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Congratulations! You’re on your way to the next phase in your career.

And we at That’s Good HR couldn’t be more excited for you! This guidebook provides an overview of working with us. It’s a roadmap of how to be the best temporary employee possible.

We’ve placed thousands of people like you in great jobs at client companies since we were founded in 1998. Bottom line, we know staffing. Now, let’s get started...

Please note that this Guidebook does not create a contract of employment or any right or expectation of continued employment. These programs may be changed or canceled by TGHR at any time for any

reason without notice.

Welcome! The following information will help you create a successful working relationship with That’s Good HR (TGHR).

It is important that you understand that TGHR (not the company to which you are assigned to work) is your employer of record. ALL employment related decisions will go through TGHR, so be sure to stay in close communication with us throughout your assignment(s). Notify TGHR as soon as possible should you encounter any problems or concerns on an assignment, or if the status of the assignment changes.

Examples of when to contact TGHR:• To schedule a job interview during

assignment hours

• To report changes in your work hours, supervisor, or responsibilities

• To inform us that your assignment has extended or terminated early

• To update any changes in your address, phone number, or name (important for W-2 and W-4)

• To make changes to your direct deposit information

• If you experience any discrimination, harassment, or other misconduct while on assignment

• Overtime: Before working overtime, you will need permission from the client and TGHR.

• Offer of full-time employment from the client company

• Assignment Ends: Get in touch with TGHR near the end of your current assignment so that we may consider you for a new assignment.

During your assignment, you are expected to:• Report to work at the agreed time, be

dressed professionally and ready to work. Keep lunch and break periods to the designated times. Follow all client company rules, and meet all expectations.

• Contact TGHR with as much advance notice as possible if you are going to be late or cannot work. We will inform the client of any changes in your availability or status. Our office voicemail is available 24 hours (317.469.4141 ext. 500).

assignment responsibilities & expectations

• Refrain from personal calls, personal email, or personal Internet use while working at the client company (unless an emergency occurs).

• Maintain client company confidentiality. Do not discuss client business/assignment information outside of the client company. Do not use or disclose client confidential or proprietary information without authorization from the client company.

• Provide TGHR with a minimum of a one- week notice prior to quitting an assignment. If the proper notice is not given, termination from TGHR may result.

Terminable ViolationsEither party may terminate the employment relationship at any time for any reason. Even minor misconduct may result in termination depending upon the circumstances surrounding the incident.

However, the following conduct is considered especially egregious and will likely result in your immediate termination:

• Insubordination

• Theft

• Dishonesty

• Use or threat of physical violence against any employee, customer, or other person during work time

• Possession of any type of firearms, ammunition, explosives or weapons in the workplace (except for legal firearms kept out of sight in a locked vehicle)

• The use, possession, distribution, sale or being under the influence of drugs or alcohol on client company/TGHR premises or when conducting business for a client or TGHR

• Testing positive for any drug or alcohol

• Excessive or unexcused absenteeism or tardiness

• No call/no show on assignment

• Violation of established safety rules or safety practices

• Destruction or sabotage of client/TGHR property

• Unauthorized use of client company property or equipment for personal reasons

• Disclosing confidential material or information to unauthorized persons

Use of profane, obscene or disrespectful language including telling jokes containing such language on client company/TGHR’s property or when conducting business for a client company or TGHR

• Violation of the client company/TGHR Equal Employment Opportunity or Anti-Harassment Policies

• Failure to turn in or falsification of a timesheet

• Falsifying or failing to disclose completely all information requested or recorded on any employment or other record of TGHR or its client companies

• Failure to follow rules of the client company or TGHR

How it works: Here’s the scoop on how to get paid...

Payroll Guidelines• Friday is your payday. TGHR pays

weekly in arrears, and the pay period is Saturday to Friday.

• All hours worked must be submitted via electronic timesheet by the last day of your scheduled workweek. A username, password, and electronic time card instructions will be emailed to you.

• Direct deposit is available and encouraged. With direct deposit your paycheck will be safely and automatically deposited into the account of your choice at no cost. Earnings statements will be available for preview or print via the Paylocity Self Service Website (www.paylocity.com). Instructions are emailed and can be found at thatsgoodhr.com/ee.

• For those not utilizing direct deposit, paychecks will be mailed to you by regular mail on Thursdays to the most recent address we have on file. Paychecks will not be personally given to anyone on your behalf.

• It is your responsibility to make sure TGHR has the current/correct information with regard to your name and address. This would include any changes to your direct deposit information. If there are changes, contact us at (317) 469-4141.

• Any overtime will be paid in accordance with state and federal laws. Your client company supervisor, as well as a TGHR staffing specialist, must approve the overtime in advance.

