This information is not intended to cover every situation that may arise during your employment with The Arnold Group (TAG). It is simply a general guide to TAG's goals, policies, practices, benefits and expectations. Please contact us if you have questions relating a specific policy or situation.
We are excited to have you on our team! An exciting and challenging experience awaits you as an associate of The Arnold Group (TAG). This handbook has been written to provide you with information about The Arnold Group.
At The Arnold Group, our associates are just as important as our business clients. We'll take the time to get to know you on an individual basis so we can custom match your work skills and job preferences to our clients' specific requirements. Our commitment to finding the best people for the best positions is what sets us apart from our competition.
As a TAG associate, you’ll be able to work when, where, and how long you want. You’ll be able to choose from among the most prestigious companies in the most exciting industries! We offer both short- and long-term assignments as well as regular, full-time (executive search and placement) opportunities, so TAG can assist you at every stage of your professional career – whether it be now or a year from now.
You were interviewed by a staffing specialist when you signed up to become a TAG associate. This person is considered your TAG supervisor and is here to help you. The policies, practices and benefits described herein are summarized. If you need additional information about any items covered in this handbook or about your job, you are encouraged to contact your TAG supervisor or any other TAG staff member.
We wish you success and hope that your employment relationship with The Arnold Group will be a rewarding experience.
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The T.A.G. Pledge is a Total Accountability Guarantee all associates are asked to make when they start working with The Arnold Group (TAG). This pledge acknowledges that you understand you work with TAG in a 50/50 partnership to place you in a position that will benefit both you and our client. Taking the T.A.G. Pledge does not guarantee TAG will find a job position for you, but it does guarantee you will do your part in the search for one. In short, we seek job candidates that truly want to work and do not wish to waste anyone's time - yours or ours.
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A TAG representative will contact you when we have an assignment that matches your skills and job preferences. In preparing for your new assignment, make sure you receive the following information from us:
Although you will likely be working for a variety of TAG clients, we are your employer. Your time sheets and paychecks are processed by TAG and your TAG supervisor is your contact for all work assignments. We are here to help solve any problems that might arise and answer any questions you may have.
If you are going to be late to an assignment or have an emergency or illness that prevents you from going to work, please call us as soon as possible. We will contact our business client and explain the situation. All TAG offices offer 24-hour messaging so you can leave a message at any time – day or night.
Failure to go to work without notifying The Arnold Group in advance may result in disciplinary action up to and including termination.
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Tips for success while on assignment:
We want you to be successful – feel free to call your TAG office anytime – we’re here to help!
Technology may be provided to you while on assignment to assist you in carrying out the assigned company’s business, therefore the following technology usage policies have been adopted:
TAG respects the right of employees to use social media for self-publishing and self-expression on personal time. However, unless specifically authorized by the company to do so as part of the associate’s position, associates are not permitted to use forms of social media or internet technology during working hours or at any time on TAG or TAG client computers or devices.
Social media includes all means of communicating or posting information or content of any sort on the Internet, including to a blog, personal website, social network or affinity web site, web bulletin board or a chat room, as well as any other form of electronic communication.
Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow associates who work on behalf of TAG’s or our business client interests may result in disciplinary action up to and including termination.
Failure to abide by these policies will result in disciplinary action up to and including termination.
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The following are examples of when to contact us:
Additionally, contact us immediately if you believe you are experiencing any type of harassment while on an assignment.
When you will get paid is one of the most important things to know when you're about to start a new job. All TAG Associates are paid weekly, on the Friday following each pay period. Below is some helpful information regarding our process.
At the end of your work week, you must complete a TAG time sheet for all hours worked. It is your responsibility to complete the time sheet fully and accurately before providing it to the client for approval and signature. If the time sheet is incomplete or has an error, your paycheck may be delayed.
A signed time sheet must be presented in order for you to receive your paycheck unless prior arrangements are made with our business client(s).
Download TAG time sheets here.
A properly completed time sheet ensures that you will be paid weekly without delay. Click here for step-by-step instructions on correctly completing your time sheet.
All suspected fraudulent activity will be investigated and prosecuted to the fullest extent of the law.
Confused about hours/minutes (4:15) and decimal hours (4.25)? Here is a quick overview on performing the decimal to hours/minutes conversion and the reasons why the conversion is important. The big thing to look for is a decimal point(.) or colon(:)
Our time cards requests time worked be reported in the decimal hours format. Decimal hours can sometimes cause a bit of confusion for people who are used to looking at hours in the hh:mm format. Here are a few examples of decimal hours and how to interpret them.
Imagine trying to multiply 8:12 (which is 8 hours and 12 minutes) by an hourly rate. It’s much easier to multiply 8.25 (or 8 hours and 12 minutes) by an hourly rate to calculate payroll.
TAG's holiday benefits are designed to reward associates who make an extended work commitment to our company as well as to our clients.
Holiday pay will be capped at eight (8) hours, maximum, of your regular and current hourly rate. Holiday pay will be pro-rated for part-time assignments. If qualified, you will receive your holiday pay within three weeks following the holiday.
Client referred associates are not eligible for paid holiday benefits.
TAG's vacation benefits are designed to reward associates who make an extended work commitment to our company as well as to our clients.
Annual Vacation Pay Benefit Awards are limited to a single payout after 12 months from the associate's first assignment or most recent vacation pay benefit award date. If qualified, vacation pay will be awarded in a check for twenty-four (24) hours of pay, at your regular and current hourly rate.
Vacation pay awards may not be taken as actual days off. It is your responsibility to keep track of your hours and advise TAG when you qualify. Hours earned do not carry over... once you have been awarded vacation pay, your hours revert back to zero and new twelve (12) month period begins.
Client referred associates are not eligible for paid vacation benefits.
Under the federal Family and Medical Leave Act of 1993 (FMLA), eligible employees of The Arnold Group TAG are entitled to take up to twelve (12) workweeks of unpaid leave during each 12 month period beginning using a “rolling” 12-month period measured backward from the date of the leave for the birth of a child, the placement of a child for adoption or foster care, a serious health condition of the employee that makes the employee unable to perform the functions of his/her job, or the serious health condition of a spouse, son, daughter or parent that requires the employee’s presence. Both male and female employees are eligible for leave in connection with the birth or placement of a child or a family illness. Employees may be required to use their accrued paid leave prior to taking unpaid leave under the FMLA.
Eligible employees are those who have been employed by TAG for at least 12 months, and who have worked at least 1,250 hours during the 12-month period immediately before leave is requested.
It is the policy of TAG to grant its employees leave in accordance with the requirements of the Family and Medical Leave Act. The Employee's rights under the FMLA can be found on the FMLA Fact Sheet #28.
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TAG offers additional benefits and incentive programs for our associates. Please contact your TAG supervisor for more information regarding these benefits.
TAG will provide a gift card to you for each individual you recommend who completes a 40-hour assignment.Click here to submit a new TAG Associate Referral now.
To qualify, you must currently be on an assignment with TAG OR within 14 days of your last assignment's completion date, and in good standing with TAG.
TAG would like to reward you for referring new business clients to us. We will provide you with a gift certificate for each business client you recommend once their initial order is completed.Click here to submit a new TAG Business Client Referral now.
TAG provides Health Care insurance options to all active associates. If you would like information regarding health insurance coverage, please contact your TAG supervisor or refer to our Health Care Resources.
You, as our employee, are TAG’s most important asset. We choose our clients carefully to ensure you have a safe workplace. If you are asked to perform work which was not part of your initial job description or you are injured while on assignment, call your TAG supervisor immediately.
Make safety a priority in your work environment.Always exercise due care while working for TAG. Because most accidents can be prevented with proper caution, TAG has implemented the following general safety rules to be followed on any assignment you accept – whether it’s an office or industrial environment.
Your TAG supervisor will review detailed safety instructions and general precautions with you for each assignment offered to you. Failure to abide by these guidelines will result in disciplinary action up to and including termination.
Workers’ compensation is defined by a set of rules determined by each state which outlines benefits to employees who have sustained work-related injuries/illnesses. The laws provide for payment of medical bills for treatment due to such injuries and reasonable income benefits for employees who may lose time from work. Employees who are seriously injured on the job may be entitled to additional benefits.
Funds for these benefits are provided by TAG through its workers’ compensation claims administrator, as required by law. If you should be injured on the job, or suffer a work related disability, certain procedures must be followed to ensure that you receive your benefits quickly. Contact TAG immediately and follow the procedures outlined under the Injuries on the Job section within this handbook.
TAG provides workers’ compensation benefits required by law to every injured employee. However, if we determine that any employee has provided falsified information to TAG, to the physician, or to the claims administrator for the purpose of fraudulently obtaining workers’ compensation benefits, we will take the strongest possible action to prosecute that employee to the fullest extent of the law.
To be covered by workers' compensation, you must be an employee and be accidentally injured while doing your job. Should you be injured on the job, follow TAG’s procedures for workplace injuries:
A few considerations to keep in mind if you incur a workplace injury:
States set workers' compensation payouts, so there's not a lot of leeway for you to get more (or less) than deserved. In Kansas, for example, a finger is worth 20 weeks of pay. If your finger is 10% disabled in a workplace accident, you get two (2) weeks of disability. The value system is automatically built into the law, and the doctor(s) decides the severity of an injury.
A workers' compensation attorney will take 20-35% of any work comp settlement, so don't hire one unless you think you're being shortchanged over a permanent disability, have a complex claim or were unfairly denied coverage of your medical bills.
Even then, most states, including Kansas, have a workers' compensation ombudsman/claims advisory group who can offer assistant regarding work comp claims.
All states, including Kansas, have pre-established formulas regarding minimum and maximum workers' comp benefits for lost pay. Individual amounts are determined by pre-injury earnings and claim details.
Cheating is so common in workers' compensation that there's a term for it: malingering, and fraud divisions look for it. It may take a while, but chances are pretty good malingers will get caught, and once caught, it can mean jail time.
All suspected fraudulent activity will be investigated and prosecuted to the fullest extent of the law.
Unemployment insurance is a temporary financial benefit to employees who have lost their jobs due to no fault of their own until they are recalled by the employer or until they find jobs for which they are reasonably suited in terms of training, past experience and past wages. The amount of the benefit is based on past work and earnings. Each state has its own set of rules which outline eligibility criteria and benefit amounts. Funds to cover the costs of unemployment insurance benefits in Kansas are paid entirely by employers.
If you decide to resign prior to your assignment ending, you may become ineligible for unemployment insurance benefits.
Unemployment insurance is designed to pay only those claimants who meet the requirements of the law. It is not a handout to individuals who have not worked or are unwilling to do so. Therefore, The Arnold Group is committed to reporting any and all potential fraudulent activity/individuals through KDOL's K-BEN 307 Unemployment Fraud Report.
The Arnold Group (TAG) offers fair and equal employment opportunities for everyone– including protection from workplace harassment– regardless of race, color, sex, age, national origin, religion, or disability. We recruit, process, and assign all applicants on the basis of their qualifications for the particular job, and we do so without regard to any factor unrelated to their ability to fulfill job requirements. TAG offices may only accept customer requests for staffing assistance that meet these standards.
To comply with applicable laws and ensure equal employment opportunities to qualified individuals with a disability, we will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee, unless undue hardship would result.
It is TAG’s policy that all employment relationships shall be conducted in an environment that is not hostile or offensive. Harassment based on an individual’s age, race, creed, color, religion, national origin, sex, disability, marital status, veteran status, or any other basis prohibited by applicable local, state or federal law will not be tolerated at TAG. Harassment of any sort, including sexual harassment, is strictly prohibited.
Sexual harassment is defined as “unwelcome sexual advances, requests for sexual favors and other verbal or physical contact of a sexual nature where such conduct is made explicitly or implicitly a term or condition of employment, is used as a basis for employment decisions, or has the purpose or effect of interfering with work performance or creating an otherwise hostile or offensive environment.”
Offensive conduct (in general or directed at one person) may include such things as making jokes of a sexual nature, suggestive comments, unsolicited gifts of a sexual nature and physical contact.
If you believe you have been subjected to harassment by a supervisor, fellow employee, client or any other person in connection with your employment at TAG, you should immediately bring the matter to the attention of your TAG supervisor.
If the complaint involves your TAG supervisor or you feel uncomfortable discussing the matter with him or her, please call (800) 794-6098 and report the matter to The Arnold Group’s corporate office.
All complaints of harassment will be investigated promptly. Investigation of complaints will be treated confidentially within the bounds of the law and the investigation. No employee will suffer adverse employment action by TAG as a result of bringing any good faith harassment complaint to the company’s attention.
If TAG determines that harassment has occurred, effective remedial action will be taken. TAG will not retaliate against any employee who complains of sexual harassment or who participates in an investigation process. Any employee who is found to have engaged in harassment or retaliation against an employee for exercising rights protected by this policy will be subject to appropriate discipline, up to and including termination.
If investigation results in a finding that a person who has accused another of harassment has maliciously or recklessly made false accusations, the accuser will be subject to appropriate sanctions up to and including termination.
The policies and guidelines in this handbook have been adopted voluntarily by The Arnold Group and are not intended to give rise to contractual rights or obligations, nor to be construed as a guarantee of employment for any specific period of time or any specific type of work.
I understand this handbook is not intended to cover every situation that may arise during my employment, but is simply a general guide to TAG’s goals, policies, practices, benefits and expectations. I understand I am an “at will” employee, meaning that my employment is for no definite period of time and may be terminated with or without cause by myself or by TAG at any time.
I also understand that, except for the at-will status, TAG reserves the right to interpret, amend, modify or cancel and withdraw any or all sections or provisions of this handbook at any time with or without notice.
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Please contact us if you have any questions or concerns not addressed in the TAG Associate Handbook.