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ALWAYS exercise care while working for ASAP Personnel Inc. Due to the fact that most accidents can be prevented with proper caution and preparation, ASAP Personnel Inc has implemented the following general Safety Rules to be followed at all times on any assignment you accept from ASAP Personnel Inc. ALL unsafe working conditions should be reported immediately to your ASAP Personnel representative. MAKE SAFETY A PRIORITY IN ALL WORK ENVIRONMENTS!
CALL IMMEDIATELY If you are asked to perform work which is not part of your job description. If you believe that your working conditions are unsafe and/or equipment is been used in UNSAFE. If you are injured while on assignment.
GENERAL SAFETY PROCEDURES Do not take risks. Know your work area. Keep areas orderly. Obey all signs and warnings. Do not move office
equipment or any items over 25 lbs. Always wear safety clothing, hats, gloves, goggles, ear protection, and shoes
where and when needed. PLEASE CONTACT ASAP PERSONNEL OFFICE should you be requested to climb
heights in excess of 2 stories.
ERGONOMICS Shift your body position throughout the day. Adjust your chair, keyboard, and lighting to present a comfortable
EQUIPMENT Worn electrical wiring, overloaded electrical outlets or defective equipment should not be used! Unplug any
equipment before making adjustments or changes. BE CAREFUL to avoid injury to hands when using office equipment or paper cutter.
LADDERS Use proper care and safety precautions prior to doing any climbing. We recommend not climbing any ladders,
yet if required by the property, utilize safety, care, and proper protection prior to climbing. No heights above two
stories should ever be attempted. Contact ASAP Personnel if requested to climb any buildings more than 2 stories.
LIFTING Do not lift any items over 25LBS. Use proper methods for lifting, bending your knees, grasp the load firmly and raise the load, keeping your back straight. Lift with your legs. AVOID twisting and reaching when lifting. ALWAYS carry objects in a way that allows you to see a clear path when walking.
TOOLS/MACHINE/VEHICLES Do not operate electrical equipment unless authorized. Do not repair machinery, unless this is part of your job duty specified. Do not operate machinery or tools-if Safety guards have not been installed or have been tampered with. Know the locations of all safety devices. Do not operate any forklift.
CHEMICALS Do not use any chemicals including but not limited to, pesticides and poisons. Know where the closest shower and eye wash fountains are. Report any spills or leaks to your Company and/or property supervisor.
CONFINED SPACES, CEILINGS, AND EXCAVATIONS Do not enter any confined spaces such as manholes, pits, or large enclosed tanks. Do not enter ceiling attics.
INJURIES ON THE JOB Notify your ASAP Personnel representative immediately in case of injury or accident. If your physician indicates that you cannot return to your regular job, NOTIFY ASAP Personnel immediately. You must provide a Doctor's Release prior to returning to work. You can participate in ASAP's "RETURN TO WORK PROGRAM', as we make it a policy to get injured employees back to work, subject to their current physical capabilities, based upon as soon as the practicing Doctor permits, per release, your return.
Please report to and leave from work at the times specified by the client company. Absenteeism and tardiness can be considered misconduct. In the event you will be late or absent, please notify the client company, at least (1) hour before your scheduled arrival time. Absences due to medically verifiable illnesses, jury duty or military leave are acceptable in moderation with valid documentation. To make yourself available you must call 866-258-0034 and leave your name, number, current zip code and profession; speak slowly and clearly. No other contact will be acceptable for availability issues. You are to contact ASAP PERSONNEL, INC. for assignment the following business day when your assignment with client has ended and everyday thereafter. If you fail to contact ASAP PERSONNEL, INC. you will be considered to have left work voluntarily without cause and unemployment benefits could be denied.
Employees must exercise care in reference to all
confidential information of the client company. Information may not be be taken, copied or communicated to other parties. Office equipment and work areas are for business use and are subject to the rules and regulation of the client company.
Failure to act appropriately is considered misconduct. You should follow the client company’s “house
ruler” while on assignment. Use of offensive language, illegal drug or alcohol use, absenteeism, tardiness, harassment and/or violence are considered disciplinary issues and may result in termination.
The use, sale, or possession of illegal drugs or alcohol on the premises of the client company is strictly prohibited. Random drug test or search may be cause for termination. Test and/or reasonable searches for drugs may be conducted by the client company or ASAP PERSONNEL, INC. Violators of this policy may lead to immediate termination of employee. ASAP PERSONNEL, INC is a drug free workplace. Refusal to submit to a drug and alcohol test or positive test results for drugs or alcohol will result in denial of injury benefits under ASAP PERSONNEL, INC employee injury benefit plan. Some clients may require drug testing prior to site employment. In such cases, the employee will be responsible for payment at a cost of $45.00, which will be deducted from the employee pay check.
Your pay check cannot be picked up by anyone other than you without prior written consent to ASAP PERSONNEL, INC is not responsible for lost, stolen, or mailed check not delivered by the US Postal Service. Phone 972-432-6667 Fax 866-528-2023. Any additional documents requested by employees will be a minimum charge of $15.00 Example: Paystubs, W-2 etc.
One (2) week waiting period before reissuing a pay check. If you request a check to be reissued, there will be a $45.00 replacement fee deducted for the pay check
ASAP PERSONNEL, INC will issue a Form W-2 by January 31st of the next year for your tax records. If you move during the year, please notify us of your change of address. If you need to change your W-4 or update your employment records with new information, please call our office.
