AnDek Staffing

Orange County, CA Staffing Experts

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Associate Handbook

Welcome to AnDek Staffing!  We are excited to have you on our team. Our goal is to make a positive contribution to your future by providing you with great employment opportunities. AnDek is built on the values of:

  • Being Connected
  • Doing the Right Thing
  • Being Discerning
  • Showing Passion
  • Embracing Change
  • Having Fun!

We hope you will adopt these values as you build a career with AnDek. This handbook is designed to provide you with important information regarding your assignments, your pay, your benefits, AnDek policies, guidelines, legal information and the AnDek Service Center. Please carefully review this information and contact your AnDek Recruiter if you have any questions. You may also access this document in the Employee Service Center. We wish you all the best as you begin your career with AnDek!

To Access AnDek’s Employee Service Center

visit www.andekstaffing.com

 

EQUAL EMPLOYMENT OPPORTUNITY 

We are committed to providing equal employment opportunities to all employees and applicants without regard to race, religion, color, sex, gender identity, sexual orientation, national origin, ancestry, citizenship stats, uniform service member status, marital status, pregnancy, age, protected medical condition, disability, genetic information, or any other protected status in accordance with all applicable federal, state, and local laws.

Your Assignments

When you accept an assignment with AnDek Staffing Services, we’ll provide you with:

  • The company’s name and location
  • Start date, time, and projected length of assignment
  • Work hours, lunch, and break times
  • Check-in procedures, if required
  • Supervisor’s name
  • Description of what you’ll do on the job
  • Dress code, including any required safety equipment
  • Pay rate

We ask that you adhere to the following Performance Guidelines:

  • Be on time
  • Dress appropriately and conduct yourself in a professional manner
  • Follow instructions and ask questions when in doubt
  • Do not conduct personal business during work hours
  • Continue with the assignment until it’s completed

Please note that if you accept an assignment and don’t show up or call, you will no longer be eligible for employment with AnDek Staffing Services.

When to contact your AnDek Recruiter

AnDek will be your link between you and our client companies. Contact AnDek in any of the following situations:

  • If you are going to be late for an assignment
  • If you are unable to complete an assignment
  • If you find that the job is different than how it was described
  • If your hours are different than you were told
  • If you are asked to work through your lunch hour
  • If a client offers you a job with their company
  • If the length of time for the assignment is increased or decreased by the client
  • If you are asked to operate equipment not originally discussed with you
  • If you change your name, address, and/or telephone number
  • When you have completed an assignment
  • If there is any change in your availability
  • If you are in doubt about any of our procedures
  • If you have friends who are interested in working for AnDek
  • You feel AnDek’s Anti-Harassment/Anti-Discrimination Policy is being violated
  • If you are going to be sick and need to request sick pay

 

AnDek’s Employee Service Center

To make managing your career easy, our AnDek Employee Service Center is an easy to use, self-serve portal. From the Employee Service Center you can:

  • Check your current pay information
  • Download a timecard
  • Update your address, contact, skill and employment information
  • Check current career opportunities
  • Request time-off/sick pay
  • View your completed eDocuments

Getting Paid

It is your responsibility to report your time to ensure that you’re paid correctly and on time. Failure to do so may delay your pay. Making sure you are paid correctly and on time is one of our most important commitments to you, but we need your help. Please follow these instructions:

  • Complete your timecard each day indicating time in, time out, and time taken for lunch.
  • Your timecard should be received by noon Monday.
  • At the end of the workweek, verify that your timecard contains:
  • Your name
  • The week-ending date (always Sunday)
  • The total number of hours you worked during the pay period
  • The name of the company you were assigned to
  • Your signature and the customer signature verifying that the hours are correct
  • Send your timecard to AnDek Staffing

Your Pay

  • AnDek’s Associates are paid every Friday for work completed the previous week.
  • AnDek’s work week begins on Monday and ends on Sunday
  • AnDek’s Associates can choose to receive their pay by Pay Card or Direct Deposit.
  • Contact your AnDek Recruiter if you have any questions.
  • You must turn in timesheets weekly in order to comply with labor laws regarding wage payment.

If you believe an error has been made in your pay, tell your AnDek Recruiter or AnDek Branch Manager immediately.  We will research the problem and make any needed corrections to your pay. Intentionally falsifying any document, inclusive of timecards and timekeeping reports is a serious violation of AnDek policy and may result in disciplinary action, up to and including termination.

 

Notice and Acknowledgement of Pay Rate and Pay Day

Every employee is provided with a copy of this document which contains pay range, over time rate (if eligible), allowances, and designated payday and other information required by law. Pay rates for assignments may vary based on the clients to whom you are assigned, as well as shift differentials, skill level required for each job and various other factors. You will be given your pay rate verbally before beginning any assignment and will be provided with a written notice of your pay rate via the email you provided to AnDek.

 

Meal and Rest Periods

You are required to take an unpaid meal period of at least 30 minutes if you are working at least 6 hours, and a second meal period if you are working more than 10 hours (unless a waiver is in place). You will also be given a paid 10 minute rest period for each four hour period, or major fraction thereof, of work each day. Meal periods must begin prior to the end of the fifth hour of work. Rest periods are to be taken roughly in the middle of each four hour period of work and may not be used at the beginning or end of your shift, nor can it be combined (e.g. taking one 20 minute break instead of two 10 minute breaks). If you are ever asked to skip a meal period or break, please contact AnDek immediately.

 

REQUESTS FOR ACCOMMODATION

We are committed to complying with the laws protecting qualified individuals with disabilities.  We will provide a reasonable accommodation for any known physical or mental disability of a qualified individual with a disability to the extent required by law, provided the requested accommodation does not create an undue hardship for AnDek or AnDek clients to whom you may be assigned and/or does not pose a direct threat to the health or safety of others in the workplace and/or to the individual.  If you require an accommodation to perform the essential functions of your job, you must notify your AnDek Recruiter or AnDek Branch Manager.  Once we are aware of the need for accommodation, we will engage in an interactive process to identify possible accommodations that will enable you to perform the essential functions of the job.

 

Workers’ Compensation

AnDek provides workers’ compensation coverage for work-related injuries and illnesses. If you sustain a work-related injury or illness, contact your job-site supervisor and your AnDek Recruiter immediately. You must contact your AnDek Recruiter immediately if you sustain a work-related injury or illness so that you can receive appropriate medical attention. You are required to obtain first aid for every injury, no matter how slight so as to prevent infection. Call the AnDek office the same day as the injury to complete proper paperwork.

 

MPN Medical Provider Network

AnDek Staffing Services, Inc. utilizes the services of a Medical Provider Network (MPN) for workplace illnesses and injuries. Unless you pre-designate a physician or medical group, your new work injuries arising will be treated by providers chosen by AnDek Staffing. A complete MPN provider listing will be provided to you upon request.

 

Safety and Drug Policy

The use, possession, distribution, sale or being under the influence of drugs and/or intoxicating beverages is prohibited while on duty and while on the premises of AnDek or AnDek’s customer. Advise your AnDek Recruiter if you are taking prescription medication that could affect your ability to perform your job. You may be required to submit to a pre-employment drug test. You will be tested for drugs and/or alcohol if there is reasonable suspicion that you are under the influence of alcohol or illegal drugs or if you are injured on the job. If you test positive for drugs and/or alcohol, your employment with AnDek will be terminated. You must comply with all safe work practices.

 

Personal Appearance and Behavior

We expect all employees to use good judgment in choosing dress and appearance and to present a neat, well-groomed appearance and a courteous disposition. We feel that these qualities go further than any other factor in making a favorable impression on the public and your fellow workers.

Employees should dress and present themselves in a business-like manner that reflects professional standards. Flashy, skimpy, tight-fitting, revealing, offensive, and other non-business-like clothing are unacceptable. Employees who are provided with Company uniforms should keep them in a neat and clean condition and must wear them at all times when on duty. Employees who report to work in unacceptable attire may be requested to leave work and return in acceptable attire. Such time away from work will generally be without pay.

General Dress Policy Guidelines:

Employees May Not Wear:

  • Flip-flop sandals
  • Hats or caps of any kind
  • Shorts
  • Spaghetti strap dresses or blouses, bare backed dresses or blouses

Employees are also expected to behave and conduct themselves in a professional manner at all times in the workplace. Unprofessional behavior in the workplace, such as inappropriate comments, jokes, gestures, printed materials, sexually related conversations, inappropriate touching of another employee (such as but not limited to kissing, hugging, massaging, sitting on laps), and any other behavior of a sexual nature is prohibited. Employees who fail to observe these standards will be subject to disciplinary action, up to and including termination. Employees are expected to observe AnDek’s personal appearance and behavior policy.

 

At Will Employment

AnDek Staffing Services, Inc. is an at-will employer. This means that either you or AnDek may terminate the employment relationship at any time, with or without cause and with or without notice. This at-will aspect of your employment may not be modified, amended, or rescinded. Please bring any questions or concerns you have regarding the above policies to your AnDek Recruiter.

 

Harassment Policy

Harassment of any type is prohibited by AnDek. Any behavior whether it be visual, verbal or physical that threatens or intimidates you or others is strictly prohibited. Harassment can be of a sexual nature or it can be based on an individual’s characteristics including race, sexual orientation, disability, religion, age, or any other characteristics protected by law. It is your responsibility to avoid conduct that might be considered harassment. It is also your responsibility to report any harassment that you experience, or witness. AnDek will not tolerate retaliation against anyone who files a complaint or participates in an investigation. Our goal is to provide a comfortable and safe work environment free from harassment and discrimination.

 

Policy Against Retaliation

We are committed to prohibiting retaliation against those who report, oppose, or participate in an investigation of alleged wrongdoing in the workplace.  By way of example only, participating in an investigation of alleged wrongdoing in the workplace, includes, but is not limited to:

  • Filing a complaint with a federal or state enforcement or administrative agency;
  • Participating in or cooperating with a federal or state enforcement agency that is conducting an investigation of AnDek regarding alleged unlawful activity;
  • Testifying as a party, witness, or accused regarding alleged unlawful activity;
  • Associating with another employee who is engaged in any of these activities;
  • Making or filing an internal complaint with AnDek regarding alleged unlawful activity;
  • Providing informal notice to AnDek regarding alleged unlawful activity.

We strictly prohibit any adverse action/retaliation against an employee for participating in an investigation of any alleged wrongdoing in the workplace.  If you feel that you are being retaliated against you should immediately contact your AnDek Recruiter, or AnDek Branch Manager at (714) 771-6100.

 

Lactation Break

We will provide a reasonable amount of break time to accommodate a female employee’s need to express breast milk for the employee’s child.  The break time should, if possible, be taken concurrently with other break periods already provided.  Non-exempt (hourly) employees should clock out for any time taken that does not run concurrently with normally scheduled rest periods, and such time generally will be unpaid.  We will make a reasonable effort to provide the employee with the use of a room or other location in close proximity to the employee’s work area, for the employee to express milk in private.

 

Workplace Violence Policy

AnDek has a zero tolerance policy for violent acts or threats of violence in the workplace. Employees are prohibited from committing or threatening to commit any act of violence against a co-worker, applicant, customer, vendor, or any other individual. All threats should be reported immediately to your AnDek Recruiter or AnDek Branch Manager so that appropriate action can be taken.

 

Confidentiality Policy

During the course of your employment with AnDek, you might gain access to information related to a client’s business. All such information is to be treated as strictly confidential. You may not disclose any information to anyone other than employees who have a need to know the information in order to perform their duties.

 

Your Benefits

AnDek cares about the health and well-being of our Associates. Please ask your Recruiter if you are interested in the following:

  • Computer Training: Self-guided computer tutorials on many of the latest office software packages are available to our Associates
  • Discounts to major attractions and movies
  • Credit Union Membership

Mandated Insurance Benefit Programs

State Disability Insurance

By state law, we are required to deduct a certain amount from your pay to provide State Disability Insurance (SDI). SDI benefits are payable when you cannot work because of illness or injury unrelated to your employment. For information concerning these benefits, contact the Employment Development Department of the State of California, which administers the SDI program.

 

Family Temporary Disability Insurance

In addition, we are also required to withhold a certain percentage of your wages pursuant to the Family Temporary Disability Insurance Act (FTDI) in order to fund the Paid Family Care Leave Program. FTDI is another disability benefits program that is administered by California’s Employment Development Department which allows eligible employees to receive compensation for lost wages, for up to six (6) weeks in a twelve month period, if you take time off work to provide care for a seriously ill child, spouse, parent, or domestic partner, or to bond with a new child.

Despite its name, the FTDI is not a “leave” program; it does not provide you with any entitlement to leave beyond that to which you are entitled pursuant to Company policy. You must notify AnDek if you intend to file for FTDI benefits. All claims for FTDI benefits must be submitted directly to the Employment Development Department of the State of California. The Employment Development Department ultimately determines whether you receive FTDI benefits based on the serious health condition of certain family members that require your care. You may not be eligible for FTDI benefits if you are receiving State Disability Insurance, Unemployment Compensation Insurance, or Workers’ Compensation benefits.

 

Social Security

The Federal Insurance Contributions Act, better known as the Social Security Act, requires AnDek to deduct a percentage of your pay, match it with an equal amount from AnDek and send it to the government to be deposited with the Social Security Administration. If you are not familiar with the retirement and disability benefits provided under Social Security, check with your local Social Security Administration office for a more complete explanation.

 

Workers’ Compensation Insurance

We pay the entire amount of the Workers’ Compensation insurance premium, which provides benefits to employees who experience injury or illness that arises out of the course and scope of your employment. Benefit entitlements are governed by law, but it is essential that you report all work-related accidents, injuries, and illnesses immediately. You should be aware that California law makes it a crime to knowingly file a false or fraudulent claim for Workers’ Compensation benefits, or to submit knowingly false or fraudulent information in connection with any Workers’ Compensation claim. Violation of this law is punishable by imprisonment of up to five years, a fine of up to $150,000 or both. Filing a false or fraudulent Workers’ Compensation claim is also a violation of Company policy, and will result in disciplinary action, up to and including immediate termination. We maintain a strict policy against discharging, threatening to discharge, or in any manner discriminating against any employee because he or she has filed or made known his or her intention to file a claim for workers’ compensation benefits.

 

Unemployment Compensation

If you become unemployed, you may be eligible for unemployment compensation, under certain conditions, for a limited period of time.  Unemployment compensation provides temporary income for workers who have lost their jobs, due to no fault of their own. To be eligible, you must have earned a certain amount and be willing and able to work but unable to find a job. Please list your employer as follows when applying for benefits:

 

AnDek Staffing Services, Inc.

1740 W. Katella, Ste E

Orange, CA  92867

Email: payroll@andekstaffing.com

 

Voting

If you would like to vote for a public election, but do not have sufficient time to vote during nonwork hours, you may arrange to take up to two hours off from work with pay to vote. To receive time off for voting, you must obtain advanced approval from your AnDek Recruiter and must take the time off to vote either at the beginning or end of your work shift. AnDek reserves the right to request a copy of your voter’s receipt following any time off to vote.

 

Victims of Felony Crimes Leave

To the extent required by law, employees who are victims of certain, specified felony crimes, or who are immediate family members of a victim, a registered domestic partner of a victim, or the child of a registered domestic partner of a victim, may receive unpaid time off from work to attend judicial proceedings related to that crime. To take this leave, you must provide us in advance with a copy of the notice of the proceeding. If advanced notice is not possible, the employee must provide AnDek with appropriate documentation evidencing the employee’s attendance at the judicial proceeding upon returning back to work.

 

Victims of Domestic Violence & Sexual Assault Leave

To the extent required by law, employees who are victims of domestic violence or of sexual assault may receive unpaid leave to: 1) obtain services from a domestic violence shelter or rape crisis center; 2) seek medical attention for injuries caused by domestic violence or sexual assault; 3) obtain psychological counseling for the domestic violence or sexual assault; or 4) take action, such as relocation, to protect against future domestic violence or sexual assault. To take this leave, the employee must provide us with advance notice of the leave.

If advanced notice is not possible, the employee must provide us with the following certification upon returning back to work: 1) a police report showing that the employee was a victim of domestic violence or sexual assault; or 2) a court order protecting the employee from the perpetrator or other evidence from the court or prosecuting attorney that the employee appeared in court; or 3) documentation from a medical professional, domestic violence or sexual assault victim advocate, health care provider, or counselor showing that the employee’s absence was due to treatment for injuries from domestic violence or sexual assault.

 

Unpaid Family School Partnership Leave

We encourage our employees to be involved in the education of their children. Parents, guardians, and grandparents with custody of school age children (K-12) are eligible for up to forty (40) hours of unpaid leave each year, not to exceed eight hours in any calendar month of the year, to participate in school-related activities of their children or their registered domestic partner’s children, provided the following criteria are met: You must personally notify your AnDek Recruiter as soon as you learn of the need for the planned absence. You will be denied time off if you do not provide your AnDek Recruiter with adequate notice. We may require verification of the school-related activity. You are requested to schedule individually-scheduled activities, such as parent/teacher conferences, during non-work hours whenever possible. Employees who request leave for unauthorized purposes will be subject to discipline, up to and including termination.

 

Organ and Bone Marrow Donors Leave

If you provide written verification to AnDek that you are an organ or bone marrow donor (required for medical necessity), you are entitled to receive a job protected paid leave of absence that may be taken in one or more periods in order to donate.

Eligible organ donors are entitled to a leave of absence not to exceed 30 days in any one-year period of time.

Eligible bone marrow donors are entitled to a leave of absence not to exceed 5 days in any one-year period.

 

Pregnancy Disability Leave

Female employees may take a leave of absence of up to four (4) months for disabilities relating to pregnancy, childbirth or related medical conditions. Employees who are granted a leave for pregnancy will be returned to their same or similar position to the extent required by state law. Upon the advice of your health care provider, you may also be entitled to reasonable accommodation, to the extent required by law, for conditions related to pregnancy, childbirth or related medical conditions. You should promptly notify your AnDek Recruiter or AnDek Branch Manager of the need for a reasonable accommodation. In addition, a transfer to a less strenuous or hazardous position or to less strenuous or hazardous duties may be available pursuant to your request, if such a transfer is medically advisable. If you are affected by pregnancy or a related medical condition, please notify your AnDek Recruiter or AnDek Branch Manager as soon as reasonably possible as we cannot provide you with reasonable accommodation unless it knows of the need for such accommodation.

Prior to the start of the leave, we will require a statement from your health care provider indicating that you are unable to perform your job and the anticipated date of your return. In the event your leave exceeds the anticipated date of return, it is your responsibility to provide further verification from your health care provider that you are unable to perform your job and the revised anticipated date of return. Depending on your eligibility, medical insurance may be continued during the leave in accordance with the applicable plan document, COBRA, or provisions of federal/state law relating to unpaid medical leave.

 

Family and Medical Leave Act/California Family Rights Act

The Family and Medical Leave Act and California Family Rights Act (“FMLA / CFRA”) provide eligible employees the opportunity to take unpaid, job-protected leave for certain specified reasons. The maximum amount of leave an employee may use is either 12 or 26 weeks within a 12-month period depending on the reasons for the leave.

 

To be eligible for FMLA/CFRA leave, you must:

  • have worked at least 12 months for us
  • have worked at least 1,250 hours for us over the 12 months preceding the date your leave would commence; and
  • currently work at a location where there are at least 50 employees within 75 miles.

Trade Secrets and Confidential Information

As part of their employment with AnDek, employees may be exposed to and/or be provided with Trade Secrets and other confidential and proprietary information (“Confidential Information”) of AnDek or AnDek’s clients relating to the operation of AnDek’s business, AnDek’s client’s business and their customers (collectively referred to as “Trade Secrets/Confidential Information”).

“Trade Secrets” mean information, including a formula, pattern, compilation, program, device, method, technique or process, that: (1) derives independent economic value, actual or potential, from not being generally known to the public or to other persons or entities who can obtain economic value from its disclosure or use; and (2) is the subject of efforts that are reasonable under the circumstances to maintain it secrecy. AnDek’s and AnDek’s client’s Trade Secrets are (1) not generally known to the public or to AnDek’s or AnDek’s client’s competitors; (2) were developed or compiled at significant expense by AnDek or AnDek’s clients over an extended period of time; and (3) are the subject of AnDek or AnDek’s clients’ reasonable efforts to maintain their secrecy.

“Confidential Information” means information belonging to AnDek or AnDek’s clients, whether reduced to writing or in a form from which such information can be obtained, translated or derived into reasonably usable form, that has been provided to employees during their employment with AnDek or AnDek’s clients and/or employees have gained access to while employed by AnDek and/or were developed by employees in the course of their employment with AnDek or AnDek’s clients, that is proprietary and confidential in nature.

Part of the consideration employees provide to AnDek in exchange for their employment and continued employment with AnDek is their agreement and acknowledgement that all Trade Secrets/Confidential Information developed, created or maintained by them shall remain at all times the sole property of the AnDek client to whom they were assigned at the time they developed, created, or maintained the information, and that if the AnDek client’s Trade Secrets/Confidential Information were disclosed to a competing business or otherwise used in an unauthorized manner, such disclosure or use would cause immediate and irreparable harm to AnDek’s client and would give a competing business an unfair business advantage against AnDek’s client.

Employees will not, except as required in the conduct of AnDek’s client’s business or as authorized in writing by AnDek, disclose or use during their term of employment or subsequent thereto any Trade Secrets/Confidential Information. Furthermore, all records, files, plans, documents and the like relating to the business AnDek’s client which employees prepare, use or come in contact with shall be and shall remain the sole property of AnDek’s client and shall not be copied without written permission of AnDek’s client and shall be returned to AnDek’s client on termination or cessation of the assignment, or at AnDek’s client’s request at any time.

 

Job Satisfaction

Your feedback after an assignment is also very important to us. From time to time, you maybe asked to complete a Job Satisfaction Review that asks you to rate your current and/or past assignments, job duties and AnDek’s service delivery. Your candid response helps us make sure we’re doing everything we can to meet your employment needs. Remember, should you have comments or concerns you would like addressed immediately, please contact the management at your local AnDek office.

Should an emergency arise, call your AnDek Recruiter immediately. Each office has a 24- hour message machine for your convenience. If you have any questions or concerns, call your AnDek Recruiter at (714) 771-6100.

We hope we can help you to achieve your career goals.

 

Thank you!

 

Rev. 03/20