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MANHATTAN TEMPORARY STAFFING LLC
Publis hed: January 27, 2015
Table of Contents
NO. POLICY TITLE EFFECTIVE DATE
1. INTRODUCTION
1.1 Handbook Dis claim er 01-22-2015
1.2 Welcom e Mes s age 01-22-2015
1.3 Changes in Policy 01-22-2015
2. GENERAL EMPLOYMENT
2.1 At-Will Em ploym ent 01-22-2015
2.2 Im m igration Law Com pliance 01-22-2015
2.3 Equal Em ploym ent Opportunity 01-22-2015
2.4 Equal Em ploym ent Opportunity (New York
Em ployees )
01-22-2015
2.5 Em ployee Grievances 01-22-2015
2.6 Internal Com m unication 01-22-2015
2.7 Outs ide Em ploym ent 01-22-2015
2.8 Anti-Retaliation and Whis tleblower Policy 01-22-2015
3. EMPLOYMENT STATUS & RECORDKEEPING
3.1 Em ploym ent Clas s ifications 01-22-2015
3.2 Pers onnel Data Changes 01-22-2015
3.3 Expens e Reim burs em ent 01-22-2015
3.4 Term ination of Em ploym ent 01-22-2015
4. WORKING CONDITIONS & HOURS
4.1 Com pany Hours 01-22-2015
4.2 Em ergency Clos ing 01-22-2015
4.3 Safety 01-22-2015
4.4 Security 01-22-2015
4.5 Meal & Break Periods 01-22-2015
4.6 Meal Periods (New York Em ployees ) 01-22-2015
4.7 Break Tim e for Nurs ing Mothers 01-22-2015
5. EMPLOYEE BENEFITS
5.1 Health Ins urance Continuation 01-22-2015
5.2 Military Leave 01-22-2015
5.3 Fam ily Military Leave (New York Em ployees ) 01-22-2015
5.4 Jury Duty 01-22-2015
5.5 Jury Duty Leave (New York Em ployees ) 01-22-2015
5.6 Workers ' Com pens ation 01-22-2015
5.7 Blood Donation Leave (New York Em ployees ) 01-22-2015
5.8 Bone Marrow Donation Leave (New York
Em ployees )
01-22-2015
5.9 Crim e Victim s Leave (New York Em ployees ) 01-22-2015
5.10 Voting Leave (New York Em ployees ) 01-22-2015
5.11 Dis ability Benefits (New York Em ployees ) 01-22-2015
5.12 Volunteer Em ergency Res pons e Leave (New York Em ployees )
5.13 Paid Family Leave Program
6. EMPLOYEE CONDUCT
01-22-2015
01-01-2018
6.1 Standards of Conduct 01-22-2015
6.2 Dis ciplinary Action 01-22-2015
6.3 Confidentiality 01-22-2015
6.4 Pers onal Appearance 01-22-2015
6.5 Workplace Violence 01-22-2015
6.6 Drug & Alcohol Abus e 01-22-2015
6.7 Sexual & Other Unlawful Haras s m ent 01-22-2015
6.8 Telephone Us age 01-22-2015
6.9 Pers onal Property 01-22-2015
6.10 Us e of Com pany Property 01-22-2015
6.11 Sm oking 01-22-2015
6.12 Vis itors in the Workplace 01-22-2015
6.13 Com puter, Em ail & Internet Us age 01-22-2015
6.14 Com pany Supplies 01-22-2015
6.15 Em ployee Conduct 01-22-2015
6.16 Cell Phone Us e 01-27-2015
7. TIMEKEEPING & PAYROLL
7.1 Attendance & Punctuality 01-22-2015
7.2 Tim ekeeping 01-22-2015
7.3 Paydays 01-22-2015
7.4 Payroll Deductions 01-22-2015
1.Introduction
1.1 Handbook Disclaimer
The contents of this handbook serve only as guidelines and supersede any prior
handbook. Neither this handbook, nor any other policy or practice, creates an
employment contract, or an implied or express promise of continued employment with
the Company. Employment with MANHATTAN TEMPORARY STAFFING LLC is
"AT-WILL.” This means employees or MANHATTAN TEMPORARY STAFFING LLC
may terminate the employment relationship at any time, for any reason, with or
without cause or advance notice. As an at-will employee, it is not guaranteed, in any
manner, that you will be employed with MANHATTAN TEMPORARY STAFFING LLC
for any set period of time.
The Company has the right, with or without notice, in an individual case or generally,
to change any of the policies in this handbook, or any of its guidelines, policies,
practices, working conditions or benefits at any time. No one is authorized to provide
any employee with an employment contract or special arrangement concerning terms
or conditions of employment unless the contract or arrangement is in writing and
signed by the president and the employee.
1.2 Welcome Message
Dear Valued Em ployee,
Welcom e to MANHATTAN TEMPORARY STAFFING LLC! We are pleas ed with your
decis ion to join our team .
MANHATTAN TEMPORARY STAFFING LLC is com m itted to providing s uperior
quality and unparalleled cus tom er s ervice in all as pects of our bus ines s . We
believe each em ployee contributes to the s ucces s and growth of our Com pany.
This em ployee handbook contains general inform ation on our policies , practices ,
and benefits . Pleas e read it carefully. If you have ques tions regarding the handbook,
pleas e dis cus s them with your s upervis or or the rick m ann.
Welcom e aboard. We look forward to working with you!
Sincerely,
The rick m ann
1.3 Changes in Policy
Change at MANHATTAN TEMPORARY STAFFING LLC is inevitable. Therefore, we
expres s ly res erve the right to interpret, m odify, s us pend, cancel, or dis pute, with or
without notice, all or any part of our policies , procedures , and benefits at any tim e
with or without prior notice. Changes will be effective on the dates determ ined by
MANHATTAN TEMPORARY STAFFING LLC, and after thos e dates all s upers eded
policies will be null and void.
No individual s upervis or or m anager has the authority to alter the foregoing. Any em
ployee who is unclear on any policy or procedure s hould cons ult a s upervis or or the
rick m ann.
2.General Employment
2.1 At-Will Employment
Em ploym ent with MANHATTAN TEMPORARY STAFFING LLC is "at-will." This
m eans em ployees are free to res ign at any tim e, with or without caus e, and
MANHATTAN TEMPORARY STAFFING LLC m ay term inate the em ploym ent
relations hip at any tim e, with or without caus e or advance notice. As an at-will
em ployee, it is not guaranteed, in any m anner, that you will be em ployed with
MANHATTAN TEMPORARY STAFFING LLC for any s et period of tim e.
The policies s et forth in this em ployee handbook are the policies that are in effect at
the tim e of publication. They m ay be am ended, m odified, or term inated at any tim e
by MANHATTAN TEMPORARY STAFFING LLC, except for the policy on at-will em
ploym ent, which m ay be m odified only by a s igned, written agreem ent between the
Pres ident and the em ployee at is s ue. Nothing in this handbook m ay be cons trued
as creating a prom is e of future benefits or a binding contract between MANHATTAN
TEMPORARY STAFFING LLC and any of its em ployees .
2.2 Immigration Law Compliance
MANHATTAN TEMPORARY STAFFING LLC is com m itted to em ploying only United
States citizens and aliens who are authorized to work in the United States .
In com pliance with the Im m igration Reform and Control Act of 1986, as am ended,
each new em ployee, as a condition of em ploym ent, m us t com plete the Em ploym
ent Eligibility Verification Form I-9 and pres ent docum entation
es tablis hing identity and em ploym ent eligibility. Form er em ployees who are rehired
m us t als o com plete the form if they have not com pleted an I-9 with MANHATTAN
TEMPORARY STAFFING LLC within the pas t three years , or if their previous I-9 is no
longer retained or valid.
MANHATTAN TEMPORARY STAFFING LLC m ay participate in the federal governm
ent's electronic em ploym ent verification s ys tem , known as “E-Verify.” Purs uant to E-
Verify, MANHATTAN TEMPORARY STAFFING LLC provides the Social Security Adm
inis tration, and if neces s ary, the Departm ent of Hom eland Security
with inform ation from each new em ployee's Form I-9 to confirm work authorization.
2.3 Equal Employment Opportunity
MANHATTAN TEMPORARY STAFFING LLC is an Equal Opportunity Em ployer. Em
ploym ent opportunities at MANHATTAN TEMPORARY STAFFING LLC are bas ed
upon one's qualifications and capabilities to perform the es s ential functions of a
particular job. All em ploym ent opportunities are provided without regard to race,
religion, s ex, pregnancy, childbirth or related m edical conditions , national origin,
age, veteran s tatus , dis ability, genetic inform ation, or any other characteris tic
protected by law.
This Equal Em ploym ent Opportunity policy governs all as pects of em ploym ent,
including, but not lim ited to, recruitm ent, hiring, s election, job as s ignm ent,
prom otions , trans fers , com pens ation, dis cipline, term ination, layoff, acces s to
benefits and training, and all other conditions and privileges of em ploym ent.
The Com pany will provide reas onable accom m odations as neces s ary and where
required by law s o long as the accom m odation does not pos e an undue hards hip
on the bus ines s . This policy is not intended to afford em ployees with any greater
protections than thos e which exis t under federal, s tate or local law.
