Online Application
Thank you for your interest in Phoenix Services. The online application will take approximately 30 minutes to complete. If you have any questions regarding this application, please contact any of our office locations for assistance. After the application has been completed, a representative will contact you within 5-7 days if you have been selected for an interview.
Proceed with applicationEmployment Eligibility
Are you authorized to work in the United States and are you able to produce valid and proper documentation? Phoenix Services participates in E-Verify to confirm work authorization.
Yes NoAgreement and Disclosure Statement
Do you agree to the terms and conditions of the disclosure statement?
Yes NoEmployee Agreement
When you voluntarily register with Phoenix Services, Inc. ("Phoenix"), you are asking us to find employment for you on a temporary basis, which may or may not lead to permanent employment with our client companies. After registration, interviewing, testing, and a reference check, you may be considered for and/or assigned to job openings that we receive from our client companies (provided you demonstrate the qualifications required by our client companies).
You are an at-will employee, meaning that either you or Phoenix may terminate the employment relationship at any time, for any reason, with or without notice. No representative or agent other than the President of Phoenix may alter the employment relationship or authorize any other employment relationship or make any promise of employment for any particular length of time. Any such alteration must be in writing and signed by the President.
During your employment with Phoenix, we will strive to provide you with quality and continuous employment. However, due to the nature of our business, there may be breaks in your employment. During those times, you must contact Phoenix within 7 days of the completion of the assignment and inquire regarding available work upon the conclusion of each work assignment and otherwise on a weekly basis as a condition of your continued employment. If you do not report in within 7 days and on a weekly basis, you agree that you have voluntarily terminated your relationship with Phoenix Services; you have voluntarily quit and will not be eligible for unemployment benefits, if sought. If you refuse an offer of work, regardless of the length of the assignment, that is either: 1) at comparable pay; or 2) within your job classification, you will be considered to have voluntarily abandoned your relationship with Phoenix and may not be eligible for unemployment compensation. You are also required to make Phoenix aware of any address or phone number changes.
When assigned, you are employed by Phoenix, not the client company where you are placed. Attendance is important to Phoenix and our client companies. In addition to the attendance requirements imposed by our client companies, Phoenix imposes the following requirements. Should you: 1) walk off the job; 2) quit the job without at least 24 hours notice; 3) fail to show up for work; or 4) fail to report any absence or tardiness before your expected start time, you will have voluntarily terminated your relationship with Phoenix. Two unexcused absences are grounds for immediate dismissal from Phoenix. We have an answering service, which is accessed by dialing our main number, 24 hours a day, 7 days a week. There is never a time when you cannot call us!
Sylvania, OH Office 419.885.2151
Ann Arbor, MI Office 734.214.9400
Monroe, MI Office 734.241.7760
Findlay, OH Office 567.301.2125
Phoenix is an equal opportunity employer. It is our policy to administer all of our employment practices, including those pertaining to recruitment, hiring, placement, transfer, promotion or compensation, layoff or termination/discharge, and selection for training in a nondiscriminatory manner without regard to age, color, sex, national origin, disability, race, religion, military/veteran status, sexual orientation, genetic information or on any other basis prohibited by federal, state, or local law. We will also make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship.
You are encouraged to bring any concerns to your immediate supervisor or the President of Phoenix. Phoenix does not condone and will not knowingly continue to contract with a client who discriminates against employees or applicants based on any legally protected classification. No reprisal will be permitted for raising concerns or making a report. Anyone determined to have engaged in discrimination or retaliation for a report of discrimination will be subject to disciplinary action, up to and including termination.
I have read this document and fully understand that I am an at-will employee. I also acknowledge that I have received and reviewed Phoenix's Temporary Employee Policies. I agree to abide by those conditions, rules and policies in consideration of my continued employment with Phoenix.
Do you agree to the terms and conditions of the Employee Agreement?
Yes NoTemporary Employee Policies
Temporary
Employee Policies
January 2011
EMPLOYMENT AT WILL
Although we hope that your relationship with Phoenix is long-term, this handbook is not a contract binding either you or Phoenix to an agreement of employment for a specified period of time. All employees are employed "at will," meaning that either party may terminate employment at any time, for any reason, with or without notice. No representative or agent other than the President of Phoenix may alter the employment relationship or authorize any other employment relationship or make any promise of employment for any particular length of time. Any such alteration must be in writing and signed by the President.
EQUAL EMPLOYMENT OPPORTUNITY
Phoenix is an equal opportunity employer. It is our policy to administer all of our employment practices, including those pertaining to recruitment, hiring, placement, transfer, promotion or compensation, layoff or termination/discharge, and selection for training in a nondiscriminatory manner without regard to age, color, sex, national origin, disability, race, religion, military/veteran status, sexual orientation, genetic information or on any other basis prohibited by federal, state, or local law. We will also make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship.
As an employee of Phoenix, you are responsible to help keep our work environment free of discrimination. You are encouraged to bring any concerns to your immediate supervisor or the President of Phoenix. No reprisal will be permitted for raising concerns or making a report. Anyone determined to have engaged in discrimination or retaliation for a report of discrimination will be subject to disciplinary action, up to and including termination.
OFFENSIVE CONDUCT AND HARASSMENT POLICY
Phoenix strives for a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in an atmosphere which promotes equal opportunities and prohibits discriminatory practices and harassment based upon age, color, sex, national origin, disability, race, religion, military/veteran status, sexual orientation, genetic information or on any other basis. Furthermore, in our effort to promote a productive and conducive work environment, we will not tolerate unwelcome or unwanted conduct of an offensive nature, whether verbal, physical, or behavioral, which may harass, disrupt, or interfere with work performance or that creates an intimidating, offensive, or hostile environment. Harassment is unacceptable in the workplace itself and in other work-related settings such as business trips, meetings or business-related social events.
Phoenix will not tolerate, condone or allow harassment, whether engaged in by fellow employees or other non-employees who conduct business with Phoenix. Phoenix encourages reporting of all incidents of harassment, regardless of who the offender may be.
Examples: The following are examples of unacceptable behaviors and/or acts, not all inclusive:
· Unwanted physical contact or conduct of any kind, including sexual flirtations, touching, advances, or propositions;
· Verbal harassment of a sexual nature, such as lewd comments, sexual jokes or references, and offensive personal references;
· Demeaning, insulting, intimidating, or sexually suggestive comments about an individual;
· The display in the workplace of demeaning, insulting, intimidating, or sexually suggestive objects, pictures, or photographs;
· Demeaning, insulting, intimidating, or sexually suggestive written, recorded, or electronically transmitted messages (such as email, instant messaging, and Internet materials).
Harassment may occur in the form of any of the following and/or their derivatives, not all inclusive:
· Actions, behaviors, exclusion, comments, or physical contact which is found to be objectionable or which reasonably creates an offensive or hostile environment or results in the recipient(s) feeling threatened, humiliated, intimidated, degraded, patronized, demoralized, or less confident in their ability.