Compensation Hours worked that require overtime wages will be paid at time and one-half unless you are classified as exempt from overtime laws and regulations. You should obtain your jobsite supervisor’s approval to work overtime. Your time sheet must reflect actual hours worked.
Bonuses, severance pay, parking or toll reimbursements, vacation or holiday pay and sick leave are not paid by ASAP PERSONNEL, INC except in instances where the company agrees to reimburse ASAP PERSONNEL, INC for these expenses. Deduction will not be made from pay checks unless authorized. In the event of time sheet error or miscalculation, pay checks may be adjusted to reflect actual hours worked.
In the event of life-threatening emergency proceed by ambulance to the nearest Emergency Care facility. Following emergency care report to ASAP PERSONNEL, INC.
BENEFITS Each ASAP PERSONNEL, INC employee will be eligible for insurance beginning on the 1st day of employment following 60 consecutive days after the first day of the following month. Each employee will then be eligible to either accept insurance or sign a waiver.
USE OF MOTOR VEHICLES Without prior written consent from ASAP PERSONNEL, INC the driving of personal or company motor vehicles while on assignment is strictly prohibited. The use of personal or client company automobiles or trucks shall be solely at your risk and the client company. Consent from ASAP PERSONNEL, INC shall be contingent upon a review of your driving history and evidence of adequate liability insurance.
SAFTY / REPORTING INJURIES It’s the responsibility of each employee to become familiar with the safety and emergency procedures of the client company. Any job-related injury should be reported immediately to the job site supervisor and to the office of ASAP PERSONNEL, INC. If any job-related injury or illness is not reported as soon as possible, reimbursement for medical claims may be denied. It is important that you report any unsafe working conditions to the office of ASAP PERSONNEL, INC
DISCRIMINATION ASAP PERSONNEL, INC is an Equal Opportunity Employer and complies with all state and federal laws regarding discrimination. Please inform ASAP PERSONNEL, INC of any instance in which you believe that you may have been subjected to discrimination.
SEXUAL HARASSMENT Inform ASAP PERSONNEL, INC promptly if you are sexually harassed or accused of harassment on the job.
EMPOYMENT TERMINATION Please be aware that your employment is “at-will.” Either the employer (ASAP PERSONNEL, INC) or you may terminate employment at any time with or without cause. Termination may occur with little or no notice. Before filing a claim for unemployment benefits, you are required by law to contact ASAP PERSONNEL, INC recruiter/staffing company regarding your availability for other assignments. Failure to do so may result in a denial of unemployment benefits.
EMPLOYEE / EMPOYER ACKNOWLEDGEMENT I understand and acknowledge the ASAP PERSONNEL, INC is my employer of record for my current temporary or contract work assignment. ASAP PERSONNEL, INC is responsible for all employment related responsibilities
including; payroll, payroll taxes, unemployment claims, and workers compensation insurance.
Due to problems with the US Postal Service we cannot guarantee delivery of payroll checks by mail. If a check is lost in the mail it cost ASAP Personnel $45.00 to place a stop payment and reissue the check. CHECKS ARE MADE AS A COURTESY AND CANNOT BE TRACKED ONCE WE MAIL THEM. A lost check could delay you getting your money by 30 days.
Remember: Holidays take longer.
Please retain this for reference YOUR PAY DEPENDS ON IT
Your timesheet Your pay
We (ASAP Personnel Inc. ) will obtain one or more consumer reports or investigative consumer reports (or both) about you for employment purposes. These purposes may include hiring, contract, assignment, promotion, re-assignment, and termination. The reports will include information about your character, general reputation, personal characteristics, and mode of living.
We will obtain these reports through a consumer reporting agency. Our consumer reporting agency is background checks.com (“BGC”). BGC’s address is P.O. Box 353, Chapin, SC 29036. BGC’s telephone number
is (866) 265-6602. BGC’s website is www.backgroundchecks.com, where you can find information
about whether BGC’s international privacy practices.
To prepare the reports, BGC may investigate your education, work history, professional licenses and credentials, references, address history, social security number validity, right to work, criminal record, lawsuits,
driving record, credit history, and any other information with public or private information
You may obtain a copy of any report that BGC provides and BGC’s files about you (in person, by mail, or by phone) by providing identification to BGC. If you do, BGC will provide you help to understand the files, including trained personnel and an explanation of any codes. Another person may accompany you by providing identification. If BGC obtains any information by interview, you have the right to obtain a complete and accurate disclosure of the scope and nature of the investigation performed. Please sign below to acknowledge your receipt of this disclosure.
I have received information that informs me how to get health care under my employer’s workers’ compensation insurance.
If I am hurt on the job and live in a service area described in this packet, I understand that:
Knowingly making a false workers' compensation claim may lead to a criminal investigation that could result in criminal penalties such as fines and imprisonment.
START HERE: Read instructions carefully before completing this form. The instructions must be available, either in paper or electronically, during completion of this form. Employers are liable for errors in the completion of this form.
ANTI-DISCRIMINATION NOTICE: It is illegal to discriminate against work-authorized individuals. Employers CANNOT specify which document(s) an employee may present to establish employment authorization and identity. The refusal to hire or continue to employ an individual because the documentation presented has a future expiration date may also constitute illegal discrimination.
(Employees must complete and sign Section 1 of Form I-9 no later than the first day of employment, but not before accepting a job offer.)
You must choose from the List of Acceptable Documents : One document from List A, or One document from List B and one document from List C. ie. Driver's License AND Social Security Card; or, US Passport
(Fields below must be completed and signed when preparers and/or translators assist an employee in completing Section 1.)
If you meet both conditions, write “Exempt” here: