Employee Policy Handbook

Last Updated: January 26, 2022

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WELCOME
 

TJ Staffing Inc. (TJS) is pleased to welcome you to our organization.  This handbook has been prepared to help you get acquainted with us.  It should answer many of your initial questions.

WHO WE ARE

Based out of Billings, Montana, we are a top-rated medical staffing agency across much of the USA. TJ Staffing Inc. matches reliable, qualified candidates with their ideal healthcare position and/or location. We strive for utmost professionalism and efficient matchmaking between potential employees and healthcare facilities we serve, while maintaining exceptional standards and superior service throughout the process.

MISSION STTEMENTAt TJ Staffing Inc, it is our mission to earn the trust and respect of our healthcare facilities and medical professional clients. It is our goal to provide only the most qualified candidates and potential employees for our healthcare organization clients.  Further, we strive to locate the ideal setting and opportunity to place our talented staff into, where their interests, goals and development will flourish.

CULTURE & EXPECTATIONS

We strive to make our company a good place to work. As a part of our company, you will have opportunities every day to help us ensure that we are contributing to the well-being of patients, supporting the care facilities we team with, and deliver optimal customer service to all individuals we engage with in our workplaces.

We are proud of our reputation and success. It is our belief that these accomplishments are the result of dedication, hard work, and good communication.  We hope that you will find your association with TJ Staffing rewarding.

Should you have any questions that are not answered in this Handbook, your TJ Staffing Supervisor or Ownership will be glad to help you.

 

WELCOME TO TJ STAFFING!

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CODE OF CONDUCT

'Quality and Caring professionals facilitating solutions for your company's needs."

TJ Staffing is committed to providing professional, ethical, quality staffing and serving as a benchmark for all other service providers in the community.  Our Code of Ethics guides employees of TJ Staffing and sets the standard for professional conduct, commitment, performanc, and integrity.

TJ Staffing Employees Commit To:

1.     Conduct themselves in a professional fashion with a high level of accountability - to their profession, job, and employer.

2.     Recognize honesty as doing what is right and pursuing a high standard of conduct and integrity in all situations.

3.     Treat all individuals met or trusted to their care with respect and dignity.

4.     Deliver quality patient care and service unrestricted by concerns of personal attributes and without discrimination.

5.     Carry out responsibilities of assigned job with a spirit of teamwork; respecting co-workers and conducting themselves in a manner that contributes to an environment free of all forms of harassment.

6.     Protect confidences trusted to them in the course of professional practice, respecting the right to privacy of the patient, facilities, and employer; revealing confidential information only as required by law to protect the welfare of the individual or community.

7.     Use equipment and accessories, employ techniques and procedures, and perform services in accordance with acceptable standards of practice and facility protocol.

8.     Respect all laws and avoid any involvement in false, fraudulent, or deceptive activity.

9.     Honor all contracts, agreements, and allocated responsibilities.

 

Professional Care and Prevention of Elder Abuse

Elder abuse is an intentional act or failure to act that causes or creates a risk of harm to an older adult. An older adult is someone age 60 or older. The abuse occurs at the hands of a caregiver or a person the elder trusts. Six frequently recognized types of elder abuse include:

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a)     Physical: this occurs when an elder experiences illness, pain, or injury as a result of the intentional use of physical force and includes acts such as hitting, kicking, pushing, slapping, and burning.

b)    Sexual: this involves forced or unwanted sexual interaction of any kind with an Older adult. This may include unwanted sexual contact or penetration or non-contact acts such as sexual harassment.

c)     Emotional or Psychological: this refers to verbal or nonverbal behaviors that that inflict anguish, mental pain, fear, or distress on an older adult. Examples include name calling, humiliating, destroying property, or not letting the older adult see friends and family.

d)    Neglect: this is the failure to meet an older adult's basic needs. These needs include food, water, shelter, clothing, hygiene, and essential medical care.

e)     Financial: this is illegally or improperly using an elder's money, benefits, belongings, property, or assets for the benefit of someone other than the older adult. Examples include taking money from an older adult's account without proper authority, unauthorized credit card use, and changing a will without permission.

f)     Abandonment: deserting a dependent person with the intent to abandon them or leave them unattended at a place for such a time period as may be likely to endanger their health or welfare."' Elder abuse includes deserting an elderly, dependent person with the intent to abandon them or leave them unattended at a place for such a time period as may be likely to endanger their health or welfare.

g)    Rights abuse: denying the civil and constitutional rights Of a person who is Old, but not declared by court to be mentally incapacitated. This is an aspect of elder abuse that is increasingly being recognized and adopted by nations.

h)    Self-neglect: any persons neglecting themselves by not caring about their own health, well-being, or safety. Self-neglect (harm by self) is treated as conceptually different as abuse (harm by others). Elder self-neglect can lead to illness, injury, or even death. Common needs that Older adults may deny themselves or ignore are the following: Sustenance (food or water); cleanliness (bathing and personal hygiene); adequate clothing for climate protection; proper shelter; adequate safety; clean and healthy surroundings; medical attention for serious illness; essential medications. Self-neglect is often created by an individual's declining mental awareness or capability. Some Older adults may choose to deny themselves some health or safety benefits, which may not be self-neglect. This may simply be their personal choice. Caregivers and other responsible individuals must honor these choices if the older adult is sound of mind. In other instances, the older adult may lack the needed resources, as a result of poverty, Or other social condition. This is also not considered as "self-neglect".

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How can we prevent elder abuse?

The goal is to Stop elder abuse before it starts. There are several important things we can do to prevent it:

a)     Listen to older adults and their caregivers to understand their challenges and provide support.

b)    Report abuse or suspected abuse to Adult Protective Services.

c)    Educate oneself and others about how to recognize and report elder abuse.

d)    Learn how the signs of elder abuse differ from the normal aging process.

e)    Check in often on older adults who may have few friends and family members.

f)     Provide over-burdened caregivers with emotional and instrumental supports such as help from friends, family, or local relief care groups; adult day care programs; counselling; or outlets intended to promote emotional well-being.

g)    Where prudent and possible involve more people than just family, formal caregivers, and guardians in health care or financial matters.

h)    Encourage and assist persons (either caregivers or older adults) having problems with drug or alcohol abuse in getting help.

Where you can learn more? 

Elder Abuse Helplines and Hotlines Call 1-800-677-1116 Always dial 9-1-1 or local police during emergencies.

