Important Temp Info
PAYROLL INFORMATION
Weekly Payroll Payroll is processed every Tuesday. In order to issue a check we will need the temporary employee to bring in or fax (Fax: (415) 398-3220) a signed timesheet no later than close of business on Monday (5:30p.m.). Leave the yellow copy of the timesheet with the client and retain the pink copy for your records. We require the white original for billing purposes. On a faxed timesheet, please state whether you want to pick your check up or have it mailed. Paychecks are available for pick-up each Tuesday from 12:00-5:00 p.m.NOTE: Timesheets received after 5:30p.m. on Monday will not be processed until the next payroll.
OVERTIME — All overtime must be approved by the client. Due to AB60-The Eight-Hour Day Restoration and Workplace Flexibility Act of 1999, the overtime laws are reverting back to the way they were several years ago beginning January 1, 2000. Now, work in excess of 8 hours a day will pay at 1 ½ times, work in excess of 40 hours in a work week will pay at 1 ½ times, the first eight hours of work on a seventh day worked in a work week will pay at 1 ½ times, work in excess of 12 hours in a work day pays at double time and work in excess of eight hours on the seventh day worked in a work week pay at double time.
ADVANCES Each temporary employee is entitled to one emergency advance of up to a maximum of $150.00 per month while on assignment through CCI. The advance will be reclaimed from your Tuesday paycheck.
BONUS PLAN Effective January 1st, 2007, we are replacing our holiday bonus plan with a bonus plan that is based on hours worked. For every 500 hours you work for CCI during the calendar year (January through December), you will be receiving a bonus check for $150.00.
SICK PAY Effective February 5th, 2007, Full-time, Part-time and Temporary employees who work in the City and County of San Francisco are eligible for paid sick leave. Please see below for additional information.
SAN FRANCISCO PAID SICK LEAVE POLICY
Full-time, part-time and temporary employees who work in the City and County of San Francisco are eligible for paid sick leave effective February 5, 2007. Employees are entitled to paid sick leave for their own medical care and also to aid or care for a family member or designated person. Under the Ordinance, covered “family members” include children and grandchildren; parents and grandparents; siblings, spouses and registered domestic partners. Family members can be related to the employee biologically or through adoption, step-relations or foster care arrangements. A child of the employee's registered domestic partner and persons who stand in loco parentis to a child are also included. Employees without a spouse or registered domestic partner may designate one person, such as a friend or significant other. This designation must be made no later than 10 days after the employee has accrued his or her first 30 hours towards the paid sick leave. Thereafter the employee can change his designation on an annual basis within the ten day window.Although the Ordinance is not clear, presumably this ten day window will begin on the anniversary of the date the employee accrued his or her first hour of paid sick time.
If you are working for CCI on February 5, 2007, you will accrue one hour of paid sick leave for every 30 hours you work. For employees hired after that date, paid sick leave shall begin to accrue 90 days after the commencement of employment. The Ordinance is clear that paid sick time accrues only in one hour increments for every 30 hours worked, and that no fractional accrual is required based on any portion of the 30 hours worked. An employee may accrue up to 72 hours of paid sick time. Unused paid sick time will carry over from year to year subject to the 72 hour cap. The Ordinance also states that it does not require employers to compensate employees for their accrued but unused paid sick time when their employment terminates, whether voluntary or involuntary.
Although the Ordinance allows an employer to “require employees to give reasonable notification of an absence from work” for which the employee wants to use paid sick time, it does not provide any guidance as to what is “reasonable notification”. Nor, for purposes of temporary employees, do we have a definition of “termination”. The Office of Labor Standards Enforcement is authorized to issue “guidelines or rules” to implement Prop. F. If you have any questions or require additional information, please contact them at (415) 554-6271 or email them at PSL@sfgov.org. If you are eligible for sick pay under the San Francisco Paid Sick Leave Ordinance and chose to exercise this option, please submit a written request at the same time you submit your time card. If we do not receive a written request prior to issuing your paycheck for that week, we will continue to accrue your unused paid sick time subject to the 72 hour cap.
ABOUT CCI'S TEMPORARY PLACEMENT DEPARTMENT
Our temporary placement service was created at the request of our clients who were disenchanted with the inconsistent quality offered by other temporary services in the Bay Area and at the request of our candidates who wanted to make full-time job decisions based on choice rather than the “wolf at the door” condition. Since 1971, when we opened our doors, CCI has chosen to work primarily on a referral basis. This allows us to spend more time serving both our clients and candidates and maintaining our high standards and personalized service.PLEASE Keep us posted on your availability for assignments. If you are not at home, check in with us (or your answering machine) between 3:30 and 4:00 daily. If we know you are calling in, we can hold a job for you. Let us know when you are not available for assignments.
Also…call us from each job assignment to give us your direct phone number and to let us know everything is okay.
THANK YOU Since this service is as much for you as it is for our clients, please make us proud by dressing for the financial district. You never know which company may have that perfect job!
GUARANTEE You are guaranteed a four hour minimum on every assignment. In the rare instance a client requests a temporary and you arrive to find that the project was cancelled or your skills enable you to complete the job in under four hours, fill out the timecard for four hours and have the client sign it. Your time is valuable.
CCI has an at-will employment policy. This means that employment can be terminated at any time. There does not need to be a cause for termination and no prior notice is required.
SAFETY, AND RULES FOR THE WORKPLACE
We want you to enjoy working for CCI and expect that adherence to sound safety practices will contribute to your enjoyment and our mutual success! This information is to assist you in making your work assignment enjoyable, productive and SAFE. Please follow these rules on all job assignments:RULES FOR THE WORKPLACE
Before you start an assignment, ask your temporary service supervisor what safety equipment, if any, is needed.
Remember, as an employee of CCI, if you have any questions regarding your working conditions, you should immediately call your CCI supervisor.
Obey all company rules, governmental regulations, signs, markings, and instructions. Be particularly familiar with those that apply directly to you. If you don't know… ask.
All prescribed safety and person protective equipment must be maintained in good working condition and must be used when required. Do not operate any equipment, which, in your opinion, is not in safe condition.
Immediately report to your CCI supervisor any condition or practice you think might cause injury or damage to equipment or people.
Get first aid promptly whenever you are involved in any accident that results in personal injury or damage to property.
No matter how small an accident, it must be reported to your CCI supervisor immediately!
Your supervisor must file an injury report within 24 hours.
When lifting, use the approved lifting technique; i.e., bend your knees, grasp the load firmly, then raise the load keeping your back as straight as possible. CCI regulations require that you NEVER lift anything heavier than 25 pounds.
IMPORTANT REMINDERAs a CCI temporary employee you are representing CCI at our clients' workplace. In addition to our concern for you as our employee, CCI is also concerned that we contribute positively to our clients' workplace. Always use the right tools and equipment for the job. Use them safely and only when authorized. Good housekeeping should always be practiced. Return all tools, equipment, materials, etc. to their proper place. Disorder wastes time, energy, and material and will often result in injury. The use of drugs and/or intoxicating beverages are strictly prohibited during the work day (and would be grounds for release from employment). Always act as a professional while on an assignment. Avoid distracting others from their attention to safety; be courteous.
INJURY INSURANCE
What is Workers' Compensation? Workers' Compensation is a special kind of insurance which employers purchase to help their workers who get injured or sick from disease caused by the job.How much does it cost me? CCI has purchased Workers' Compensation Insurance coverage for its employees. There is no cost to you for this insurance.
What are my benefits? “Benefits” is a term we use to describe the coverage to an injured worker. For work related injury, our insurance covers your medical and hospital bills, plus any part of your lost wages (called Temporary Disability) as well as other payments and services described in this notice. You will be referred to an approved physician or your personal physician may also be approved if we are notified prior to your appointment date.
Is Workers' Compensation the same as State Disability? Often people mistake it for State Disability. There is a big difference. Worker's Compensation helps injured workers when their illness or injury comes from the job. State Disability Insurance (SDI) is from the EDD, Employment Development Department. Assistance from State Disability is usually for illness or injury that is not caused by your work on the job.
What is a Workers' Compensation Injury? Although we as your employer make every effort to make your job safe, accidents and illness occasionally can occur on or from the job. If this should occur, you will be helped immediately. CCI is to be notified of any work-related accident.
GETTING BACK TO WORK
How quickly you can get back to work will depend on you. That may sound strange, but it is medically true; your attitude can make the difference. Some helpful hints include:
Don't be your own doctor. The faster you get treatment, the better the chance of recovery.
Keep up your part of getting well. Talk openly with your doctor and follow his/her advice.
Prepare your return to work carefully. It does not take long to get out of shape for a full day's work. Make sure your doctor knows exactly what your regular job requires and make sure you are up to it before you return to a full day's work.
When you are able to safely return to work, call in your availability to your CCI supervisor.
EDD EMPLOYEE NOTICE REGARDING UNEMPLOYMENT BENEFITS
When you complete an assignment with a temporary services employer, you have the right to file for unemployment insurance (UI) benefits.
Before you file for UI benefits after completing an assignment, you should contact the temporary services employer to see if a new assignment is available, as part of your efforts to seek work.
Failure to contact the temporary services employer for reassignment, or refusal of an assignment, may result in the loss of UI benefits under Sections 1253(e) and 1257(b) of the California. Unemployment Insurance Code.
Temporary services employers may notify the Employment Development Department (EDD) when an employee fails to contact them for reassignment, refuses an assignment, or fails to respond to the employer's mail or telephone contact regarding reassignment.
HARASSMENT
Verbal, physical, visual, and sexual harassment of co-workers, co-employees, and members of the public is absolutely forbidden. Harassment can take many forms. You must be sensitive to the feelings of others and must not act in a way that might be considered harassment by someone else. A few examples of prohibited harassment (for illustrative purposes only) are:
Verbal (racial, sexual, or ethnic jokes and insults).
Physical (sexually suggestive or unwelcome touching or obscene gestures).
Visual (insulting cartoons, sexually suggestive or lewd pictures or photographs).
Sexual favors (unwanted sexual advances which condition an employment benefit upon an exchange of sexual favors).
If you think that you have been the victim of harassment, you must report the incident and the names of the people involved to your CCI supervisor immediately. The incident will be investigated. If you do not report harassment, it cannot be investigated. Your cooperation is crucial.
COMPLAINT PROCEDURE
CCI has a policy against harassment. If you are harassed, confront the harasser and ask him/her to stop. If you are unable to confront the harasser or are unsuccessful in doing so, report your complaint immediately as follows:
File your complaint with your supervisor (with another supervisor if the complaint is against your immediate supervisor) and your CCI supervisor or the president of CCI.
Provide a written complaint to your CCI supervisor as soon as possible after the incident. Include all relevant details of the incident(s), names of individuals involved and the names of any witnesses.
The company will investigate your complaint thoroughly and act upon it promptly. A representative of our company will tell you the outcome of the investigation.
There will be no retaliation against you for filing a complaint.
If you have any questions, click here for a copy of the Department of Fair Employment and Housing's (DFEH) brochure on Sexual Harassment in the workplace. You'll need Adobe's free Acrobat Reader on your computer to open the file.
or contact: FOSTER, SHARRON LONG or JOHN BRYANT (415) 398-3894
EMPLOYER NOTICE REGARDING CRIME IN THE WORK PLACE
Effective 1/1/98 under Labor Code Section 3553, in the event that an employee is a victim of a crime in the workplace, you are required to provide notification to your employee of his/her eligibility for workers' compensation for injuries, including psychiatric injuries, that may have resulted from a workplace crime.
Under the law, you are required to provide the notice either personally or by first class mail, within one working day of the crime, or within one working day of the date the employer reasonably should have known of the crime.
Labor Code Section 3553 will not change any aspect of how State Compensation Insurance Fund will process a claim. The Labor Code does not obligate any employer to change any procedure they currently have regarding how they respond to an employee who has a work-related injury. This new requirement is intended to provide prompt notification to the employee who is a victim of a crime in the workplace.
If you have any questions regarding this new law, please contact State Fund at: 1-888-222-3211
EQUAL OPPORTUNITY EMPLOYMENT
CCI Staffing is committed to the principles of equal opportunity and is committed to make employment decisions based on merit. We are committed to complying with all Federal, State and local laws providing for equal employment opportunities, as well as all laws related to terms and conditions of employment. CCI Staffing desires to maintain a work environment that is free of sexual harassment and discrimination due to race, religion, sexual orientation, color, national origin, physical or mental disability, age or any other status protected by Federal, State or local laws. CCI Staffing will make reasonable efforts to accommodate those physical or mental limitations of an otherwise qualified employee unless undue hardship would result for CCI Staffing.
For more information please email john@ccistaffing.com