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Benefits
HRi is proud to offer a full compliment of benefits to all of our contractors. Click on any link below to read the full details of what we offer*.
Introduction
Welcome!
When to Contact Your Branch
Assignment Success Tips
Time Submittal/Payroll Process
Benefits
Vacation Pay Awards
Holiday Pay Awards
Health/Vision Benefits (HMO or PPO)
Dental Benefits
Life and Accidental Death and Dismemberment
Flexible Spending Accounts
401K Plan
ESPP (Employee Stock Purchase Plan)
Policies
Safety
Anti-harassment Policy
EEO/Diversity Statement
Substance Abuse & Drug-Free Workplace Policy
*These benefits apply to employees of AccountPros and Human Resources International (HRi) and certain benefits do not apply to employees of Compliance Inc. Please contact your staffing representative at Compliance Inc. for more information.
Welcome!
You’ve made a great choice and joined an elite group of staffing professionals! With each Vedior division you are afforded outstanding service from our staffing team plus receive benefits of employment that are considered the best in the industry. We pride ourselves on getting to know each employee and helping them make the best career choices.
Our Commitment includes providing you with opportunities that draw on your skills while promoting your professional growth. Our success is predicated upon your success.
Again, congratulations on your choice. Welcome to the HRi and Vedior team!
When to Contact Your Branch
We are your employer and primary point of contact and you must call us when...
- ...you’re going to be out for any reason.
- ...you’re going to be late or have to leave early
- ...you complete your assignment early
- ...you’re offered a full-time position from the client or any other company
- ...you have ANY problems and/or you can’t complete the assignment
- ...you're asked to perform duties other than those explained to you when you accepted the position.
- ...you decide not to accept an assignment before you start
- ...you change your name, phone number, address or tax witholding status
- ...you change your tax filing status (we will need a new W4)
- ...you are injured on the assignment
All our offices have voicemail, so you can leave a message any time, day or night. Failing to call us prior to the start of an assignment when you are going to be late or not accepting may result in disciplinary action up to and including voluntary quit or termination.
Assignment Success Tips
At Vedior Professional Services we take great pride in making quality placements between you and our clients. You must notify us of your availability for work by contacting your branch on a weekly basis. Please do your best to provide us with any updated contact information so that we can easily reach you in the event we have a quality opportunity to present.
When you do accept an assignment, you are making a commitment to work the duration of the assignment.
- Be sure we have your most updated information on file.
- Follow the time submittal procedures outlined on the next page to ensure that you will be paid on time.
- Arrive on time every day.
- Dress appropriately. Your staffing specialist will inform you prior to your start, but when in doubt, dress conservatively.
- Ask questions. If you aren’t sure of the tasks you are performing, ask your onsite supervisor.
- Do not make personal calls, unless during a break. Long distance calls are not permitted.
- Do not surf the web and transmit emails for personal reasons. Ask if it is permitted during breaks.
- Do not approach your employer for a full-time position, let your staffing specialist know.
Time Submittal & Payroll Process
IMPORTANT: We are your employer. Your timecard, paycheck and taxes are processed by us.
The Process:
1. At the end of your work week, it is YOUR responsibility to complete and submit a signed timecard for all hours worked.
2. Once you complete the timecard, you must present it to your client representative for a signature and give them the pink copy.
3. To avoid a delay in your pay, be sure to fax your timecard to the number below no later than Monday at 12:00 noon following the week you worked. We suggest faxing it Friday evening, before you leave your assignment.
Fax your signed timecard to:
1-800-910-TIME (8463)
This is a toll free fax which is available 24 hours a day, 7 days a week.
How you are paid
Our preferred method of payment is Direct Deposit. Be sure to ask your staffing representative about this option. Funds will be available on the Friday following the week you work. You will receive a statement of earnings in the mail.
Be sure to talk to your staffing representative regarding the mailing schedule of paper checks and any other deadlines that may exist.
Make sure your home mailing address is current with us, as that is where your check will be sent.
Vacation Pay Awards
We value your long-term commitment to us. To recognize this, you are awarded one 35-hour week of pay, at your current assignment’s pay rate, for each 1500 hours worked during the combined current year and prior calendar year period.
