone other than yourself to pick up your check, you must notify us in advance and provide this person written and signed proof of authorization from you to present to Millennium Personnel, Inc. before your paycheck will be released.  Any party other than the temporary employee picking up a paycheck will be required to present a picture identification.

Direct Deposit is another option available as well as a “Pay Card” debit option.  You will need to complete the required forms and advise Millennium Personnel, Inc. which option you choose.

ATTENDANCE

When you accept an assignment, it is your responsibility to be at work on time.  If you are going to be late or absent for any reason, you must notify your Millennium Personnel, Inc. staffing supervisor no less than one hour before assignment begins.   You are required to contact Millennium Personnel, Inc. with a twenty-four (24) hour notice for any scheduled appointments or time off for any reason. We will contact the client company where you are assigned and find a replacement if necessary.

You must also call your Millennium Personnel, Inc. supervisor immediately if you have to leave an assignment early due to illness or a family emergency.  Failure to do so could result in your dismissal.  Under no circumstances should your leave or walk off an assignment without first contacting Millennium Personnel, Inc.  Any temporary employee who does not report to an assignment and/or walks off an assignment without first contacting Millennium Personnel, Inc. will be paid minimum wage for the hours worked and is subject to disciplinary action including termination.

PERSONAL INFORMATION

Millennium Personnel, Inc. maintains personnel records that are important to you.  If information on your paycheck stub is not correct, or problems arise concerning your taxes, benefits, or other matters, please contact your Millennium Personnel, Inc. supervisor immediately.

You are required to report changes in address, phone number, number of dependents, or marital status to Millennium Personnel, Inc.  It is your responsibility to inform Millennium Personnel, Inc. immediately of all such changes.  Falsifying any information on any personnel records, applications, your resume or time sheets will result in termination.

OUR COMPANY RULES

You are expected to demonstrate good judgment, ethical personal behavior, and good common sense.  If your conduct as a temporary employee comes into question, Millennium Personnel, Inc. will make an effort to resolve the matter fairly.  A few of the actions which may require discipline are listed below and may result in disciplinary actions up to and including termination.  The rules are not intended to limit the proper rights of anyone, but are intended to protect the rights of everyone.  While no list of rules can be all inclusive, it is important that a general list of rules be written and communicated.

  •  You are expected to be at your assigned work place and ready to work at the established starting time.  You are expected to remain at this position and perform your work assignments until the end of your work shift.
  •  You are not to gather on the client’s or Millennium Personnel, Inc.’s premises and conduct personal business during working hours.
  •  You must perform all assigned duties and fulfill your responsibilities to the client and Millennium Personnel, Inc. unless doing so endangers your health or safety.  Productivity and workmanship must be up to standard.  
  •  You must be available for work as scheduled or requested.
  •  You will be responsible for all property that has been placed in your custody.
  •  You shall not neglect your job duties or responsibilities, nor refuse any work assigned to you unless you feel it endangers your health or safety.
  •  If you are unable to get to your assignment due to an emergency or illness, it is your responsibility to contact your Millennium Personnel, Inc. supervisor at least one hour before your scheduled starting time.  Failure to notify your Millennium Personnel, Inc. supervisor could be considered a voluntary resignation.  Please discuss our specific policy with your Millennium Personnel, Inc. supervisor.
  •  Before you can be hired as a full-time employee by a client company, you must have completed a minimum number of working hours for that company.  Individual hour requirements may vary by client and you must contact your Millennium Personnel, Inc. supervisor before accepting full-time employment with a client company to assure the contracted number of hours have been completed. Millennium Personnel, Inc.’s general standard number of working  hours is 520 but is subject to change with Millennium Personnel, Inc. approval.
  •  You must follow all safety rules and policies of both Millennium Personnel, Inc. and client companies to which you are assigned.
  •  Before beginning any Millennium Personnel, Inc. job assignment, get a detailed verbal description of the duties you are to perform from your Millennium Personnel, Inc. supervisor.  If you are asked to change duties after you arrive at the job assignment, call your Millennium Personnel, Inc. supervisor.
  •  You are not allowed to operate equipment, machines, or moving vehicles.
  •  At Millennium Personnel, Inc.’s discretion, we have the right not to assist or accept for employment, any individual who has been charged with, plead guilty or not guilty or no contest to, or is in the process of being charged or pleading to, a criminal felony, misdemeanor or other violation of Federal, State, County or City/Municipal violations, suspended, deferred or otherwise, if such is discovered at any time before, during or after employment or potential employment with Millennium Personnel, Inc.

 

 THE FOLLOWING CONDUCT IS PROHIBITED

  •  Bringing firearms or weapons of any kind, intoxicating liquors or illegal drugs or chemicals into the office or onto the premises of work.
  •  Being on the job while under the influence of alcohol, drugs, or intoxicants of any type.
  •  Fighting or threatening, intimidating or coercing any visitor or employee.
  •  Engaging in horseplay, running, throwing objects, playing pranks, and/or any other any other unsafe acts which may distract or endanger another employee.
  •  Stating or making false claims of injury.
  •  Falsifying Millennium Personnel, Inc. or client information forms, reports, records, including personal absences, sickness, time cards, and production records, application files and your resume.
  •  Removing, or using without authority, property, records, or other materials of the client or Millennium Personnel, Inc. or other persons. 
  •  Damaging or destroying client or Millennium Personnel, Inc. property or wasting materials. 
  •  Refusing to follow supervisor’s directions or instructions or other insubordinate conduct.
  •  Violating safety or health rules or practices, or engaging in conduct which creates a safety hazard.
  •  Leaving your department or work before the end of the shift without the authorization of Millennium Personnel, Inc. and your (Client) supervisor.
  •  Using client’s facilities and time for personal business, or unauthorized possession or use of client’s or Millennium Personnel, Inc. keys, telephones, computers, fax and copy machines, all other office equipment, computers, internet, e-mail, forms, documents, etc.
  •  Smoking in restricted or posted no smoking areas.
  •  Discussing your rate of pay with all other individuals except your Millennium Personnel, Inc. supervisor.
  •  All referrals, including family and friends, to our client’s must go directly through Millennium Personnel, Inc.

 

DISCIPLINARY ACTION

It is company policy to use disciplinary action only to correct problems of temporary employee misconduct.  Millennium Personnel, Inc. believes all temporary employees are interested in working together toward common goals; however, it may become necessary to take corrective or disciplinary action up to and including termination of employment.

All actions of this type will be handled on an individual basis.  Millennium Personnel, Inc. will do everything in its power to ensure that each temporary employee is treated fairly and consistently.  Please note that breach of policies and procedures in this handbook will constitute disciplinary action up to and including termination of employment.

LEAVE OF ABSENCE

Millennium Personnel, Inc. offers it’s temporary employees leaves of absences in compliance with the provisions of the Family Medical Leave Act (FMLA).  Leave may be granted if you have worked for Millennium Personnel, Inc. for  minimum of 2,080 consecutive hours during the proceeding 12 months.  If you need a leave of absence, contact your Millennium Personnel, Inc. supervisor. A Leave of Absence will be without pay.

Leaves of absence may be needed for prolonged illness, accidents or other compelling reasons besides those covered by FMLA.  A leave of absence may be arranged through your Millennium Personnel, Inc. supervisor with advanced notice.

If you are given a leave of absence, it is your responsibility to contact your Millennium Personnel, Inc. supervisor at the end of an approved leave.  Your failure to do so may be considered voluntary termination of employment with Millennium Personnel, Inc.

OPEN DOOR POLICY

Millennium Personnel, Inc. welcomes your comments and suggestions.  If you have any idea that will make your work life better, please feel free to bring your idea to the attention of your Millennium Personnel, Inc. supervisor.  We are available to help you in any way possible.

If you experience any problems on an assignment, or need assistance but are unsure who to call, your Millennium Personnel, Inc. supervisor is available to help you.  A Millennium Personnel, Inc. representative will listen to you and help you find solutions to correct problems if they arise.  You are welcome and encouraged to discuss any work situation with us.

Any discussion with your Millennium Personnel, Inc. supervisor or any other Millennium Personnel, Inc. representative is always treated confidentially.  You can expect prompt, courteous assistance with any problem you may have.

SUBSTANCE ABUSE POLICY

Millennium Personnel, Inc. has a firm commitment to our employees, customers, and the public, to provide the most safe and competent services possible. Consistent with the spirit and intent our commitment, Millennium Personnel, Inc. has established a policy regarding substance abuse.  It is our policy that necessary measures are taken to assure that the use of controlled substances by temporary employees, or other persons, does not endanger the health and safety of those individuals working through our service, our business operations, our customers, and the community.  Our goal is to achieve and maintain a work force free from substance abuse.

It is the policy of Millennium Personnel, Inc. to absolutely prohibit the use of illegal drugs, and the possession, concealment, transportation, or distribution of illegal drugs, alcohol, and other unauthorized items on company property or while on a job assignment.  Being “under the influence” of controlled substances refers to being in an unfit condition to work whether impairment exists.  Violation of the policy is grounds for termination.

Pre-Employment Screening: To help provide a safe work environment for all temporary employees, to protect and preserve its property, to provide competitive and reliable service to our customers, and to comply with the Federal Drug-Free Workplace Act (where applicable), persons seeking employment with Millennium Personnel, Inc. may be required as a condition of employment to submit to a screening test for drug and alcohol use.

This policy does not apply to the use of controlled substances within the limits of a valid prescription.  Any use of prescription drugs should be noted at the time of testing.

If an applicant tests positive for drugs and/or alcohol (as determined by the screen results) the applicant will be ineligible to reapply at Millennium Personnel, Inc. for a minimum period of one (1) year.  However, such an applicant may reapply for employment with Millennium Personnel, Inc. after one (1) year has passed, provided the applicant will retest and pay for the cost of the test.

Probable Cause:  Millennium Personnel, Inc. also reserves the right to test or search a temporary employee’s person/body or a temporary employee’s personal property on Millennium Personnel, Inc.‘s or client company premises upon reasonable suspicion that controlled substances are present.  A temporary employee’s consent to such test or consent to such searches are required as a condition of becoming and remaining a temporary employee of Millennium Personnel, Inc.  A refusal to consent to drug and/or alcohol screening, or to any such search, will result in disciplinary action up to and including termination, even for a first refusal.

Company premises also include any client company parking area, storage area, job site, or Millennium Personnel, Inc. site.  Likewise the use, possession, transfer, or sale of any controlled substance is prohibited.  Violations are subject to severe disciplinary action up to and including termination of employment and/or legal charges/actions/prosecution.

Work-Related Injury/Accident: Any temporary employee experiencing an accident or incident resulting in personal injury to any person or damage to any property belonging to Millennium Personnel, Inc. or to a Millennium Personnel, Inc. client company, without regard to the degree or seriousness of the injury or damage, will be required to submit to a screening test for drug and/or alcohol use.  In the case of injury, the absence of a need for medical attention will not negate the requirement for a drug test.

Random Testing:  To maintain a safe work environment for all of our temporary employees and clients (including their regular workforce employees, customers, or guests) Millennium Personnel, Inc. may choose to randomly test our working temporary employees.  All random testing will meet any federal or state regulations as required by law.  Refusal to submit to drug and alcohol screening will be the basis for discharge.  The temporary employee involved will then be ineligible for employment through Millennium Personnel, Inc. for 12 months, at which time the rehire will be required to submit to a drug and alcohol test for reemployment and will be responsible for the cost of the test.

Legislated Testing: Various State and Federal laws may require testing of temporary employees in specific occupations.  Millennium Personnel, Inc. will comply with such laws and failure of the temporary employee associated in such occupations to comply with these laws will result in discharge.

INJURY REPORTING PROCEDURES

Millennium Personnel, Inc. is very concerned about your safety and has established the following policy and procedures for you to follow should you be injured on the job.

If there is an injury, you must report the incident to your Millennium Personnel, Inc. supervisor immediately.  This contact should be made prior to receiving any medical attention unless the injury requires emergency medical treatment.

Particular attention should be paid to the Workers’ Compensation Notice which says:  Unless an injury either renders the employee physically or mentally unable to do so, or is made known to the employer immediately after it occurs, the employee shall report the injury to the employer on a form prescribed or approved by the Commission and to a person or at a place specified by the employer, and the employer shall not be responsible for disability, medical, or other benefits prior to receipt of the employee’s report of injury.  All reporting procedures specified by the employer must be reasonable and shall afford each employee reasonable notice of the reporting requirements.  The foregoing shall not apply when an employee requires emergency medical treatment outside the employer’s normal business hours; however, in that event, the employee shall cause a report of the injury to be made to the employer on the employer’s next regular business day.  Failure to give such notice shall not bar any claim (1) if the employer had knowledge of the injury or death, (2) if the employee had no knowledge that the condition or disease arose out of and in the course of employment, or (3) if the Commission excuses such failure on the grounds that for some satisfactory reason such notice must be made at or before the first hearing on the claim.

