Orientation Handbook | View Assignment History | View Payroll History
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Orientation Handbook


• Introduction

• AcctgLink Standards

• Employee Agreement

• Let Us Hear from You

• Benefits

• Policies and Procedures

• Payroll Information




 INJURY AND ILLNESS PREVENTION PROGRAM For Temporary Employees

RESPONSIBILITY

The Injury and Illness Prevention (IIP) Program administrator, STEPHANIE LAWRITSON, has the authority and the responsibility for implementing and maintaining this IIP Program for CORELINK STAFFING SERVICES, INC. AcctgLink Staffing Supervisors are responsible for answering temporary employee’s questions about the IIP Program. A copy of this IIP Program is available on the AcctgLink website.



COMPLIANCE

All temporary employees are responsible for complying with safe and healthful work practices. AcctgLink’s system of ensuring that all temporary employees comply with these practices includes the following procedures:

  • Implementation and maintenance of IIP Program.
  • Posting IIP Program on AcctgLink website.
  • Requiring that all temporary employees comply with safety procedures outlined by our clients while
    on assignment.
  • Encouraging our clients to include temporary employees (when appropriate) in any safety training sessions that may occur while temporary employee is at their location.
  • Requiring that all temporary employees acknowledge that they are responsible for reading, understanding and adhering to these policies.
COMMUNICATION

AcctgLink Staffing Supervisors are responsible for communicating with all temporary employees about occupational safety and health in a form readily understandable by all employees. AcctgLink’s communication system encourages all temporary employees to inform the client supervisor as well as their AcctgLink Staffing Supervisor about workplace hazards without fear of reprisal.

At time of hire, AcctgLink’s Employee Service Managers are responsible for providing a thorough orientation to each temporary employee. The orientation includes review of the following procedures:

  • Temporary employees are informed that they are responsible for reviewing and adhering to the IIP Program posted on AcctgLink website.
  • Temporary employees are informed that they are responsible for adhering to our client’s safety procedures while on assignment.
  • Temporary employees are informed that they are required to make both the client supervisor as well as their AcctgLink Staffing Supervisor aware of potential hazards at client locations.
  • Temporary employees are informed that they are required to contact their AcctgLink Staffing Supervisor in the event that they are injured or become ill while on assignment so that AcctgLink can direct them where to go for medical care.
  • Temporary employees are informed that they have the right to complete a Physician Designation form.

HAZARD ASSESSMENT Hazard Assessment includes the following procedures:

  • Visiting each client location to ensure it is a safe work environment prior to
    sending temporary employees out on assignment.
  • Ensuring that all our clients have a safety policy that complies with SB198.
  • Checking for unsafe or hazardous work conditions whenever a AcctgLink representative visits a client location.
ACCIDENT/EXPOSURE INVESTIGATIONS

Investigating workplace accidents and hazardous substance exposures includes the following procedures:

  • Interviewing injured temporary employees and witnesses.
  • Examining the client site for factors associated with the accident/exposure.
  • Determining the cause of the accident/exposure.
  • Requiring the client to take corrective action to prevent the accident/exposure from reoccurring; and
  • Recording the findings and actions taken.
HAZARD CORRECTION

Unsafe or unhealthy work conditions, practices or procedures shall be corrected in a timely manner by the client. Hazards shall be corrected when observed or discovered by the client or a AcctgLink representative/temporary employee according to the following procedures:

  • Upon notification of any unhealthy/unsafe work condition, a AcctgLink Staffing Supervisor will notify the client that a hazard exists and corrective action needs to be taken.
  • When an imminent hazard exists which cannot be immediately abated without endangering employee(s) and/or property, AcctgLink Staffing Supervisors will remove all exposed temporary employees from the client location until the hazard can be corrected.
  • AcctgLink Staffing Supervisors are responsible for following up with both the temporary employee and the client supervisor to ensure hazard has been corrected.
  • Upon follow up, if the proper correction has not yet been made, the AcctgLink Staffing Supervisor is responsible for sending a written notice to the client requesting immediate action.
  • The AcctgLink Staffing Supervisor is responsible for following up with both the temporary employees and the client supervisor until the hazard has been resolved.