MANHATTAN TEMPORARY STAFFING LLC s trongly urges the reporting of all ins
tances of dis crim ination and haras s m ent, and prohibits retaliation agains t any
individual who reports dis crim ination, haras s m ent, or participates in an inves
tigation of s uch report. Appropriate dis ciplinary action, up to and including im m
ediate term ination, will be taken agains t any em ployee who violates this policy.
2.4 Equal Employment Opportunity (New York Employees)
MANHATTAN TEMPORARY STAFFING LLC is an Equal Opportunity Em ployer. Em
ploym ent opportunities at MANHATTAN TEMPORARY STAFFING LLC are bas ed
upon one's qualifications and capabilities to perform the es s ential functions of a
particular job. All em ploym ent opportunities are provided without regard to:
Race
Creed
Color
Religion
Sex
National origin
Age
Veteran s tatus
Military s tatus
Dis ability
Dom es tic violence victim s tatus
Marital s tatus
Sexual orientation
Predis pos ing genetic characteris tics
Lawful activity outs ide the workplace during non-work hours , s uch as the us e
of tobacco products
Any other characteris tic protected by law
This Equal Em ploym ent Opportunity policy governs all as pects of em ploym ent,
including, but not lim ited to, recruitm ent, hiring, interns hips , s election, job as s
ignm ent, prom otions , trans fers , com pens ation, dis cipline, term ination, layoff,
acces s to benefits and training, and all other conditions and privileges of em
ploym ent.
MANHATTAN TEMPORARY STAFFING LLC s trongly urges the reporting of all ins
tances of dis crim ination and haras s m ent, and prohibits retaliation agains t any
individual who reports dis crim ination, haras s m ent or participates in an inves
tigation of s uch report. Appropriate dis ciplinary action, up to and including
im m ediate term ination, will be taken agains t any em ployee who violates this policy.
2.5 Employee Grievances
It is the policy of MANHATTAN TEMPORARY STAFFING LLC to m aintain a harm
onious workplace environm ent. MANHATTAN TEMPORARY STAFFING LLC
encourages its em ployees to expres s concerns about work-related is s ues ,
including workplace com m unication, interpers onal conflict, and other working
conditions .
Em ployees are encouraged to rais e concerns with their s upervis ors . If not res olved
at this level, an em ployee m ay s ubm it, in writing, a s igned grievance to the rick m
ann.
After receiving a written grievance, MANHATTAN TEMPORARY STAFFING LLC m ay
hold a m eeting with the em ployee, the im m ediate s upervis or, and any other
individuals who m ay as s is t in the inves tigation or res olution of the is s ue. All dis cus
s ions related to the grievance will be lim ited to thos e involved with, and who can as
s is t with, res olving the is s ue.
Com plaints involving alleged dis crim inatory practices s hall be proces s ed in
accordance with MANHATTAN TEMPORARY STAFFING LLC's Sexual and other
Unlawful Haras s m ent Policy.
MANHATTAN TEMPORARY STAFFING LLC as s ures that all em ployees filing a
grievance or com plaint can do s o without fear of retaliation or repris al.
2.6 Internal Communication
Effective and ongoing com m unication within MANHATTAN TEMPORARY STAFFING
LLC is es s ential. As s uch, the Com pany m aintains s ys tem s through which im
portant inform ation can be s hared am ong em ployees and m anagem ent.
Bulletin boards are pos ted in des ignated areas of the workplace to dis play im
portant inform ation and announcem ents . In addition, MANHATTAN TEMPORARY
STAFFING LLC us es the Intranet and em ail to facilitate com m unication and s hare
acces s to docum ents . For inform ation on appropriate em ail and Internet us age, em
ployees m ay refer to the Com puter, Em ail, and Internet Us age policy.
All em ployees are res pons ible for checking internal com m unications on a frequent
and regular bas is . Em ployees s hould cons ult their s upervis or with any ques tions or
concerns on inform ation dis s em inated.
2.7 Outside Employment
Em ployees m ay hold outs ide jobs as long as the em ployee m eets the perform ance
s tandards of their pos ition with MANHATTAN TEMPORARY STAFFING LLC.
Unles s an alternative work s chedule has been approved by MANHATTAN
TEMPORARY STAFFING LLC, em ployees will be s ubject to the Com pany's s
cheduling dem ands , regardles s of any exis ting outs ide work as s ignm ents ; this
includes availability for overtim e when neces s ary.
MANHATTAN TEMPORARY STAFFING LLC's property, office s pace, equipm ent, m
aterials , trade s ecrets , and any other confidential inform ation m ay not be us ed for
any purpos es relating to outs ide em ploym ent.
2.8 Anti-Retaliation and Whistleblower Policy
This policy is des igned to protect em ployees and addres s MANHATTAN
TEMPORARY STAFFING LLC's com m itm ent to integrity and ethical behavior. In
accordance with anti-retaliation and whis tleblower protection
regulations , MANHATTAN TEMPORARY STAFFING LLC will not tolerate any
retaliation agains t an em ployee who:
Makes a good faith com plaint, or threatens to m ake a good faith com plaint,
regarding the s us pected Com pany or em ployee violations of the law,
including dis crim inatory or other unfair em ploym ent practices ;
Makes a good faith com plaint, or threatens to m ake a good faith com plaint,
regarding accounting, internal accounting controls , or auditing m atters that
m ay lead to incorrect, or m is repres entations in, financial accounting;
Makes a good faith report, or threatens to m ake a good faith report, of a
violation that endangers the health or s afety of an em ployee, patient, client or
cus tom er, environm ent or general public;
Objects to, or refus es to participate in, any activity, policy or practice, which
the em ployee reas onably believes is a violation of the law;
Provides inform ation to as s is t in an inves tigation regarding violations of the
law; or
Files , tes tifies , participates or as s is ts in a proceeding, action or hearing in
relation to alleged violations of the law.
Retaliation is defined as any advers e em ploym ent action agains t an em ployee,
including, but not lim ited to, refus al to hire, failure to prom ote, dem otion, s us
pens ion, haras s m ent, denial of training opportunities , term ination, or dis crim
ination in any m anner in the term s and conditions of em ploym ent.
Anyone found to have engaged in retaliation or in violation of law, policy or practice
will be s ubject to dis cipline, up to and including term ination of em ploym ent. Em
ployees who knowingly m ake a fals e report of a violation will be s ubject to dis
ciplinary action, up to and including term ination.
Em ployees who wis h to report a violation s hould contact their s upervis or or rick m
ann directly. Em ployees s hould als o review their s tate and local requirem ents for
any additional reporting guidelines .
MANHATTAN TEMPORARY STAFFING LLC will prom ptly and thoroughly inves tigate
and, if neces s ary, addres s any reported violation.
Em ployees who have any ques tions or concerns regarding this policy and related
reporting requirem ents s hould contact their s upervis or, the rick m ann or any s tate
or local agency res pons ible for inves tigating alleged violations .
3.Employment Status & Recordkeeping
3.1 Employment Classifications
For purpos es of s alary adm inis tration and eligibility for overtim e paym ents and em
ployee benefits , MANHATTAN TEMPORARY STAFFING LLC clas s ifies em ployees
as either exem pt or non-exem pt. Non-exem pt em ployees are entitled to overtim e
pay in accordance with federal and s tate overtim e provis ions . Exem pt em ployees
are exem pt from federal and s tate overtim e laws and, but for a few narrow
exceptions , are generally paid a fixed am ount of pay for each workweek in which
work is perform ed.
If you change pos itions during your em ploym ent with MANHATTAN TEMPORARY
STAFFING LLC or if your job res pons ibilities change, you will be inform ed by the rick
m ann of any change in your exem pt s tatus .
In addition to your des ignation of either exem pt or non-exem pt, you als o belong to
one of the following em ploym ent categories :
Full-Time:
Full-tim e em ployees are regularly s cheduled to work greater or equal to 35 hours
per week. Generally, regular full-tim e em ployees are eligible for MANHATTAN
TEMPORARY STAFFING LLC's benefits , s ubject to the term s , conditions , and lim
itations of each benefit program .
Part-Time:
Part-tim e em ployees are regularly s cheduled to work les s than 35 hours per week.
Regular part-tim e em ployees m ay be eligible for s om e MANHATTAN TEMPORARY
STAFFING LLC benefit program s , s ubject to the term s , conditions , and lim itations
of each benefit program .
Temporary:
Tem porary em ployees include thos e hired for a lim ited tim e to as s is t in a s pecific
function or in the com pletion of a s pecific project. Em ploym ent beyond any initially
s tated period does not in any way im ply a change in em ploym ent s tatus or clas s
ification. Tem porary em ployees retain tem porary s tatus unles s and until they
are notified, by MANHATTAN TEMPORARY STAFFING LLC Managem ent, of a
change. They are not eligible for any of MANHATTAN TEMPORARY STAFFING LLC's
benefit program s .
3.2 Personnel Data Changes
It is the res pons ibility of each em ployee to prom ptly notify their s upervis or or the rick
m ann of any changes in pers onnel data. Such changes m ay affect your eligibility for
benefits , the am ount you pay for benefit prem ium s , and your receipt of im portant
com pany inform ation.
If any of the following have changed or will change in the com ing future, contact your
s upervis or or the rick m ann as s oon as pos s ible:
Legal nam e Mailing
addres s Telephone
num ber(s ) Change of
beneficiary
Exem ptions on your tax form s
Em ergency contact(s )
Training certificates Profes s
ional licens es
3.3 Expense Reimbursement
MANHATTAN TEMPORARY STAFFING LLC reim burs es em ployees for neces s ary
expenditures and reas onable cos ts incurred in the cours e of doing their jobs .
Expens es incurred by an em ployee m us t be approved in advance by the rick m ann.
Som e expens es that m ay warrant reim burs em ent include, but are not lim ited, to the
following: m ileage cos ts , air or ground trans portation cos ts , lodging, m eals for the
purpos e of carrying out com pany bus ines s , and any other reim burs able expens es
as required by law. Em ployees are expected to m ake a reas onable effort to lim it bus
ines s expens es to econom ical options .
To be reim burs ed, em ployees m us t s ubm it expens e reports to the rick m ann for
approval. The report m us t be accom panied by receipts or other docum entation s
ubs tantiating the expens es . Ques tions regarding this policy s hould be directed to
your s upervis or.
3.4 Termination of Employment
Term ination of em ploym ent is an inevitable part of pers onnel activity within any
organization, and m any of the reas ons for term ination are routine. Com m on
circum s tances under which em ploym ent is term inated include the following:
Resignation - Voluntary em ploym ent term ination initiated by an em ployee.
Termination - Involuntary em ploym ent term ination initiated by MANHATTAN
TEMPORARY STAFFING LLC. In m os t cas es , MANHATTAN TEMPORARY
STAFFING LLC will us e progres s ive dis ciplinary actions before dis m is s ing
an em ployee. However, certain actions warrant im m ediate term ination.
Layoff - Involuntary em ploym ent term ination initiated by MANHATTAN
TEMPORARY STAFFING LLC for non-dis ciplinary reas ons .
Retirement - Voluntary em ployee term ination upon eligibility for retirem ent.
Em ployees who intend to term inate em ploym ent with MANHATTAN TEMPORARY
STAFFING LLC, s hall provide MANHATTAN TEMPORARY STAFFING LLC with at
leas t two weeks of written notice. Such notice is intended to allow the Com pany
tim e to adjus t to the em ployee's departure without placing undue burden on thos e
em ployees who m ay be required to fill in before a replacem ent can be found.
Since em ploym ent with MANHATTAN TEMPORARY STAFFING LLC is bas ed on m
utual cons ent, both the em ployee and MANHATTAN TEMPORARY STAFFING LLC
have the right to term inate em ploym ent at-will, with or without caus e, at any tim e.
In the cas e of em ployee term ination, the em ployee will receive their accrued pay in
accordance with all federal, s tate and local laws .
Any em ployee who term inates em ploym ent with MANHATTAN TEMPORARY
STAFFING LLC s hall return all files , records , keys , and any other m aterials that are
the property of MANHATTAN TEMPORARY STAFFING LLC.
Em ployee benefits will be affected by em ploym ent term ination in the following
m anner:
All accrued ves ted benefits that are due and payable at term ination will be
paid in accordance with applicable federal, s tate and local laws .
Som e benefits m ay be continued at the em ployee's expens e, if the em ployee
elects to do s o, s uch as healthcare coverage.
The em ployee will be notified of the benefits that m ay be continued and of the
term s , conditions , and lim itations of s uch continuation.
If you have any ques tions or concerns regarding this policy, direct them to the rick
m ann.
4.Working Conditions & Hours
4.1 Company Hours
MANHATTAN TEMPORARY STAFFING LLC is open for bus ines s from Monday -
Friday 8 AM to 5 PM. This excludes holidays recognized by MANHATTAN
TEMPORARY STAFFING LLC. The s tandard workweek is 35 hours .
Supervis ors will advis e em ployees of their s cheduled s hift, including s tarting and
ending tim es . Bus ines s needs m ay neces s itate a variation in your s tarting and
ending tim es as well as in the total hours you m ay be s cheduled to work each day
and each week.
4.2 Emergency Closing
At tim es , em ergencies s uch as s evere weather, fires , or power failures can dis rupt
com pany operations . In extrem e cas es , thes e circum s tances m ay require the clos
ing of a work facility. The decis ion to clos e or delay regular operations will be m ade
by MANHATTAN TEMPORARY STAFFING LLC m anagem ent.
When a decis ion is m ade to clos e the office, em ployees will receive official
notification from their s upervis or.
4.3 Safety
MANHATTAN TEMPORARY STAFFING LLC is com m itted to providing a clean, s afe,
and healthful work environm ent for its em ployees . Maintaining a s afe work
environm ent, however, requires the continuous cooperation of all em ployees .
MANHATTAN TEMPORARY STAFFING LLC and all em ployees m us t com ply with all
occupational s afety and health s tandards and regulations es tablis hed by the
Occupational Safety and Health Act and s tate and local regulations . In addition, all
em ployees are expected to obey s afety rules and exercis e caution and com m on s
ens e in all work activities .
Em ployees m us t im m ediately report any uns afe conditions to their s upervis or.
Em ployees who violate s afety s tandards , caus e hazardous or dangerous
s ituations , or fail to report or, where appropriate, rem edy s uch s ituations m ay be
s ubject to dis ciplinary action, up to and including term ination of em ploym ent.
In the cas e of an accident that res ults in injury, regardles s of how s eem ingly
ins ignificant the injury m ay appear, em ployees m us t notify their s upervis or.
Ques tions regarding this policy s hould be directed to your s upervis or or the rick
m ann.
4.4 Security
The purpos e of MANHATTAN TEMPORARY STAFFING LLC's s ecurity policy is to
protect Com pany as s ets and to m aintain a s afe working environm ent for all em
ployees .
Facility Access: All regular MANHATTAN TEMPORARY STAFFING LLC em ployees will be is s ued a
key to gain acces s to MANHATTAN TEMPORARY STAFFING LLC facilities . Em
ployees who are is s ued keys are res pons ible for their s afekeeping. All los t or s
tolen keys m us t be reported to your s upervis or as s oon as pos s ible.
Upon s eparation from MANHATTAN TEMPORARY STAFFING LLC, and at any other
tim e upon MANHATTAN TEMPORARY STAFFING LLC's reques t, all keys m us t be
returned to your s upervis or.
Closing Procedures: The las t em ployee, or a des ignated em ployee, who leaves the office at the end of
the bus ines s day as s um es the res pons ibility to ens ure that: all doors are s ecurely
locked; the alarm s ys tem is arm ed; therm os tats are s et on appropriate evening
and/or weekend s etting; and all appliances and lights are turned off with the
exception of the lights norm ally left on for s ecurity purpos es .
Em ployees are not perm itted on com pany property after hours without prior written
authorization from the rick m ann.
4.5 Meal & Break Periods
In accordance with s tate and local laws , non-exem pt em ployees will be provided
with m eal and break periods . Break periods of les s than 20 m inutes will be paid.
Break periods las ting longer than 20 m inutes will be unpaid.
Non-exem pt em ployees m us t be fully relieved of their job res pons ibilities and are
not perm itted to work during unpaid break and m eal periods of m ore than 20 m
inutes . If for any reas on a non-exem pt em ployee does not take the applicable m
eal and res t period that they are provided, the em ployee m us t notify his or her s
upervis or im m ediately.
MANHATTAN TEMPORARY STAFFING LLC will s chedule m eal and break periods in
order to accom m odate Com pany operating requirem ents .
4.6 Meal Periods (New York Employees)
Em ployees are entitled to a m eal period bas ed on their work s chedule, as outlined
below:
One 30-m inute noon-day m eal period will be provided between the hours of
11:00 a.m . and 2:00 p.m . to em ployees who work for at leas t 6 cons ecutive
hours .
One 45-m inute m eal period will be provided to em ployees who work for at
leas t 6 cons ecutive hours between 1:00 p.m . and 6:00 a.m . This m eal period
will be s cheduled in the m iddle of the em ployee's s hift.
Em ployees working a s hift s tarting before 11:00 a.m . and continuing pas t
7:00 p.m . will be provided with an additional 20-m inute m eal period between
the hours of 5:00 p.m . and 7:00 p.m .
For non-exem pt em ployees , the m eal period is unpaid. Non-exem pt em ployees
m us t record the beginning and ending of the m eal period us ing MANHATTAN
TEMPORARY STAFFING LLC's tim ekeeping s ys tem .
Non-exem pt em ployees m us t be fully relieved of their job res pons ibilities and are
not perm itted to work during m eal periods . If for any reas on a non-exem pt em ployee
does not take the applicable m eal period that they are provided, the em ployee m us t
notify his or her s upervis or im m ediately.
4.7 Break Time for Nursing Mothers
MANHATTAN TEMPORARY STAFFING LLC accom m odates em ployees who wis h to
expres s breas t m ilk during the workday by providing reas onable break tim es to do s
o. The Com pany will provide a des ignated room , other than a bathroom , that is s
hielded from view, free from intrus ion from coworkers and the public and is in com
pliance with all other applicable laws for this purpos e.
Em ployees who us e regularly s cheduled res t breaks to expres s breas t m ilk will be
paid for the break tim e. If the lactation break does not run concurrently with the em
ployee’s regularly s cheduled com pens ated break, the lactation break tim e will be
unpaid.
For ques tions related to this policy, pleas e contact the rick m ann.
5.Employee Benefits
5.1 Health Insurance Continuation
The Cons olidated Om nibus Budget Reconciliation Act (COBRA) is a federal law that
requires m os t em ployers s pons oring group health plans to offer a tem porary
continuation of group health coverage when coverage would otherwis e be los t due
to certain s pecific events .
Through COBRA, em ployees and their qualified beneficiaries have the right to
continue group health ins urance coverage after a "qualifying event." The following
are qualifying events :
Res ignation or term ination of the em ployee
Death of the covered em ployee
A reduction in the em ployee's hours
For s pous es and eligible dependents , the em ployee's entitlem ent to
Medicare
Divorce or legal s eparation of the covered em ployee and his or her s pous e
A dependent child no longer m eeting eligibility requirem ents under the group
health plan
Under COBRA, the em ployee or beneficiary pays the full cos t of health ins urance
coverage at MANHATTAN TEMPORARY STAFFING LLC's group rates plus an
adm inis tration fee.
Notification Requirements:
The em ployee, or fam ily m em ber, has the res pons ibility to inform the rick m ann of a
divorce, legal s eparation, or a child los ing dependent s tatus within 60 days of the
event. MANHATTAN TEMPORARY STAFFING LLC has the res pons ibility to notify the
Plan Adm inis trator of the em ployee's death, term ination of em ploym ent, or
reduction in hours .
Once the notification has been m ade to the Plan Adm inis trator, the Plan Adm inis
trator will inform the em ployee that he or s he has the right to choos e continuation
of coverage. If em ployees choos e to continue coverage, MANHATTAN
TEMPORARY STAFFING LLC is required to provide coverage that is identical to the
coverage provided under the plan to s im ilarly s ituated em ployees or fam ily m em
bers .
Period of Coverage:
Continuation of coverage is extended from the date of the qualifying event for a
period of 18 to 36 m onths . The length of tim e for which continuation coverage is m
ade available (i.e., the "m axim um period" of continuation coverage) depends on
the type of qualifying event that gave ris e to the em ployee's COBRA rights .
An em ployee's continuation of coverage m ay be cut s hort for any of the following
reas ons :
MANHATTAN TEMPORARY STAFFING LLC no longer provides group health
coverage to any of its em ployees
The prem ium for the em ployee's continuation coverage is not paid in full on a
tim ely bas is
The em ployee becom es covered under another group health plan that does
not contain any exclus ion or lim itation with res pect to any pre-exis ting
condition
The em ployee becom es entitled to Medicare
This policy provides a s um m ary of health ins urance continuation benefits . Actual
coverage is determ ined by the expres s term s of the plan docum ents . We encourage
both you and your fam ily to review the plan's Sum m ary Plan Des cription (SPD) m
aterials carefully.
If there are any conflicts between the handbook or s um m aries provided and the
plan docum ents , the plan docum ents will control. The Com pany res erves the right
to am end, interpret, m odify or term inate any of its em ployee benefits program s
without prior notice to the extent allowed by law.
For further details on health ins urance continuation available through MANHATTAN
TEMPORARY STAFFING LLC, as well as copies of the plan docum ents , contact the
rick m ann.
5.2 Military Leave
MANHATTAN TEMPORARY STAFFING LLC proudly grants em ployees tim e off of
work for s ervice in the uniform ed s ervices in accordance with the Uniform ed
Services Em ploym ent and Reem ploym ent Rights Act (USERRA).
All em ployees reques ting tim e off for m ilitary s ervice m us t provide advance notice of
m ilitary s ervice to their im m ediate s upervis or, unles s m ilitary neces s ity prevents s
uch notice or it is otherwis e im pos s ible or unreas onable. Continuation of health
ins urance benefits is available during m ilitary leave s ubject to the term s and
conditions of the group health plan and applicable law.
Em ployees are eligible for re-em ploym ent for up to five (5) years from the date their
m ilitary leave began. The period an individual has to m ake application for reem
ploym ent or report back to work after m ilitary s ervice is bas ed on tim e s pent on m
ilitary duty. For s ervice of les s than 31 days , the s ervice m em ber m us t return at
the beginning of the next regularly s cheduled work period on the firs t full day after
releas e from s ervice, taking into account s afe travel hom e plus an eight-hour res t
period. For s ervice of m ore than 30 days but les s than 181 days , the s ervice m em
ber m us t s ubm it an application for reem ploym ent within 14 days of releas e from s
ervice. For s ervice of m ore than 180 days , an application for reem ploym ent m us t
be s ubm itted within 90 days of releas e from s ervice.
Em ployees who qualify for re-em ploym ent will return to active em ploym ent at a pay
level and s tatus equal to that which they would have attained had they not entered m
ilitary s ervice. They will be treated as though they were continuous ly em ployed for
purpos es of determ ining benefits bas ed on length of s ervice.
Ques tions regarding this policy s hould be directed to the rick m ann.
5.3 Family Military Leave (New York Employees)
Em ployees m ay be eligible to take up to 10 days of leave when their s pous e, as a
m em ber of the arm ed forces , National Guard or res erves , is on leave from
deploym ent during a period of m ilitary conflict.
To be eligible, an em ployee m us t work for MANHATTAN TEMPORARY STAFFING
LLC an average of at leas t 20 hours per week.
Em ployees s hould provide reas onable advance notice of their need for s uch leave to
the extent pos s ible. When pos s ible, em ployees s hould cons ult with their s upervis or
to s chedule the leave s o that it does not unduly dis rupt MANHATTAN TEMPORARY
STAFFING LLC's operations . Em ployees m us t be prepared to provide MANHATTAN
TEMPORARY STAFFING LLC with certification from the proper m ilitary authority to
verify the em ployee's eligibility for fam ily m ilitary leave.
Fam ily m ilitary leave is unpaid; however, em ployees m ay opt to us e accrued paid
tim e off for this purpos e.
5.4 Jury Duty
MANHATTAN TEMPORARY STAFFING LLC encourages em ployees to fulfill their
civic res pons ibilities when called upon to s erve as a juror. Em ployees m us t provide
their im m ediate s upervis or with a copy of their jury s um m ons as s oon as pos s ible s
o that the s upervis or m ay m ake arrangem ents to accom m odate their abs ence.
Em ployees on jury duty m us t report to work on workdays , or parts of workdays ,
when they are not required to s erve. Either MANHATTAN TEMPORARY STAFFING
LLC or the em ployee m ay reques t an excus e from jury duty if it is determ ined that
the em ployee's abs ence would create s erious operational difficulties .
Jury duty will be paid if required by applicable s tate law. If paid, jury duty pay will be
calculated on the em ployee's bas e pay rate tim es the num ber of hours the em
ployee would otherwis e have worked on the day of abs ence.
5.5 Jury Duty Leave (New York Employees)
MANHATTAN TEMPORARY STAFFING LLC encourages em ployees to fulfill their
civic res pons ibilities when called upon to s erve as a juror. Em ployees m us t provide
their im m ediate s upervis or with a copy of their jury s um m ons as s oon as pos s ible
but prior to the s tart of jury duty s ervice s o that the s upervis or m ay m ake arrangem
ents to accom m odate their abs ence. Either MANHATTAN TEMPORARY STAFFING
LLC or the em ployee m ay reques t an excus e from jury duty if it is determ ined that the
em ployee's abs ence would create s erious operational difficulties .
If you report for jury duty and/or s erve on a jury, you will be paid the firs t $40 of your
regular com pens ation for the firs t 3 days ; however, your pay will be reduced by any
com pens ation you receive from the courts for s erving. Additional tim e off will be
unpaid; however, em ployees m ay opt to us e accrued paid tim e off for this purpos e.
5.6 Workers' Compensation
Em ployees who are injured on the job at MANHATTAN TEMPORARY STAFFING LLC
are eligible for Workers ' Com pens ation benefits . Such benefits are provided at no
cos t to em ployees and cover any injury or illnes s s us tained in the cours e of em
ploym ent that requires m edical treatm ent.
Em ployees who s us tain work-related injuries or illnes s es m us t notify their s
upervis or im m ediately s o that MANHATTAN TEMPORARY STAFFING LLC can
notify the workers ' com pens ation ins urance carrier as s oon as pos s ible.
Los t tim e or m edical expens es incurred as a res ult of an accident or injury which
occurred while an em ployee was on the job will be com pens ated for in accordance
with workers ' com pens ation laws . This protection is paid for in full by MANHATTAN
TEMPORARY STAFFING LLC. No prem ium is charged for this coverage and no
individual enrollm ent is required. MANHATTAN TEMPORARY STAFFING LLC will
provide m edical care and a portion of los t wages through our ins urance carrier.
All job-related accidents or illnes s es m us t be reported to an em ployee's s upervis or
im m ediately upon occurrence. Supervis ors will then im m ediately contact the rick m
ann to obtain the required claim form s and ins tructions .
5.7 Blood Donation Leave (New York Employees)
MANHATTAN TEMPORARY STAFFING LLC em ployees who work an average of at
leas t 20 hours per week m ay be eligible to take leave to donate blood. At
MANHATTAN TEMPORARY STAFFING LLC's option, em ployees m ay either take up
to 3 hours of leave in any 12-m onth period for the purpos e of donating blood, or m ay
take leave to donate blood at leas t two tim es per year at a convenient tim e and
place s et by MANHATTAN TEMPORARY STAFFING LLC.
Blood donation leave is unpaid; however, em ployees m ay opt to us e accrued paid
tim e off for this purpos e.
To the extent pos s ible, em ployees m us t provide advance notice of their need for
leave under this policy.
5.8 Bone Marrow Donation Leave (New York Employees)
MANHATTAN TEMPORARY STAFFING LLC em ployees m ay be eligible to take leave
to undergo a m edical procedure to donate bone m arrow. The length of leave is to
be determ ined by the em ployee's phys ician, but is not to exceed 24 hours , unles s
MANHATTAN TEMPORARY STAFFING LLC otherwis e authorizes additional tim e.
To be eligible, em ployees m us t work for MANHATTAN TEMPORARY STAFFING LLC
an average of 20 hours per week.
Bone m arrow donation leave is unpaid; however, em ployees m ay opt to us e
accrued paid tim e off for this purpos e.
To the extent pos s ible, em ployees m us t provide advance notice of their need for
leave under this policy. Em ployees m us t s ubm it verification by a phys ician for the
purpos e and length of each reques ted leave to donate bone m arrow.
5.9 Crime Victims Leave (New York Employees)
An em ployee m ay be entitled to leave to attend crim inal jus tice proceedings if the
em ployee is a victim of a crim e, is s eeking an application or enforcem ent of a
protection order, or is a witnes s in a crim inal proceeding.
Except in cas es of im m inent danger to the health or s afety of the em ployee, or
unles s im practicable, an em ployee reques ting crim e victim s leave m us t inform his
or her s upervis or prior to the date of their court appearance.
Em ployees m us t be prepared to provide MANHATTAN TEMPORARY STAFFING LLC
with certification to verify the em ployee's eligibility for the leave reques ted, s uch as a
police report, a court order, or evidence that they appeared in court.
Crim e victim s leave is unpaid; however, em ployees m ay us e accrued paid tim e off
for this purpos e.
5.10 Voting Leave (New York Employees)
MANHATTAN TEMPORARY STAFFING LLC reques ts that, whenever pos s ible,
em ployees vote before or after work hours to avoid interference with bus ines s
operations . However, if an em ployee does not have s ufficient tim e outs ide of work
hours to cas t his or her ballot, the em ployee m ay be eligible for tim e off to vote.
MANHATTAN TEMPORARY STAFFING LLC m ay s pecify the hours during which the
em ployee m ay take leave to vote. Such tim e will generally be lim ited to the
beginning or end of a working s hift unles s otherwis e m utually agreed.
If there are fewer than four cons ecutive hours between the opening of the polls and
the beginning of an em ployee's workday or between the end of an em ployee's
workday and the clos ing of the polls , an em ployee m ay take up to two hours of paid
leave to vote on Election Day.
To the extent pos s ible, em ployees m us t provide no m ore than 10, and no les s than
two, days ' written notice of their need for leave under this policy.
Em ployees m us t be prepared to provide MANHATTAN TEMPORARY STAFFING LLC
with certification, s uch as a voter's receipt, to prove that he or s he voted.
5.11 Disability Benefits (New York Employees)
Em ployees who are unable to work due to a non-work related injury or s icknes s ,
including pregnancy, m ay be eligible for dis ability benefits through MANHATTAN
TEMPORARY STAFFING LLC.
Eligibility
Em ployees who have worked for a covered em ployer for at leas t 4 cons ecutive
weeks m ay be entitled to up to 26 weeks of partial wage replacem ent during 52
cons ecutive weeks .
Em ployees m us t be under the care of a healthcare provider, and m us t be prepared
to provide proof of their dis ability from their healthcare provider, in order to qualify for
benefits .
Filing a Claim
Em ployees m us t file a claim with the rick m ann or with the Com pany's ins urance
carrier within 30 days after becom ing dis abled. Em ployees are s ubject to a 7 day
waiting period before receiving benefits .
If an em ployee files a claim for dis ability benefits after 30 days , the em ployee will
not be paid for any dis ability period m ore than two weeks before the claim is filed.
Late filings m ay be excus ed, however, if the em ployee can s how that it was not
reas onably pos s ible to file earlier.
An em ployee will not be entitled to any dis ability benefits if the em ployee files a
claim m ore than 26 weeks after the dis ability begins .
Contact the rick m ann for as s is tance in determ ining eligibility and other ques tions
related to dis ability benefits .
5.12 Volunteer Emergency Response Leave (New York Employees)
During a declared s tate of em ergency, volunteer firefighters or volunteer am bulance
workers m ay be allowed a leave of abs ence to res pond to an em ergency. Em
ployees are eligible for leave when:
They provide MANHATTAN TEMPORARY STAFFING LLC with advance notice
that they are a volunteer firefighter or volunteer am bulance worker; or
The em ployee’s duties are related to the declared em ergency.
If an em ployee is going to be late or abs ent due to an em ergency dis patch, s he or
he m us t m ake every effort pos s ible to provide notice to his or her s upervis or prior to
the beginning of the em ployee’s s hift.
Em ployees m us t be prepared to provide MANHATTAN TEMPORARY STAFFING LLC
with certification from the volunteer fire departm ent or am bulance s ervice verifying
the period of tim e the em ployee res ponded to the em ergency.
Em ergency res pons e leave is unpaid; however, em ployees m ay opt to us e accrued
paid tim e off for this purpos e.
5.13 Paid Family Leave Program
Effective January 1, 2018, nearly all private employers in New York State must secure
Paid Family Leave
coverage for their employees.
Paid Family Leave coverage is funded by employee payroll contributions. It provides
wage replacement and job protection to employees who need time away from their
jobs to:
Bond with a newly born, adopted, or fostered child,
Care for a family member with a serious health condition, or
Assist loved ones when a family member is deployed abroad on active military duty.
COVERAGE
Insurance coverage for Paid Family Leave must be available to employees beginning
January 1, 2018, and generally will be included under an employer’s existing disability
benefits policy.
EMPLOYEE ELIGIBILITY
Employees with a regular work schedule of 20 or more hours per week are eligible
after 26 weeks of employment.
Employees with a regular work schedule of less than 20 hours per week are eligible
after 175 days worked.
In limited circumstances, employees whose regular work schedules are temporary or
seasonal may opt out of Paid Family Leave.
When practical, employees should provide 30 days advance notice of their intention to
use Paid Family Leave.
EMPLOYEE CONTRIBUTION
Employers may collect the cost of Paid Family Leave through payroll deductions.
The maximum employee contribution in 2018 shall be 0.126% of an employee’s weekly
wage, up to the annualized New York State Average Weekly Wage.
BENEFITS
Benefits phase in over four years. In 2018, employees are eligible for up to eight weeks
of paid leave at 50% of their average weekly wage (AWW), up to 50% of the New York
State Average Weekly Wage (SAWW).
YEAR WEEKS OF LEAVE BENEFIT
2018 8 weeks 50% of employee’s AWW, up to 50% of SAWW
2019 10 weeks 55% of employee’s AWW, up to 55% of SAWW
2020 10 weeks 60% of employee’s AWW, up to 60% of SAWW
2021 12 weeks 67% of employee’s AWW, up to 67% of SAWW
RESPONSIBILITIES
Employers should contact their disability insurance carrier about obtaining Paid Family
Leave coverage.
Employees are entitled to be reinstated to their same or comparable job upon return
from
Paid Family Leave.
Failure to reinstate employees to their same or comparable job may leave employers
exposed to discrimination and/or retaliation claims.
Employers must continue employees’ health insurance while they are on Paid Family
Leave. Employers may require that employees continue to pay their health insurance
premium contributions.
Employers must ensure that their employees are aware of the Paid Family Leave
program and that their organizational policies comply with the law.
Employers must display a poster regarding Paid Family Leave coverage in their place
of business, similar to Workers’ Compensation or Disability Benefits coverage.
FOR MORE INFORMATION, VISIT NY.GOV/PAIDFAMILYLEAVE OR CALL (844)
337-6303.
6.Employee Conduct
6.1 Standards of Conduct
MANHATTAN TEMPORARY STAFFING LLC's rules and s tandards of conduct are es s
ential to our productive work environm ent. All em ployees m us t fam iliarize them s
elves with com pany rules and s tandards ; all em ployees will be held to them . Any em
ployee who dis regards or deviates from com pany rules or s tandards m ay be s ubject
to dis ciplinary action, up to and including term ination of em ploym ent.
While not intended to be an all inclus ive lis t, the exam ples below repres ent
behavior that is cons idered unacceptable in the workplace. Behaviors s uch as thes
e, as well as other form s of m is conduct, m ay res ult in dis ciplinary action, up to and
including term ination of em ploym ent:
Theft or inappropriate rem oval/pos s es s ion of property
Fals ification of tim ekeeping records
Pos s es s ion, dis tribution, s ale, trans fer, or us e of alcohol or illicit drugs in
the workplace
Fighting or threatening violence in the workplace
Gos s iping or s preading rum ors about co-workers
Bois terous or dis ruptive activity in the workplace
Negligence or im proper conduct leading to dam age of com pany-owned or
cus tom er-owned property
Ins ubordination or other dis res pectful conduct
Violation of s afety or health rules
Sm oking in the workplace
Sexual or other unlawful or unwelcom e haras s m ent
Exces s ive abs enteeis m or any abs ence without notice
Unauthorized us e of telephones , com puters , or other com pany-owned
equipm ent
Unauthorized dis clos ure of any confidential inform ation
Other form s of m is conduct not lis ted above m ay als o res ult in dis ciplinary action, up
to and including term ination of em ploym ent. If you have ques tions regarding
MANHATTAN TEMPORARY STAFFING LLC's s tandards of conduct, pleas e direct
them to your s upervis or.
6.2 Disciplinary Action
Dis ciplinary action at MANHATTAN TEMPORARY STAFFING LLC is intended to fairly
and im partially correct behavior and perform ance problem s early on and to prevent
reoccurrence.
Dis ciplinary action m ay involve any of the following: verbal warning, written warning,
s us pens ion with or without pay, and term ination of em ploym ent, depending on the s
everity of the problem and the frequency of occurrence. MANHATTAN TEMPORARY
STAFFING LLC res erves the right to adm inis ter dis ciplinary action at its dis cretion
and bas ed upon the circum s tances .
MANHATTAN TEMPORARY STAFFING LLC recognizes that certain types of
em ployee behavior are s erious enough to jus tify term ination of em ploym ent, without
obs erving other dis ciplinary action firs t.
Thes e violations include but are not lim ited to:
Workplace violence
Haras s m ent Theft of
any kind Ins ubordinate
behavior
Vandalis m or des truction of com pany property
Pres ence on com pany property during non-bus ines s hours
Us e of com pany equipm ent and/or com pany vehicles without prior
authorization
Indis cretion regarding pers onal work his tory, s kills , or training
Divulging MANHATTAN TEMPORARY STAFFING LLC bus ines s practices or
any other confidential inform ation
Any m is repres entation of MANHATTAN TEMPORARY STAFFING LLC to a
cus tom er, a pros pective cus tom er, the general public, or an em ployee
6.3 Confidentiality
MANHATTAN TEMPORARY STAFFING LLC takes the protection of confidential
bus ines s inform ation and trade s ecrets very s erious ly. To protect s uch inform ation,
em ployees m ay not dis clos e any confidential or proprietary inform ation about
the Com pany to any unauthorized individual.
Confidential Information
“Confidential Inform ation” includes , but is not lim ited to, com puter proces s es , com
puter program s and codes , cus tom er lis ts , cus tom er preferences and pers onal
inform ation, com pany financial data, m arketing s trategies , proprietary production
proces s es , res earch and developm ent s trategies , pricing inform ation, bus ines s
and m arketing plans , vendor inform ation, s oftware, databas es , and inform ation
concerning the creation, acquis ition or dis pos ition of products and s ervices .
Confidential Inform ation als o includes any inform ation cons idered to be the
intellectual property of the Com pany. Intellectual property includes , but is not lim ited
to, trade s ecrets , ideas , dis coveries , writings , tradem arks , and inventions
developed through the cours e of your em ploym ent with MANHATTAN TEMPORARY
STAFFING LLC and as a direct res ult of your job res pons ibilities with MANHATTAN
TEMPORARY STAFFING LLC.
Wages and other conditions of em ploym ent are not cons idered to be Confidential
Inform ation. Em ployees are free to dis cus s thes e is s ues with co-workers or third
parties for the purpos e of im proving work conditions .
Inadvertent Disclosure
The unintentional dis clos ure of Confidential Inform ation can be jus t as harm ful as
intentional dis clos ure. To avoid this , never dis cus s with any unauthorized pers on
any Confidential Inform ation you m ay have about the Com pany. You s hould never
dis cus s Confidential Inform ation, even with authorized em ployees , if you are in the
pres ence of others who are not authorized.
If you receive a reques t for Confidential Inform ation, you s hould im m ediately refer
the reques t to your s upervis or. If you leave the Com pany, you m ay not dis clos e or
m is us e any Confidential Inform ation.
The unauthorized dis clos ure of Confidential Inform ation belonging to the Com pany
m ay s ubject you to dis ciplinary action, up to and including term ination of em ploym
ent.
Ques tions regarding this policy s hould be directed to the rick m ann.
6.4 Personal Appearance
The purpos e of MANHATTAN TEMPORARY STAFFING LLC's pers onal appearance
policy is to ens ure a s afe and s anitary workplace for all em ployees . MANHATTAN
TEMPORARY STAFFING LLC s trives to m aintain a profes s ional working environm
ent that prom otes efficiency, pos itive em ployee m orale and prom otes a profes s
ional im age. During bus ines s hours or when repres enting MANHATTAN
TEMPORARY STAFFING LLC, em ployees are expected to us e com m on s ens e and
good judgm ent in order to m eet the goals of this policy.
Generally, em ployees s hould wear appropriate clothing, obs erve high s tandards of
pers onal hygiene, and dres s and groom them s elves according to the requirem ents
of their pos itions . While not intended to be an all-inclus ive lis t, the exam ples below
are cons idered appropriate workplace attire:
Slacks
Blous es
Button-down s hirts
Khaki pants
If m anagem ent des ignates "cas ual days ," an em ployee's cas ual dres s m us t s till be
clean, neat and project a profes s ional im age.
Generally, em ployees s hould m aintain a clean and neat appearance and s hould
refrain from wearing s tained, wrinkled, frayed, or revealing clothing to the workplace.
Em ployees are urged to us e their dis cretion when determ ining what is appropriate
to wear to work. Em ployees who wear inappropriate attire to work m ay be s ent
hom e to change their clothing.
MANHATTAN TEMPORARY STAFFING LLC unders tands that in certain s ituations ,
the Com pany m ay need to m ake exceptions to this policy bas ed on an em ployee’s
religion, dis ability, or other characteris tic protected under federal, s tate or local law.
In accordance with all applicable laws , the Com pany will m ake every effort to
provide reas onable accom m odation to the em ployee reques ting accom m odation
unles s doing s o would caus e an undue hards hip on MANHATTAN TEMPORARY
STAFFING LLC.
Ques tions regarding appropriate workplace attire s hould be directed to your
s upervis or or the rick m ann.
6.5 Workplace Violence
MANHATTAN TEMPORARY STAFFING LLC s trictly prohibits workplace violence,
including any act of intim idation, threat, haras s m ent, phys ical violence, verbal
abus e, aggres s ion or coercion agains t a coworker, vendor, cus tom er, or vis itor.
Prohibited actions , include, but are not lim ited to the following exam ples :
Phys ically injuring another pers on
Threatening to injure another pers on
Engaging in behavior that s ubjects another pers on to em otional dis tres s
Us ing obs cene, abus ive or threatening language or ges tures
Bringing an unauthorized firearm or other weapon onto com pany property
Threatening to us e or us ing a weapon while on com pany prem is es , on
com pany-related bus ines s , or during job-related functions
Intentionally dam aging property
All threats or acts of violence s hould be reported im m ediately to your s upervis or or s
ecurity pers onnel. Em ployees s hould warn their s upervis ors or s ecurity pers onnel
of any s us picious workplace activity that they obs erve or that appears problem atic.
Em ployee reports m ade purs uant to this policy will be kept confidential to the m axim
um extent pos s ible. MANHATTAN TEMPORARY STAFFING LLC will not tolerate any
form of retaliation agains t any em ployee for m aking a report under this policy.
MANHATTAN TEMPORARY STAFFING LLC will take prom pt rem edial action, up to
and including im m ediate term ination, agains t any em ployee found to have engaged
in threatening behavior or acts of violence.
6.6 Drug & Alcohol Abuse
MANHATTAN TEMPORARY STAFFING LLC is com m itted to m aintaining a
workplace free of s ubs tance abus e. No em ployee is allowed to cons um e, pos s es s ,
s ell, purchas e, or be under the influence of alcohol or illegal drugs on any property
owned by or leas ed on behalf of MANHATTAN TEMPORARY STAFFING LLC, or in
any vehicle owned or leas ed on behalf of MANHATTAN TEMPORARY STAFFING
LLC. The us e of over-the-counter drugs and legally pres cribed drugs is perm itted
as long as they are us ed in the m anner for which they were pres cribed and
provided that s uch us e does not hinder an em ployee's ability to s afely perform his
or her job. MANHATTAN TEMPORARY STAFFING LLC will not tolerate em ployees
who report for duty while im paired by the us e of alcohol or drugs . All em ployees
s hould report evidence of alcohol or drug abus e to their s upervis or or the rick m ann
im m ediately. In cas es in which the us e of alcohol or drugs creates an im m inent
threat to the s afety of pers ons or property, em ployees are required to report the
violation. Failure to do s o m ay res ult in dis ciplinary action, up to and including term
ination of em ploym ent.
As a part of our effort to m aintain a workplace free of s ubs tance abus e,
MANHATTAN TEMPORARY STAFFING LLC em ployees m ay be as ked to s ubm it to a
m edical exam ination and/or clinical tes ting for the pres ence of alcohol and/or
drugs . Within the lim its of federal, s tate, and local laws , MANHATTAN TEMPORARY
STAFFING LLC res erves the right to exam ine and tes t for drugs and alcohol at our
dis cretion.
As a condition of your em ploym ent with MANHATTAN TEMPORARY STAFFING LLC,
em ployees m us t com ply with this Drug & Alcohol Abus e Policy. Be advis ed that no
part of the Drug & Alcohol Abus e Policy s hall be cons trued to alter or am end the at-
will em ploym ent relations hip between MANHATTAN TEMPORARY STAFFING LLC
and its em ployees .
Em ployees found in violation of this policy m ay be s ubject to dis ciplinary action, up
to and including term ination of em ploym ent.
6.7 Sexual & Other Unlawful Harassment
MANHATTAN TEMPORARY STAFFING LLC is com m itted to a work environm ent in
which all individuals are treated with res pect. MANHATTAN TEMPORARY STAFFING
LLC expres s ly prohibits dis crim ination and all form s of em ployee haras s m ent bas
ed on race, color, religion, s ex, national origin, age, dis ability, m ilitary or veteran s
tatus , or s tatus in any group protected by s tate or local law.
Sexual haras s m ent is a form of dis crim ination and is prohibited by law. For
purpos es of this policy s exual haras s m ent is defined as unwelcom e s exual
advances , reques ts for s exual favors , and other verbal or phys ical conduct of a
s exual nature when this conduct explicitly or im plicitly affects an individual's em
ploym ent, unreas onably interferes with an individual's work perform ance, or creates
an intim idating, hos tile, or offens ive work environm ent. Unwelcom e s exual
advances (either verbal or phys ical), reques ts for s exual favors , and other verbal or
phys ical conduct of a s exual nature cons titute s exual haras s m ent when: (1) s ubm is
s ion to s uch conduct is m ade either explicitly or im plicitly a term or condition of em
ploym ent; (2) s ubm is s ion or rejection of the conduct is us ed as a bas is for m aking
em ploym ent decis ions ; or, (3) the conduct has the purpos e or effect of interfering
with work perform ance or creating an intim idating, hos tile, or offens ive work
environm ent.
Sexual and unlawful haras s m ent m ay include a range of behaviors and m ay involve
individuals of the s am e or different gender. Thes e behaviors include, but are not lim
ited to:
Unwanted s exual advances or reques ts for s exual favors .
Sexual or derogatory jokes , com m ents , or innuendo
Unwelcom ed phys ical interaction
Ins ulting or obs cene com m ents or ges tures
Offens ive em ail, voicem ail, or text m es s ages
Sugges tive or s exually explicit pos ters , calendars , photographs , graffiti, or
cartoons
Making or threatening repris als after a negative res pons e to s exual advances
Vis ual conduct that includes leering, m aking s exual ges tures , or dis playing of
s exually s ugges tive objects or pictures , cartoons or pos ters
Verbal s exual advances or propos itions
Phys ical conduct that includes touching, as s aulting, or im peding or blocking
m ovem ents
Abus ive or m alicious conduct that a reas onable pers on would find hos tile,
offens ive, and unrelated to the Com pany’s legitim ate bus ines s interes ts
Any other vis ual, verbal, or phys ical conduct or behavior deem ed
inappropriate by the Com pany
Haras s m ent on the bas is of any other protected characteris tic is als o s trictly
prohibited.
Complaint Procedure: MANHATTAN TEMPORARY STAFFING LLC s trongly encourages the reporting of all
ins tances of dis crim ination, haras s m ent, or retaliation. If you believe you have
experienced or witnes s ed haras s m ent or dis crim ination bas ed on s ex, race,
national origin, dis ability, or another factor, prom ptly report the incident to your s
upervis or. If you believe it would be inappropriate to dis cus s the m atter with your s
upervis or, you m ay bypas s your s upervis or and report it directly to:
rick m ann
100 park avenue 16 floor NYNY 10017
212-6823-4060
Any reported allegations of haras s m ent or dis crim ination will be inves tigated
prom ptly, thoroughly, and im partially.
Any em ployee found to be engaged in any form of s exual or other unlawful haras s m
ent m ay be s ubject to dis ciplinary action, up to and including term ination of em ploym
ent.
Retaliation Prohibited:
MANHATTAN TEMPORARY STAFFING LLC expres s ly prohibits retaliation agains t
any individual who reports dis crim ination or haras s m ent, or as s is ts in inves tigating
s uch charges . Any form of retaliation is cons idered a direct violation of this policy
and, like dis crim ination or haras s m ent its elf, will be s ubject to dis ciplinary action,
up to and including term ination of em ploym ent.
6.8 Telephone Usage
MANHATTAN TEMPORARY STAFFING LLC telephones are intended for the s ole us e
of conducting com pany bus ines s . Pers onal us e of the Com pany's telephones and
individually owned cell phones during bus ines s hours is prohibited except in em
ergencies . In addition, long dis tance phone calls which are not s trictly bus ines s -
related are expres s ly prohibited.
Any em ployee found in violation of this policy will be s ubject to dis ciplinary action, up
to and including term ination of em ploym ent.
6.9 Personal Property
Em ployees s hould us e their dis cretion when bringing pers onal property into the
workplace. MANHATTAN TEMPORARY STAFFING LLC as s um es no ris k for any
los s or dam age to pers onal property.
Additionally, em ployees m ay not pos s es s or dis play any property that m ay be
viewed as inappropriate or offens ive on MANHATTAN TEMPORARY STAFFING LLC
prem is es .
6.10 Use of Company Property
Com pany property refers to anything owned by the com pany: phys ical, electronic,
intellectual, or otherwis e. The us e of com pany property is for bus ines s neces s ity
only.
When m aterials or equipm ent are as s igned to an em ployee for bus ines s , it is the
em ployee's res pons ibility to s ee that the equipm ent is us ed properly and cared for
properly. However, at all tim es , equipm ent as s igned to the em ployee rem ains the
property of the Com pany, and is s ubject to reas s ignm ent and/or us e by the Com
pany without prior notice or approval of the em ployee. This includes , but is not lim
ited to, com puter equipm ent and data s tored thereon, voicem ail, records , and em
ployee files .
MANHATTAN TEMPORARY STAFFING LLC has created s pecific guidelines
regarding the us e of com pany equipm ent. Below is a lis t of em ployee res
pons ibilities and lim itations with regards to com pany property.
Personal use of company property: Com pany property is not perm itted to be taken from the prem is es without proper
written authority from com pany m anagem ent.
Company Tools: All neces s ary tools are furnis hed to em ployees in order to as s is t them in their
required duties . Each em ployee is , in turn, res pons ible for thes e tools . Tools
dam aged or s tolen as a res ult of an em ployee's negligence will, to the extent
perm itted by federal, s tate and local law, be charged to the em ployee.
Care of Company Property: Office areas s hould be kept neat and orderly and all equipm ent s hould be well- m
aintained. The theft, m is appropriation, or unauthorized rem oval, pos s es s ion, or
us e of com pany property or equipm ent is expres s ly prohibited.
Any action in contradiction to the guidelines s et herein m ay res ult in dis ciplinary
action, up to and including term ination of em ploym ent.
6.11 Smoking
MANHATTAN TEMPORARY STAFFING LLC provides a s m oke-free environm ent for
its em ployees , cus tom ers , and vis itors . Sm oking is prohibited throughout the
workplace. We have adopted this policy becaus e we have a s incere interes t in the
health of our em ployees and in m aintaining pleas ant working conditions .
6.12 Visitors in the Workplace
To ens ure the s afety and s ecurity of MANHATTAN TEMPORARY STAFFING LLC and
its em ployees , only authorized vis itors are perm itted on Com pany prem is es and in
Com pany facilities .
All vis itors m us t enter through the m ain reception area and s ign in and out at the
front des k. All vis itors are als o required to wear a “vis itor” badge while on
MANHATTAN TEMPORARY STAFFING LLC prem is es . Authorized vis itors will be
es corted to their des tination and m us t be accom panied by a repres entative of the
Com pany at all tim es .
6.13 Computer, Email & Internet Usage
MANHATTAN TEMPORARY STAFFING LLC's com puter s ys tem s allow us to be
m ore productive, but can caus e problem s if us ed im properly. It is extrem ely
im portant that all em ployees us e good bus ines s judgm ent when us ing the
com puter s ys tem s .
Com puter hardware, s oftware, electronic m ail, Internet connections , and all other
com puter or electronic com m unication or data s torage s ys tem s us ed by
MANHATTAN TEMPORARY STAFFING LLC are the property of MANHATTAN
TEMPORARY STAFFING LLC and are intended for bus ines s us e. Em ployees have
no right of pers onal privacy in their us e of MANHATTAN TEMPORARY STAFFING
LLC's com puter and electronic com m unication s ys tem s . To ens ure com pliance
with this policy, com puter, em ail and Internet us age m ay be m onitored, including
but not lim ited to, reviewing docum ents created and s tored on MANHATTAN
TEMPORARY STAFFING LLC's com puter and electronic com m unication s ys tem s ,
m onitoring s ites vis ited by em ployees on the Internet, reviewing m aterials
downloaded or uploaded by em ployees from or to the Internet, and reviewing em
ails s ent and received by em ployees .
MANHATTAN TEMPORARY STAFFING LLC s trives to m aintain a workplace free of
haras s m ent and is s ens itive to the divers ity of its em ployees . Therefore,
MANHATTAN TEMPORARY STAFFING LLC prohibits the us e of com puters and the
em ail s ys tem in ways that are dis ruptive, offens ive to others , or harm ful to m orale.