• If there are any problems with your paycheck, please contact the Payroll Department at TGHR, (317) 469-4141.

• TGHR reserves the right to end your assignment for failure to follow our payroll process.

payroll guide

Important! You must submit

your timesheet by the end of your

scheduled workweek.

All pay is subject to applicable taxes and is not payable upon voluntary or involuntary

termination of employment.

TGHR values our employees and offers a number of benefits. See below for a summary of the most popular ones!

Holiday PayOnce you have worked 1,000 hours within a 12-month time frame and are actively working a TGHR assignment at the time of the holiday, you will receive eight hours of holiday pay per designated holiday at your current hourly pay rate.

Part-time employees generally will receive pro-rated pay if the holiday falls on a regularly scheduled work day. TGHR provides holiday pay for the following six days: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day. Please contact the TGHR Payroll Department for more information.

Vacation BonusA vacation bonus will be paid out when you work 1,700 hours within 12 months. Once you have completed 1,700 hours, call the TGHR Payroll Department to request your Vacation Bonus Check.

Referral bonusHow about a $100 bonus?! That¹s what you will earn for every candidate you refer to TGHR who completes a minimum 40-hour assignment with one of our client companies. Please contact TGHR when you know someone you referred to us has worked 40 hours on an assignment and we¹ll be sure to send you the $100 Referral Bonus! This Referral Bonus is for all registered employees, working or non-working.

Health BenefitsTGHR offers an array of insurance coverage - from medical to life insurance. Coverage offered is tailored to temporary positions and meets government regulations. Look for your health benefit offerings via email. You can also find enrollment forms and benefit information posted on our employee portal at www.thatsgoodhr.com/ee. Or call us! We are always available to answer any questions you have.

benefitsguide

policies & procedures

Please note this policy will not be applied to prevent employees from discussing their terms and conditions of employment or exercising any other right under the

National Labor Relations Act or other applicable laws.

TGHR is an equal opportunity employer and considers applicants for all positions without regard to race, color, religion, gender, gender identification, sexual orientation, national origin/ancestry, age, disability, veteran status, marital status, citizenship, or any other legally-protected status. All employment decisions are made without considering any of these characteristics.

• TGHR will provide reasonable accommodations to qualified individuals with a known disability unless doing so would result in an undue hardship.

• Employment is at will, is not guaranteed for any specific time, and may be terminated for any reason at any time. There is also no guarantee that you will be offered or placed on a job as a result of you completing an application.

• You must not handle cash or other valuables of any client company without prior written consent by TGHR.

• Candidates will be selected for placement based on the correct skill set to fill the position and status of their availability. If we cannot reach you, we will fill the position with the next qualified candidate that we can reach.

• You must not sign the name of TGHR or your name on any financial information or tax returns of any client company.

• You are not authorized to make employment decisions.

Family and Medical Leave (FMLA)An employee is eligible for a limited amount of FMLA leave when he or she (1) has worked with TGHR for 12 months, (2) has worked 1,250 hours in the previous 12 months, and (3) works in a location where TGHR employs 50 employees or more in a 75-mile radius. Contact TGHR for a copy of the policy (including a description of qualifying leaves) and the necessary forms to apply for leave.

TGHR Pre-Employment ScreeningAll working employees of TGHR will undergo pre-employment screening that could consist of, but not be limited to, the following:

• Assessment Skills Testing• Criminal Background Check• Credit Report (History Check)• Degree Verification• Professional Reference Screening• Drug Testing

Anti-Discrimination, Anti-Harassment and Professional Conduct PolicyIn order for all employees to enjoy a work environment free from all forms of discrimination, TGHR prohibits the harassment or discrimination against any employee or applicant, regardless of gender, by managers, supervisors, other employees, or non-employees. It is contrary to our policy for any employee to be subjected to harassment or discrimination in the workplace because of race, color, religion, gender, gender identification, sexual orientation, national origin/ancestry, age, disability, veteran status, marital status, citizenship, or any other legally-protected status. Harassment in the workplace negatively affects morale, motivation, and job performance. It is inappropriate, offensive, and will not be tolerated. With this policy, TGHR prohibits not only unlawful discrimination and harassment, but also other unprofessional and discourteous actions. No employee in the company is exempt from the policy.

A) Sexual HarassmentTGHR strictly prohibits all forms of sexual harassment. No employee should be subjected to unsolicited and unwelcome sexual advances or conduct, either verbal or physical. Prohibited harassment may

include, but is not necessarily limited to:

• Unwelcome verbal behavior such as comments, suggestions, jokes, or derogatory remarks which are based on sex. This would include verbal innuendos, suggestive comments, off-color jokes, discussing sexual activities, commenting on physical attributes, offensive gestures or sounds, and repeated unwelcome flirtation.