The requirement for immediate notification is to ensure that the claim is handled in a very timely and accurate manner and to protect your rights under Workers’ Compensation laws.

If the injury occurs after working hours, please leave a message on the office phone and then call 405.826.8188 for instructions.

Immediately following notification of the accident, your Millennium Personnel, Inc. representative will advise you to return to Millennium Personnel, Inc.’s office to fill out the appropriate paperwork.

Upon completion of the paperwork, if medical attention is necessary, your Millennium Personnel, Inc. representative will schedule a doctor’s appointment. Only if your injuries require emergency medical treatment should you obtain treatment without prior Millennium Personnel, Inc. approval.

Receiving medical attention before contacting Millennium Personnel, Inc.’s office or other violations of the Injury Reporting Procedures may result in disqualification of workers’ compensation benefits and termination from our service.

It is the policy of Millennium Personnel, Inc. to attend physician visits when it is deemed necessary.

All temporary employees who sustain a work-related injury will be required to undergo an immediate drug test. (See Millennium Personnel, Inc.’s complete policy on alcohol and drug abuse for further information.)

 The purpose of these policies and procedures is to ensure that your claim receives the best treatment and care.  If you have questions concerning your claim, please call Millennium Personnel, Inc. at any time.  The Millennium Personnel, Inc. representative will be able to direct you to the claims administrator handling your claim.

NOTICE: Any person who knowingly presents a false or fraudulent claim for the payment of a loss will be prosecuted to the fullest extent of the law.

 

REPORTING ACCIDENTS

If you are injured on the job, call Millennium Personnel, Inc. immediately.  Unless instructed otherwise, remain at the job site until a Millennium Personnel, Inc. representative comes to take you to the doctor.  After receiving proper treatment and before leaving the facility, you will be required to take a drug screening test according to Millennium Personnel, Inc.’s drug policy.  In the case of a life-threatening emergency, go directly to the closest hospital.  After you have received medical treatment, you will be instructed by the doctor when you may return to work.  You are required to present instructions relating to your time off work or your release date to return to work to Millennium Personnel, Inc. immediately.  Wages will not be paid during the time you are off work.  You are not allowed to return to work until a doctors release has been presented to Millennium Personnel, Inc. Failure to comply with these policies could jeopardize your benefits and is grounds for dismissal.

 

SAFETY ORIENTATION

Millennium Personnel, Inc. places safety as a very high priority.  We want to provide the safest possible work environment for all of our temporary employees.  We work together with our clients on safety issues and are constantly looking for ways to provide safety information to our temporary employees.

 

However, it is important to remember that safety is everyone’s responsibility.  Client companies can provide the safest work environment possible, but if individual temporary employees do not make safety a priority, accidents can still happen.  You have a responsibility to yourself and your coworkers to avoid incidents to yourself and others.

 

No matter where your job assignment is, you must make safety a priority.  Whether you’re new on the job or have years of experience, your attitude about safety could someday save your life – or the life of a coworker.

 

The rules, policies, and procedures contained in this handbook are not all-inclusive of what is necessary to keep you safe.  The safety material provided in this handbook is not considered safety training.  This information is designed to provide an overview of some key guidelines that will help you work smarter and safer.

 

If you have any questions about the information in the handbook, or any safety matter, please ask your Millennium Personnel, Inc. supervisor.

 

GENERAL SAFETY INFORMATION

To protect yourself and your coworkers from serious injury, it is expected that you will observe all safety rules, warning signs, and safety instructions including traffic rules, and learn to recognize any hazards surrounding your work.  You should contact your Millennium Personnel, Inc. supervisor immediately if you feel the work environment might be considered hazardous or dangerous to your safety.

 

All safety rules must always be obeyed. Violations of any safety rule, improper safety and work procedure, or giving false information during an accident investigation, will result in disciplinary actions which could include termination of employment.

 

 *Reporting potential hazards is essential to preventing accidents and injury.  If you see any unsafe work conditions, please report them to your on-the-job supervisor and your Millennium Personnel, Inc. supervisor.

 

*Housekeeping.  All work areas must be kept clean, orderly, and in sanitary condition.  Debris such as broken pallets, plastic, glass, and other trash must be disposed of immediately in the proper receptacles.

 

*Aisles and passageways must be kept clear of all obstructions.  Equipment, product, pallets, and other obstacles must be kept out of aisles except when in transit.

 

*Exits must always be clear of all obstructions. No product, material, or equipment of any kind may block any exit or pathway to an exit.  To be prepared if there is an emergency, it is important to familiarize yourself with the exit routes and the emergency action plan when you begin your assignment.

 

*Personal protective equipment provided by either Millennium Personnel, Inc. or the client company must be used when a job assignment requires you to work in an area where a recognized hazard exists.  Personal protective equipment assigned to you must be maintained in good condition and used as required.

 

*Departmental safety rules.  Each department you might work in has safety rules specific to that work area.  It is important that you familiarize yourself with these rules before you enter the workplace.

 

 

Safe lifting practices should always be followed.  These practices include:

 

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      •  Always test the weight of the load before lifting.

 

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      •  Keep the load close to the body, bending at the legs, not the waist.

 

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      •  Always use your legs and not your back while lifting.  Move your feet to avoid twisting while moving objects.

 

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      •  Always get help with awkward or heavy loads.

 

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      •  When traveling with a load, make sure the path is clear of obstacles.

 

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      •  Associates are not to lift loads over 25 pounds without assistance.

 

MEDICAL SAFETY PROGRAM

Working in a medical setting, whether in a front office or clinical environment, you should be aware of the hazards associated with blood borne pathogens.

 

Blood borne pathogens are microorganisms present in human blood that can cause disease in humans.  Blood borne pathogens can cause many diseases, including malaria and syphilis; however, the two diseases that are of greatest concern in the workplace are the Hepatitis B virus or HBV, and Human Immunodeficiency Virus, HIV.  There is a vaccination for Hepatitis B that is 90% effective in preventing infection.

 

Millennium Personnel, Inc. can provide medical front office employees with a general summary of blood borne pathogens and the best way to prevent exposure, if needed.  Those employees working in front business office positions such as medical receptionists, medical secretaries, insurance billers and coders and medical transcriptionists, should not be able to encounter blood borne pathogens in a normal course of their jobs.  If you are asked to handle any blood or bodily fluids at any time, contact your Millennium Personnel, Inc. supervisor immediately.  Only those employees who have been specifically trained and authorized by Millennium Personnel, Inc. are allowed to handle blood or bodily fluids.

 

If you experience an on-the-job injury, you must report the incident to your client supervisor and Millennium Personnel, Inc. immediately. Never seek medical attention for an injury without first contacting Millennium Personnel, Inc. unless the injury is life threatening.  In the case of a life-threatening emergency, go directly to the closest hospital.  After you have received medical treatment, you will be instructed by the doctor when you may return to work.  Failure to comply with these policies could jeopardize your benefits and is grounds for dismissal.

 

Any temporary employee experiencing an accident or incident resulting in personal injury to any person or damage to any property belonging to Millennium Personnel, Inc. or to a Millennium Personnel, Inc. client company, without regards to the degree or seriousness of the injury or damage, will be required to submit to a screening test for drug and/or alcohol use.  In the case of injury, the absence of a need for medical attention will not negate the requirement of a drug test.

 

 

 

SAFETY VIOLATION POLICY

Millennium Personnel, Inc. places safety as a very high priority.  The safety violation policy has been established to ensure that all safety rules and procedures are followed.  Failure to abide by the safety rules of Millennium Personnel, Inc. and Millennium Personnel, Inc. client companies will be considered a safety violation and may result in disciplinary action.

 

A safety violation will lead to the following disciplinary measures:

 

Written warning with mandatory safety training; ORTermination of employment with Millennium Personnel, Inc.

 

Millennium Personnel, Inc. may omit any or all of these steps due to the severity of the infraction, the temporary employee’s overall work record, or the circumstances surrounding the incident.  Millennium Personnel, Inc. is not relinquishing or limiting its managerial right to discharge for any reason at any time.

 

BENEFITS

Holiday Pay

Temporary employees do not qualify to be paid for holiday pay by Millennium Personnel, Inc.  If the temporary employee is working for a client employer and the client employer notifies Millennium Personnel, Inc. and requests that holiday pay be paid to the temporary employee for specified number of hours, then holiday pay will be paid and billed to the client employer.

