Global Staffing Agency may share certain personnel/human resource data concerning its employees with nonaffiliated third parties, including but not limited to third party administrators, when they are acting on our behalf, or acting jointly with us for processing payroll, Workers’ Compensation claims, unemployment benefits or any other such matter related to your work assignments. Such data may include name, address, Social Security number, employee ID number, job description, and related information. We may also share such data with our clients about providing services to them. In addition, such data may be shared with other parties as permitted or required by law such as credit bureaus, government entities, in responding to subpoenas and other legal processes, and those with whom you have requested us to share information.

 

Social media policy

Employees must comply with client companies’ social media policies, which may impose reasonable limits on social networking activity to the extent that it impacts the client company and their respective employees or third parties who deal with them.

 

What is the purpose of a social media policy?

 

Social media policies exist to protect reputation, privacy, security and intellectual.

Property. These rules are meant to act as guiding principles when using social media in the workplace. Associates, contractors, and consultants are expected to exercise common sense and good judgment, keeping in mind online activity is easily traceable and difficult to erase. 

What is considered social media? 

 

The following are examples of social media participation:

 

> Creating a profile and participating on social networking sites, including but not

limited to Facebook, Twitter, LinkedIn, Snap chat, and Instagram. 

Using geolocation services such as checking in on Facebook or Foursquare.

Leaving a review on a customer review site such as Yelp or Amazon 

Maintaining a personal or professional blog >

Commenting on blogs

Taking part in discussions on private and public forums

 

Social media policy

Be aware this is not an all-encompassing list and the definition of social media Continues evolving as new technologies emerge. 

 

Social media activity should:

Respect privacy

Familiarize yourself with the privacy settings on your social networks. Be mindful of your own personal privacy and do not post any personal information that you do not want to be publicly available. You also need to consider the privacy rights of coworkers. 

Consider your professional image! 

If you are not using a private account, employers, coworkers, and bloggers can see everything you write on social networks. A good rule of thumb is to ask, would I be comfortable with a supervisor or coworker seeing what I posted? Would I be comfortable with this post showing up in search results for my name?

Social media activity should not: 

Reveal your contracted client! 

It is crucial to remember you are an employee of Global Staffing Agency and not your contracted client. Due to the nature of Global Staffing Agency’s client agreements, you may not reveal your contracted client on your social media profiles. This includes activity like checking in at the office, identifying yourself as an employee at your contracted company on your social profiles, tagging or referencing the contracted company in status updates, or blogging about the company.

 

Interfere with work commitments! 

Time spent on social media in the workplace should be like any other breaks in work, such as chatting with coworkers, meal breaks or checking personal email. Excessive use of social media for personal use while at work may be detected and addressed as appropriate.

 

Social media policy

Disclose any confidential information. 

Do not share any sensitive material belonging to Global Staffing Agency or your contracted company or its customers, such as internal communications, identities of coworkers or contractors, finances, trade secrets, company operations, product development, or other intellectual property.

 

Air dirty laundry

Much of what you are exposed to on your assignment is sensitive or confidential, and discussion on social media of disagreements or arguments with others while on assignment runs the risk of breaching your obligations or simply just being wrong. You should raise any issues or problems at the client company with your Global Staffing Agency Representative. We also have available on Global Staffing Agency websites links and telephone numbers where you can report problems or issues.

 

Code of Business Conduct

At Global Staffing Agency, we strive every day to earn the trust and loyalty of our associates,

Customers, suppliers, colleagues, investors, governments, and the communities in which we work by bringing our Core Values of respect, responsibility, honesty, and integrity to life.

Maintaining our strong reputation requires a clear communication of policy, effective ways to detect potential violations, good leadership, and personal responsibility. The Global Staffing Agency’s Code of Business Conduct emphasizes both the individual’s responsibility to act with integrity and Global Staffing Agency leaders’ responsibility to create a culture of compliance in which employees and others can exercise sound judgment and feel comfortable about raising concerns without fear of retaliation. 

Integrity and compliance are core principles at Global Staffing Agency. How we conduct ourselves day to day – with each other, our clients, and our competitors – is the foundation of our reputation as an ethical company. That is why we do everything we can to protect our reputation by making sure our actions and policies are not only legal, but in line with the highest levels of business ethics and personal integrity.

 

Workplace violence/Prohibition weapons policy

Global Staffing Agency’s policy is to maintain a work environment free from all forms of violence. Acts or threats of physical violence, possessing a weapon, to threaten another individual with bodily harm, or to assault another individual, occurring on Global Staffing Agency or its client’s property or during the performance of Global Staffing Agency business off Global Staffing Agency property, are prohibited. Examples of workplace violence include, but are not limited to, conduct such as: threats or acts of physical or aggressive conduct; threats to destroy or intentional destruction of property belonging to Global Staffing Agency, its clients, or their respective employees; threatening phone calls or correspondence (including email, text messaging and social media); and/or surveillance or stalking activities.

 

The possession, transfer, sale or use of firearms, weapons, explosives, or other improper materials with or without valid permit is prohibited on Global Staffing Agency or its client’s premises.

Employees in violation of this policy will be subject to disciplinary action up to and

including termination. Global Staffing Agency strongly urges that any acts of violence in the workplace and any weapons observed be reported to a Global Staffing Agency Representative immediately.

 

Contact Global Staffing Agency Representatives for the following: 

 

>  Completion of each assignment

>  At least once per week when not on assignment with Global Staffing Agency to verify availability for work.

>  Address, email, or phone number changes

>  Experience any type of harassment or prohibited discrimination. 

>  If you are not being provided an entitled meal or rest break. 

>  Issues and/or questions with entering time and/or the paper timesheet, if applicable (preferred method is to contact the Global Staffing Agency Payroll Shared Service Center)

>  Questions regarding what time should be recorded and/or payroll procedures for your assignment.

> If you believe working conditions are unsafe and/or are injured while on assignment.

 

Who to contact

> Injured on the job and physician indicates that you cannot return to your regular

job, after each medical appointment to report progress.

> If you are asked to perform work which was not part of your initial job description.

> Late for your assignment or have any emergency or illness that prevents you.

from going to work (if late or absent and it relates to FMLA, you will also need to

contact your Leave Administrator at GSA) 

> Requests for full-time employment with the client

> Requests for an increase in pay

> Change of hours or days worked.

> If the client advises you not to report overtime hours worked and/or approval for

performing work during overtime hours

> If you are convicted of a crime other than a minor traffic violation.

> If you are requested for jury or witness duty.

> If you have been requested to travel, operate vehicles or machinery, work in an

unsupervised premise or handle cash, keys, negotiable, credit cards, check-

writing/printing materials, merchandise, or confidential information if such tasks

we are not originally part of your assignment. 

> To arrange for any personal items left at a client site to be given back to you.

> To return any IDs or badges belonging to the client.

> Results of a drug test are positive.