Standards of Ethical Practices:
Relations Between Temp Services & Temp Employees
1) Employees shall be assigned to client companies for which a written or verbal job assignment has been given by the client company's representative.
2) Representations to employees about the duties, probable length,
hours, salary, bonus, overtime and working conditions of temporary
assignments shall be in conformance with the best knowledge of the
service.
3) Precautions shall be taken against referring temporary employees
to any client who is known to engage in illegal or questionable
business practices which might jeopardize the safety of the temporary
employee.
4) Information about temporary employees shall be used only for
the purpose of assigning the employee for temporary work. Confidential
information shall be treated accordingly.
5) A temporary employee shall be aware of charges, if any, before
being permitted to incur any obligation to the temporary service.
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6) No temporary employee shall be referred to any client where a
strike or lockout exists (according to the best knowledge of the
temporary service) without being notified of such condition.
7) Employer financial and legal responsibilities to temporary employees
shall be met in a timely manner.
8) Temporary services shall not tolerate harassment of their temporary
employees based upon an employee's sex, race, age, religion, national
origin, disability, veteran's status or membership in any other
protected class, whether the harassment is by coworkers, employees
of clients or third parties. No retaliation shall be taken against
any temporary employee who makes a complaint based upon a reasonable
belief that any such harassment has occurred. When a temporary employee
complains about any such harassment, the temporary service shall
promptly investigate the complaint, and take all reasonable steps
to protect the employee from further harassment.
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