· Verbal abuse, spreading malicious rumors or insulting someone, gossip, the use of words, jokes, humor, or comments that has potential to cast a negative perception of another person or group of people; for example, telling jokes that can be perceived as sexist, racist, or are about individual sexual orientation (real or perceived) to include ridicule or exclusion of an individual for cultural or religious differences.
· Unwanted physical contact ranging from touching to serious assault and/or bullying, coercive or menacing behavior.
· Display or circulation of abusive or offensive material.
· Unwanted sexual advances, propositions, attention or innuendos.
· Any conduct that has the purpose or effect of substantially interfering with your performance or a group's performance.
· Misuse of authority including threats about job security without foundation.
· Preventing individual(s) progression by intentionally and unjustifiably interfering with promotion, training, and/or recognition opportunities.
Many of the above examples of unacceptable conduct can occur not only face-to-face, but also through the use of electronic media (i.e. telephone, fax, Internet, email, etc.). You are advised to take extra care and consider the impact of a message on the recipient when sending or forwarding electronic messages, documents, and attachments.
Reporting Procedure
We understand the sensitive nature of allegations of harassment or inappropriate conduct as it relates to all involved parties. Your confidentiality of information is maintained to every degree possible throughout the investigatory process and to the extent practicable and appropriate under the circumstances. However, to properly investigate allegations of offensive conduct, we will need to discuss the matter with the accused and other persons reported to have knowledge or awareness of the matter and/or with other appropriate persons (i.e. supervisor/manager, legal counsel, etc.).
· Prevention is the best tool for the elimination of workplace harassment. If you believe that you are the subject of harassment or offensive conduct, and are comfortable doing so, you should express your concerns to the offending person(s) and ask him or her to stop the unacceptable/offensive conduct immediately.
· If you are not comfortable with addressing the issue directly with the offending person, or if the offensive conduct continues, you should report the situation to any supervisor/manager or to the President of Phoenix.
· Phoenix will thoroughly and promptly investigate allegations of harassment that are brought to its attention.
· Phoenix will meet with you and ask you to describe the offensive conduct and the specifics related to the incident(s) in terms of who, what, when, and where. You will be asked to identify any employees or persons having knowledge and/or witnessing the incident(s). You will be asked to provide a written account of the incident in your own words to assist understanding and to compile a factual account.
· Phoenix may meet with the accused employee or person to investigate the allegations giving them the opportunity to respond. A written account and/or response may be sought as well.
· Based on the gathered accounts and facts, Phoenix will determine the next steps, which may include interviewing other employees and persons said to have knowledge of the matter.
· The complainant and accused employee will be apprised when the investigation concludes. Phoenix will share only the particulars and/or corrective actions taken or to be taken as it believes appropriate, applying judgment and discretion in doing so. Phoenix will take action to resolve misperceptions or misunderstandings and/or as necessary to address behaviors that are generally unacceptable although not actual harassment.
· All reported incidents are taken seriously by Phoenix. Each incident will be looked into and acted upon in a manner believed appropriate.
· Any individual found to have engaged in conduct violative of the Harassment Policy will be subject to discipline, up to and including termination. Phoenix may also take intermediate steps as it believes necessary during the investigation.
Cooperating With an Investigation or Making False Statements
You will be expected to cooperate in investigations by providing truthful information in response to any inquiry. However, if after investigating any complaint of inappropriate conduct under this policy, we should determine that the complainant was untruthful or that you provided false information regarding the complaint, discipline, up to and including termination will be taken against you if you knowingly filed an untruthful complaint or made false statements.
Protection Against Retaliation
Phoenix will not in any way retaliate or permit retaliation against any individual who makes a good faith report of harassment or who assists or cooperates in a harassment investigation. Retaliation is a serious violation of this harassment policy and should be reported immediately. Any person found to have violated this policy by retaliating against another individual for making a report of harassment or for assisting or cooperating in the investigation thereof will be subject to the same disciplinary action provided for harassment offenders.
Confidentiality
These matters are considered confidential and should not be discussed during an investigation so as not to affect the outcome or impede the investigation, nor should discussions occur afterwards. If you breach the confidentiality of these proceedings, you may be subject to discipline, up to and including termination for interfering with an investigation and/or breaching confidentiality.
IMMIGRATION LAW COMPLIANCE
Federal law makes it unlawful for an employer to hire any person who is not legally authorized to work in the United States and requires employers to verify the employment eligibility of all new employees. Federal law also prohibits retaliation and discrimination based upon national origin or citizenship or immigration status in hiring, discharging, or recruiting.
Phoenix is committed to employing only individuals who are authorized to work in the United States. Phoenix does not unlawfully discriminate on the basis of citizenship or national origin.
All individuals hired by Phoenix must complete an Employment Eligibility Verification Form (commonly called the Form I-9) as a condition of employment prior to the first day of work.
If your status documents expire on a particular date, you must provide Phoenix with appropriate documentation before the expiration date of the documents. If you do not provide the required documentation by the expiration date, you will be suspended until such time as you provide the required documentation. If you fail to submit the documentation within three calendar days of the suspension, your employment will be terminated.
Any individual who knowingly violates this policy or interferes with application of this policy will be subject to immediate termination and possible criminal prosecution.
SUBSTANCE ABUSE POLICY
Employees of Phoenix are its most valuable resource and for that reason, their health and safety is of paramount concern. Phoenix will not tolerate any alcohol or drug use, which imperils the health and well-being of its employees and threatens its business. The use of illegal drugs and abuse of other substances, on or off duty, is inconsistent with the law-abiding behavior expected of all our employees. Employees who use illegal drugs or abuse other substances, on or off duty, pose a risk to their own health and safety, as well as that of other employees. Such employees also tend to be less productive, less reliable, and prone to greater absenteeism resulting in the potential for increased cost, delay, and risk in Phoenix's business. Phoenix is, therefore, committed to maintaining a safe workplace, free from the influence of alcohol and drugs.
Use of Over-the-Counter Medicine and Authorized Use of Prescribed Medicine
Employees using over-the-counter medication or medication prescribed by a physician are expected to discuss potential side effects with a physician. An employee using any substance which may alter his or her physical or mental ability must report this treatment to the Benefits Administrator, who will determine whether Phoenix should temporarily change the employee's job assignment during the period of treatment.
Prohibitions
Phoenix's policy prohibits the following:
1) On Phoenix's premises or on Phoenix business, in Phoenix supplied vehicles, or during working hours:
a) Use, possession, manufacture, distribution, dispensation, storage or sale of illegal drugs or alcohol.
b) Unauthorized use or possession, or any manufacture, distribution, dispensation, storage or sale of a controlled substance.
c) Being under the influence of or testing positive for alcohol or a controlled substance or illegal drugs.
d) Being under the influence of or testing positive for any substance which interferes with performance, productivity or safety.