TRAINING AND INSTRUCTION

All temporary employees shall have training and instruction on general safety and health practices. Training and instruction is provided according to the following procedures:

  • At time of hire, an orientation is performed by AcctgLink Employee Service Manager and a handout is issued that refers temporary employees to the IIP Program and the safety guidelines found on AcctgLink website.
  • Whenever AcctgLink is made aware of a new or previously unrecognized hazard;
  • Whenever a client conducts their own safety training session, temporary employees will be included if appropriate.


WORKPLACE SAFETY AND HEALTH PRACTICES

General workplace safety and health practices include, but are not limited to, the following:

  • Implementing and maintaining the IIP Program;
  • Providing provisions for medical services and first aid including emergency procedures;
  • Providing Physician Designation forms to all employees;
  • Requiring employees to report hazards and accidents to AcctgLink Staffing Supervisors;
All temporary employees are expected to comply with the following safety guidelines:

    1. Avoid lower back strain while seated by adjusting chair height and/or by using a footrest to maintain a 90° relationship between the back and upper leg.
    2. Avoid constant or repeated contact with sharply angled surfaces such as the sides of tables or workbenches.
    3. Avoid shining harsh light into the eyes.
    4. Avoid heat or cold extremes.
    5. Avoid prolonged awkward:
      • Wrist positions, such as bending wrists beyond 15° forward or backward, or turning wrists out continually (i.e. when using the number keypad on a standard keyboard).
      • Neck posture such as keeping head tilted forward, backward or to one side
      • Shoulder posture, such as keeping them above their normal slopes.
    1. Elbow positioning; let them hang comfortably or rest on a surface free of sharp edges.
    2. Avoid constant bending and keep ears, shoulders and hips in a straight line when bending.
    3. Push objects; do not pull them. Pushing allows you to use your entire body weight instead of just your back.
    4. Get close to an object before reaching for it. When reaching, turn your body slowly instead of twisting.
    5. Position any monitor at eye level and an arm’s length away.
    6. To energize your mind and body, get up and walk for a couple of minutes every hour.
    7. Extend your legs and wiggle your toes to increase circulation while sitting.
    8. Put away equipment, papers, etc. when you’ve finished with them. If you don’t, your workstation becomes cluttered and may cause an accident.
    9. Use power strips to avoid tangled extension cords.
    10. Report loose carpeting or damaged flooring to the proper authority.
    11. Check for defective wiring or lines. If the office equipment is not working properly, turn equipment off and report the malfunction to the Training and Development Manager immediately. Defective equipment, equipment with worn wiring or overloaded outlets should not be used.
    12. Use office chairs only for intended use. Do not stand on chairs, tables or desks to obtain or reach for any object. Use a step stool or ladder with someone in attendance when reaching for overhead objects.
    13. Do not attempt to move any office equipment. Ask the Training and Development Manager to arrange for any moving that is required.
    14. Keep desk drawers, file cabinets and doors in closed position when not in use to avoid tripping or striking.
    15. Always carry materials in a manner that provides you with a clear visible path of the direction you are walking.
    16. When ascending or descending stairs, use the handrail for support and balance. Be particularly careful when wearing high heels. Walk, do not run, in halls, rooms, passageways or on stairs. Always keep to the right and approach corridor intersections carefully. Open doors slowly using handle or push plate. Do not go into rooms or stairways that do not have proper lighting.
    17. DO NOT LIFT ANY BOXES OR OTHER MATERIALS WITHOUT OBTAINING PRIOR APPROVALFROM CORELINK. FAILURE TO OBTAIN PRIOR APPROVAL COULD JEOPARDIZE YOUR WORKERS’ COMPENSATION INSURANCE COVERAGE IN THE EVENT OF AN INJURY
RECORDKEEPING

AcctgLink has twenty or more employees or has a workers' compensation experience modification rate of greater than 1.1 and is not on a designated low hazard industry list. When an occupational injury or illness occurs at aclient location, AcctgLink maintains the following record keeping policy:

  • Information about the accident/injury is recorded on an accident/exposure investigation report and includes the following information: the person(s) conducting the investigation, the unsafe conditions and work practices that have been identified and the action taken to correct the identified unsafe conditions and work practices.
  • Investigation records related to occupational injuries/illnesses will be maintained for a period of three years.
  • Signed Physician Designation forms are kept with each employee’s application.


