NJ Application

EMPLOYEE EMERGENCY CONTACT FORM

Primary Emergency Contact

Secondary Emergency Contact

Medical Contact Information

I have voluntarily provided the above information and do authorize General Workforce Inc. and its representatives to contact any of the above on my behalf in the event of an emergency.

COMPANY RULES

It is expected that each employee adheres to the rules. Failure to comply may result in dismissal.

• Wear appropriate and safe working clothing and footwear.
• Company shirt must be clean and presentable.
• Indecent behavior is STRICTLY PROHIBITED
• All clothing must be clean and presentable. Discernible rips, tears or holes are unacceptable.
• Wear necessary personal protective equipment for the job.
• All employees must be respectable of all company property.
• In the instance of conflict arising, the supervisor must be informed and resolved maturely.
• Always be punctual. In the event you are running late due to unforeseen circumstances, supervisor must be informed.
• Use working techniques as to not incur any injury such as lifting with legs and not back.
• Be responsible for personal safety and safety of others.
• Report all injuries.
• Report any unsafe conditions.
• No alcohol or drugs are permitted to be used on company property.
• The use of cellphone is strictly prohibited during working hours.
• All completed timesheets must be handed in no later than Monday before 12:00 PM of every week.
• Employees must be able to lift 50-60 lbs.

USE OF COMPANY VEHICLE

Company owned vehicles are used daily in our operations. To protect our employees, clients, and the public, established safe operation procedures must be followed by all drivers and all employees using the said vehicles to and back from work. General workforce is always required to operate their vehicles safely and legally.

1. General Workforce provides daily transportation for employees to and back from work, but it is NOT MANDATORY.
2. Employees using company vehicle must be at the agreed location at least five (5) minutes before departure time.
3. If at any time an employee refuses to use the company vehicle, we are not responsible for the said employee’s arrival time to work.
4. Employees are responsible to reach at a job site on their own means once the use of company vehicle was not indicated.
5. Eating and drinking is strictly prohibited while in the company vehicle and each occupant is expected to keep the interior clean and free of trash.

ATTENDENCE CONTROL/ LATENESS

Efficient operations of General Workforce depend on its employees maintaining a good attendance record. Good attendance record consists of reporting to work as scheduled and on time. Employees are expected to be available and ready to work at the start of the scheduled work shift.

PURPOSE

The purpose of this policy is to control absence consistently and fairly; to establish a uniform procedure for the administration of corrective action to be taken, and to increase the effectiveness, productivity and cost efficiency through the reduction of tardiness, lateness and absenteeism.

NOTIFICATION OF ABSENCE OR LATENESS

• Daily notification is required for absences of more than one day unless a manager or supervisor makes other arrangements with employees. Employees may receive disciplinary actions for failure to notify their manager/supervisor of their inability to report to work.

PROGRESSIVE DISCIPLINE FOR FAILING TO MEET ATTENDENCE/LATENESS STANDARDS

At General Workforce, progressive discipline may begin after the employee has a second occasion of absence/lateness in a calendar year. Guidelines for disciplinary actions are as follows:

• 2nd occurrence in a calendar year………. First Written Warning
• 3rd occurrence in a calendar year………. Final Written Warning
• Additional Occurrences……….……...... Employee is subject to discharge from employment.

Occurrence of absenteeism/lateness without permission following the issue of a final warning will result in the IMMEDIATE TERMINATION of an employee’s employment.

EEO SELF IDENTIFICATION FORM

The Equal Employment Opportunity Commission (EEOC) requires organizations with 100 or more employees to invite applicants to self-identify gender and race and complete an EEO-1 report each year. We are an organization that values diversity and encourages women and minorities to apply. For this reason, we invite you to indicate your gender and race/ethnicity below. Completion of this data is voluntary and will not affect your opportunity for employment, or terms or conditions of employment.

If you choose not to self-identify your race/ethnicity at this time, the federal government requires this employer to determine this information by visual survey and/or other available information.

This form will be used for EEO-1 reporting purposes only and will be kept separate from all other personnel records only accessed by the Human Resources department. Please return completed forms to the HR department.

What is your race/ethnicity? Please check one box that describes the race/ethnicity group with which you primarily identify.

If you did not check “Hispanic or Latino” above, please select one of the following race/ethnic identifications.

DRUG & ALCOHOL USE IN THE COMPANY

Please be advised that General Workforce, takes alcohol use in the workplace very seriously. certain guidelines are expected to be adhered to while in the workplace, and are as follows:

1. No employee shall indulge in the use of Drugs or alcohol to anyone under the age of 21.
2. No employee shall begin a shift under the influence of drugs and/or alcohol.
3. No employee shall drink alcoholic beverages or indulge in any form of drugs while at work.
4. No employee shall serve another employee alcoholic beverages or any form of drugs while at work.
5. All employees will be subject to random drug & alcohol tests.

Any employee found to be in violation of these rules will be subject to the following repercussions:

1. First Time Offense- 14-day suspension without pay and at his/her return to work, the employee will be placed in a 30 days probation period within which the employee is subject to immediate termination if he/she knowingly violates any other rule, guide or company policy of any kind.
2. Second Time Offense- Immediate termination.
3. Anyone under the legal drinking age caught intoxicated while at work is subject to immediate termination.
4. Anyone that holds a position that involves driving cars or operating machinery and is caught intoxicated is subject to immediate termination.
5. A first-time offense is subject to termination based on management’s discretion.

Drinking alcohol while in the workplace is not only a poor business practice, but it also poses danger to yourself, your co-workers, and your guests.

Please respect this rule By signing this document, I agree with the terms and conditions of my employment and with any future amendments of this or any other company rule, guide, or policy.

SEXUAL HARASSMENT POLICY

General Workforce is committed to maintaining a workplace free from sexual harassment. Sexual harassment is a form of workplace discrimination. All employees are required to work in a manner that prevents sexual harassment in the workplace. This Policy is one component of General Workforce commitment to a discrimination-free work environment. Sexual harassment is against the law and all employees have a legal right to a workplace free from sexual harassment and employees are urged to report sexual harassment by filing a complaint internally with General Workforce. Employees can also file a complaint with a government agency or in court under federal, state, or local antidiscrimination laws.

1. General Workforce policy applies to all employees, applicants for employment, interns, whether paid or unpaid, contractors and persons conducting business, regardless of immigration status, with General Workforce. In the remainder of this document, the term “employees” refers to this collective group.
2. Sexual harassment will not be tolerated. Any employee or individual covered by this policy who engages in sexual harassment or retaliation will be subject to remedial and/or disciplinary action (e.g., counseling, suspension, termination).
3. Retaliation Prohibition: No person covered by this Policy shall be subject to adverse action because the employee reports an incident of sexual harassment, provides information, or otherwise assists in any investigation of a sexual harassment complaint. General Workforce will not tolerate such retaliation against anyone who, in good faith, reports or provides information about suspected sexual harassment. Any employee of General Workforce who retaliates against anyone involved in a sexual harassment investigation will be subjected to disciplinary action, up to and including termination. All employees, paid or unpaid interns, or non-employees working in the workplace who believe they have been subject to such retaliation should inform a supervisor, manager, or the Human Resources Department. All employees, paid or unpaid interns or non-employees who believe they have been a target of such retaliation may also seek relief in other available forums, as explained below in the section on Legal Protections.
4. Sexual harassment is offensive, is a violation of our policies, is unlawful, and may subject General Workforce to liability for harm to targets of sexual harassment. Harassers may also be individually subject to liability. Employees of every level who engage in sexual harassment,
5. including managers and supervisors who engage in sexual harassment or who allow such behavior to continue, will be penalized for such misconduct.
6. General Workforce will conduct a prompt and thorough investigation that ensures due process for all parties, whenever management receives a complaint about sexual harassment, or otherwise knows of possible sexual harassment occurring. General Workforce will keep the investigation confidential to the extent possible. Effective corrective action will be taken
7. whenever sexual harassment is found to have occurred. All employees, including managers and supervisors, are required to cooperate with any internal investigation of sexual harassment.
8. All employees are encouraged to report any harassment or behaviors that violate this policy. General Workforce will provide all employees a complaint form for employees to report harassment and file complaints.
9. Managers and supervisors are required to report any complaint that they receive, or any harassment that they observe or become aware of, to Human Resources.
10. This policy applies to all employees, paid or unpaid interns, and non-employees and all must follow and uphold this policy. This policy must be provided to all employees and should be posted prominently in all work locations to the extent practicable (for example, in a main office, not an offsite work location) and be provided to employees upon hiring.

What Is “Sexual Harassment”?

Sexual harassment is a form of sex discrimination and is unlawful under federal, state, and (where applicable) local law. Sexual harassment includes harassment on the basis of sex, sexual orientation, self-identified or perceived sex, gender expression, gender identity and the status of being transgender.

Sexual harassment includes unwelcome conduct which is either of a sexual nature, or which is directed at an individual because of that individual’s sex when:

1. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment, even if the reporting individual is not the intended target of the sexual harassment.
2. Such conduct is made either explicitly or implicitly a term or condition of employment; or
3. Submission to or rejection of such conduct is used as the basis for employment decisions affecting an individual’s employment.

A sexually harassing hostile work environment includes, but is not limited to, words, signs, jokes, pranks, intimidation, or physical violence which are of a sexual nature, or which are directed at an individual because of that individual’s sex. Sexual harassment also consists of any unwanted verbal or physical advances, sexually explicit derogatory statements or sexually discriminatory remarks made by someone which are offensive or objectionable to the recipient, which cause the recipient discomfort or humiliation, which interfere with the recipient’s job performance.

Sexual harassment also occurs when a person in authority tries to trade job benefits for sexual favors. This can include hiring, promotion, continued employment or any other terms, conditions or privileges of employment. This is also called “quid pro quo” harassment.

Any employee who feels harassed should report so that any violation of this policy can be corrected promptly. Any harassing conduct, even a single incident, can be addressed under this policy.

EMPLOYMENT CONTRACT

(hereinafter called the EMPLOYEE) and GENERAL WORKFORCE INC. (Hereinafter called the Employer).

The EMPLOYEE agrees and signs in acknowledgement to the following terms and conditions set forth hereafter:

1. GENERAL WORKFORCE INC. is the sole employer of the Employee.
2. By working for GENERAL WORKFORCE INC, the EMPLOYEE is prohibited to seek employment opportunity with the company in which the Employee is assigned.
3. By being placed at the company, the EMPLOYEE must adapt the rules and regulations set forth by both the EMPLOYER and WORKSITE which covers dress code, code of conduct, etc.
4. By breaching the terms of this contract, the EMPLOYEE is subject to warning and/or Termination with immediate effect.
5. In the case where the employee may be relieved from the COMPANY ON good working terms, said Employee may reapply to the Employer to be repositioned within the organization
6. In the event the EMPLOYEE resigns from GENERAL WORKFORCE INC, the said EMPLOYEE is prohibited to seek employment with GENERAL WORKFORCE’S client(s) before a period of FIVE (5) years has elapsed.

AUTHORIZATION FOR DIRECT DEPOSIT

I hereby authorize GENERAL WORKFORCE INC to deposit my pay automatically to the account(s) indicated below and, if necessary, to adjust or reverse a deposit for any payroll entry made to my account in error. This authorization will remain in effect until I cancel it in writing and in such time as to afford GENERAL WORKFORCE INC a reasonable opportunity to act on it.