2) Use of drugs or alcohol off Phoenix's premises that adversely affects the individual's work performance, his own or others' safety at work, or which Phoenix regards as adversely affecting its reputation in the community or with its clients.
3) Possession, use, manufacture, distribution, dispensation, or sale of illegal drugs or a controlled substance off Phoenix's premises or during non-working hours.
4) Switching or adulterating any urine, blood, or other sample submitted for testing (or attempting to switch or adulterate a sample).
5) Refusing consent to testing or to submit a urine, hair, blood, or other sample for testing when requested by management.
6) Refusing to submit to a search when requested by management under this policy.
7) Failure to adhere to the requirements of any alcohol or drug treatment or counseling program in which the employee is enrolled.
8) Conviction under any criminal drug law.
9) Conviction under any law prohibiting driving under the influence of alcohol or drugs.
10) Failure to notify Phoenix of any arrest or conviction under any criminal drug law or laws prohibiting driving under the influence of alcohol or other drug, within five (5) days of the arrest or conviction.
11) Refusing to sign a statement acknowledging receipt of this handbook.
12) Refusing consent or refusing to submit to pre-employment testing.
13) Nothing contained in this policy shall prohibit the responsible use of alcohol at events sponsored or authorized by Phoenix on its premises or on Phoenix business.
Searches
Whenever Phoenix has reason to believe that an employee's work performance or on‑the‑job behavior may be affected by alcohol or drugs, Phoenix may search the employee, the employee's locker, desk, or other Company property under the control of the employee, as well as the employee's personal effects or automobile.
Consequences for Violation of This Policy
1. Violation Phoenix's Substance Abuse Policy may result in severe disciplinary action, including termination, at Phoenix's sole discretion.
2. In addition to any disciplinary action, Phoenix may, in its sole discretion, refer the employee to a treatment and counseling program for alcohol or substance abuse. Employees referred to such a program by Phoenix must immediately cease any alcohol or substance abuse, must subject themselves to periodic unannounced testing for a period of twenty‑four (24) months, and must comply with all other conditions of the treatment and counseling program.
An employee who has been referred for alcohol or drug treatment and counseling may be suspended without pay and/or temporarily reassigned to another position.
3. Phoenix will promptly terminate any employee who violates this Substance Abuse Policy, including testing while undergoing treatment and counseling for alcohol or substance abuse, regardless of whether such treatment and counseling is voluntary or required by Phoenix.
4. The results of, or an employee's refusal to submit to, any chemical/drug/alcohol test described herein may, in addition to any disciplinary action imposed, disqualify an employee from receiving compensation and benefits under Ohio's workers' compensation laws.
5. No employee discharged for violation of this policy will be considered for re-hire.
Types of Testing
All employees are subject to the following types of testing:
1. Post-Offer Testing - All applicants offered positions with Phoenix must be tested for use of alcohol or illegal drugs. Phoenix will not employ any person that fails the post-offer alcohol and drug screen. Similarly, Phoenix will not continue in its employ any individual placed on the job prior to completing the post-offer alcohol and drug screen who subsequently tests positive.
2. Post-Accident/Incident Testing - Alcohol and drug testing is required of employees whose performance either contributed to an accident/incident or cannot be completely discounted as a contributing factor to an accident. Because alcohol does not remain in the body for extended periods of time, testing will be done as soon as possible.
Reportable accidents that require testing include:
1) Death of any person.
2) Bodily harm to any person resulting in one or more of the following:
(i) Loss of consciousness
(ii) Necessity to carry person from the scene
(iii) Necessity for medical treatment (beyond first-aid)
(iv) Disability, which prevents the discharge of normal duties or pursuit of normal activities beyond the day of the accident
(v) Explosion or fire
(vi) Serious damage to the property of Phoenix or others
(vii) Any event that is serious in the judgment of Phoenix requires testing
If any employee who is subject to post-accident testing is conscious, and refuses to be tested, that person will immediately be placed on suspension, pending disciplinary action as set forth in Consequences for Violation of This Policy.
3. Reasonable Suspicion Testing - Whenever Phoenix has reason to believe that an employee may test positive or that an employee's work performance or on‑the‑job behavior may be affected in any way by alcohol or drugs, Phoenix may require the employee to submit a urine, hair, blood, or other sample for testing. A decision to test will be based on specific evidence of or physical, behavioral, or performance indicators of possible alcohol or drug use. For example, repeated errors on the job, regulatory or Phoenix rule violations, or unusual time and attendance patterns, could provide evidence to test an employee based on reasonable cause. An employee who admits violation of this policy need not be tested in order for corrective action to be taken.
Any employee suspected to be in violation of this policy will be immediately placed on suspension pending testing or other appropriate action.
VIOLENCE IN OUR WORKPLACE
Phoenix is committed to providing a workplace for our employees that is healthful and safe. Phoenix will not tolerate acts or threatened acts of violence by employees or non-employees toward our employees and/or customers.
Employees and non-employees are prohibited from bringing guns or other weapons onto Phoenix property, including, but not limited to, weapons in vehicles in the parking lots. Violations of this policy will subject employees to discipline up to and including discharge. If a non-employee enters our work place carrying a weapon the authorities will be called immediately.
Other examples of prohibited conduct include, but are not limited to, striking or attacking another employee or verbally or physically threatening an employee with bodily harm. Any employee who has been a victim of workplace violence or is aware of such conduct between other employees should immediately report it to a member of management.
All reports will be promptly investigated and appropriate action will be taken. Employees will not be subject to discipline or retaliation of any form from management or fellow employees for reporting actual or potentially violent situations.
MILITARY LEAVE
Phoenix will comply with all laws governing military leave, including granting leave, continuing benefits and reinstating employees as required under applicable state and federal laws. You must notify your supervisor of the need for a military leave of absence as soon as the need for such leave is known.
PAYCHECK DEDUCTIONS
Phoenix is required by law to make certain deductions from your paycheck each pay period. Such deductions typically include federal and state taxes and Social Security. Depending on the benefits you choose, there may be additional deductions. All deductions and the amount of the deductions are listed on your pay stub. These deductions are totaled each year for your Form W-2, Wage and Tax Statement.
Phoenix takes all reasonable steps to assure that employees receive the correct amount of pay in each paycheck. Phoenix prohibits all unauthorized deductions including docking from the salaries of exempt employees for absences. If you believe that an improper deduction has been made from your pay or that there is an error in the amount of your pay, you should report this information to your supervisor or the Benefits Administrator. Reports of improper deductions or incorrect pay will be promptly investigated. If it is determined that an improper deduction has occurred, you will be promptly reimbursed. Overpayments will also be corrected in the next regular paycheck. If you have any questions about your paycheck, see your supervisor.
FAMILY AND MEDICAL LEAVE ACT
Phoenix will provide eligible employees up to twelve (12) workweeks of unpaid, job-protected leave each year for any of the following family and medical reasons according to the Family and Medical Leave Act (FMLA).
- The employee's own serious health condition, as defined, that makes the employee unable to perform the essential functions of the job.
- For incapacity due to pregnancy, prenatal medical care or child birth.
- To care for the employee's spouse, child, or parent with a serious health condition.
- To care for the employee's newborn child, newly adopted child, or newly placed foster child as long as the leave is taken in the year following the child's birth or placement.
- To attend to a qualifying exigency arising out of the fact that a spouse, child or parent of the employee is on covered active duty (or has been notified of an impending call or order to active duty) in the Armed Forces. (Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions and attending post-deployment reintegration briefings.)
An eligible individual may take a total of twenty-six (26) weeks of unpaid leave during a single twelve (12) month period to care for the spouse, son, daughter, parent, or next of kin of a service member who is:
· a current member of the Armed forces (including a member of the National Guard or Reserves) who has a serious injury or illness incurred in the line of duty on active duty that may render him/her medically unfit to perform his/her duties; The leave may be taken to care for the covered service member while he or she is undergoing medical treatment, recuperation, or therapy or is in outpatient status or is on the temporary disability retired list; or
· a veteran who is undergoing medical treatment, recuperation or therapy for a serious injury or illness that was incurred in the line of duty and who was a member of the Armed Forces (including a member of the National Guard or Reserves) at any time during the period of five (5) years preceding the date on which the veteran undergoes that medical treatment, recuperation or therapy.
1. General Provisions
Eligibility. An employee is eligible for Family and Medical Leave if he or she:
a. Is employed at a location that has at least fifty (50) of our employees within a 75-mile radius;
b. Has been employed by us at least twelve (12) months; and
c. Has worked at least 1,250 hours during the twelve (12) month period immediately before the date the leave begins.
Serious Health Condition. A serious health condition is an illness, injury, impairment, or physical or mental condition that involves one of the following:
a. Overnight care in a medical care facility.
b. Continuing treatment by a health care provider that prevents the employee from performing the functions of the job (or prevents the individual's family member from participating in daily activities, like work or school).
· The continuing treatment requirement generally is met by a period of incapacity of more than three whole and consecutive calendar days combined with:
· At least two visits to a health care provider; or
· A visit to a health care provider and a regiment of continuing treatment.
c. Due to pregnancy or prenatal care.
d. Due to a chronic condition requiring treatment.
· Chronic Conditions Requiring Treatments. A chronic condition that is documented by a physician and requires all of the following:
· Requires periodic visits for treatment by a health care provider or by a nurse or physician's assistant under direct supervision of a health care provider;
· Continues over an extended period of time (including recurring episodes of a single underlying condition); and
· May cause episodic rather than a continuing period of incapacity (for example asthma, diabetes, epilepsy, etc.).
e. Permanent/Long-term Conditions Requiring Supervision. A period of incapacity that is permanent or long term due to a condition for which treatment may not be effective. The employee or the employee's family member must be under the continuing supervision of, but need not be receiving active treatment by a health care provider. Examples include Alzheimer, a severe stroke, or the terminal stages of a disease.
f. Multiple Treatments (Non-Chronic Conditions). Any period of absence to receive multiple treatments (including any period of recovery) by a health care provider, either for restorative surgery after an accident or injury, or for a condition that would likely result in a period of incapacity of more than three consecutive calendar days.
Requesting a Leave. When leave is foreseeable, the employee must give Phoenix at least 30 days advance notice. When 30 days is not possible, the individual must provide notice as soon as practicable and must comply with Phoenix's call-in procedure. If an individual is unable to give notice, a responsible person such as a spouse or family member must call as soon as possible. Failure to give appropriate notice may result in denial of the leave, disciplinary action and/or termination of employment.
To request a leave, individuals must notify the Benefits Administrator, complete the appropriate form(s) and return it to the Benefits Administrator by the required date.
Paid Benefits During Leave. When an employee requests FMLA leave, he or she must use available paid leave, and must do so in accordance with the relevant leave policies. Paid leave will run concurrent with (count against) available FMLA leave.
Benefits While on Leave. Phoenix will maintain the same level of benefits during the leave period as were in force immediately prior to the leave. If the employee is receiving a paycheck, benefit premiums will be deducted as usual. If the employee is not receiving a paycheck while on FMLA leave, the individual is responsible for paying his or her share of the benefit premiums while on FMLA leave. If an individual does not return to work after FMLA leave, Phoenix may require the individual to reimburse the company for benefit premiums paid on the employee's behalf.
Use of FMLA will not cause individuals to lose any employment benefit that accrued prior to the start of the leave.
Forms. Phoenix may require employees to provide information to determine whether the employee qualifies for FMLA leave. Information requests may include documentation of inability to perform the job, the family member's disability status, continuing treatment and/or hospitalization needs or other circumstances surrounding the nature of the leave. Individuals must inform the Company if any requested leave is for a reason for which FMLA leave was previously taken or certified. Individuals will be required to provide sufficient information informing the Company of the timing and duration of leave. Individuals may also be required to provide certification and periodic recertification supporting the need for leave. Failure to provide information, including documentation from a medical provider, may be considered insubordination and result in discipline, up to and including termination.
Certification of a Health Care Provider. A treating health care provider must specify and certify the nature of the qualifying serious health condition, beginning/ending dates of incapacity, treatment, or care, etc. A Certification of Health Care Provider form must be fully completed, signed, and dated by the treating health care provider. If the leave is to provide care for an eligible family member, the employee and the family member's treating health care provider will need to complete the respective sections of a Certification form. If the employee fails to provide the Certification of Health Care Provider form within 15 days of the date requested, the individual's leave may be delayed or denied and consequential disciplinary action may occur.
The health care provider may be asked to provide clarifying information related to the Certification of Health Care Provider form at the time of approval reviews and any subsequent determination(s) related to leaves when questions arise. Phoenix may also request certification and other updates as appropriate and necessary.
Phoenix may also seek second or third opinions (at its expense) from independent third party medical experts. The employee (or the individual's family member) may be required to submit to an examination by one or more of such experts. The employee's cooperation with such examinations is required and failure to cooperate may cause the leave to be delayed or denied and may also directly lead to disciplinary action. The employee will be granted provisional leave while the Company waits for clarifications and/or the results of a second or third opinion.
Communicating Leave Status. After receiving the Certification of Health Care Provider form, the Phoenix will inform the individual, in writing, whether leave has been approved. The employee will receive a designation of FMLA leave status which will detail the type of leave being approved, along with the approved leave period, return-to-work date, and related requirements. The time off prior to approval will be counted as part of the leave if eligibility and qualification are established. Phoenix may retroactively designate time away from work that qualifies as job-protected FMLA and count the absences toward the 12-week entitlement. The employee will be notified in writing of this designation while absent or after returning to work. If the leave is denied, time off may result in discipline in accordance with attendance policy.
Return to Work. As soon as the employee knows his or her return-to-work date, the individual must notify the individual's supervisor and the Benefits Administrator. If the employee's return-to-work date changes, the employee must notify the same immediately and no later than two days after learning of the change. The employee may be required to provide a fitness for duty certificate from a health care provider indicating the individual's capacity to return to work and to perform the work required. The employee must be able to perform the essential functions of the job upon return.
When the employee returns from FMLA leave, the individual will be reinstated to his or her former position or an equivalent position with equivalent benefits, pay, and other terms and conditions of employment. Exceptions may apply if business circumstances have changed and for certain highly compensated positions under conditions defined within FMLA legislation.
If the employee fails to provide a required fitness for duty certificate from a treating physician, does not complete the Company's return-to-work requirements and/or fails to return to work in a timely manner after the conclusion of leave, the individual may be terminated.
Intermittent Leave or Reduced Work Schedule. When medically necessary, leave for some conditions (including qualified exigencies) may be taken intermittently or on a reduced leave schedule instead of in a single block. Employees are required, however, to schedule leave for planned appointments outside of work hours so as to not disrupt Phoenix's operations. Requests for intermittent leave are handled the same as any other FMLA leave (See, "Requesting a Leave"). Once FMLA status has been established, further requests for intermittent leave require that the employee:
a. Notify the employee's supervisor/manager and the Benefits Administrator of the need to use intermittent leave as soon as possible.
b. Follow Phoenix's absence and call off requirements.
c. Provide documentation verifying appropriate use of intermittent leave.
If an employee is requesting FMLA to care for a newly born or placed child, the individual is not eligible for intermittent leave or reduced work schedules.
In the event of intermittent leave, it may be necessary to temporarily transfer the employee to an alternative position with no loss of pay or benefits to better accommodate recurring periods of leave.
Calculating the 12 month period. The 12 month FMLA leave period is calculated as a rolling 12 month period counted backward from the date an individual uses leave under this policy. Each time an individual takes FMLA leave, Phoenix will compute the amount of leave taken under this policy and subtract it from the 12 weeks of available leave, specific to each rolling 12 month period. The remaining balance is the maximum the individual is entitled to take at that time under FMLA. The total amount of leave is 12 weeks for each year.
Second Qualifying Event While on Leave. If an employee has a second qualifying leave while out on approved FMLA leave, the individual may request approval for a concurrent leave. The leave periods may partially or fully overlap. The individual will be required to complete the appropriate FMLA leave forms and provide a Certification of Health Care Provider form to establish qualification, the leave period, and a return-to-work date, which may be different. If the leave is approved, the employee's return-to-work date is the latter of the two leave periods.
Restrictions While on Leave. Employees may not engage in other employment while on FMLA leave (or on a Company leave of absence of any kind.) A leave must be used only for the purpose requested. If an employee uses a leave of absence for any other purpose (including for travel/vacation) or engages in activities inconsistent with the nature or purpose of the leave, the individual will be considered to have voluntarily resigned employment with Phoenix.
GENETIC INFORMATION
In the course of your employment, there may be situations in which you are required to provide medical information to Phoenix (FMLA, leave of absence, workers' compensation, etc.) The Genetic Information Nondiscrimination Act of 2008 (GINA) restricts employers from requesting or requiring genetic information, except in limited circumstances. Accordingly, employees should not provide any genetic information when responding to requests for medical information.
?Genetic information' includes an individual's family medical history, the results of an individual's or family member's genetic tests, the fact that an individual or an individual's family member sought or received genetic services, and genetic information of a fetus carried by an individual or an individual's family member or an embryo lawfully held by an individual or family member receiving assistive reproductive services.
GENERAL WORK RULES
Generally speaking, we expect all employees to act in a mature and responsible manner at all times. Reasonable rules of conduct are necessary for the orderly, efficient, and safe operation of business. The list below is meant to serve as a guideline for identifying conduct that will result in disciplinary action. It should be noted that many of these standards of conduct are clarified in greater detail in the appropriate section of this employee handbook.
This list is not intended to be all inclusive. Phoenix reserves the right to modify work rules and regulations or to establish different or additional rules or regulations as it deems appropriate and necessary at any time. Because circumstances vary in each case involving possible disciplinary action, each situation will be handled on an individual basis. The types of formal discipline that may be imposed include, but are not limited to, oral warnings, written warnings, suspension, and discharge. No specific protocol is required to be followed in disciplining employees. Each circumstance will be dealt with on its merits. The following conduct may result in discipline up to and including immediate discharge:
1) Disclosing or making available to unauthorized persons any confidential or proprietary information.
2) Violation of any company rule or deliberate action that is detrimental to Phoenix's efforts to operate profitably.
3) Rude, abusive, or obscene language or conduct on Phoenix's property or while on Phoenix business.
4) Fighting or disorderly conduct.
5) Harassing, interfering with, or refusing to cooperate with coworkers in the performance of their duties.
6) Tampering, altering, or falsifying Phoenix's records including, but not limited to employment applications, timekeeping records, medical documentation or any other record provided to the employer.
7) Acts of dishonesty or theft.
8) Insubordination or refusal to follow a supervisor's instructions or to perform assigned work.
9) Failure to adhere to Phoenix's policies regarding discrimination, harassment, alcohol and drug abuse, smoking, and safety.
10) Actions that result in complaints from customers or clients or that affect Phoenix's reputation or business.
11) Possession of weapons on Phoenix's premises, including parking lots.
12) Repeated absences or tardiness; failure to follow call in procedures.
13) Failure to follow work rules, procedures or policies.
14) Failure to complete assigned work in a timely manner.
15) Wasting time, loafing, loitering, lounging or sleeping during work hours.
16) Leaving the work area during working hours without permission.
17) Negligence or carelessness.
18) Unauthorized or improper use of property or machinery, including Phoenix's vehicles, machines, tools, computers, or telephones.
19) Refusal to accept assigned overtime or working unauthorized overtime.
20) Violation of the electronic utilization policy.
21) Use of Phoenix's computers for other than Phoenix business.
22) Failure to report an accident or workplace injury or illness.
23) Failure to cooperate in any Phoenix investigation.
24) Conducting personal business or performing personal work on Company time.
25) Posting, removing or altering notices on any bulletin board on company property without prior authorization.
26) Using, moving, or removing the property of Phoenix, a co-worker, customer or visitor without permission or authorization.
27) Being convicted of a crime that indicates unfitness for a job or presents a threat to Phoenix's employees or clients.
28) Creating or contributing to unsanitary conditions.
29) Any other violation of Phoenix's policies, practices or expectations.
30) Working while on a leave of absence or engaging in activities inconsistent with the nature or the purpose of the leave.
31) Use of portable personal electronic devices such as cell phones, computers, video games and internet access devices are prohibited during working hours.
The examples of prohibited conduct listed above are not intended to be a complete list. Prohibited conduct may exist in ways other than listed in the examples above.
Phoenix reserves the right to choose the level of discipline at its sole discretion depending on the severity of the misconduct. Phoenix will contest unemployment compensation claims filed by any employee who was discharged for any of the above reasons or for other misconduct as Phoenix deems appropriate.
SAFETY
Safety is everybody's business. Establishment and maintenance of a safe work environment is the shared responsibility of Phoenix and employees from all levels of the organization. Phoenix seeks to assure a safe environment and compliance with federal, state and local safety regulations. You are expected to follow safety rules and to exercise caution in your work activities. If you are requested to perform an assignment or if an assignment is changed in a way in which you feel is unhealthy or unsafe, please contact your supervisor. You should likewise immediately report any unsafe conditions to your supervisor. If you feel that the condition has not been corrected in a timely manner, you may contact Phoenix 24 hours a day, 7 days a week by calling (419) 885-2151.
SAFE ATTITUDES
People, not equipment, cause most workplace injuries. People's carelessness and unsafe attitudes can make the workplace unsafe. Phoenix is committed to providing all employees with a safe environment in which to work; however, it is the employee's responsibility to follow all safety rules and guidelines.
Some unsafe attitudes include:
· Complacency: When people have done a job over and over, they go on "automatic pilot" and stop following the rules and paying attention.
· Carelessness: This may be the most common attitude problem. Lack of attention or concern and general sloppiness lead people to ignore rules.
· Emotions: Angry or upset about problems on or off the job, employees may become distracted and careless.
· Fatigue: Too many hours on the job or too little sleep can slow down physical and mental reactions and be a serious threat to safety.
· Risk Taking: If people don't pay attention or understand safety training, they may not know how to do a job safely. People who decide to take chances and shortcuts also create risks.
· Recklessness: Showoffs and know-it-alls don't think safety rules are important or don't think rules apply to them. They put themselves and others at risk.
· Selfishness: Some people are unable to see beyond themselves. They don't realize how their acts can affect others.
Employees with safe attitudes apply caution, knowledge, and common sense on the job.
Employees learn to identify and avoid unsafe acts by:
· Paying attention to safety training.
· Being alert at all times to hazards and things that could go wrong.
· Focusing on work.
· Making full use of safety equipment and rules.
· Planning tasks and actions with safety in mind.
· Asking questions rather than taking chances.
· Acting safely and not ignoring unsafe acts by others.
· Taking safety responsibilities seriously.
GENERAL SAFETY RULES
· Avoid "horseplay" or practical jokes.
· Avoid overloading electrical outlets with too many appliances or machines.
· Use flammable items, such as cleaning fluids, with caution.
· Walk ? don't run.
· Report to your manager if you or a co-worker becomes ill or injured.
· Ask or assistance when moving heavy objects.
· Smoke only in designated smoking areas.
· Keep cabinet doors and file and desk drawers closed when not in use.
· Sit firmly and squarely in chairs that roll or tilt.
· Wear or use appropriate safety equipment as required in your job.
· Start work on any machine only after safety procedures and requirements have been explained (and you understand them).
· Use air hoses only for the use intended. Avoid blowing air at yourself or anyone else.
· Wear appropriate personal protective equipment, like shoes, hats, gloves, goggles, spats, hearing protectors, etc., in designated areas or when working on an operation which requires their use.
· Keep your work area clean and orderly, and the aisles clear.
· Stack materials and finished products only to safe heights.
· Watch out for the safety of fellow employees.
· Use the right tool for the job, and use it correctly.
· Wear gloves whenever handling scrap, barrels, etc.
· Operate motorized equipment only if authorized by your immediate supervisor.
Failure to adhere to safety rules will result in disciplinary action, up to and including termination.
SAFETY RULES WHEN OPERATING MACHINES AND EQUIPMENT
Phoenix strives to provide a clean, safe and healthy place to work and provides the best equipment possible. You are expected to work safely, to observe all safety rules and to keep the premises clean and neat.
· Machine guards must be in place while machines are in operation.
· Loose clothing, jewelry or rings must be removed before operating machinery.
· Required personal protective equipment, except for prescription glasses and steel toe shoes, will be issued to you by your manager.
GOOD HOUSEKEEPING
· Keep your work area clean.
· Keep aisles and stairs clear.
· Make sure tools are clean and in good working order before you put them away.
· No smoking.
· Don't leave sharp edges sticking out.
· Clean up spills promptly.
· Dispose of trash, scrap, and other debris promptly.
· Follow storage procedures to the letter.
WORKERS' COMPENSATION
On-the-job injuries are covered by our Workers' Compensation insurance policy. This insurance is provided at no cost to you.
If you are injured on the job, no matter how slightly, report the incident immediately. Failure to immediately report an injury (by the end of the shift) may lead to discharge from employment and could jeopardize benefits under your claim.
If You Are Injured On The Job: Click here to view information on our Transitional Work Program
· Immediately notify Phoenix Services.
· If the injury if life threatening, call 911 or proceed to the nearest medical facility. Otherwise, please proceed to one of the clinics listed below. Identify yourself as a Phoenix employee, NOT as an employee of the client company.
· Report to Phoenix immediately following treatment to complete a First Report of Injury.
· Provide Phoenix with any information and/or correspondence that you receive from your physician (return to work slips, work restrictions, follow-up visit dates, etc).
· Please remember that the quicker we complete your First Report of Injury, the easier it is to process your claim.
·
If you work for: |
SYLVANIA, OH Branch |
ANN ARBOR, MI Branch |
MONROE, MI Branch |
Go to: |
Occupational Care Consultants-South |
Concentra Urgent Care |
Corporate Connection |
7010 Spring Meadows Drive West Suite 101 |
3131 S. State Street |
901 N. Macomb St. Suite 1 |
|
Holland, OH 43528 |
Ann Arbor, MI 48108 |
Monroe, MI 48162 |
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419.865.4448 |
734.213.6285 |
734.240.4150 |
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Occupational Care Consultants-East |
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3028 Navarre Ave. |
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Oregon, OH 43616 |
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419.697.6850 |
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St. Luke's Occupational Services |
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5901 Monclova Rd. |
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Maumee, OH 43537 |
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419.891.8003 |
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St. Vincent's Occupational Health Services |
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2213 Cherry St. |
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Toledo, OH 43608 |
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419.521.4634 |
Return to Work Procedure
Following an accident, you will be treated and generally have a follow-up visit within 24 to 72 hours from the initial treatment, unless you have been released for work immediately. A release for work can either be full-duty or light-duty, meaning with restrictions.
1. Whenever possible, you will be offered work within the restrictions outlined by your physician.
2. The length of transitional work may vary depending on the injury. If restrictions improve or change, the transitional work will change as well.
3. Transitional work will be at comparable pay.
4. You must follow the same guidelines of employment with the transitional work offer as you do with any other offer of employment (i.e., reporting to work on time, attire, calling off procedures, etc).