EQUAL EMPLOYMENT AND UNLAWFUL HARASSMENT POLICY

AcctgLink is an equal opportunity employer. In all aspects of employment, AcctgLink is committed to treating all employees without regard to race, color, national origin, ancestry, religion, sex, pregnancy and childbirth, sexual orientation, marital status, age (40 or older), physical or mental disability, medical condition, or veteran status as those terms are defined by law.

Policy Against Harassment: As part of its commitment to equal opportunity, AcctgLink strictly prohibits harassment of employees in the workplace based on race, color, national origin, ancestry, religion, sex, pregnancy and childbirth, sexual orientation, marital status, age (40 or older), physical or mental disability, medical condition, or veteran status. Harassment includes all forms of offensive or unwelcome physical or verbal conduct based on any of these factors that interferes with an employee’s work or creates an offensive or hostile working environment.

Sexual Harassment: Sexual harassment of all types is specifically prohibited. Sexual harassment of employees in the workplace is illegal, unacceptable, and will NOT be tolerated.

Under state and federal law, unlawful sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, under any of the following conditions: (a) submission to such conduct is made a condition of employment, either expressly or impliedly, (b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting that individual, or (c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.

Examples of sexual harassment include unwelcome sexual propositions or marriage proposals; unwelcome hugging, kissing, or other offensive physical contact of a sexual nature; unwelcome lewd gestures, remarks, or innuendoes; unwelcome discussions of sexual practices or anatomy; and unwelcome sexually offensive posters, photographs, drawings, cartoons, jokes, stories, nicknames, or comments about appearance.

This policy applies to all AcctgLink supervisors, as well as to co-employees, customers, and other persons at the workplace whom AcctgLink knows or has reason to know is violating this policy. All Company personnel are expected to avoid any conduct that could be construed as harassment by any employee.

Penalties for Violation: Any employee who violates this policy is subject to immediate termination, or such other disciplinary action as AcctgLink deems appropriate, including but not limited to verbal or written warning, suspension, demotion, transfer, cut in pay, leave of absence, and required anti-harassment training.

Complaint Procedure: Any employee who believes he or she has been unlawfully harassed, or has any other complaint under this policy, should bring the matter to the attention of supervision immediately, and provide a full and accurate report of the underlying facts. Employees are urged to report first to their immediate supervisor, but this is not required if the employee feels uncomfortable in doing so or if the employee believes his or her supervisor is violating this policy. In all cases, employees are free to report such problems directly to the direct manager, Vice President or President. Employees are encouraged but not required to present their complaints in writing, and should identify any witnesses as well as any relevant documents or other evidence.

AcctgLink will conduct a prompt and impartial investigation of any complaint that alleges a violation of this policy, and will draw conclusions as to what conduct occurred and in what circumstances. If any violation of this policy is found to have occurred, AcctgLink will take immediate and appropriate corrective action against the individual(s) involved. In each case, the employee reporting the problem will receive an oral or written reply from management on the results of the investigation and the actions taken, if any. Any employee who is not satisfied with the reply may appeal to the President or Vice President and will receive a reply.

Cooperation: All employees are required to cooperate truthfully and in good faith with AcctgLink in any investigation under this policy. Knowingly making a false charge of harassment or a false statement in connection with an investigation, or deliberately interfering with any such investigation, is also a violation of this policy.

Confidentiality: AcctgLink will attempt to keep complaints and investigations under this policy confidential to the greatest extent possible, but some disclosure will be necessary to conduct a proper investigation. Employees are encouraged to use discretion in discussing complaints or investigations under this policy with others since unnecessary disclosure may prevent a fair investigation.

No Retaliation: No employee shall be subject to any form of retaliation for reporting any violation or participating in any investigation under this policy. Employees who believe they have been retaliated against in violation of this policy may utilize the same complaint procedure described above.

All Forms of Harassment Are Forbidden: This policy also applies to unlawful harassment based on any of the other illegal criteria set forth in AcctgLink’s Equal Employment Policy, including race, color, religion, national origin, age (40 or older), pregnancy and childbirth, sexual orientation, disability, marital status, medical condition, or veteran status.

All Personnel Are Covered: This policy applies to all employees, including part-time and temporary employees, as well as independent contractors and consultants and other persons rendering services to AcctgLink through an employee leasing or staffing company. All references to “employees” in this policy should be deemed to include these other individuals as well.