Do you want to take the cash and keep earning on your current assignment? No problem! Just notify your branch representative and you will receive an extra 35-hour pay award in addition to your current pay week’s income.
To qualify, you must be on an active assignment at the time of the award, and you may use hours accrued from the current and prior calendar year only towards eligibility. Vacation awards can not be taken as single days. Sorry, no exceptions can be made. Employees will receive one award per each 1500 hours that qualify.
Holiday Pay Awards
Did you work over 1500 hours in the prior calendar year? If yes, we provide you 6 paid holidays, 7 hours each at your current pay rate during the current calendar year.
Even if you did not work 1500 hours or more in the prior calendar year, you may be eligible for holidays during the current year! As soon as the combined current year and prior calendar year hours exceed 1500, the remaining holidays in the current year may be paid if you qualify.
To qualify for holiday pay awards, you must be on assignment and work the day before and day after the holiday, unless the client to whom you are assigned is closed. Sorry, no exceptions can be made.
Holiday award days include: New Year’s Day, Memorial Day, Fourth of July, Labor Day, Thanksgiving Day, Christmas Day
Health/Vision Benefits
HMO PLAN:
Cigna HealthCare
Health Maintenance Organization (HMO)
Group Policy #: 3181000
www.cigna.com
Tel: (800) CIGNA24
Premiums payable through weekly payroll deductions on a pre-tax basis:
Individual: $55.00 per week
Employee + One: $90.00 per week
Family: $132.00 per week
Please note: The One Health Plan HMO is NOT available to employees who live or work in
MN, ND, SD, NE, WY, MT, ID, AL & HI.
PPO PLAN:
Cigna HealthCare
Preferred Provider Organization (PPO)
Group Policy #: 3181000
www.cigna.com
Tel: (800) CIGNA24
Premiums payable through weekly payroll deductions on a pre-tax basis:
Individual: $86.00 per week
Employee + One: $146.00 per week
Family: $198.00 per week
Please note: Our PPO Policy contains a pre-existing condition clause, which may be waived if the insured can satisfy certain criteria. Please refer to the Summary Plan Description or contact Human Resources for details.
Eligibility for HMO & PPO Plans:
Eligibility for the HMO and PPO is the first of the month following 4 consecutive weeks of
service while working an average of 35 hours per week with any VediorNA division (AccountPros, HRi,
Stone Legal, Ingenium Resources). Eligible employees have a choice
between the two plans depending on where they live and work. You have 31 days from your eligibility
date to make your election. If you do not apply for coverage within 31 days you will not be
eligible to apply for coverage again until our open enrollment period, which is the month of
December with an effective date of January 1st or within 31 days of a "change in family status".
If you wait the full 31 days to make your election your coverage will be effective retroactively to
the first of the month in which you were eligible to join. All back premiums will automatically be
deducted from your paycheck.
Help Finding a Doctor in the Network:
If you need help finding a conveniently located doctor or hospital in the One Health Plan network you can contact a
Member Services representative at: (800) CIGNA24 for either the HMO Network or PPO Network. You can also search for a provider online by going to www.cigna.com.
Dental Benefits
Cigna HealthCare
Group Policy #: 3181000
www.cigna.com
Tel: (888) DENTAL8
Premiums payable through weekly payroll deductions on a pre-tax basis:
Individual: $ 10.00 per week
Employee + One: $ 14.00 per week
Family: $ 19.00 per week
Eligibility for Dental:
Eligibility is the first of the month following 4 consecutive weeks of service while working
an average of 35 hours per week with any VediorNA division (AccountPros, HRi, Stone Legal, Ingenium Resources).
Life and Accidental Death and Dismemberment
Cigna HealthCare
Group Policy #: FLX052102
www.cigna.com
Tel: (800) CIGNA24
Standard Life Benefit: $25,000
AD&D benefit, an additional: $25,000
Eligibility for Life & Accidental Death & Dismemberment:
Eligibility is the first of the month following 4 consecutive weeks of service while working
an average of 35 hours per week with any VediorNA division (AccountPros, HRi, Stone Legal, Ingenium Resources).
Employees are eligible to participate in these benefits only if enrolled in either the
health or dental plans.