SOLICITATION AND DISTRIBUTION
Phoenix may authorize fund drives by approved charitable organizations, such as the United Way. You are free to choose whether or not to contribute. You will not be discriminated against or provided preferential treatment because of participation or an unwillingness to participate.
All other solicitation and distribution of materials by non-employees on Company premises is prohibited at all times. Furthermore, you may not solicit or distribute materials during work time or in work areas. Use of the Company bulletin boards, electronic mail/messaging, or internet to send, receive, or post information for solicitation and distribution purposes is strictly prohibited, unless specifically authorized by Phoenix.
SMOKE-FREE POLICY
To promote a safer, healthier work environment, Phoenix is a smoke-free premise. Smoking is prohibited at all times, both inside and outside the building, and on the surrounding property.
ELECTRONIC EQUIPMENT POLICY
To ensure that Phoenix's electronic equipment is used only for lawful and appropriate purposes and to further its business interests, Phoenix has adopted the following policy, which applies to all employees. Each employee having access to the electronic equipment of Phoenix is required to abide by this policy. Phoenix will strictly enforce this policy.
Acceptable Uses of Phoenix's Equipment
Software and business equipment, including telephones, facsimile machines, computers, Phoenix's electronic mail system, Phoenix's Internet access, and copy machines (collectively, the "Equipment") are intended to be used for business purposes only. The Equipment is the exclusive property of Phoenix, and its sole purpose is to facilitate the business of Phoenix. Each employee has the responsibility to maintain and enhance the public image of Phoenix and to use the Equipment in a productive and appropriate manner. No employee has any right or expectation of privacy when using Phoenix's electronic equipment. By using such equipment, employees acknowledge Phoenix's right and intention to monitor and use any information that may be generated, transmitted, received, stored or otherwise communicated using the equipment.
Unacceptable Uses of Phoenix's Equipment
Phoenix's Equipment may not be used for transmitting, receiving, or storage of any communications of a defamatory, discriminatory, or harassing nature, or materials that are sexually explicit, pornographic, or obscene. Harassment of any kind is prohibited. No messages with derogatory or inflammatory remarks about an individual's age, color, sex, national origin, disability, race, religion, military/veteran status, sexual orientation, genetic information or on any other basis prohibited by federal, state, or local law shall be transmitted through Phoenix's Equipment. Phoenix will not tolerate actions that may create a hostile environment. Equipment may not be used for any purpose, which is illegal, or against Phoenix's policies or contrary to Phoenix's best interest. Sensitive or confidential information respecting Phoenix or its customers or vendors should not be transmitted via the Internet or over facsimile machines without the consent of Phoenix. Solicitation of non-Company business, or any use of Phoenix's Equipment for personal gain, is prohibited. Information should not be downloaded from the Internet or otherwise uploaded without prior approval by your supervisor. Computer games and other entertainment programs are not permissible.
The use of Phoenix paid postage for personal correspondence is not permitted.
Communications
Employees are responsible for the content of all information that they transmit over Phoenix's Equipment. All electronic communications must correctly identify the employee responsible for the communication. Any information sent by an employee to an individual outside of Phoenix via Phoenix's Equipment reflects on Phoenix. All communications sent by employees via Phoenix's Equipment must comply with this and other Company policies.
Chat Rooms & Instant Messenger
Chat rooms and Instant Messenger type services may not be used during working hours. These services may be used during non-working hours only (i.e. employee is "off the clock"), but all such uses or communications remain subject to this Acceptable Use Policy.
All e-mail correspondence sent or received using Phoenix devices is the property of Phoenix. E-mail communications are not considered private despite any such designation either by the sender or the recipient. Phoenix will monitor its e-mail system, including an employee's mailbox, at its discretion. Phoenix may at will access and disclose messages sent over its e-mail system. Passwords and "message delete" functions do not necessarily restrict or eliminate Phoenix's ability or right to access electronic communications. The delete function may not eliminate the message from the system.
Offensive, demeaning, disruptive or sexually explicit messages are prohibited. This includes, but is not limited to, messages inconsistent with Phoenix's policies concerning "Equal Employment Opportunity" and "Harassment" policies.
Software and Copyright Issues
To prevent computer viruses from being transmitted through Phoenix's Equipment, there will be no downloading or copying of any software onto Phoenix's Equipment without prior approval of Phoenix. No files of any kind will be downloaded from the Internet without prior approval of Phoenix. Any software or files downloaded via the Internet into Phoenix network become the property of Phoenix. License agreements relating to any software, whether individually owned or owned by Phoenix, will be strictly complied with. Any employee desiring to reproduce or store information of any sort downloaded from the Internet should contact Phoenix to determine whether the intended use is permissible. Copyright laws are very complex and can apply even to information that appears to be freely available for any use. Copyrighted material shall not be copied illegally on Phoenix's Equipment or transmitted through Phoenix's Equipment.
Security
No employee may use a passcode or voice-mail access code that has not been issued to that employee by Phoenix. Phoenix has the technical means, and the legal right, to monitor all office electronic mail and Internet communications sent to or from Phoenix's Equipment. Phoenix will exercise this right as deemed necessary by Phoenix. There are several legitimate business reasons for Phoenix monitoring the use of its Equipment including: (1) ensuring that the sole use of the Equipment is to further its business purposes; (2) preventing inappropriate and unprofessional comments, or even illegal activity, via its Equipment; (3) preventing and controlling the spread of viruses in its Equipment; (4) the need for supervision, control, and the efficient operation of the workplace; and (5) controlling costs.
In some respects, communication via the Internet is not completely private. For instance, certain information with regard to sender's name, receiver's name, and subject matter is tracked and recorded automatically at various stages of the transmission process. In addition to these automatic-tracking features of Internet communications, Phoenix has the added capability, as well as the right, to monitor and record all information with regard to Internet communications into and out of Phoenix, as well as all internal e-mail communications. Despite certain equipment features that may give the appearance of creating privacy, such as passwords and the ability to delete and purge messages, employees have no expectation of privacy with regard to any communications or data transfer utilizing Phoenix's Equipment. By using Phoenix's Equipment, employees consent to the monitoring of their activities on Phoenix's Equipment and forfeit any expectation of privacy.
Violations
Any employee who abuses the privilege of using Phoenix's Equipment will be subject to appropriate disciplinary action, up to and including termination of employment. Phoenix also reserves its right to advise appropriate authorities of any illegal use of Phoenix's Equipment by an employee.
Telephone Policy
The telephone equipment of Phoenix is provided for the purpose of providing service to our customers; therefore, it is necessary to limit your personal calls to an absolute minimum. Personal calls should only be made in case of absolute necessity or emergency. If non-emergency personal calls must be made, please arrange to make them during your breaks or lunch period. No long distance personal calls may be made on Phoenix phones. If employees abuse this privilege (i.e. by placing too many personal calls from work, etc.), they will lose the privilege. Incoming calls are not acceptable and will not be forwarded to the employee except in emergencies. Use of personal cell phones during work hours is prohibited.
Social Networking (Including Blogging)
Social networking has become a popular activity on the Internet. Phoenix takes no position on your decision to engage in social networking or start or maintain a blog. You are, however, prohibited from engaging in such activities during working hours or using Company provided electronic devices. You are also subject to discipline up to and including discharge for any posting that violates Phoenix policies. You are also advised that social networking posts which reflect a lack of loyalty to Phoenix or unprofessionalism may result in discipline or discharge.
PHOENIX SERVICES RECEIPT OF TEMPORARY EMPLOYEE POLICIES
I understand that these policies do not imply or constitute a contract or employment agreement between Phoenix and me. I understand that it is my responsibility to read and comply with the policies contained herein.
I further understand that my employment is terminable at will, either by myself or Phoenix, regardless of the length of my employment or the granting of benefits of any kind, including but not limited to profit sharing benefits which provide for vesting based upon length of employment.
I understand that I am employed "at will," meaning that either Phoenix or I may terminate my employment at any time, for any reason, with or without notice. No representative or agent other than the President of Phoenix may alter the employment relationship or authorize any other employment relationship or make any promise of employment for any particular length of time and that any such alteration must be in writing and signed by the President.
I understand that if I have knowledge, either direct or indirect, of harassment, discrimination or retaliation in any form, I am obliged to report the circumstances immediately to Phoenix management.
In consideration of my employment or continued employment, I agree that any claim or lawsuit arising out of my employment with, or any application for employment with Phoenix or any of its subsidiaries must be filed no more than six months after the date of the employment action that is the subject to the claim or lawsuit. While I understand that the statute of limitations for claims arising out of an employment action may be longer than six months, I agree to be bound by the six month period of limitations set forth herein, and I WAIVE ANY STATUTE OF LIMITATIONS TO THE CONTRARY. Should a court determine in some future lawsuit that this provision allows an unreasonably short period of time to commence a lawsuit, the court shall enforce this provision as far as possible and shall declare the lawsuit barred unless it was brought within the minimum reasonable time within which the suit should have been commenced.
I am aware that during the course of my employment confidential information will be entrusted to me. I understand that this information is critical to the success of Phoenix and must not be shared outside of Phoenix's premises or with non-Company employees. In the event of termination of employment, whether voluntary or involuntary, I hereby agree not to utilize or exploit this information with any other individual or company. My signature below indicates that I have read and understood the above statements and have received a copy of Phoenix's Temporary Employee Policies.
Consent and Release Form for Employees/Applicants
As an employee/applicant of Phoenix Services, I hereby acknowledge that Phoenix Services' policy requires me to submit to urine drug testing and/or breath alcohol testing.
I further understand that the purpose of this analysis is to determine or rule out the presence of non-prescribed or prohibited dangerous controlled substances in my system.
I hereby freely and voluntarily consent to this request for a urine sample and/or breath alcohol test, and agree to participate in the testing program.
I hereby and herewith release Phoenix Services, its employees, agents and contractors from any and all liability whatsoever arising from this request for testing, from the actual testing procedures, and from decisions made concerning my application for or continuation of employment based on the results of the analysis.
I agree to cooperate in all aspects of the testing program.
I hereby authorize the release of my drug and/or alcohol test results to the contractor's Medical Review Officer, and/or to Phoenix Services' examining physician, as provided by Phoenix Services' policy.
I further acknowledge that Phoenix Services has provided me with an opportunity to ask questions related to its drug and alcohol testing program and that all my questions have been answered.
Acknowledgement of Receipt of Drug-Free Safety Program Policy
Signing this form acknowledges that the employee has received a copy of Phoenix Services' Drug-Free Safety Program Policy, has had the opportunity to discuss the Policy and have questions answered, and understands all of the provisions in the Policy. Although it reflects Phoenix Services' current policy regarding substance abuse, it may be necessary to make changes from time to time to best serve the needs of our organization. However, any changes will be made in writing, and the modified policy will be shared with every employee.
By my signature below, I acknowledge that I have received a copy of the Drug-Free Safety Program Policy of Phoenix Services. I understand that it is my obligation to read, understand and comply with the procedures and provisions contained within this Policy.
Do you agree to the terms and conditions of the Temporary Employee policies?
Yes NoElectronic Pay Agreement
Phoenix Services is dedicated to our employees and ensuring the best possible employment experience available. Part of that process includes receiving pay in an efficient and effective manner.
For this reason, Phoenix Services uses the Skylight Paycard as our default payment option. When working for Phoenix Services you agree to either participate in the Skylight Paycard program with its terms and conditions or elect to opt out for a direct deposit into a personal checking/savings account that you designate. To opt out of the Skylight Paycard program simply complete a direct deposit authorization form located at www.phoenixsvs.com/resources or any Phoenix Services Office location and return to the payroll department.
Please keep in mind it may take up to 14 days for your direct deposit to be authorized by the banking authorities and although rare, could initially delay the receipt of your pay. If you decide to opt for direct deposit instead of the Skylight Paycard, we recommend that you complete a direct deposit authorization form immediately upon accepting an assignment and provide it to our payroll department to expedite the direct deposit authorization and processing with your bank or other financial institution.
These electronic payroll options help reduce, if not eliminate, the problems associated with paper paychecks to include:
Check cashing fees by banks, merchants, and payday services.
Costs associated with the replacement of lost/stolen checks.
Check fraud and identity theft relative to the check cashing process.
We know you work hard for your pay and Phoenix Services has implemented the electronic pay process to assure your pay is delivered quickly and securely. We hope that you find our electronic payroll delivery a valued part of your overall Phoenix experience.
In addition, to support of Phoenix Service's commitment to the environment, a process has been implemented that will save valuable resources and provide a federally approved form W-2 that can be accesses at your convenience via WorldLink. By proceeding with the application, you give your consent to receive your W-2 electronically, along with your pay, pay history and any relatable payroll data.
Do you agree to the terms and conditions of the Electronic Pay Agreement?
Yes NoCriminal Background Information
Have you ever been convicted of a felony?
Conviction of a crime will not automatically disqualify you from employment with Phoenix Services.
No YesCriminal Background Information - Explanation
Please submit an explanation of your conviction.
Conviction of a crime will not automatically disqualify you from employment with Phoenix Services. Certain convictions may affect your eligibility to work for Phoenix Services. Phoenix Services will evaluate your conviction and may contact you for additional information.
Sorry you are ineligible for hire
Sorry, you are ineligible to be hired by Phoenix Services at this time. When you agree to the terms and conditions, please reapply.
Return to Main SiteSorry you are ineligible for hire
Sorry, you are ineligible to be hired by Phoenix Services at this time. When you are able to produce valid and proper documents, please reapply.
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