 National Center on Elder Abuse https://ncea.acl.gov/

 National Institute on Aging www.nia.nih.gov

 National Institute of Justice https://nij.ojp.gov/topics/articles/overview-elder-abuse

 

Do the Right Thing

Several key questions can help identify situations that may be unethical, inappropriate or illegal. Ask yourself:

• Does what I am doing comply with the TJ Staffing guiding principles, Code of Conduct and company policies?
• Have I been asked to misrepresent information or deviate from normal procedure?
• Would I feel comfortable describing my decision at a staff meeting?

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• How would it look if it made the headlines?
• Am I being loyal to my family, my company and myself?
• What would I tell my child to do?
• Is this the right thing to do?
   

Media Inquiries
TJ Staffing is a high-profile company in our community, and from time to time, employees may be approached by reporters and other members of the media. In order to ensure that we speak with one voice and provide accurate information about the company, all employees should direct all media inquiries to your TJ Staffing supervisor and/or ownership. No one may issue a press release without first consulting with your TJ Staffing supervisor and/or ownership.

IMPORTANT THINGS TO KEEP IN MIND AS YOU READ THIS HANDBOOK
Whether you have just joined our staff or have been at TJ Staffing for a while, we are confident that you will find our company a dynamic and rewarding place to work and we look forward to a productive and successful association.    This Employee Handbook has been written to serve as the guide for the employer/employee relationship.

• It contains only general information and guidelines.  It is not intended to be comprehensive or to address all the possible applications of, or exceptions to, the general policies and procedures described.

• Neither this handbook nor any other Company document confers any contractual right to remain in the Company’s employ, either express or implied.  Nor does it guarantee any fixed terms and conditions of your employment.

• TJ Staffing operates in multiple USA states. Your awareness and attention to detail within the handbook is important, as certain states have different regulations and expectations for the employer / employee engagement. Unless noted otherwise, policies within the handbook will be applicable to all TJ Staffing employees. When noted otherwise you will find that such differences are noted like the following example, which is also applicable as noted within the following outlined tables.   

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MONTANA EMPLOYEES ONLY:  PROBATIONARY EMPLOYMENT PERIOD

The  probationary period (probationary period is ONLY applicable to MONTANA employees) is intended to give new and rehired employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets both the employee’s and the employer’s expectations. During a  probationary period (probationary period is ONLY applicable to MONTANA employees) of employment either you or the Company may end the employment relationship at will at any time with or without cause or advanced notice. Probationary employees do not have access to the internal complaint process to appeal disciplinary action or discharge.

All new and rehired employees work on a probationary basis during the first 12-months of employment.  Any significant absence shall automatically extend the  probationary period (Montana Only) by the length of the absence.   If TJ Staffing determines that the designated  probationary period (Montana Only) does not allow sufficient time to thoroughly evaluate you, the  probationary period (Montana Only) may be extended for a specified period.

During the  probationary period (Montana Only), new and rehired employees are eligible for the benefits required by law. Employees may be eligible for other company provided benefits, subject to the terms and conditions of each benefit program. Employees shall be informed of the details of specific benefits programs as the employees become eligible.

Work Location by State Differences:
We may note within the handbook another specific state [like the above tables noting a difference with a certain state(s)] which we are doing business in and outline the expectations and regulations to that location which are applicable under a certain policy. Please be mindful of your work location(s) and how these differences apply to your employment expectations.

• No supervisor or other representative of the Company, except the TJ Staffing Ownership (or other designated representative of TJ Staffing), has the authority to enter into any agreement for employment for any specified period of time, or to make any agreement contrary to the above. Any such agreement with the Owner must be an individual agreement in writing and signed by you and the Owner.

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• The procedures, practices, policies, and benefits described here supersede all prior policies and procedures, and may be modified or discontinued, without advance notice.  We will try to inform you of any changes as they occur.

Finally, some of the subjects described here are covered in detail in separate benefit plan documents and other company policy documents.  You should refer to these documents for specific information, since this Handbook only briefly summarizes those benefits.  Please note that the terms of the written insurance policies or pension plan documents are controlling.

As an employee of TJ Staffing, you should familiarize yourself with the information in this Handbook. If you have any questions concerning eligibility for a particular benefit, or the applicability of a policy or practice to you, you should address your specific questions to TJ Staffing Management.

CONFLICT OF INTEREST AND OUTSIDE EMPLOYMENT STATEMENT

Acceptance of Entertainment, Gifts, Favors, and Gratuities

No employee shall solicit or accept any gift, gratuity, favor, entertainment, reward, or any other item of monetary value that might influence or appear to influence the judgment or conduct of the employee in the performance of his/her job. Employees can accept gifts or entertainment only in cases where the gifts or entertainment are of nominal value, are customary in the industry, will not violate any laws, and will not influence or appear to influence the employee's judgment or conduct at his/her employer's business.

Conflict of Interest

TJ Staffing expects its employees to conduct business according to the highest ethical standards of conduct and devote your best efforts to the interests of the Company.  Employees may not use their position with the company to obtain favors and or benefits for themselves or others. Business dealings that appear to create a conflict between the interests of TJ Staffing and an employee are unacceptable. 

TJ Staffing recognizes the right of employees to engage in activities outside of their employment which are of a private nature and unrelated to our business.  However, the employee must disclose any possible conflicts so that TJ Staffing may assess and prevent potential conflicts of interest from arising.  A potential or actual conflict of interest occurs whenever an employee can influence a decision that may result in a personal gain for the employee or an immediate family member (i.e., spouse or significant other, children, parents, siblings) as a result of TJ Staffing's business dealings.

Although it is not possible to specify every action that might create a conflict of interest, this policy addresses actions that frequently present problems.  If an employee has any question whether an action or proposed course of conduct would create a conflict of interest, he/she

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should immediately contact the Human Resources Department to obtain advice on the issue.  The purpose of this policy is to protect employees from any conflict of interest that might arise.

A violation of this policy will result in immediate and appropriate discipline, up to and including discharge. 

Financial Interest in Other Business

An employee and his/her immediate family may not own or hold any significant interest in a supplier, customer or competitor of the Company, except where such ownership or interest consists of securities in a publicly owned company and which securities are regularly traded on the open market.