Flexible Spending Accounts
FlexServ
GROUP POLICY #: 100547
P.O. Box 534200
St. Petersburg, FL 33747-4200
Tel: (800) 278-9799
www.ceridianfsa.com
Health Care Account
- Flexible Spending: (Non-reimbursed Health Care Expenses)
- You can begin to contribute, as of your eligibility date, on a pre-tax basis for that Plan Year
(calendar year)
- Maximum election for Plan Year is $5,000
Eligibility for Health Care Account:
Eligibility is the first of the month following 4 consecutive weeks of service while working
an average of 35 hours per week with any VediorNA division (AccountPros, HRi, Stone Legal, Ingenium Resources).
If you do not elect coverage within the first 31 days of your eligibility date, you may apply for
coverage during the re-enrollment period in December for the upcoming plan year or within 31 days
of a "change in family status". Please note that in order to continue coverage, you must re-enroll
in December for the upcoming plan year.
Dependent Care Account
- Flexible Spending: (Non-reimbursed Dependent Care Expenses)
- You can begin to contribute, as of your eligibility date, on a pre-tax basis for that
Plan Year (calendar year)
- Maximum election for Plan Year is $5,000
- You can be reimbursed for costs associated with childcare, elder care or other eligible
dependent care programs.
Eligibility for Dependent Care Account:
Eligibility is the first of the month following 4 consecutive weeks of service while working an
average of 35 hours per week with any VediorNA division (AccountPros, HRi, Stone Legal, Ingenium Resources).
If you do not elect coverage within the first 31 days of your eligibility date, you may apply for
coverage during the re-enrollment period in December for the upcoming plan year or within 31 days
of a "change in family status". Please note that in order to continue coverage, you must re-enroll
in December for the upcoming plan year.
401K Plan
Fidelity
Group Contract: Vedior North America
www.401k.com
Tel: 1(800) 835-5095
Payable through weekly payroll deductions on a pre-tax basis:
- You may invest 1 - 30% of your pre-tax compensation not to exceed the maximum of $13,000 allowed by the IRS.
- You may change your salary deferral percentage at any time.
- The company matches 100% of the first $500 invested and 50% of the next $1500 invested.
- Vesting of Company match is based on years of service (1,000 hours per plan year), i.e. you are 100% vested after 4 years of service.
- Our plan allows for rollovers from another qualified 401(k) plan.
ELIGIBILITY FOR 401K:
Eligibility requirements are at least age 21 and have completed 1,000 hours of service with any Vedior North America division in any 2, 3, or 4 consecutive calendar quarters. You may join the plan at any time after completing the eligibility requirements.
You have 24-hour access to your account simply by calling 1-800-835-5095 or logging on to Fidelity NetBenefits®
ESPP (Employee Stock Purchase Plan)
Payable through weekly payroll deductions on an after-tax basis:
- You may contribute a fixed weekly dollar amount between 1-15% of your gross compensation.
- Participants in the Plan purchase Bearer Depository Receipts (BDRs*) of Vedior NV (parent company in the Netherlands) at a 15% discount.
- There are two enrollment periods annually (in January and July). The purchase periods begin on February 1st and August 1st.
- Purchases are made on July 31st for the purchase period beginning on February 1st and on January 31st for the purchase period beginning on August 1st.
- BDRs are held in an account with Computershare, the third party administrator.
- Vedior NV is traded on the Euronext Amsterdam (Netherlands) stock exchange at: http://www.euronext.com. Under "Quote Search", enter "Vedior" to pull up the current price
* "BDRs" mean Bearer Depository Receipts with limited exchangeability for registered ordinary shares of the Company, each such BDR representing one ordinary share.
Employees of Vedior North America and its US operating divisions, who have worked for a minimum of 3 consecutive months by the first day of the purchase period, are eligible to participate in this plan.
If you have any questions or would like to request a change/termination form for the ESPP, please feel free to contact Colleen Thompson, ESPP Administrator at 1-866-339-3777 or via email to: ESPP@vediorna.com.