Legal Rights and Remedies: Harassment or discrimination based on sex, as well as other forms of discrimination based on race, color, national origin, religious creed, age (40 or older), sexual orientation, pregnancy and childbirth, disability, marital status, medical condition and marital status are unlawful under federal laws such as Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act, and the Americans With Disabilities Act, as well as California laws such as the California Fair Employment And Housing Act (FEHA) (Calif. Govt. Code sections 12940 et seq.), and the California Labor Code. Employees may file complaints about sexual harassment or other illegal employment discrimination with any of the local offices of the U.S. Equal Employment Opportunity Commission or the California Department of Fair Employment and Housing, whose addresses may be found in the local telephone directory. Employees may also contact the California Fair Employment and Housing Commission (1390 Market Street, Suite 410, San Francisco CA 94102.)

The U.S. Equal Employment Opportunity Commission and the California Department of Fair Employment and Housing are authorized to accept and investigate complaints of employment discrimination, and to mediate settlements. The Fair Employment and Housing Commission has authority to issue accusations against employers, conduct formal hearings, and award reinstatement, back pay, damages, and other affirmative relief. State and federal law also prohibit retaliation against employees because they have filed a complaint with the EEOC, DFEH or FEHC, participated in an investigation, proceeding, or hearing with either agency, or opposed any practice made unlawful by Title VII or the FEHA.

AcctgLink will not tolerate any unlawful harassment or discrimination in employment. Violation of this policy can result in immediate termination of employment.

AMERICANS WITH DISABILITIES

AcctgLink is committed to promoting equal employment opportunities for all individuals with disabilities in accordance with the federal Americans With Disabilities Act and the California Fair Employment and Housing Act.

These state and federal laws protect any individual with a physical or mental impairment that significantly limits their major life activities—such as walking, seeing, hearing, speaking, communicating, and caring for themselves—provided the individual can perform the essential functions of the job safely and efficiently with reasonable accommodations. Depending on the particular employee’s condition, this can include not only persons who traditionally have been regarded as disabled—such as those with impaired vision, hearing, or speech—but also those with “invisible” disabilities, such as AIDS or HIV-positive, cancer, or learning disabilities. These protections may also apply if the individual currently suffers from a disability, or has a history or record of a disability.

In accordance with these laws, Company policy strictly forbids all forms of intentional discrimination against qualified applicants or employees with disabilities, and requires reasonable accommodation if necessary for such individuals to perform the essential functions of the job safely and efficiently without serious risk to health and safety. In addition, all AcctgLink employees are expected to abide by the following basic guidelines:

1. Applicants or employees may be questioned if they have the physical and mental ability to perform the essential functions of a particular job, but they are not to be asked if they are “disabled” or “handicapped.” Applicants or employees who indicate they have a physical or mental impairment that interferes with job performance should be asked to state what AcctgLink could do to accommodate them. The matter should then be discussed with the direct manager, Vice President or President before informing the individual of AcctgLink’s decision.

2. Applicants and employees who have disabilities should feel free to come forward and inform AcctgLink of their needs. In many cases, AcctgLink will have no way of knowing whether an individual has a disability unless he or she requests accommodation.

3. Employees who are made aware that an applicant or employee has a disability should consider the information confidential, and discuss it only with upper management and with the direct manager, Vice President or President unless the disabled individual discloses the information or consents to further disclosure. In certain cases, further disclosure may be necessary in order to assess the reasonableness of the accommodation, and to assure that adequate precautions are taken for dealing with emergencies or other safety and health issues. In some cases, a further medical opinion may be appropriate.

4. The law requires only reasonable accommodations, which do not result in an undue hardship to AcctgLink or a direct threat to health and safety, and the individual must be able to perform the essential functions of the position. Whether a certain accommodation meets these standards must be determined on a case-by-case basis, after consultation with the individual and consideration of all the particular facts and circumstances.

5. Unwelcome verbal or physical harassment of an individual because he or she is disabled or has been given special accommodation is absolutely forbidden and grounds for immediate termination. Employees who believe they have been harassed in violation of this policy may pursue a grievance under AcctgLink’s policy on equal employment/unlawful harassment.

Observing these guidelines will help achieve AcctgLink’s goal of assuring equal employment opportunity for all qualified individuals, including those with disabilities.