• Derogatory or sexually suggestive pictures, cartoons, drawings, objects, or graphic commentary

• Physical behavior such as pats, squeezes, grabbing, groping, intentionally brushing against someone’s body, unnecessary touching, impeding or blocking normal work or movement, leering, or obscene gestures

• Unwanted sexual advances; pressure for or requests for sexual favors; and/or making or threatening reprisals as a result of a negative response to harassment

• Inappropriate or adverse treatment because an employee does not fit a gender stereotype

• Threats, physical aggression, intimidation, or hostility based on sex even if not sexual in nature

Sexual harassment consists of any unwelcome behavior of a sexual nature which unreasonably interferes with an employee’s work performance or creates a hostile work environment. It is also sexual harassment when submission to sexual advances is a condition of a job benefit (e.g. employment, continued employment, fair treatment, promotions, etc.).

B) Other Forms of HarassmentTGHR also prohibits harassment based on race, color, religion, gender, gender identification, sexual orientation, national origin/ancestry, age, disability, veteran status, marital status, citizenship, or any other legally-protected status. Such harassment may include, but is not necessarily limited to, threats, derogatory remarks, jokes, epithets, slurs, negative stereotyping or threatening, intimidating, or hostile acts which relate to these characteristics. It may also include offensive gestures or sounds, or displays of offensive pictures or cartoons related to any of these characteristics. Finally, it may also include physical aggression, intimidation, or hostility directed at persons because of such characteristics.

policies & procedures

C) Complaint ProcedureAny employee who believes that he or she has suffered sexual harassment or any other form of harassment or discrimination should report the conduct to an owner of TGHR at (317) 469-4141 so that prompt action may be taken. Further, any employee who is aware of any instance of harassment or discrimination concerning any other employee should report the conduct according to this policy as soon as possible. Do not allow an inappropriate situation to continue by not reporting it, regardless of who is creating the situation.

All complaints will be investigated promptly, thoroughly, impartially, and in as discreet and confidential a fashion as reasonably possible. However, complete anonymity cannot be guaranteed. While TGHR will take reasonable steps to maintain the confidentiality of the complainant, a fair and effective investigation may necessitate the disclosure of names of the complaining parties and witnesses.

Any individual who has been found to have harassed or discriminated against an employee in violation of this policy will be subject to appropriate disciplinary action, up to and including termination of employment.

D) TGHR Prohibits All Forms of RetaliationTGHR strictly prohibits any form of retaliation against employees who exercise their rights to raise complaints about violations of this policy or provide information related to such complaints.

No person will be adversely affected in their employment as a result of bringing good faith complaints of harassment or discrimination or truthfully participating in an investigation. Any employee who feels that he or she has been the subject of retaliation or adverse or different treatment as a result of having complained about prohibited discrimination or harassment or having participated in an investigation should immediately bring the matter to TGHR’s attention through this same complaint procedure.

We trust that employees of TGHR will act responsibly to maintain a pleasant working environment, free of discrimination and harassment, allowing each employee to perform to his/her maximum potential. TGHR encourages any employee to bring questions he or she may have regarding sexual harassment or other types of harassment or discrimination to TGHR at (317) 469-4141.

Congratulations again! TGHR was founded in 1998 with one main goal in mind - to do staffing better. We are happy you are now a part of that goal! TGHR worked hard to make your job search easier by getting your resume out of the online black hole and in front of the right people. And now that you are starting your temporary job, we will work hard to provide you personal support along the way. TGHR’s solid reputation is based on providing above and beyond customer service to our clients and temporary employees. We will answer your phone call and return your email. That’s how we’ve come to serve hundreds of Indy’s leading companies for more than 20 years.

TGHR’s commitment to our candidates and clients is how we’ve landed multiple awards including being named one of the fastest growing companies by the Indianapolis Business Journal, Staffing Industry Analyst and named to the Inc. 500 list. We’ve been awarded Inavero’s Best of Staffing award every year we’ve participated, and we are proud to be called one of the Best Places to Work by the Indiana Chamber.

We are excited to welcome you to this team. If you have questions during your placement, please reach out to your staffing specialist or one of us. We’re always here to help.

Mary Springer & Greta ClineOwners

mary.springer@thatsgoodhr.comgreta.cline@thatsgoodhr.com317.469.4141

congrats

8440 Woodfield Crossing, Ste. 370Indianapolis, IN 46240

317.469.4141

www.thatsgoodhr.com

© 2018 That’s Good HR Inc. All Rights Reserved.

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