Discrimination/Harassment
Solicitation
Americans With Disabilities Act (ADA)
Business Ethics
Ford Motor Company Standards of Conduct
Business Machine Use
Dependent Changes
Direct Deposit
Referral Bonus
Travel Expense Advances
Discrimination/Harassment Policy
Advantage Technical Resourcing strictly adheres to the policy prohibiting discrimination or harassment in the work place. We believe that all employees should be able to enjoy a work environment free from all forms of discrimination or harassment, including sexual harassment. This includes temporary contract employees placed by Advantage Technical Resourcing with its clients. All employment decisions are made solely on the basis of an individual's merit, qualifications and abilities without regard to an individual's sex, race, religion, age, national origin, veteran status, handicap status, or sexual orientation. Harassment is strictly prohibited and will not be tolerated in any form. Sexual harassment is prohibited by state and federal law. If you feel that you have been discriminated against or harassed in any way, please notify your Human Resource Representative immediately. You may also choose to notify your Human Resource department to investigate further.
Solicitation
In an effort to ensure a productive and harmonious work environment, employees employed by Advantage Technical Resourcing may not solicit or distribute literature in the workplace at any time for any purpose.
Advantage Technical Resourcing recognizes that you may have interests in events and organizations outside the workplace. However, you may not solicit or distribute literature concerning these activities during work time.
This includes the posting of written solicitations on company bulletin boards.
Americans With Disabilities Act (ADA) Policy
Advantage Technical Resourcing is committed to complying with the American Disabilities Act (ADA) and ensuring equal opportunity in employment for qualified persons with disabilities. All employment practices and activities are conducted on a non-discriminatory basis.
Hiring procedures have been established to provide persons with disabilities meaningful employment opportunities. Pre-employment inquiries are made only regarding an applicant's ability to perform the essential duties of the applied for position.
Equality
Qualified individuals with disabilities are entitled to equal pay and other forms of compensation (or changes in compensation) as well as in job assignments, classifications, organizational structures, position descriptions, lines of progression and seniority lists. Leave of all types will be available to all employees on an equal basis. Advantage will make reasonable accommodations to enable a qualified individual with a disability to perform the essential functions of the job so long as it is not an undue hardship for Advantage. Advantage will follow any state or local law that provides individuals with disabilities greater protection than the ADA.
This policy is neither exhaustive nor exclusive. Advantage is committed to taking all other actions necessary to ensure equal employment opportunity for persons with disabilities in accordance with the ADA and all other applicable federal, state, and local laws.
Business Ethics
We expect our employees to conduct business according to the highest ethical standards of conduct. Employees are expected to devote their best efforts to the interests of the company. Business dealings that appear to create a conflict between the interests of the company and an employee are unacceptable. We recognize the right of employees to engage in activities outside of their employment which are of a private nature and unrelated to our business. However, management reserves the right to determine when an employee's activities represent a conflict with the company's interests and to take whatever action is necessary to resolve the situation-including terminating the employee. Employment by the company carries with it a responsibility to be constantly aware of the importance of ethical conduct. Employees must refrain from taking part in, or exerting influence in, any transaction in which their own interests may conflict with the best interests of the corporation.
Ford Motor Company Standards of Conduct
Policy written by Henry Ford II - Chairman of the Board To succeed and even survive, Ford Motor Company must have the trust and confidence of its many publics. A good reputation is a priceless business asset that can be earned only through consistently trustworthy behavior.
In recent months, the reputations of some of the largest and best-known American companies have been tarnished by exposure of illegal, unethical or questionable acts by members of management. We can be sure, as a result, that all companies will be watched more closely and held to higher standards.
I have confidence in the integrity as well as the ability of the Company's management, and I am satisfied that, on the whole, Company activities are conducted not only within the law but also within the Company's own strict rules and policies.
Nevertheless, we must redouble our vigilance. Public confidence in the leadership of all major institutions, public and private, is now at a low ebb. The one thing we can do to help reverse this decline, and minimize its damage to the Company, is to demonstrate more clearly than ever that we, the management of Ford Motor Company, deserve the trust of shareholders, customers, dealers, suppliers, employees, legislators, government officials and the public at large.
The Company has formal rules and policies and a formal system of reporting and policing designed to prevent illegal and improper behavior. This formal system is essential but not sufficient. No set of rules can cover all contingencies, and no system of policing can detect all violations. A company, like a community or a nation, depends more on the conscience of the individual than on the strictness of the law or the efficiency of the police.
If Company business ever is conducted on the principle that anything goes that is not explicitly forbidden, the purpose of this letter will be frustrated and the Company's reputation may be seriously damaged. I expect each member of management to make a conscientious effort to conduct themselves in accordance with the spirit as well as the letter of both law and Company policy.
Following are some general guidelines that should govern the conduct of all members of Ford management and other employees in their internal activities and outside business relationships. These guidelines are not intended to be all-inclusive, nor do they represent any change from previous Company policy. They are set forth here because I believe it may be useful at this time to make them more explicit.