Giving Entertainment, Gifts, Favors, and Gratuities

No employee shall give any gift, gratuity, favor, entertainment, reward or any other item of monetary value that might influence or appear to influence the judgment or conduct of the recipient in the performance of his/her job. Employees can give gifts or entertainment only in cases where the gifts or entertainment are of nominal value, are customary in the industry, will not violate any laws, and will not influence or appear to influence the recipient's judgment or conduct at his/her employer's business.

Outside Employment

Outside employment that constitutes a conflict of interest is prohibited. Employees of TJ Staffing cannot simultaneously work for a competitor nor can an employee on his or her own time, operate a business or perform work of a competing nature.

All employees holding outside employment must inform their supervisor of the nature of the work and the hours when they work. If an employee's supervisor determines that the outside employment interferes with the employee's performance or creates an actual or apparent conflict of interest, the employee may be asked to terminate the outside employment.

If TJ Staffing determines that an employee’s outside work interferes with performance or the ability to meet the requirements of TJ Staffing as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain with TJ Staffing.

TJ Staffing does not consider outside employment to be an excuse for poor job performance, tardiness, absenteeism, or refusal to work overtime. If outside employment leads to these problems, TJ Staffing will discipline the employee, up to and including discharge.

Reporting Potential Conflicts

An employee must promptly disclose actual or potential conflicts of interest, in writing, to his/her supervisor.  Approval will not be given unless the relationship will not interfere with the employee's duties or will not damage the Company's relationship.

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CONFIDENTIAL NATURE OF WORK

All TJ Staffing records and information relating to TJ Staffing or its customers are confidential, and employees must, therefore, treat all matters accordingly.  No company information, including without limitation, documents, notes, files, records, personal information including credit card information, oral information, computer files or similar materials, except in the ordinary course of performing duties on behalf of the company, may be removed from TJ Staffing's premises without permission from TJ Staffing. 

Additionally, the contents of TJ Staffing’s records or information otherwise obtained regarding business may not be disclosed to anyone, except where required for a business purpose.  Employees must not disclose any confidential information, purposefully or inadvertently through casual conversation, to any unauthorized person inside or outside the Company.  Employees who are unsure about the confidential nature of specific information must ask their supervisor for clarification.  Employees will be subject to appropriate disciplinary action, up to and including discharge, for revealing information of a confidential nature.

All employees must be aware that TJ Staffing retains legal ownership of the product of their work.  No work product created while employed by TJ Staffing can be claimed, construed, or presented as property of the individual, even after employment by TJ Staffing has been terminated or the relevant project completed.  This includes written and electronic documents, audio and video recordings, system code, and also any concepts, ideas, or other intellectual property developed for TJ Staffing, regardless of whether the intellectual property is actually used by TJ Staffing.

Although it is acceptable for an employee to display and/or discuss a portion or the whole of certain work product as an example in certain situations (e.g., on a resume, in a freelancer's meeting with a prospective client), one must bear in mind that information classified as confidential must remain so even after the end of employment, and that supplying certain other entities with certain types of information may constitute a conflict of interest and/or a breach of confidentiality.  In any event, it must always be made clear that work product is the sole and exclusive property of TJ Staffing.  Freelancers and temporary employees must be particularly careful in the course of any work they discuss doing, or do, for a competitor of TJ Staffing.

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NONDISCRIMINATION/ANTI-HARASSMENT POLICY AND COMPLAINT PROCEDURE

We expect employees to develop and maintain business-like relationships free of bias, prejudice and harassment. In keeping with this commitment, we will not tolerate unlawful harassment or discrimination of employees by anyone, including any supervisor, manager, co-worker, vendor, client, contractor, customer or other regular TJ Staffing visitor. Employees have a responsibility to treat others with dignity and respect. Any employee found to have willfully exhibited inappropriate conduct or behavior against others may be subject to disciplinary action up to and including discharge.

Equal Employment Opportunity is a fundamental principle at TJ Staffing, where employment is based upon personal capabilities without discrimination on the basis of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability when the reasonable demands of the position do not require an age, physical or mental disability, marital status, sex distinction, genetic information, political beliefs, sexual orientation, gender identity or expression, and covered veteran or any other protected characteristic as established by federal, state and local laws. 

This policy applies to all policies and procedures relating to recruitment and hiring, compensation, benefits, layoff, discharge, training, and all other terms, conditions, and privileges of employment.  Your questions or concerns should be referred to TJ Staffing Management/Owner who have overall responsibility for this policy and maintain reporting and monitoring procedures.

Accommodation

If you require specialized accommodations for a mental or physical disability or religious belief/practice, etc., either for your current job or for jobs for which you wish to apply, contact your supervisor or TJ Staffing Management/Owner.  It is important that you notify us of your need for an accommodation.  Once that is done, we will work with you through an interactive process to evaluate and, if possible, arrange for a reasonable accommodation.  Generally, a reasonable accommodation will be attempted unless it creates an undue hardship for the company.  A reasonable accommodation does not mean the elimination of an essential function of the job. 

Harassment/Nondiscrimination

Harassment consists of unwelcome conduct, whether verbal, physical, or visual, that is based upon a person's protected status or any other characteristic protected by law.  TJ Staffing will not tolerate harassing conduct that affects tangible job benefits, that interferes unreasonably with an individual's work performance, or that creates an intimidating, hostile, or offensive working environment.  Such harassment may include, for example, jokes about another person's protected status, kidding, teasing or practical jokes directed at a person based on his or her protected status.

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This policy applies to conduct occurring in the workplace and/or in other settings where TJ Staffing employees may be in connection with their work, such as business trips and business related social events. Further these prohibitions apply not only to the spoken or written word but also to e-mail, text messages and social media posts.

The prohibited conduct also includes, but is not limited to: 

(a)   epithets, slurs, negative stereotyping, threatening, use of hate words (such as the n-word), hostile, offensive or intimidating acts that are based on a person's protected status;

(b)  epithets, slurs, rude or offensive comments not based on a protected status but intended to belittle, intimidate, humiliate or embarrass another;

(c) written or graphic material circulated within or posted within the workplace, on company time or using company equipment by email, phone (including voice messages), text messages, social networking sites, etc. that shows hostility toward a person or group because of their protected status.

Yes, the harassment policy applies to social media posts, tweets, etc., that are about or may be seen by other employees, customers, clients, competitors, etc.

Yes, an employee's Facebook account may be configured as private. But if co-workers are connected and see the posts, the posts are fair and eligible for corrective action if they cross these types of boundaries.

Sexual Harassment
Sexual harassment deserves special attention.  Sexual harassment may include subtle and not so subtle behaviors, may be directed towards individuals of the same or different gender, and may include explicit sexual propositions, sexual innuendo, commentary about an individual’s body, sexual prowess or sexual deficiencies, sexually oriented "kidding" or "teasing;" "practical jokes," jokes about obscene printed or visual material; staring, leering or whistling; insulting or obscene comments or gestures and physical contact such as patting, pinching or brushing against another person's body.  Sexual harassment includes unwelcome verbal or physical conduct of a sexual nature when:

• Submission to the conduct is implicitly or explicitly made a term or condition of employment;
• Submission to or rejection of the conduct is used as the basis for an employment decision affecting the individual; or
• The conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.
   

Prohibited Sexual harassment also includes:

• Harassment directed toward a person because of gender
• Propositions or pressure to engage in sexual activity

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• Sexual assault
• Display of magazines, books, or pictures with a sexual connotation
• Any harassing behavior, whether or not sexual in nature, directed toward a person because of the person's gender, including, but not limited to, hazing employees working in nontraditional work environments. 

Retaliation
Neither TJ Staffing, nor any of its employees, will retaliate against any applicant, employee, or past employee for opposing unlawful discriminatory practices, reporting or assisting in making a harassment or discrimination complaint or cooperating in a harassment or discrimination investigation.   Retaliation in any form is grounds for disciplinary action up to and including discharge. 

Complaint Procedure

All employees are responsible to help ensure that TJ Staffing avoids all forms of harassment, discrimination, or retaliation in the workplace.  Whenever possible, any person who is experiencing unwelcome conduct, of the type generally described above, should inform the person engaging in the conduct that it is unwelcome and request that it stop.  Employees who believe they have been subjected to discrimination or harassment or have witnessed such behavior should immediately report this information to TJ Staffing Management.

Corrective Action

TJ Staffing will attempt to investigate all complaints of harassment, discrimination, and retaliation thoroughly, to the fullest extent practicable.  TJ Staffing will keep complaints and the terms of their resolution confidential; however, it cannot guarantee complete confidentiality to complete a thorough investigation.  If an investigation confirms that a violation of this policy has occurred, TJ Staffing will take appropriate, corrective action including discipline up to and including discharge from employment.

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EMPLOYMENT

ATTENDANCE, PUNCTUALITY AND DEPENDABILITY

Regular attendance is an important job responsibility. Employees are expected to be at work on all scheduled workdays, during all scheduled work hours, and to report to work on time.

“On time” is defined as being properly dressed and prepared to begin work at the start of your scheduled work period.  If an employee is unable to report to work or is going to be late, the employee must personally, notify his/her supervisor as soon as possible so the employee’s work assignments can be covered.

NOTE: It is each employee’s responsibility to visit with their direct supervisor to determine the approved way to communicate and report when              circumstances require the employee to be absent, or tardy.

An unexcused absence is one in which the employee calls in on the day he/she will be out and gives a reason TJ Staffing considers unacceptable.

An unreported absence is one in which the employee does not contact the company the day he/she is out.  In the event of an unreported absence for a period of two (2) consecutive workdays, TJ Staffing shall consider the employee to have voluntarily terminated his/her employment. 

NOTE: TJ Staffing reserves its right to request a doctor’s certification regarding an absence or for fitness to return to work.

Irregular attendance, unexcused absences, tardiness, and unreported absences are disruptive to the business, will not be tolerated, and may be cause for disciplinary action, up to and including discharge.  Non-exempt employees who have unexcused or unreported absences or tardiness will not receive pay for the time not worked.

BREAKS / MEAL PERIODS

Breaks, when available, are considered a benefit to the employee and availability is dependent upon work demands.  All breaks require prior supervisor approval, are no longer than 15 minutes in length, may be taken once during your shift, and are compensated.

An unpaid meal break of 30-minutes minutes is provided to each employee who works more than a six-hours shift (*North Dakota exception, see below table).  Employees are requested to take their fully allotted time and cannot return early unless requested to do so by management.  If the employee is requested to return from a scheduled meal break or is not completely relieved of

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all duties during the meal break, the employee will be compensated according to wage and hour law.

EMPLOYEE CLASSIFICATIONS

Each employee of TJ Staffing is classified as either exempt or non-exempt from overtime pay requirements, depending on their job duties. An employee’s exempt or non-exempt classification may be changed only upon written notification by TJ Staffing management.

Non-Exempt employees are subject to minimum wage and overtime pay requirements for hours worked over40 in a workweek, in accordance with Federal and State Wage and Hour Laws.

Exempt employees are classified as such if their job duties are exempt from overtime pay and/or minimum wage requirements as determined by Federal and State Wage and Hour Law definitions.
 

Based on the terms of employment, employees of TJ Staffing fall into the following categories:  full-time, part-time, and temporary employees.

• Full-Time
  • A full-time employee is one who works an average of 36 or more hours per week on a regular basis.
• Part-Time
  • A part-time employee is one who works an average of less than 36 hours per week on a regular basis.
• Temporary Employees
  • A temporary employee is one who is employed full-time or part-time for a specific job assignment or limited duration, or during certain periods of time depending upon the demand of work as determined by TJ Staffing. A temporary employee is not eligible for any company provided benefits.

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Employees with questions about their employment classification or benefits eligibility should contact TJ Staffing Management.

EMPLOYER INFORMATION AND PROPERTY

No company information or property may be removed from the company's premises, including without limitation; documents, files, records, computer files, equipment, office supplies, or similar materials. The only exception permitted is when an employee’s ordinary course of performing duties on behalf of TJ Staffing, requires such information or property. Violation of this policy is a serious offense and will result in appropriate disciplinary action, up to and including discharge.

Meetings held on TJ Staffing premises must be for conducting TJ Staffing business. Meetings for other purposes are strictly forbidden.

In addition, when an employee leaves TJ Staffing, the employee must return to the company all TJ Staffing related information and property that the employee has in his/her possession, including without limitation, documents, files, records, manuals, information stored on a personal computer or on a computer disc, supplies, and equipment or office supplies. 

FINAL PAY

When you voluntarily terminate or are involuntarily terminated prior to payday, your final pay will be issued on the next regularly scheduled payday, or within 14-days from the date of the actual separation, whichever occurs first.

NOTE: All organization property shall be returned to TJ Staffing upon termination.

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OVERTIME / WORK SCHEDULE

The workweek begins at 12:00 a.m. on Sunday and ends at 11:59 p.m. on the following Saturday. Hours worked do not include vacation, sick, holiday, and other leave or time away from work. The overtime rate is one and one-half (1½) times the employee’s regular rate of pay for every hour over 40 worked in a workweek.

When business conditions require, employees may be needed to work overtime.  When this occurs, the employee’s supervisor will make every effort to provide timely advance notice.  Such a request for overtime is considered to be mandatory.

For purposes of overtime pay, employees are classified as exempt or nonexempt. Exempt employees are not eligible for overtime pay. Nonexempt employees receive overtime pay for all hours worked over 40 hours in a workweek. 

Your supervisor must approve all overtime in advance.  Employees working overtime without approval may be subject to disciplinary action, up to and including discharge.

TJ Staffing prohibits all employees from “syncing” their work e-mail account to a personal smart phone, laptop computer or other telecommunication or electronic devices without the employer’s approval.

Non-exempt employees whose work duties require a smart phone or laptop as a business necessity must have written permission from their supervisor and consistently log time spent working outside of the scheduled business day. TJ Staffing will verify the work performed, business necessity and the access time required to document overtime to be paid.

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PAY PERIODS / PAYDAYS

The pay period is bi-weekly at TJ STAFFING, occurring on every other Friday.   If payday falls on a weekend or holiday, paychecks will be issued on the preceding workday.

An itemized statement showing your gross wages for the pay period and all statutory and voluntary deductions will be provided. After you review your pay stu and deductions, any mistakes and/or improper deductions should be reported immediately. The company will attempt to promptly review the complaint and, if valid, reimbursement will be issued within a reasonable time frame.

DIRECT DEPOSIT OPTION: Employees may be paid by check or through direct deposit of funds to either a savings or checking account at their bank of choice, providing the bank has direct deposit capability. To activate direct deposit, you will be required to complete and sign a “Direct Deposit Authorization form” and provide it to the Payroll Department.

Employees may be reimbursed for some business expenses.  Proper receipts and validation are necessary for reimbursement and must be submitted within 45 days of occurrence.

PERSONNEL INFORMATION AND PRIVACY

Personnel files are maintained for each employee.  Personnel files are the property of the Company and may not leave the company premises.  Please make an appointment with your Supervisor (Company Owner), in advance, if you wish to view your personnel file. Your personnel file can be reviewed by requesting a scheduled period with ownership to meet and review the file. Personnel files will not be taken outside of the department.

• Remote Employees (outside of the Billings, MT Region): For employees not working/residing near the corporate office, a teleconference will be scheduled for you to review your personnel file.

Personnel files are maintained by TJ Staffing Management and are considered confidential. Managers and supervisors other than TJ Staffing Management may only have access to personnel file information on a need-to-know basis. A manager or supervisor considering the hire of a former employee or transfer of a current employee may be granted access to the file.

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For accurate administration of your wages and benefits, and for compliance with federal and state regulations, it is necessary that current and accurate personnel records be maintained for each employee. This information is also necessary in the event you must be reached in an emergency or for available work. If there are changes, or if you observe or are aware of any errors in your personnel records, please notify your Supervisor immediately. Falsification of any personal information is cause for disciplinary action, up to and including discharge.

Separate files are maintained for employee medical-related information and work-related injuries. Access to these files is limited to authorized personnel on a “need to know” basis.

PROTECTED HEALTH INFORMATION

Due to Privacy Standards and Protected Health Issues, the Company will use reasonable and appropriate safeguards to protect your health information.  Health information will be kept in a secure location and it will only be accessible on a need-to-know basis for proper management and administration of the Company.  The TJ Staffing Management has been assigned as the Privacy Officer.  You have certain rights regarding your Private Health Information (PHI).  Please direct questions to the Company Privacy Officer.

TIME REPORTING

All non-exempt employees must record their hours worked, daily, utilizing the company’s recordkeeping system.  The time record is used to compute earnings and is kept as a permanent record. 

Recording another employee's time or falsifying any time record is not permitted and is cause for disciplinary action, up to and including discharge.

DISCIPLINE

Discipline is at the discretion of the company and shall be decided on a case-by-case basis. If you disagree with any disciplinary action, you are required to follow the internal complaint process.

Any employee conduct interfering with the effective operation of TJ Staffing’s business is prohibited.  The performance standards listed below, and others which may be established from time to time, are not all-inclusive.  Rather, they are published to provide a general understanding of what TJ Staffing considers unacceptable conduct.  These performance standards are merely examples of the types of misconduct for which employees may be disciplined or dismissed. 

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TJ Staffing may impose disciplinary action in those instances where management decides it is appropriate.  Disciplinary action includes, but is not limited to, oral warnings, written warnings, suspension or discharge.  TJ Staffing retains the right to determine what discipline will be imposed in each individual situation. The fact that TJ Staffing has or has not utilized any of these steps in the disciplinary procedure does not set any precedent and should not be relied upon in future disciplinary situations by any employee.

Violation of any of the following performance standards may result in disciplinary action and/or immediate discharge: (Note: This list is not all inclusive.)

1.              Failure to satisfactorily perform job duties;

2.              Failure or refusal to follow the written or oral instructions of a supervisor or manager;

3.              Insubordination;

4.              Neglecting job duties and responsibilities;

5.              Engaging in unauthorized personal business during work hours;

6.              Falsifying or misrepresenting company or employment records;

7.              Discourtesy or rudeness in dealing with TJ Staffing’s employees and/or representatives of our clients or prospects;

8.              Failure to give proper notice when unable to report for or continue work as scheduled;

9.              Unexcused or excessive absenteeism;

10.           Theft, abuse, or misuse of TJ Staffing’s property, materials, or supplies;

11.           Unauthorized use of TJ Staffing’s property and equipment;

12.           Threatening, harassing, or inflicting bodily harm on fellow employees or others at any time while on the job;

13.           Making false and malicious statements concerning employees or the Company;

14.           Intentionally discriminating against employees in violation of applicable laws and/or engaging in the harassment of, or retaliation towards any fellow employee;

15.           Possession, use, purchase, consumption, transfer or sale of alcoholic beverages, controlled substances or illegal drugs at any time during working hours, on TJ Staffing’s premises or job site, or while representing TJ Staffing, or reporting to work under the influence of alcohol, controlled substances or illegal drugs;

16.           Violation of Company Safety Rules and Policy;

17.           Violating any TJ Staffing policies, rules, regulations, or practices; and

18.           Disruption of the employer’s operation.

DRUG AND ALCOHOL USE

TJ Staffing has a strong commitment to its employees to provide a safe and secure workplace and to establish programs promoting high standards of employee health.  The purpose of this policy is to state the company’s philosophy with respect to drug and alcohol use and abuse.

The unlawful manufacture, distribution, dispensation, possession, or use of any controlled substance, or alcohol while performing company business, or while on company grounds, are

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prohibited.  These activities constitute serious violations of Company rules, jeopardize the Company, and can create situations that are unsafe or that substantially interfere with job performance.

Employees must notify the employer of any criminal drug statute conviction for a violation occurring in the workplace no later than 5 days after such conviction.

Employees who know or should know the use of a legal prescription could impair their ability to perform their jobs should inform TJ Staffing Management immediately.  The information, which will be kept confidential, is necessary to properly and safely assess an employee’s ability to perform his/her job duties.

Employees in violation of this policy are subject to appropriate disciplinary action, up to and including dismissal.

 

INTERNAL COMPLAINT PROCESS

FOR MONTANA EMPLOYEES, PLEASE NOTE: This Internal Complaint Process is NOT available to employees still in their probationary period (the probationary period is ONLY applicable to MONTANA employees) for disciplinary action or following discharge.

If an employee has a problem or complaint, the employee may present a written statement of his or her complaint, problem, suggestion, or grievance to their Supervisor or TJ Staffing Management. If the situation is not resolved or the employee is uncomfortable taking the issue to their Supervisor, they may contact the TJ Staffing Owner who will consider the written statement and take such action as deemed appropriate.

If an individual employee wishes to appeal discharge, layoff, or a change in working conditions, he or she must present a written statement to their direct supervisor at TJ Staffing within 10 days after he or she is informed of the discharge or change in the working condition. The written statement will contain the facts the employee believes should be considered and shall state the resolution the employee believes is appropriate.

If this decision is not satisfactory to the individual employee, the employee or terminated employee must present a written statement to the TJ Staffing Management within 10 days after he or she is notified of the decision of TJ Staffing Management. The written statement will contain the facts the employee believes should be considered and shall state the resolution the employee believes is appropriate. The TJ Staffing Owner or their designee shall consider and advise the employee or former employee of the final decision regarding the employee’s complaint or grievance within 90 days after the employee initiates the process.

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SAFETY POLICY

TJ Staffing is committed to safety in all areas of the organization and our goal is to comply with  all of the State locations Culture Acts, Regulations and the Occupational Safety & Health Act of 1970. These Acts require employers to provide a safe and healthful working environment and that employees comply with occupational safety and health standards and all rules, regulations, and orders contained within the Acts, which are applicable to their own actions and conduct.

We believe that safety must function as an integral part of, and in no manner separate from, the operation of the Company. In recognition of this, employees are expected to:

• Maintain a safe and healthful working environment and to comply with the company’s policies.
• Consistently adhere to proper operating practices and procedures, which are designed to prevent injury, illness, and loss of assets.
• Comply with the requirements of federal, state, and local safety and health codes to insure the wellbeing and safety of all employees.
• Attend and participate in training and education opportunities.

Employees may receive training on the use of equipment, proper and safe operating procedures, and site/task specific job functions. Periodic safety training sessions may be conducted to maintain employee awareness.

Vendors/Visitors. For the safety of employees, all vendors and visitors are required to enter the premises through the reception area.  Visitors are not permitted in work areas without management approval.  Accompanied visitors must wear any personal protective equipment required for their safety.

All employees are responsible for exercising maximum care, good judgment, and shall comply with established procedures in operating safely and preventing accidents. Unsafe conditions, equipment, or practices shall be reported to the supervisor immediately.  Each employee is expected to abide by all safety rules and procedures, shall wear all personal protective equipment required and provided by the employer, and attend training sessions when scheduled.  Failure to attend will result in disciplinary action up to and including discharge.

Our safety rules have been written with you in mind. Please follow the rules and help TJ Staffing ensure a safe working environment.

REPORTING ACCIDENT OR INJURY

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Maintaining a safe work environment requires the continuous cooperation of all employees. TJ Staffing strongly encourages employees to communicate with fellow employees and their supervisor regarding safety issues.

All employees are covered by Workers’ Compensation Insurance that provides coverage and protection in accordance with the workers’ compensation law.  Any work-related accident which occurs on the job, no matter how minor, must be reported immediately to your supervisor. The supervisor and employee will complete a First Report of Injury as soon as possible, and no later than 24 hours from the time of injury, even if there are no apparent injuries at the time.  Employee Incident Report forms are available in:

(a)     the corporate office building (Billings, MT) next to the owner’s office doorway,

and

(b) are available online within the TJ Staffing website employee portal under the “employee paperwork” section.

Failure to report accidents is a serious matter as it may preclude an employee's coverage under Workers’ Compensation Insurance.

Employees suffering a loss time injury on the job must have written authorization from his/her physician stating that he/she can perform the normal duties of the position, with or without reasonable accommodation, before returning to work.

Time off for days not worked, or resulting in partial days or an intermittent work schedule will be coordinated under the terms of the Medical Leave Policy. See page 33 for more information on job protected leave and benefit continuation provisions.

WORKPLACE THREATS AND VIOLENCE

Nothing is more important to TJ Staffing than the safety and security of its employees.  TJ Staffing has zero tolerance for violence in the workplace, which includes zero tolerance for acts of intimidation, threats of violence (whether express or implied), or acts of violence on TJ Staffing’s premises, while on Company business, or against another Company employee, either during or after working hours.  Any of the aforementioned acts of violence against employees, visitors, guests or other individuals by anyone will not be tolerated and must be reported to a supervisor immediately.  Violations of this policy will lead to disciplinary action up to and including discharge and potentially arrest and prosecution.

Bullying, including cyberbullying, is also prohibited. Behaviors that may be determined to be bullying include but are not limited to:

• Use of hate words, such as the 'n-word.'
• alienating or isolating an employee;
• harassing or intimidating an employee;

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• making rude, condescending, insulting and demeaning statements to others;
• using angry and hostile tones, shouting, throwing things or slamming doors when displeased;
• berating staff and colleagues in front of others.

Any person who makes substantial threats, exhibits threatening behavior, or engages in violent acts on TJ Staffing property shall be removed from the premises as quickly as safety permits, and shall remain off company and client premises pending the outcome of an investigation.  TJ Staffing will initiate an appropriate response.  This response may include, but is not limited to, suspension and/or discharge from any business relationship, reassignment of job duties, suspension or discharge from employment, and/or criminal prosecution of the person or persons involved.

No existing TJ Staffing policy, practice, or procedure should be interpreted to prohibit decisions designed to prevent a threat from being carried out, a violent act from occurring, or a life-threatening situation from developing.

All TJ Staffing employees are responsible for notifying a supervisor or another member of the management team of any threats they have witnessed, received, or been told that another person has witnessed or received.  Even without an actual threat, employees should also report any behavior they have witnessed which may be regarded as threatening or violent, when that behavior is job related or might be carried out on a company controlled site, or is connected to company employment.  Employees are responsible for making this report regardless of the relationship between the individual who initiated the threat or threatening behavior and the person or persons who were threatened or were the focus of the threatening behavior. 

All individuals who apply for or obtain a protective or restraining order, which lists company locations as being protected areas, must provide to the Human Resources Manager, a copy of any temporary protective or restraining order which is granted, and a copy of any protective or restraining order which is made permanent.  TJ Staffing understands the sensitivity of the information requested and has developed confidentiality procedures, which recognize and respect the privacy of the reporting employee(s). 

 

ON THE JOB RESPONSIBILITIES

REPORTS OF WRONGDOING (WHISTLEBLOWING)

TJ Staffing is committed to high standards of ethical and legal business conduct. It expects and encourages all employees to report any suspected violation of the law or TJ Staffing’s code of conduct.  This policy aims to provide guidance for employees to raise concerns about serious misconduct and to provide assurance that they will be protected from retaliation for making such reports.

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This policy is intended to cover reports of:

• Incorrect Financial Reporting
• Any unlawful activity
• Activities in violation of TJ Staffing’s Code of Conduct
• Any other serious misconduct

Procedure

Employees who have concerns about serious misconduct should contact TJ Staffing Management.  Employees may report suspected illegal conduct in person or by voice mail, e-mail, via mail delivery service, or in person.

Depending on the nature of the report, TJ Staffing Management will investigate all reports of serious misconduct and will promptly correct any problems.  Individuals with expertise in the area(s) of concern, will be used as needed.

Retaliation Prohibited

The company prohibits any retaliation against employees who provide information regarding serious misconduct or assist in an investigation of any violations of applicable laws.

Any officer, employee, or agent, or any contractor or subcontractor of the company who retaliates against such employees is subject to discipline, up to and including termination. 

Confidentiality

Information provided by the reporting employee will be treated as confidential and will be provided only to those who have the need for the information or when it is required in the course of investigating or resolving the concern.

Bad Faith or False Allegations

Reports made in bad faith and false information provided in the course of an investigation may lead to discipline, including discharge.

INSPECTIONS AND SEARCHES

TJ Staffing is concerned with preventing theft of Company property, with controlling workplace substance abuse, and with promoting the safety of its employees and others on the premises.  - TJ Staffing may search employee’s work area including desks, file cabinets, closets,  computer files, company phone records or any other company owned equipment or property.

Employees are encouraged not to bring any item of personal property into the workplace that they do not want revealed to the organization. Under some circumstances, TJ Staffing may also search employee belongings, such as briefcases, purses, backpacks, toolboxes, computer cases, lunch boxes, and like items brought onto the Company’s premises

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From time to time and without prior announcement, inspections or searches may be made of anyone entering, leaving, or on the premises or property of the company.

RESIGNATION

TJ Staffing requests that employees give two weeks written notice of intention to leave their job. TJ Staffing reserves the right to provide an employee with two weeks’ pay in lieu of notice in situations where job or business needs warrant such action.  If an employee provides more notice than requested, TJ Staffing will evaluate whether the additional notice is necessary for effective business operations and will notify the employee of the final date of employment based on those needs.

Employees will not be allowed to rescind a resignation whether given orally or in writing once the resignation has been confirmed by TJ Staffing.

When an employee voluntarily resigns his/her position with the company, the employee’s supervisor or the Human Resources Department may schedule an exit interview on or close to the employee’s final day of employment to discuss the reasons for leaving and general resignation procedures. At or before the exit interview, the employee must return all company property in his/her possession, including but not limited to: Company identification badges; keys; tools; uniforms; books or manuals; computer or office equipment; parking passes; or Company cars and credit cards.  At the exit interview, the employee should provide an address for sending future benefits and tax information.

 

TIME-OFF BENEFITS

HOLIDAYS

TJ Staffing recognizes the following holidays.  All full-time employees (including those in probationary employment period) are eligible for holiday premium pay when working on the following recognized holidays:          

• New Year's Day (January 1st)
• Thanksgiving Day (fourth Thursday in Nov.)
• Memorial Day (final Monday in May) 
• Independence Day (July 4th)
• Labor Day (first Monday in Sept.)
• Christmas Day (Dec. 25th)

TJ Staffing provides holiday premium pay to all employees who work on the recognized holiday dates noted above. Holiday Premium Pay is paid at 1.5 times the employees’ regular rate of pay for the shift hours worked only on the holiday’s date (within the 24-hour period). To be eligible for holiday pay, an employee must work on the scheduled holiday.

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If a shift begins during the day before, or overlaps into the following date, those hours will be paid at the regular rate of pay and will not receive holiday premium pay.

Employees on an unpaid leave of absence and/or those that do not work on the holiday’s date will not receive holiday pay.

LEAVES OF ABSENCE

MATERNITY LEAVE

An employee requiring maternity leave shall provide TJ Staffing with reasonable notice of the expected date of leave.  TJ Staffing will not terminate a female employee because of pregnancy.  TJ Staffing will grant a request by a female employee for a reasonable pregnancy-related leave of absence. TJ Staffing requires, disability as a result of pregnancy or pregnancy related medical limitations, be verified by medical certification that the employee is not able to perform employment duties.  