Com puter, em ail and Internet m ay not be us ed to s olicit others for com m ercial
ventures , religious or political caus es , outs ide organizations , or other nonbus ines s
m atters .
MANHATTAN TEMPORARY STAFFING LLC purchas es and licens es the us e of
various com puter s oftware for bus ines s purpos es and does not own the copyright
to this s oftware or its related docum entation. Unles s authorized by the s oftware
developer, MANHATTAN TEMPORARY STAFFING LLC does not have the right to
reproduce s uch s oftware for us e on m ore than one com puter. Em ployees m ay only
us e s oftware according to the s oftware licens e agreem ent. MANHATTAN
TEMPORARY STAFFING LLC prohibits the illegal duplication of s oftware and its
related docum entation.
The unauthorized us e, ins tallation, copying, or dis tribution of copyrighted, tradem
arked, or patented m aterial on the Internet is expres s ly prohibited. As a general
rule, if an em ployee did not create m aterial, does not own the rights to it, or has not
gotten authorization for its us e, it s hould not be put on the Internet. Em ployees are
als o res pons ible for ens uring that the pers on s ending any m aterial
over the Internet has the appropriate dis tribution rights .
Abus e of this policy m ay res ult in dis ciplinary action, up to and including term ination
of em ploym ent. The following behaviors are exam ples of previous ly s tated or
additional actions and activities that are prohibited and can res ult in dis ciplinary
action:
Sending or pos ting dis crim inatory, haras s ing, or threatening m es s ages or
im ages
Stealing, us ing, or dis clos ing s om eone els e's code or pas s word without
authorization
Copying, pirating, or downloading s oftware and electronic files without
perm is s ion
Sending or pos ting confidential m aterial, trade s ecrets , or proprietary
inform ation outs ide of the organization. Wages and other conditions of
em ploym ent are not cons idered to be confidential m aterial.
Violating copyright law
Failing to obs erve licens ing agreem ents
Engaging in unauthorized trans actions that m ay incur a cos t to the
organization or initiate unwanted Internet s ervices and trans m is s ions
Sending or pos ting m es s ages or m aterial that could dam age the Com pany's
im age or reputation
Participating in the viewing or exchange of pornography or obs cene m aterials
Sending or pos ting m es s ages that defam e or s lander other individuals Attem
pting to break into the com puter s ys tem of another organization or
pers on
Refus ing to cooperate with a s ecurity inves tigation
Sending or pos ting chain letters , s olicitations , or advertis em ents not related
to bus ines s purpos es or activities
Us ing the Internet for political caus es or activities , religious activities , or any
s ort of gam bling
Sending or pos ting m es s ages that dis parage another organization's
products or s ervices
Pas s ing off pers onal views as repres enting thos e of the Com pany
Engaging in any other illegal activities
Em ployees s hould notify their im m ediate s upervis or or any m em ber of
m anagem ent upon learning of violations of this policy.
6.14 Company Supplies
Only authorized pers ons m ay purchas e s upplies in the nam e of MANHATTAN
TEMPORARY STAFFING LLC. No em ployee whos e regular duties do not include
purchas ing s hall incur any expens e on behalf of MANHATTAN TEMPORARY
STAFFING LLC or bind MANHATTAN TEMPORARY STAFFING LLC by any prom is e
or repres entation without expres s written approval.
6.15 Employee Conduct
RE: Substitute teachers
Make note that m y clients which are private s chools differ in their policy regarding
touching s tudents . Upon arrivng at the s chool, pleas e as k the contact pers on to
dis cus s their partuclar "no touching of s tudents policy". It is very im portant top
follow and to adhere to the s chool's no touching of s tuden's policy.
6.16 Cell Phone Use
MANHATTAN TEMPORARY STAFFING LLC lim its the us e of pers onal cell phones at
work to m eal and break periods unles s us e is job-related or for an em ergency s
ituation.
Cell phone us e includes , but is not lim ited to, the following activities : incom ing or
outgoing calls , text m es s aging, internet us e, us e of gam ing features , us e of cam era
or video, and us e of other s m art phone technology.
Company-provided cell phones:
Unles s otherwis e authorized, Com pany provided cell phones are only to be us ed
for bus ines s purpos es . Em ployees are required to fully reim burs e the Com pany for
any pers onal us e of the Com pany provided cell phone.
When driving, em ployees m us t adhere to all federal, s tate or local rules and
regulations regarding the us e of cell phones . As s uch, em ployees m us t not us e cell
phones if doing s o is prohibited by law. Em ployees who incur fines as a res ult of
violating federal, s tate or local rules and regulations regarding the us e of cell
phones while operating vehicles owned by MANHATTAN TEMPORARY STAFFING
LLC will be s olely res pons ible for s uch fines . If you are uns ure whether or not the us
e of a cell phone while driving is prohibited in a particular area, pleas e check with
the rick m ann.
Violation of this policy m ay res ult in dis ciplinary action, up to and including
term ination of em ploym ent.
7.Timekeeping & Payroll
7.1 Attendance & Punctuality
Abs enteeis m and tardines s place an undue burden on other em ployees and on the
Com pany. MANHATTAN TEMPORARY STAFFING LLC expects regular attendance
and punctuality from all em ployees . This m eans being in the workplace, ready to
work, at your s cheduled s tart tim e each day and com pleting your entire s hift. Em
ployees are als o expected to return from s cheduled m eal and break periods on tim
e.
All tim e off m us t be reques ted in writing, in advance, as outlined in the Com pany’s
Paid Tim e Off (PTO) policy. If an em ployee is unexpectedly unable to report for work
for any reas on, he or s he m us t directly notify their s upervis or as early as pos s ible,
but always prior to their s cheduled s tarting tim e. It is not acceptable to leave a
voicem ail m es s age with a s upervis or, except in extrem e em ergencies . In cas es
that warrant leaving a voicem ail m es s age or when an em ployee’s direct s upervis or
is unavailable, a follow-up call m us t be m ade later that day.
If an illnes s or em ergency occurs during work hours , em ployees s hould notify their
s upervis or as s oon as pos s ible.
Em ployees who are going to be abs ent for m ore than one day s hould contact their
s upervis or each day of their abs ence. MANHATTAN TEMPORARY STAFFING
LLC res erves the right, to the extent allowed by law, to as k for a phys ician's s
tatem ent in the event of a long-term illnes s (three cons ecutive days ), or m ultiple
illnes s es or injuries .
If an em ployee fails to notify their s upervis or after three cons ecutive days of abs
ence, MANHATTAN TEMPORARY STAFFING LLC will pres um e that the em ployee
has voluntarily res igned. MANHATTAN TEMPORARY STAFFING LLC will review any
extenuating circum s tances pres ented by the em ployee that m ay have prevented
him or her from calling in before the em ployee is rem oved from payroll.
MANHATTAN TEMPORARY STAFFING LLC cons iders cons is tent attendance and
punctuality to be the foundation for excellent perform ance. Should undue or
recurrent abs ence and tardines s becom e apparent, the em ployee will be s ubject to
dis ciplinary action, up to and including term ination of em ploym ent.
7.2 Timekeeping
It is the Com pany's policy to com ply with applicable laws that require records to be
m aintained of the hours worked by our em ployees . Every em ployee is res pons ible
for accurately recording tim e worked.
In addition to recording arrival and departure tim e, non-exem pt em ployees are
required to accurately record the s tart and end of each m eal period as well as any
departure for non-work related reas ons .
Vacation days , s ick days , holidays , and abs ences for jury duty, funeral leave or
m ilitary training m us t be s pecifically recorded by all em ployees .
It is the res pons ibility of all em ployees to s ubm it and approve their tim e records
each week.
Altering, fals ifying, tam pering with tim e records , or recording tim e on another
em ployee's tim e record m ay res ult in dis ciplinary action up to and including
term ination of em ploym ent.
7.3 Paydays
MANHATTAN TEMPORARY STAFFING LLC em ployees are paid on a Sem i-m onthly
bas is . In the event that a regularly s cheduled payday falls on a holiday, em ployees
will be paid on the day preceding the holiday, unles s otherwis e required by s tate
law.
Paychecks will not, under any circum s tances , be given to any pers on other than the
em ployee without written authorization. Paychecks m ay als o be m ailed to the em
ployee's lis ted addres s or, upon advance written authorization, depos ited directly into
an em ployee's bank account. Em ployees who elect paym ent through direct depos it
will receive an item ized s tatem ent of wages when the Com pany m akes direct depos
its .
In the event of em ployee term ination, the em ployee will receive their accrued pay in
accordance with applicable federal, s tate and local laws .
7.4 Payroll Deductions
MANHATTAN TEMPORARY STAFFING LLC m akes deductions from em ployee pay
only in circum s tances perm itted by applicable law. This includes , but is not lim ited
to, m andatory deductions for incom e tax withholding and Social Security and
Medicare contributions as well as voluntary deductions for health ins urance prem
ium s and other related contributions .
If you believe that an im proper deduction has been m ade from your pay, rais e the
is s ue with the rick m ann im m ediately. MANHATTAN TEMPORARY STAFFING LLC
will prom ptly inves tigate. If the inves tigation reveals that you were s ubjected to an
im proper deduction from pay, you will be reim burs ed prom ptly.