- As stated above, the management of Ford Motor Company must always obey the spirit as well as the letter of the law.
- In addition to the specific policies governing governmental relationships, neither the Company nor any subsidiary will make a political contribution in the United States or any other country in any circumstances when it would be illegal or improper.
- Particular care should be taken to act legally in those areas where the law is evolving rapidly or is being extended to cover activities that have not been covered by legal requirements in the past. Among these areas are equal employment opportunity, antitrust, vehicle safety and emissions, plant pollution control, truth in advertising and dealer relations. There are other express policies in these areas, and they should be observed. When in doubt, you should consult the Office of General Counsel.
- In their relationships with outside organizations, members of Ford management and other employees may not engage in any act that could possibly be construed as giving or receiving a bribe or that involves any conflict of interests. More detailed guidelines are included in the material that follows.
- The Company's funds are the property of the stockholders, not of management. Travel and entertainment expenses, for example, are reimbursable only to the extent that they are prudent, reasonable and directly related to Company business.
- Transactions of the Company should be properly accounted for on the Company's books. This is essential to the integrity of the Company's financial reporting.
- No action that would otherwise be suspect is permissible merely because it is customary in a particular location or particular area of business activity.
- The Company's advertising, news releases, promotional literature and public statements of all kinds must be precise, accurate and not misleading or readily subject to misinterpretation. In addition, care should be taken to avoid disparaging comments concerning competitive products, programs or management.
Each member of management is responsible for conducting job-related activities in a manner that protects and enhances the Company's reputation. He is also responsible for encouraging and, where necessary, enforcing similar behavior on the part of his subordinates. Members of management at all levels are expected to inform appropriate salaried employed under their supervision of this policy, and to teach by example the exercise of sound and mature judgment in business relationships. Any misconduct that could cause legal, governmental or public relations problems for the Company should be reported to me, relying, as far as possible, on normal channels. An employee who knowingly violates the policies and guidelines of this letter shall be subject to disciplinary action, including demotion or dismissal.
I know that it is not always easy to decide what is the right thing to do. Morale and efficiency can be destroyed if conscience is not accompanied by realism and rules are not interpreted with common sense. We must be realistic and sensible. But we must also recognize that the world expects more of us. Our reputation as a Company will suffer, unless we expect more of ourselves. I am sure that I can rely on your judgment, integrity and devotion to the Company's best interests.
The Company has had Policy Letters that set forth formal policies to be followed in a number of these areas. In view of recent developments, some of the more pertinent ones are being revised and restated in the attachments to this letter. It is recommended that all subsidiaries adopt policies similar to those set forth in the letter.
Business Machine Use
Business machines such as computers, telephones, voicemail, copy machines and fax machines are intended for business use only. No personal long distance or toll calls are to be made or charged to the company's telephone. Advantage purchases and licenses the use of various computer software for business purposes and does not own the copyright to this software or its related documentation. Unless authorized by the software developer, Advantage Technical Resourcing does not have the right to reproduce such software for use on more than one computer. We prohibit the illegal duplication of software and its related documentation. The system may not be used to solicit for non job-related activities such as commercial ventures, religious or political causes or outside organizations. In addition, we prohibit the use of computers for any type of use other than business related purposes.
The system may not be used to transmit offensive or disruptive images, messages or cartoons. This includes communication containing sexual implications, racial slurs, gender-specific comments, or any other comment that offensively addresses someone's age, sexual orientation, religious or political beliefs, national origin, or disability.
Dependent Changes
Please notify Advantage Technical Resourcing of any Family Status Changes within 30 days. A Family Status Change is a "qualifying event." A qualifying event may include marriage, legal separation or divorce; birth of a child, adoption or legal guardianship; a change in spouse's coverage, employment status; loss of a dependent status due to IRS standards. A "qualifying event" may result in a change in your benefit package and deduction amounts. Proper documentation supporting the event is required for request to be processed through the guidelines set forth by the insurance carrier.
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Direct Deposit
Advantage Technical Resourcing offers you the option of having your pay directly deposited into your personal account for quick and easy access. If you choose this option, you must complete an Authorization for Activation of Direct Deposit. Simply complete the form and attach either a voided check or a direct deposit form from your bank. You should allow approximately 3 weeks to become effective.
Referral Bonus
Advantage Technical Resourcing offers our employees the opportunity to earn up to $1000.00. When you refer someone new to us, we will pay the bonus in four installments of $250.00 each. The first installment is processed after the referred employee has been employed and has completed one week of service. The second installment is processed once the referred employee has completed 90 days of employment, the third payment is processed after 180 days of employment and the final payment is processed after 270 days of employment.
Travel Expense Advances
If travel is a necessary part of your job, we do offer travel expense advances and/or reimbursement. Once the expense form has been completed, please allow two weeks for processing. If you are a contractor using the PeopleNet system, you may list the expenses in the appropriate box on the time card. If you plan to travel out of the country, you can contact your Account Executive for details on exchange rates