 

Millennium Personnel, Inc. will not provide holiday pay for the days the client company is closed before or after the actual holiday unless payment and billing is approved by the client company for these days.

 

Vacation Pay

Millennium Personnel wants to reward our long-term employees with a paid vacation.  Your vacation account will accrue hours over the most recent 52 week period.  This period begins the day of your first temporary assignment.  To be eligible for this benefit, you must accrue 1500 hours in this 52 week period.  You will receive one 40 hour paid vacation check at your weighted average rate of pay.  At the end of this cycle, your vacation accounts starts new for the next period.

 

Insurance

Millennium Personnel, Inc. does not directly offer or provide Insurance Benefits to temporary employees.  

 

Direct Deposit

Millennium Personnel, Inc. offers direct deposit of a temporary employee’s weekly wages earned.  Please see your Millennium Personnel, Inc. supervisor for the required forms. Direct deposits into savings accounts require a routing number from your savings institution that differs from the routing number on your savings check/deposit forms.  Please obtain this number from your saving institution to complete the direct deposit form.  Deposits into a checking account require the same routing number that is listed on your check.

 

Millennium Personnel, Inc. reserves the right to change or modify its benefits package and policies at any time it deems appropriate.  However, should you leave the employ of Millennium Personnel, Inc. and return to us in the future, your benefits will begin as new and not where you previously left off.

 

 

FREQUENTLY ASKED QUESTIONS

How do I receive my assignment?

Your Millennium Personnel, Inc. supervisor will call you when we find a suitable assignment for you.  We will give you as much notice as the customer gives us—usually a day or more.  Occasionally customers may call us the same day they need help.  We may ask you to go to work on short notice at such times.

 

Can temporary assignments lead to full-time employment?

Yes, Millennium Personnel, Inc. and its clients have agreed upon the amount of time you need to work as a temporary.  Once that period is satisfied, you are free to accept any full-time job offered by that client.  However, you must obtain permission from your Millennium Personnel, Inc. supervisor before accepting a position, and that will be granted after the agreed upon time on our payroll with the client.  There is never any fee to you.

 

Will I have to take tests?

Yes, but usually at the time you apply and completed the testing and application process at our office.  Occasionally a client company may request additional testing depending upon the job order, job description or assignment. We want you to be confident and relaxed while on your assignments.  Our evaluations have been developed so we can assign you to jobs matched to your skills and aptitudes.

 

Our evaluation system helps you feel more assured that each assignment worked through Millennium Personnel, Inc. will be a successful one.

 

Who do I contact if a problem occurs during my assignment?

The problem should first be discussed with your Millennium Personnel, Inc. supervisor so that it can be resolved quickly.

 

Will I pay a fee?

No. With Millennium Personnel, Inc. you NEVER pay a fee.

 

 

How busy will you keep me?

 

That depends on your availability and willingness to work, the marketability of your skills, your work performance on each assignment and the availability of Job orders given to Millennium Personnel, Inc. by client employers. 

 

We will make every effort to keep you as busy as you want to be; we encourage you to continue to develop your skills to improve your marketability and to use other resources for employment (i.e., newspaper, other staffing agencies, friends and/or family, networking, etc.).

 

 

 

Who Pays me?

You are a temporary employee of Millennium Personnel, Inc.; we pay you.  Your weekly pay is based on the hours worked and the agreed-upon pay rate between Millennium Personnel, Inc. and the client company for each assignment.  Your Millennium Personnel, Inc. supervisor will discuss pay rates with you and give you a good idea of your earning potential.

 

We take care of all the usual deductions and taxes.  We will issue your W-2 form for filing your taxes.  All Millennium Personnel, Inc. temporary employees are covered for Worker’s Compensation and Unemployment insurance while on the job.

 

How do I get paid?

Paychecks are issued weekly.  Your pay is based upon the number of authorized hours listed on your time sheet. (See the section on Time Cards and Paychecks) You will use a different time sheet for each assignment &/or for each client & for each week.  

 

Who pays for parking? 

Parking costs are at your expense unless you are informed otherwise.

 

 

 

Please sign and date the Employee Acknowledgement on the next page of this handbook.  You will be given a copy of the signed Employee Acknowledgement.

 

 

 

 

 

PLEASE RETAIN THIS HANDBOOK FOR YOUR FILES & REFERENCE.

