Employees shall be assigned to client companies for which
a written or verbal job assignment has been given by the
client company's representative.
Representations to employees about the duties, probable
length, hours, salary, bonus, overtime and working conditions
of temporary assignments shall be in conformance with the
best knowledge of the service.
Precautions shall be taken against referring temporary
employees to any client who is known to engage in illegal
or questionable business practices which might jeopardize
the safety of the temporary employee.
Information about temporary employees shall be used only
for the purpose of assigning the employee for temporary
work. Confidential information shall be treated accordingly.
A temporary employee shall be aware of charges, if any,
before being permitted to incur any obligation to the temporary
service.
No temporary employee shall be referred to any client
where a strike or lockout exists (according to the best
knowledge of the temporary service) without being notified
of such condition.
Employer financial and legal responsibilities to temporary
employees shall be met in a timely manner.
Temporary services shall not tolerate harassment of their
temporary employees based upon an employee's sex, race,
age, religion, national origin, disability, veteran's status
or membership in any other protected class, whether the
harassment is by coworkers, employees of clients or third
parties. No retaliation shall be taken against any temporary
employee who makes a complaint based upon a reasonable belief
that any such harassment has occurred. When a temporary
employee complains about any such harassment, the temporary
service shall promptly investigate the complaint, and take
all reasonable steps to protect the employee from further
harassment.
