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HRD Orientation
 Welcome!
We look forward to working with you. Below are topics that will help us make your assignment enjoyable and productive. Please take a minute and read through them.
As an HDR/RACC contract employee...
While you're on assignment, we are your employer. If you have questions or problems about your job, first talk to us, not the client. We can find a solution agreeable to everyone.
Examples of situations warranting a call to us include:
- Tardiness or illness
- A job description change
- A change in hours
- Inadequate supervision or support
- Scheduled job interviews
- An offer of regular employment
- A contract extension
You can contact us via voicemail and or e-mail 24/7. Keep our business card with you at all times.
Checking in
- Give us a call at the end of your first and last days of work.
- Complete feedback forms while on your assignment.
- On the last day of your originally scheduled assignment. (You must always inform us if your job is extended.)
Standards of Conduct
- Be on time every day.
- Complete your entire assignment.
- Respect the client, the work environment and company policies.
- Upon completing a given assignment, promptly let your supervisor know you're ready for the next one.
- Dress appropriately for the client's environment. When in doubt, ask us what is acceptable.
- Use discretion with proprietary information. Some clients may require you to sign a confidentiality agreement.
- Be flexible about lunch and breaks. These are to be arranged with your supervisor.
- Never use client telephones or your cell phone for personal calls without permission. If permitted, call only on your break.
Client equipment and software usage
The usage of work area, voicemail, computer files, e-mail, Internet facilities and other technical resources at the client's site are for business purposes only. If, during the course of your assignment, you perform or transmit work on a client's computer systems or other technical resources, your work may be subject to investigation, search and review.
In addition, any electronically stored communications that you send or receive may be retrieved and reviewed when doing so serves the legitimate business interests and obligations of either HRD or its clients. Inappropriate or unauthorized use of the client's electronic property is grounds for termination.
Our Working Relationship
Factors such as your hard work, cooperation, commitment and flexibility are used to determine your eligibility for future assignments, pay increases and positive references. We use our clients' performance evaluations to make future placements.
Just as we gather feedback about you, we want to get your feedback. Please give us your thoughts about job assignments, HRD procedures and our services.
Pay Rates
Your individual pay rate is based on several factors: your level of education, skills and experience, and the level of responsibility you're assuming.
At HRD, we pay the highest possible wages to our employees as determined by each individual job assignment. In addition, we cover the employer's share of your Social Security contributions and unemployment insurance.
Taxes
You can file a W-2 or a 1099. If you file a W-2, HRD will be responsible for your federal, state and unemployment benefits based on the number of exemptions. At the beginning of the year we'll mail your W-2 statement to the address provided. If you choose to be a 1099 independent contractor, you're responsible for filing your own taxes on all earned income.
Timekeeping
Federal and state law requires HRD to keep an accurate record of all time worked by our employees. Your HRD representative will give you a blank timesheet for each new assignment. Record the hours you worked at the end of each day, rounding off total hours worked to the nearest quarter hour. If you don't work a particular day, place an X in the space. Our work week is from Sunday through Saturday and we use WEB based electronic timesheets for your convenience.
At the end of the last working day of each week, you and your supervisor must verify the timesheet and sign in the spaces provided. Keep one copy for your records, fax HRD one and give one to your supervisor.
If your timesheet is inaccurate, late, unsigned by your supervisor or is otherwise incomplete, your paycheck may be delayed.
Payroll processing
We must receive your timesheet no later than 12 p.m. on the Monday immediately following your last working day of the prior week. If we don't receive it by then your paycheck may be delayed. You can fax your timesheet to us or submit it by e-mail. Additional timesheets should be requested via phone or e-mail to the office administrator.
Pay period
Payday is biweekly on Friday. Paychecks are mailed on Wednesday. Direct deposit funds will be available on Thursday morning.
If you prefer to pick up your paycheck, please inform your HRD representative.
Keeping Current
Please promptly notify HRD of any change to your address or telephone number. Complete a new W-4 tax form any time there are changes to your tax status, marital status, address or name.
Tardiness and Absenteeism
If you're going to be late for an assignment or if you need to leave early, you must give us at least 24 hours notice to inform our client. If you're going to be absent due to illness or any other reason, please contact your HRD representative immediately. Likewise, if you're going to resign from your position, after your first week you must give us at least two weeks' notice.
Dress Attire
HRD requires all candidates to dress in business attire for interviews and assignments. For men this includes a dark suit, tie and polished shoes. A skirt or pants suit, blouse and closed-toe shoes are appropriate for women.
Communication
When your HRD representative or the supervisor of the job gives you instructions, listen carefully, take notes and ask questions.
If a misunderstanding arises, or if there is an aspect of the assignment you don't understand, please call your HRD representative.
In order to build a successful relationship between the client and the contractor you'll periodically receive a feedback form. Please complete and return it to us as soon as possible.
When your job assignment ends, please contact us to provide feedback, and to check on a potential new assignment.
Safety policy
HRD is dedicated to providing safe working conditions for our contractors. If you're injured on the job, contact us immediately to ensure that you receive appropriate and timely care.
Because HRD typically does not supervise the environment or the work at our clients' locations, please be sure to learn about the safety requirements and emergency procedures at any job site where you work.
Please contact HRD immediately if:
- You're asked to perform any activity outside those in your job description
- You're asked to operate any machinery other than normal office equipment
- You become aware of any potentially hazardous conditions on the job
Equal employment practices
HRD is an equal opportunity employer and makes employment decisions on the basis of merit. In accordance with applicable law, HRD prohibits discrimination based on race, color, gender, religion, creed, sex, pregnancy, marital status, age, national origin or ancestry, physical or mental disability, medical condition, veteran status, sexual orientation or any other consideration protected by federal, state or local laws. All such discrimination is unlawful.
To comply with applicable laws ensuring equal employment opportunities to individuals with disabilities, HRD will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee unless undue hardship and/or a direct threat to the health and/or safety of the individual or others would result. Any applicant or employee who requires an accommodation should notify the HRD office directly.
Sexual discrimination and other unlawful harassment
HRD wants to ensure your safety and well being in the workplace and will take reasonable steps to prevent discrimination or harassment from occurring. HRD's policy prohibits harassment or discrimination of employees, applicants and persons providing services pursuant to contract.
Federal law defines sexual harassment as unwanted sexual advances, requests for sexual favors or visual, verbal or physical conduct of a sexual nature when: (1) submission to such conduct is made a term or condition of employment; or (2) submission to or rejection of such conduct is used as basis for employment decisions affecting the individual; or (3) such conduct has the purpose or effect of unreasonably interfering with an employee's work performance or creating an intimidating, hostile or offensive working environment.
Georgia law defines sexual harassment as unwanted sexual advances, or visual, verbal or physical conduct of a sexual nature. This definition includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser. |
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