Safety
The employees of Vedior Professional Services, or any company for that matter, are its
most important asset. Our policy is that each and every employee is entitled to a safe and
healthy work environment. To accomplish this, every effort will be made to assure a safe
environment, including proper safety procedures and safe equipment. It also is the firm policy
of Vedior Professional Services to ensure that any employee who suffers work related
injury or illness will receive the maximum benefits, to which the law entitles them, in a prompt,
fair and considerate manner. These benefits will encompass appropriate, quality medical
treatment and replacement wages, as well as whatever assistance is necessary to achieve a
prompt and healthy return to work.
Vedior Professional Services expects that each employee will commit to maintain safe
working conditions (including reporting to the local office if individual job duties at the work site
are changed). In the event that an employee suffers a work-related injury or illness, all
employees will support Vedior Professional Services in obtaining the full benefits to
which the injured employee is entitled.
Call us immediately:
- If you find that your working conditions are unsafe
- If you are injured while on assignment
- If you are asked to perform tasks which are not part of your original job description
Anti-Harassment Policy
It is the goal of Vedior Professional Services to promote a professional workplace
which is free of sexual harassment and which treats all of those who work for us,
with dignity and respect. Sexual harassment is unlawful and will not be tolerated by
us at any of its locations or at any client location. Further, any retaliation against an
individual who has complained about sexual harassment or against individuals for
cooperating with the investigation of a sexual harassment complaint is similarly unlawful
and will also not be tolerated.
We will respond promptly to all complaints of sexual harassment. Where it is determined
that such harassment occurred, we will act promptly to eliminate the harassment and
impose such corrective action as is necessary, including disciplinary action where
appropriate.
EEO/Diversity Statement
Vedior Professional Services is committed to a policy of nondiscrimination and
equal opportunity for all employees and qualified applicants without regard to race, color,
sex, religion, age, national origin, marital status, sexual orientation, disability, or status as
a disabled Vietnam era veteran in accordance with applicable law. Our continued success
depends on the full and effective utilization of all qualified persons. We have an
obligation to hire and develop the best people we can find not only because it's morally
right and legally required but also because it makes good business sense.
To this end:
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All employment-related decisions and personnel actions are to be made in a nondiscriminatory
manner. All employment and promotion decisions shall be made
according to the principles of Equal Employment Opportunity and free from any
discriminatory practice
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All personnel-related matters, such as compensation, benefits, company-sponsored
training, transfers, demotions, terminations, layoffs, return from layoffs, company-sponsored
social and recreational programs, etc., shall be administered without regard
to race, color, religion, sex, age, national origin, marital status, sexual orientation,
disability, Vietnam era veteran status or any other characteristic protected by federal,
state, or local statute
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If economic and/or business conditions require adjustments to workforce levels, these
changes will be made in a non-discriminatory manner based on a consideration of
organizational needs, as well as other non-discriminatory factors such as the
Company's assessment of the individual's skills and experience, skills required for
the remaining work, length of service within current position and total company
service, and the individual's performance.
Substance Abuse & Drug-Free Workplace Policy
Vedior Professional Services (the “Company”) have a responsibility to their employees, contractors,
customers, and the public to maintain a drug free workplace. To this end, the
Company reaffirms its policy that the possession, consumption, sale, promotion,
exchange or use of alcohol or a controlled substance on Company or client property
or on Company time is strictly prohibited.
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Controlled substances are barbiturates, amphetamines, LSD, crack,
marijuana, narcotics, opiates, cocaine, or other controlled substances as
defined by state and federal laws.
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Company and client property shall include not only the interior and
exterior if Company and client buildings, but all surrounding areas such
as parking lots and vehicles owned or leased by the company or its
clients.
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Company times shall include the entire duration of an employee or
contractor’s regularly scheduled shift or contracted hours and overtime
period including any breaks, whether paid or unpaid, regardless of the
location where the employee or contractor performs work for the
Company.
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Employees and contractors who are under a physician’s care and who are
using prescription drugs (controlled substances) shall carry such drugs in
the original container with the prescriber’s and pharmacist’s
identification attached to the container. Employees and contractors may
be required to provide documentation from the prescribing physician to
the Company upon request.
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Failure to comply with the Company policy by any employee or
contractor will result in disciplinary action, which may include immediate
termination.
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It shall be the responsibility of all managers and supervisors to ensure
that employees and contractors comply with this policy.
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