Canidate Agreement 

You agree to be responsible for submitting your Employer Solutions Services Inc. (ESS) timecard at the end of each week, signed by a client supervisor to the assigned facility or sent into payroll.  You agree to submit such timecard and call the office no later than 11:00 A.M. on Tuesday to ensure we received your timecard. You also understand that your paycheck will be available on Friday, you may cash or deposit your check on Friday. You have the option of picking up your check at ESS office or have it mailed out to you. 

  
 Terms and Conditions of Employment   

I accept that: 

  a. My failure to contact ESS by phone within two business days of completion of assignment may lead to the denial and/or interruption of unemployment benefits.  

b. If a suitable assignment is available with ESS upon conclusion of my assignment and I fail to inquire about another assignment before filing for unemployment benefits, it may lead to an interruption and/or denial of unemployment benefits.  

c. If a suitable assignment is available with ESS upon conclusion of my assignment and I refuse an offer of suitable work, it may lead to an interruption and/or denial of unemployment benefits. 

 
d. I will call ESS weekly when I am not on assignment with ESS to verify my availability to work.  

e. I understand that my rate of pay may change with each assignment.   
 
Due to the nature of our business, a temporary staffing service, all employees are required to show up for assignment on time and prepared to work.  If you are unable to show up for work on time and prepared, you must call ESS and report your situation to us. If you refuse or neglect to show up for your assignment, it is considered job abandonment.     

You agree to indemnify Employer Solutions Services Inc. from any and all liability, loss and damage or expense, which may be caused by your negligence or failure to perform your duty under the terms of this agreement. 

PLEASE READ CAREFULLY BEFORE SIGNING 

A. CONDITIONS OF EMPLOYMENT 

I will not accept any work directly from an ESS client to which I have previously assigned without first contacting ESS.  
I understand that my rate may change with each assignment.  
I authorize the investigation of all matters contained in this application and hereby give the employer permission to contact schools, previous employer, criminal background screening, references, and other, and hereby release the employer of any liability as a result of such contact.  
I understand that I am required to call a representative of ESS each time an assignment ends. If I am not reassigned immediately, I must call at least every week for availability. 
I understand that failure to comply with this requirement will result in denial of employment compensation benefits.  
I understand that ESS is a staffing service and cannot guarantee me a set amount number of hours. 

B. DRUG FREE WORKPLACE 

APPLICANT AUTHORIZATION AND ACKNOWLEDGEMENT  
I understand that ESS is a drug free employer.  
Further, I understand that during my employment, I may be required to submit testing for the presence of drug and/or alcohol, I understand that submission to such testing is a condition of employment with ESS and disciplinary action, limited to and including discharge may result if: 
I refuse to consent such testing, 
I refuse to execute all forms of consent and release of liability as are usually and reasonably attendant to such examinations,  
I refuse to authorize release of the test result to ESS,  
The test establishes a violation of ESS Drug Free Policy 
Otherwise violate the policy. 
If I am injured in the course and scope of my employment and test positive, I forfeit my eligibility for medical and indemnity benefits under the Worker’s Compensation Act upon exhaustion of the remedies provided in Florida Stature 44.102(5).  
Certain companies, to whose location(s) an employee is assigned, require all employees to be tested before beginning work. Any Employer Solution Services Inc. Employee choosing not to accept assignments where such test is required will not be adversely treated in regard to other assignments which do not require testing. However, any employee who accepts an assignment with ESS at a company requiring drug testing will be terminated if test results are positive.  
I hereby acknowledge that I have read and understood the above conditions of employment and understand that failure to comply with any policy or condition of employment, including Employer Solutions Services Inc. Drug Free Workplace as described, will result in termination of employment. I also understand that the above conditions are not intended to constitute a contract Between ESS and me. 
 

Employer Solutions Services. Inc. management is committed to maintaining a work environment that is free of discrimination and harassment. In keeping with this commitment, we will not tolerate any form of harassment or unlawful discrimination against our employees or contracted vendors by anyone, including supervisors, other employees, vendors, clients, or customers. All employees are expected to avoid any behavior or conduct that could reasonably be interpreted as unlawful harassment of employees or persons who do business with Employer Solutions Services. Inc.. Employer Solutions Services. Inc. expects that all relationships among persons (employees and/or contractors) working here will be business-like and free of bias, prejudice and harassment.

What is Harassment?

Harassment consists of unwelcome conduct, whether verbal, physical, or visual, that is based upon a person's protected status, such as gender, color, race, ancestry, religion, national origin, age, disability, veteran status, citizenship status, or other protected status. Harassment includes conduct that belittles, degrades, or shows hostility or aversion toward an individual because of his or her protected status.

Sexual harassment deserves special mention. Unwelcome advances, requests for sexual favors, and other physical, verbal, or visual conduct of a sexual nature may constitute sexual harassment.

This conduct is unlawful when:

1. Submission to the conduct is an explicit or implicit term or condition of employment,

2. Submission to or rejection of the conduct is used as the basis for an employment decision, or

3. 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. Sexual harassment may include such action as:
- Foul or obscene language or gestures; display of foul or obscene printed or visual material;
- Physical contact such as patting, pinching, brushing against another's body, touching
inappropriately;
- Sexually-oriented verbal "kidding," "teasing," or jokes
- Demands or requests for sexual favors; or
- Persistent verbal or text messages, social network confrontations or harassment which is interpreted as creating a hostile or intimidating environment.

