|
Health Insurance
Group insurance is available through Aetna and includes medical, dental, prescription,
and life insurance. PSS employees are eligible to participate immediately. Please
contact PSS Benefits Department at 864-213.4071 if you are interested in receiving
additional information.
Holidays
After completing one-thousand two hundred( 1200) hours, PSS employees will be
paid for 5 holidays during the calendar year. Temporary employees who meet qualifications
are eligible for (8) hours of holiday pay at their regular pay rate. You must
also work the scheduled day before and the scheduled day after each holiday for
holiday pay. Holiday pay hours are not considered “hours worked;” therefore, holiday
pay hours are not calculated towards overtime. The holidays are listed below:
-
New Year’s Day
-
Fourth of July
-
Labor Day
-
Thanksgiving
-
Christmas Day
Vacation
Employees are eligible for one week vacation pay after completion of one year’s
service and working a minimum of One thousand five hundred (1500) hours. Employees
will be eligible for vacation pay each subsequent year upon completion of 1500
hours of service within that year. Vacation pay will be paid at your most recent
hourly rate and processed on your anniversary date. Therefore benefits will be
issued the following week. Vacation must be taken in the year earned and cannot
be carried over into the following year.
Family Medical Leave Act
In accordance with the Family Medical Leave Act, PSS will grant a leave of absence
to regular full-time and regular part-time employees (who meet the requirements
described below):
* For the care of a child after birth or adoption or placement with the employee
for foster care;
* For the care of a covered family member (spouse, child, or parent) with a serious
health condition; or
* In the event of an employee’s own serious health condition.
Leave may be granted for a period of up to 12 weeks (unpaid leave) in any 12
month period (or longer if required by applicable state or local law). Leave taken
to care for a child after birth, adoption, or placement in your home for foster
care, must be taken in consecutive work weeks. Leave taken for you or a covered
family member’s serious health condition may be taken consecutively, intermittently,
or on a reduced work/ leave schedule if a physician certifies that intermittent
or reduced schedule leave is medically necessary.
To be eligible, an employee must have completed at least 1 full year of employment
and have worked a minimum of 1250 hours in the 12 month period preceding the leave.
In addition, to be eligible, an employee must work at a PSS facility or within
75 miles of that facility.
Attendance Policy
The purpose of our Attendance policy is to encourage regular attendance on the
part of every employee and to discourage absenteeism and tardiness through employee
counseling and disciplinary action.
You are expected to report to your assignment promptly and regularly arriving
early enough to begin work at the starting time and remaining at work until the
scheduled stopping time. Habitual absenteeism and/or tardiness will result in
disciplinary action. Sometimes, of course, you may have to be absent from work
for a good reason. If this should happen, you must notify our on-site representative
(if one is present at your assignment) or Human Resources of PSS so that arrangements
can be made to obtain a replacement.
We will treat jury duty, compliance with a valid subpoena, death in the immediate
family, workers' compensation injury, military service and lack of work as non-occurrences
of absence.
Absenteeism occurs when an employee does not report to his regularly scheduled
shift. When it is necessary to be absent from work, the employee is expected to
notify his on-site representative or super- visor by telephone prior to the beginning
of the shift.
Tardiness occurs when an employee is not at his assigned work location and on
the job at the beginning of his regularly scheduled shift.
A daily attendance record will be maintained on each employee. Any employee absent
without notice for three (3) consecutive work days will be considered to have
voluntarily quit.
Payroll / Timesheets
Hourly employees must accurately record time worked on a time card for payroll
purposes. Employees are required to record their own time at the beginning and
end of each work- day, including before and after the lunch break. Employees must
also record their time whenever they leave the building for any reason other than
the business of the host employer. Filling out another employee's time card, allowing
another employee to fill out your time card, or altering any time card will be
grounds for discipline up to and including discharge.
Time cards must be in the office no later than 12:00 P.M. Monday. If your time
card is late, it will not be processed until the following Monday.
Any error on your time card should be reported immediately to the Human Resource
Dept. of PSS who will attempt to promptly correct legitimate errors.
A. Place and Time of Payment
PSS pays its employees every Friday. Each paycheck represents wages earned by
the employee during the previous week.
Checks may be picked up at PSS office between 11:00 a.m. and 5:00 p.m. on Friday,
unless other arrangements have been made.
If you find an error in your paycheck, PSS should be notified as soon as possible.
A lost check should be reported immediately so that payment may be stopped at
the bank and another check can be issued. There is a $30.00 charge for lost checks
that have to be reissued. In a holiday week, your paycheck will be available either
the day before the holiday or the day after.
B. Overtime Policy
PSS compensates employees for approved overtime. Unapproved overtime will not
be paid unless specifically authorized by the host employer.
Any violation of this policy may lead to discipline up to and including discharge.
Guidelines:
Overtime is calculated as:
1. One and one-half (1 1/2) times the regular rate of pay for hours worked in
excess of forty (40) hours per work week.
2. Double time the regular rate shall be paid for all hours worked on holidays
at the clients' discretion.
Uniforms
Uniforms are determined by each client. Please speak with a human resources professional
to obtain the appropriate uniform guidelines.
|