 

 

 

ACKNOWLEDGEMENT OF RECEIPT

Millennium Personnel, Inc. TEMPORARY EMPLOYEE HANDBOOK

 

References:

I hereby authorize Millennium Personnel, Inc. and all former employers, and others given by me as a reference to answer all questions and to give all information with my previous employment, the Millennium Personnel, Inc. application, personal references or in any way concerning me.

Background Check:

I hereby authorize Millennium Personnel, Inc. to check my criminal, driving, character, credit and personal history information by whatever means necessary to obtain information and give permission to Federal, State, Local, City, Municipal authorities, companies, friends, family, current and previous coworkers and others to give all information in connection with the Millennium Personnel, Inc. application or in any way concerning me.  I understand that Millennium Personnel, Inc. will maintain total confidentiality in the maintenance of this information.

Medical Information:

I authorize the release of personal medical history and information to Millennium Personnel, Inc. I understand that Millennium Personnel, Inc. will maintain total confidentiality in the maintenance of this information.  Medical information received will be to determine capabilities of performing the essential job related functions.

Personal Injury Claims:

I agree, that if I ever make claims against Millennium Personnel, Inc. or it’s client company(s) for personal injuries, upon Millennium Personnel, Inc.’s request, I shall submit to examination by a physician(s) of Millennium Personnel, Inc.’s and/or the client company(s)’selection.

False Claims:

I agree, if employed or not by Millennium Personnel, Inc. and/or it’s client company(s), that it is found I have made a false claim of injury, discrimination, harassment, or any other nature of claim, then Millennium Personnel, Inc. and/or it’s client company(s) have the right to pursue all actions of legal recourse, that I may be prosecuted to the fullest extent of the law and that I will be responsible for payment and remittance of payment for all costs incurred including but not inclusive, court, attorney fees, time loss, etc. by Millennium Personnel, Inc. and/or it’s client company(s).

Employment:

My employment with Millennium Personnel, Inc. may be terminated by Millennium Personnel, Inc. at any time and for any reason without liability to me except for wages that have been earned by me according to the terms listed in this handbook at the date of such termination.  I understand that if accepted for employment, I will be working Millennium Personnel, Inc. and will be in contact with its current client employers, new client employers, prospective client employers, other Millennium Personnel, Inc. temporary employees, employees of other staffing agencies, client employer employees and other Millennium Personnel, Inc. applicants.  It is hereby agreed that I will obtain Millennium Personnel, Inc.’s permission before discussing permanent employment for myself or any other individual with a Millennium Personnel, Inc. current, new or prospective client employer. If I fail to give such notice, Millennium Personnel, Inc. may assume that I have voluntarily resigned or may terminate my employment with Millennium Personnel, Inc. I understand that I will be obligated for compensatory losses to Millennium Personnel, Inc. as a result of this action. Employment with Millennium Personnel, Inc. is “at will”. The employment relationship may be terminated at any time by either party, with or without cause, for any reason not expressly prohibited by law. I understand and agree that I must contact Millennium Personnel, Inc. every seven (7) calendar days to notify of my availability for work immediately after I completed an assignment and/or once I have made application and interviewed with Millennium Personnel, Inc. I understand and agree that if I fail to contact Millennium Personnel, Inc. once every seven (7) calendar days, Millennium Personnel, Inc. will assume that I have voluntarily quit and are no longer available for work and that I may be ineligible for unemployment benefits for cause due to voluntary quit and/or unavailability for work.

 

I have received, read and completely understand the contents of Millennium Personnel, Inc.’s temporary employee policies, procedures, guidelines, rules and regulations and other matters addressed and as stated in the Millennium Personnel, Inc. Temporary Employee Handbook.  I agree to abide by the policies, procedures, guidelines, rules and regulations and other matters addressed and as stated in the Millennium Personnel, Inc. Temporary Employee Handbook.  I understand that the policies, procedures, guidelines, rules and regulations and other matters addressed and as stated in the Millennium Personnel, Inc. Temporary Employee Handbook may be amended, changed, or deleted without notice and at anytime by Millennium Personnel, Inc.  I understand and agree that if I violate or do not abide by these policies and guidelines, I will be subject to disciplinary action up to and including termination of employment with Millennium Personnel, Inc. and/or that Millennium Personnel, Inc. will no longer assist me in locating for or placing me on temporary, temporary-to-hire or direct hire employment positions.

 

_______________________________________________________________Date_______________________________

Signature

 

 

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