Upon signifying an intent to return at the end of a pregnancy-related leave of absence, the employee will be reinstated to the employee’s original job or to an equivalent position with equivalent pay and accumulated seniority as of the date leave began, retirement, fringe benefits, and other service credits unless, the employer’s circumstances have so changed as to make it impossible or unreasonable to do so. Contact TJ Staffing Management for questions related to your leave.

Any employee on maternity leave does not accrue vacation time or sick hours and is not eligible for holiday pay.

MEDICAL LEAVE

After completion of one year of continuous full-time employment, unpaid medical leaves of absence, not to exceed 60-days within any 12-month period may be granted for reasons of bona fide illness. All leaves are to be requested in writing to TJ Staffing Management stating the anticipated start and end dates of the leave of absence.  TJ Staffing reserves its right to request a doctor’s certification for medical related leaves, before granting the requested leave. 

Any employee on Medical Leave is not eligible for holiday pay.

Employees unable to work due to a work-related illness or injury will be granted leave under this policy and will follow the regulations and expectations of the workers compensation provider for return to work, and expectations with respect to the medical leave of absence.

Upon expiration of the leave, or upon the employee’s notification of his/her intent to return, TJ Staffing will reinstate the employee to the next available job opening in his/her classification. If

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an employee on leave does not report to TJ Staffing upon the expiration of his/her leave, the employee shall be considered as having voluntarily given his/her resignation.

When an employee returns from a Medical Leave, the employee must provide a release from a physician stating that the employee is medically fit for duty and can perform the essential functions of the job, with or without an accommodation.  The company, at its discretion, may require an employee to be examined by a physician designated by the company before the employee is permitted to return to work from a disability leave. 

If an employee returning from a leave of absence requires an accommodation due to a disability, TJ Staffing will make a reasonable accommodation, unless doing so will result in an undue hardship. The final decision on whether you are ready to return to work rests with the company.

MILITARY LEAVE

TJ Staffing will abide by all provisions of the Uniformed Services Employment and Re-Employment Rights Act (USERRA) and will grant military leave to all eligible employees.  Employees must provide advance notice to their supervisor of their intent to take military leave and must provide appropriate documents unless giving such notice is impossible, unreasonable, or precluded by military necessity.

An employee’s salary/wages will not continue during the military leave of absence. Any employee on leave is not eligible for holiday pay.

In accordance with applicable law, employees on military leave will be reinstated upon satisfactory completion of military service and timely notice of intent to return to work, provided the employee is qualified and the company’s circumstances have not changed to the extent that it would be impossible or unreasonable to provide reemployment.

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ELECTRONICS POLICY

Personal cell phone usage is defined as “talking, texting or surfing the internet on a mobile device”.

Use of Cell Phones and other personal electronic devices (laptops, iPad, tablets, headphones, earphone, airpods, etc.) should only be used in designated break areas (cafeteria, staff break rooms and day rooms) during scheduled lunch and/or break periods. Under no circumstances should employees be watching movies, shopping, or texting in work areas. Cell phones may not be used in meetings, at the Nurses’ station and/or in public areas.

NO CELL PHONES ARE TO BE USED IN PATIENT ROOMS!!

We believe that the spirit of thoughtfulness and cooperation, which is characteristic at our company, is adequate to resolve any disputes which might arise under these guidelines.

• Employees who violate these guidelines will be subject to the disciplinary process up to and including termination.

USE OF SOCIAL MEDIA POLICY

Use of the social media during work hours, whether using Company computers or otherwise, for purposes other than directly related to business matters is not allowed, and violations will be subject to discipline up to and including termination of employment depending the severity and frequency of the violation(s).

Lawful use of the social media during nonworking hours is a protected under Montana law. However, use of the social media during nonworking hours in a manner which is not lawful may give rise to discipline up to and including termination of employment.  Unlawful use of social media includes, but is not necessarily limited to using social media to:

• Harassing co-employees, patients, and/or customers/clients of TJ Staffing;
• Disclosing Company proprietary information, including the name or sensitive facts relating to Company customers; or
• Threatening or intimidating co-employees or customers of the Company

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Yes, this policy applies to an employee’s social media posts, tweets, etc., that are about or may be seen by employees, customers, clients, vendors, competitors, etc.

Yes, the employee's Facebook account may be configured as private. But if co-worKers or other stakeholders are connected and see the posts, the posts are eligible for corrective action.

Remember, what is posted by you on social media can be and is often misconstrued and is permanent.  Think before posting matters using social media.

For more information or if you have questions or need further guidance contact TJ Staffing Management.

ATTIRE & APPEARANCE

TJ Staffing expects employees to maintain a neat, well-groomed appearance at all times.  Employees should avoid extremes in dress.  All employees shall maintain personal cleanliness and grooming habits that reflect a professional image for both the employee and the Company.  Clothing should be kept clean, neat, and in good repair.

For all employees, the organization also expects you to maintain good hygiene and grooming while working.  If an employee is dressed inappropriately, that employee will be sent home to change into appropriate attire.  Non-exempt employees will not be compensated for this time away from work.  Repeated violations of the dress and grooming policy can result in disciplinary action, up to and including discharge.

If employees require a reasonable accommodation regarding their dress for bona fide health and/or religious reasons, they should contact their supervisor or Human Resources to discuss an exception to the personal appearance guidelines.  Unless it would constitute an undue hardship or safety hazard, TJ Staffing will accommodate such reasonable requests.

Supervisors and managers can specify additional or alternative dress and grooming requirements based on the business and safety needs of their departments.

SMOKING/ TOBACCO USE POLICY

To comply with the applicable states’ Smoking / Clean Air Acts, TJ Staffing has prohibited smoking throughout its workplace.  The use of tobacco products including but not limited to cigarettes, cigars, pipes, vaping equipment and smokeless tobacco is prohibited inside any of the company related facilities or vehicles.  Appropriate signage will be placed at entrances to all buildings advising employees and visitors that TJ Staffing (or client’s facility) maintains a tobacco-free environment. The management of each facility will designate areas outside the building where the use of tobacco products will be allowed. This policy relates to all work areas always, including before and after normal working hours. Any violation of this policy may result in appropriate corrective disciplinary action, up to and including discharge.

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EMPLOYEE HANDBOOK ACKNOWLEDGEMENT

(Please initial each provision and sign below)

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