While such conduct generally can amount to sexual harassment only if it is both unwelcome and either severe or pervasive, Employer Solutions Services. Inc. nonetheless discourages any such conduct in the workplace, regardless of the circumstances, and has adopted a stance of ZERO TOLERANCE for such behavior. It is the policy of Employer Solutions Services. Inc. that physical displays of affection such as kissing, holding hands, etc., are inappropriate behavior on company property; violators of this policy will be informed and suitable disciplinary action will be taken. Everyone at Employer Solutions Services. Inc., is expected to avoid any behavior or conduct that could be interpreted as unlawful harassment. All employees/contractors should also understand the importance of informing management whenever they are subjected to an individual's behavior which is unwelcome, offensive, in poor taste, or inappropriate.

Reporting Harassment

If you feel that you have experienced or witnessed discrimination or harassment, you are to notify immediately: your supervisor; local Branch office Manager, who will take steps to ensure that your report is properly investigated. There will be NO RETALIATION allowed against anyone for reporting discrimination or harassment, or for cooperating with an investigation of a complaint of discrimination or
harassment. The policy of Employer Solutions Services. Inc. is to investigate each complaint promptly and to keep complaints and the result of our investigation confidential to the fullest extent practicable. If an investigation confirms that a violation of this policy has occurred, then appropriate corrective actions, including disciplinary measures, will be taken. In investigating complaints of harassment under this policy, the Company may impose discipline for inappropriate conduct without regard to whether the conduct constitutes a violation of the law and even if that conduct does not rise to the level of violation of this policy. The Company will advise interested parties of the outcome of an investigation, although not necessarily all details of the actions the Company has taken to maintain a harassment-free environment.

EMPLOYEE’S ACKNOWLEDGEMENT:

I, the undersigned employee of Employer Solutions Services. Inc., hereby confirm and acknowledge that I have read and I understand the above Non-Discrimination and AntiHarassment Policy. I agree to abide by it and understand that any violation of it may be grounds for the immediate termination of my employment.

I, the undersigned employee of Employers Solutions Services. Inc, hereby confirm and acknowledge that I have read and understand the above Hazard Communication. I agree to abide by it and understand that any violation of it may ground for the immediate termination of my employment.

The Massachusetts Department of Family and Medical Leave

Charles F. Hurley Building
19 Staniford Street, 1st Floor
Boston, MA 02114
(617) 626-6565
www.mass.gov/DFML

Payment for Concurrent Leave

Any paid leave provided under a collective bargaining agreement or employer policy and
paid at the same or higher rate than paid leave available under this law shall count against
the allotment of leave benefits available under this law.

More Information is Available

For more detailed information, please consult the Department’s website:
www.mass.gov/DFML

If your employer contributes to the Trust Fund, you must file a claim for benefits with the Department. You may file this claim in one of two ways: 

1. You can create an account to apply online through the Department’s Claimant 
2. You can call the Department’s call center at (833) 334-7365 to complete an application over the phone 

Forms and claim instructions are available on the Department’s website:  
https://www.mass.gov/info-details/required-documents-for-your-paid-family-and-medical-leave-pfml-application

For more detailed information, please consult the Department’s website: 
www.mass.gov/DFML 

You may contact the Department of Family and Medical Leave at:  
The Massachusetts Department of Family and Medical Leave 
PO BOX 838 
Lawrence, MA 01842 
Contact Center: (833) 344-7365 
www.mass.gov/DFML 

ACKNOWLEDGMENT

Your signature below acknowledges your receipt of the information above within 30 days
from the start date of your employment or prior to July 1, 2019, whichever is later.

Your sign acknowledgement will be retained by your employer. Please retain a copy for your own reference. In the event that you refuse to sign this acknowledgement, your employer must permit you to sing a statement indicating your refusal to sign this acknowledgement, and that will be retained by your employer.

I have received a copy of Employer Solutions Services Inc.’s Employee Handbook. I understand and agree that it is my responsibility to read and comply with the policies contained in this handbook. I further understand that all previously issued handbooks, and any inconsistent policy statements or memoranda, are superseded by this Employee Handbook. In the event I have a written employment agreement with the Company which is contrary to or inconsistent with any of the policies set forth in this Employee Handbook, the terms of the written agreement are controlling.

I understand  and agree that my relationship with the Company is “at-will”, which means that my employment is for no definite period and may be terminated by me or by the Company at any time, with or without cause or advance notice. I also understand that the Company may demote or discipline me or otherwise alter my terms of my employment at any time at its discretion, with or without cause or advance notice. I further understand that nothing in the Employee Handbook alters my at-will employment relationship.

No one other than the Company’s CEO has the authority to alter this at-will employment arrangement, or to enter an agreement for employment for a specific period, or to make any express or implied agreement contrary to this policy. Furthermore, any such agreement must be in writing and must be signed by the CEO. I understand that no other employee or representative of the Company has any authority to enter into any such agreement, and that any agreement to employ me for any specified period or that is otherwise inconsistent with the terms of this Acknowledgement will be unenforceable unless in writing and signed by me and the CEO.

I further understand that the policies contained in the handbook are guidelines only and are not intended to create any contractual rights or obligations, express or implied. I also understand that the Company has the right to amend, interpret, modify, add or withdraw any of the policies in its sole discretion, with or without notice, except for the Company’s policy of at-will employment.

Please upload a picture of your ID here. If you have a list A document such as Passport card, work permit, or permanent resident card, please upload the front and back. If you have a list B document, you must also upload a list C document.

Examples: List A

Box 1:                                                  Box 2:

List B & C

Box 1:                                                 Box 2: