Employee Conduct Standards
As a Two Hawk Employment Services employee, you are expected to conduct yourself in a responsible manner while on a job assignment. Always dress appropriately for the job which you have been assigned. Any job requiring safety gear or equipment must be used at all times. If working with machinery, be sure not to wear dangling jewelry or loose clothing. Never attempt to operate any machinery or equipment without proper training. If you have any doubts about your personal safety at any time, always consult your supervisor. In addition, if you witness any negligence or safety violations, please bring this to your supervisor's attention or report incident to Two Hawk Employment Services.
It is extremely important to be punctual at all times. If, however, a problem arises and you will be tardy or unable to report to work, it is crucial that you notify our office and your supervisor as soon as possible. Voice mail is available 24 hours a day/ 7 days a week. Failure to show up for an assignment without a phone call or walking off an assignment with no notification is considered voluntary termination and will make you ineligible for future assignments. If you foresee circumstances that will prevent you from completing an assignment, you must give a 24 hour notice, citing specific reasons for not completing the assignment.
Two Hawk Employment Services is a drug free workplace and as such, expects all our employees to remain drug free. Possession, use or presence of alcohol or illegal drugs by a Two Hawk employee while on the job is strictly prohibited and may cause immediate termination. Any Two Hawk employee treated for a work related injury or illness will be subjected to a drug/alcohol screen at the time of treatment. A positive result may cause immediate termination. A random selection of some Two Hawk employees for testing may be conducted unannounced.
Sexual Harassment Policy
Two Hawk Employment Services promotes a comfortable, healthy working environment for all employees. All employees are expected to treat each other with respect. As a result, harassment of any kind will not be tolerated. This includes verbal and physical. Harassment on the basis of sex is a violation of Federal and State law. Any of the following constitutes sexual harassment: requests for sexual favors, unwelcome sexual advances or physical conduct of a sexual nature when submission or rejection have a direct impact on or are used as a basis for employment decisions; such conduct has negative impact on an individuals work performance or creates an intimidating or hostile working environment.
A complaint may be submitted verbally or in writing to your Branch Manager or the Branch operations Manager immediately. A confidential investigation will be conducted and proper action will be taken. Any form of harassment will result in appropriate disciplinary action up to and including termination.
Two Hawk Employment Services maintains a firm commitment to a Drug Free Workplace. As such, the following drug and alcohol policy is effective immediately:
The illegal use, sale, or possession of narcotics, drugs, or controlled substances while on the job or on company property (including off site locations) is strictly prohibited. Illegal drug use, whether on or off the job may adversely affect an employees job performance, jeopardize the safety of other employees and/or the public, and the reliability of company operations or equipment and is just cause for disciplinary action up to and including termination.
Any employee that reports to work in a condition that gives a supervisor reasonable cause to suspect the employee is under the influence of drugs, alcohol, or any other hallucinogens, may be required to submit to a urine exam. A positive result will subject the employee to disciplinary action up to and including termination.
An employee may use a substance by or under the instructions of a physician who has advised the employee that the substance will not affect the employees' ability to perform his/her job. A physician's statement may be requested for company verification.
Employees will not possess any quantity of any controlled substance at any work site, lawful or unlawful, with the exception of substances administered by or under the instructions of a physician. "Work Site" is defined as any motor vehicle, office, building, parking lot or other property in which Two Hawk Employment Services has operations, or any other location at which the employee is to perform work. "Possess" means to have either in or on the employees' person, personal effects, motor vehicle or areas substantially entrusted to the control of the employee. Any violation of this policy may result in disciplinary action up to and including termination.
Random Drug/Alcohol Screening
Random substance screening may be conducted at the company's discretion. Any employee testing positive for a controlled substance will be terminated. When there is reasonable cause to suspect an employee has reported to work or is working impaired, the employee may be subject to substance screening. Refusal to submit will be considered a violation of company policy and may require proper disciplinary action to be taken, up to and including termination. Any employee involved in an on the job accident requiring medical attention beyond first aid or where damage has resulted to company property will be required to submit to substance screening. Refusal to submit will be considered a violation of company policy and may require proper disciplinary action to be taken, up to and including termination.
Our drug screening is done in house. We use a five panel drug test "iscreen" which checks for the following substances: Cocaine (COC), Methamphetamine (MAMP), Marijuana (THC), Opium (OPI), and Amphetamines (AMP). Tests which return a positive reading will be sent out to a laboratory for confirmation.
EQUAL OPPORTUNITY POLICY
Two Hawk Employment Services, LLC prohibits discrimination against employees and applicants on the basis of race, color, religion, sex, citizenship status, national origin, age, physical or mental disability, past, present or future status in the uniformed services of the United States, genetics, or any other characteristic protected under applicable federal, state or local law (“Protected Characteristics”). This policy applies to all terms and conditions of employment, including recruitment, hiring, placement, promotion, demotion, training, transfer, layoff, termination, rate of pay, or benefits. With respect to disabilities, the company will not make pre-job offer medical inquiries or pre-job offer inquiries about medications. Nor will the company refuse to hire an otherwise qualified individual with a disability because that person has an actual disability, is perceived as having a disability, or has a history of a disability.
All employees should follow this policy in all of their interactions with co-workers.
Employees with questions or concerns about discrimination in the workplace are encouraged to swiftly bring these issues to the attention of their supervisor or any other manager up to and including the Owner. If the company is not aware of concerns about possible discrimination, it cannot address them, so please make sure your concerns are swiftly and clearly vocalized to one or more levels of management. Complaints or concerns that are made known to management will be promptly and thoroughly investigated and appropriately addressed. Employees can raise concerns and make complaints without fear of reprisal. Anyone found to be engaging in unlawful discrimination or retaliation will be subject to disciplinary action, which could include termination of employment.
It is the policy of Two Hawk Employment Services, LLC to not discriminate against a qualified employee or applicant with regard to any terms or conditions of employment because of such individual's disability or perceived disability, so long as the employee can perform the essential functions of the job. Consistent with this policy of nondiscrimination, the Company will provide reasonable accommodations to a qualified individual with a disability, who has made the Company aware of his or her disability, provided such accommodation does not constitute an undue hardship on the Company.
If you are disabled and believe you need a reasonable accommodation to apply for employment or to perform the essential functions of your job, you should contact a manager, up to and including the Owner, and specifically request a reasonable accommodation.
Reporting an Accident
Any Two Hawk employee involved in a job-related accident must complete the following. Failure to comply with any of these steps could result in your claim being denied:
Report accident or injury to supervisor within 24 hours.
Report accident or injury to Two Hawk Employment Services within 24 hours.
You must be treated at designated facilities only (these are provided by your Two Hawk representative).
All doctors notes must be brought to the Two Hawk office after treatment and you must fill out a "claimant's version" form provided by Two Hawk Employment Services.
A worker's comp. drug plan must be filled out for prescriptions taken to the designated pharmacy. This form will be provided by your Two Hawk representative.