Академический Документы
Профессиональный Документы
Культура Документы
PLACEMENT
EMPLOYEES
Beacon Hill Staffing Group, LLC
EMPLOYEE HANDBOOK
Introduction
Chapter 1 Introduction Statement2-3
Company Standards
Chapter 2 Equal Employment Opportunity/Affirmative Action..................................................4
Employee Relations Philosophy....................................................................................5
Corrective Action..............................................................................................................6
Sexual Harassment.....................................................................................................7-10
Standard of Conduct
Chapter 3 Code of Ethics.................................................................................................................11
Proprietary Policy...........................................................................................................12
Drug Free Policy......................................................................................................13-14
Attendance and Punctuality..........................................................................................15
Dress Code......................................................................................................................16
Smoking...........................................................................................................................17
Internet and Email Policies.....................................................................................18-19
Workplace Violence..... 20
Business Policies
Chapter 4 Payroll Policies...............................................................................................................21
Corporate Credit Cards..................................................................................................22
Expense Reimbursements.....23
Employment
Chapter 4 Classifications of Employees........................................................................................24
Employment of Relatives..............................................................................................25
Change of Employment Status.....................................................................................26
Performance & Progressive Action.......................................................................27-28
Benefits
Chapter 5 Emergency Closings.......................................................................................................29
Jury Duty.........................................................................................................................30
Military Leave of Absence............................................................................................31
Family/Medical Leave of Absence/Other Leave Acts..............................................32
Health, 401k, and Other Benefits.................................................................................33
COBRA & HIPPA....................................................................................................34-36
Acknowledgement......................................................................................................... 37
About This
Manual:
Welcome to Beacon Hill Staffing Group, LLC (Beacon Hill). We hope that you
will have a sustained and successful career as a Placement Employee with our
Company. To assist you with this, we are providing a copy of our Employee
Handbook to you.
Placement Employees are those individuals whom Beacon Hill assigns to work
on a temporary or project basis for one or more clients of Beacon Hill. Beacon
Hill will be referred to throughout this Handbook as Beacon Hill or the
Company. As to each Placement Employee, Client or Clients refers to
those Beacon Hill clients to whom that individual has been assigned to work on a
temporary or project basis. Placement Employees will be referred to throughout
this Handbook as Placement Employees or employees.
This handbook does not contain all of the information you will need as a
Placement Employee. Other information will be provided to you either through
written notice or orally. Policies and practices stated in the Employee Handbook
are subject to change and do not create any contractual commitments by the
Company.
Also, this handbook is not an employment contract. Your employment is at
will. This means you or the Company may terminate employment at any time
and for any reason, with or without prior notice, except as prohibited by
applicable law.
Policy
Statement:
Beacon Hill is a responsible employer and therefore committed to the practice of
equal employment opportunity. As an EQUAL OPPORTUNITY EMPLOYER,
Beacon Hill does not discriminate on the basis of race, sex, religion, color,
national origin, age, sexual orientation, disability, military service, ancestry or
genetic information or any other classification protected by applicable law. The
Company is committed to the principles of the Americans with Disabilities Act
which prohibits discrimination on the basis of a qualified disability in the terms
and conditions of employment. All terms and conditions of your employment,
including hiring, promotions, demotions, layoffs, benefits, and compensation, are
administered in a non-discriminatory manner.
Company
Philosophy:
As a member of Beacon Hills team, you will be expected to contribute your
talents and energies to improve the environment and quality of the Company, in
addition to its products and services. Beacon Hills success relies on the skills
and efforts of our employees. Beacon Hill is committed to maintaining a
relationship based on fairness, honesty, and individual respect. The Company
hopes that your employment will provide you with opportunities to grow and
advance in your career.
Beacon Hill is dedicated to providing the best possible service to clients while
fostering an environment that encourages open communication between all
employees and management. In order to maintain an effective team spirit, your
input is crucial. You are encouraged to bring any issues to your immediate
supervisor or to your Human Resources Manager.
Policy
Statement:
Each employee has an obligation to observe and follow the Companys policies
and to maintain proper standards of conduct at all times. If an employees
behavior interferes with the orderly and efficient operation of a department or
office of the Company, or that of a Client, corrective disciplinary actions or
measures will be taken.
Examples of conduct which are unacceptable include, but are not limited to:
violation of the Companys policies; insubordination; unsafe or unprofessional
conduct; unlawful possession or use of controlled substances, firearms or other
weapons on work premises or during working hours; theft; dishonesty;
harassment or disrespect toward co-workers, clients, or visitors or others; misuse
of Company property; falsification of Company records; unlawful discrimination
and sexual harassment; unsatisfactory work performance; and/or unacceptable
workplace conduct. These examples are not exhaustive.
Termination of Employment
Since employment with Beacon Hill is at-will employment, both the employee
and Beacon Hill have the right to terminate employment, with or without cause,
at any time. Employees will receive their final pay in accordance with applicable
law. All employees whose employment ends must (1) return all property
belonging to the Company, including, but not limited to, keys, passes, computers,
documentation, and records; and (2) notify the Human Resources Manager if
their home address changes during the calendar year in which termination occurs
so that their tax and benefit information will be sent to the proper address.
Policy
Statement:
Beacon Hill fully supports the right of all persons to hold employment without
suffering sexual harassment or unlawful discrimination of any kind. It is the
policy of the Company to maintain a work environment that is free of sexual
harassment and unlawful discrimination. Sexual harassment and unlawful
discrimination by officers, managers, supervisors, employees, clientele, vendors
and contractors will not be tolerated.
UNLAWFUL DISCRIMINATION.
Definitions:
Employees may not be discriminated against in the terms and conditions of their
employment on the basis of their race, sex, religion, color, national origin, age,
sexual orientation, disability, military service, ancestry or genetic information or
any other legally protected status.
SEXUAL HARASSMENT. Sexual harassment is a form of sex discrimination
that is illegal under federal law and the laws of most or all states or
municipalities in which Beacon Hill does business. Sexual harassment means
unwelcome sexual advances, requests for sexual favors and other physical or
verbal conduct of a sexual nature constitute sexual harassment when:
submission to or rejection of such advances, requests or conduct is made
Procedure: Individuals who believe that they have been sexually harassed, or have been
discriminated against in the terms and conditions of their employment on the
basis of their race, sex, religion, color, national origin, age, sexual orientation,
disability, military service, ancestry or genetic information or other legally
protected status should follow the complaint procedures described herein.
INFORMAL RESOLUTION
FORMAL PROCEDURE
The individual will have a private meeting with the investigator to discuss the
conduct complained of, determine if an informal resolution is possible with the
investigators assistance, and/or answer any questions about the formal complaint
procedure.
Upon completion of the investigation, the investigator may draft a report stating
his or her findings.
In the event that the finding of the investigator indicates that sexual harassment
or unlawful discrimination has not occurred, the matter will be closed. The
person making the complaint and the alleged wrongdoer will be informed of the
result of the investigation.
Beacon Hill Staffing Group 9
COMPANY STANDARDS
Disciplinary
Action: In the event that the finding of the investigator indicates that sexual harassment or
any unlawful discriminatory conduct has occurred, further action will be taken,
including a determination of the appropriate discipline, including but not limited
to reprimand, change in work assignment, suspension and termination from
employment.
Confidentiality: All actions taken to investigate and resolve complaints through this procedure
shall be conducted with as much confidentiality as possible without
compromising the thoroughness and fairness of the investigation. The
investigator is to discuss the complaint with only those persons involved in or
affected by the complaint and/or those persons necessary to implement
appropriate disciplinary actions.
State and
Federal Agencies: While we encourage employees to report claims internally, there are state and
federal agencies which share responsibility for administering laws protecting
employees from various forms of unlawful discrimination, including sexual
harassment. Employees may contact these agencies directly by phoning or
appearing in person.
The contact information for these agencies in your geographic area can be
obtained from the Human Resources Manager or from official agency notices
posted in or near your work area at the Company or Client where you have been
assigned.
CODE OF ETHICS
Policy
Statement: You are responsible for acting ethically. You are never authorized to commit or
tell another employee to commit an illegal act, including making
misrepresentations on application forms or making misrepresentations about the
Company to Clients or other customers and/or vendors. Beacon Hill has a Code
of Ethics, which you must read and with which you must be familiar. Failure to
comply with the Code of Ethics will result in corrective disciplinary action,
which may include immediate termination of employment.
If you have questions about the meaning of the Code of Ethics or about applying
it in a particular situation, contact your manager, Aaron Mace, or Jennifer Ryan.
Retaliation against any employee who reports an ethics concern in good faith is
strictly forbidden, and is a violation of the Code of Ethics.
Financial information
Pricing information
Compensation data
Marketing strategies
New materials research
Pending projects and proposals
Research and development strategies
Client lists, all client financial and account information
Each Place Employee also has an equal duty to protect the confidential and
proprietary information and materials belonging to Clients, and to abide by the
policies
Policy
Statement: Beacon Hill is committed to a drug-free workplace and we will take reasonable
measures to ensure that alcohol or drug abuse does not jeopardize the success and
operation of our business. We endorse the Federal Drug-Free Workplace Act.
Employees are expected and required to report to work on time, alert, and
ready to work, free of the effects of illegal drugs or alcohol.
Any employee who has had his/her drivers license suspended for any reason
and who uses a Company or Client vehicle or is in possession of a Company
or Client vehicle must report the license revocation immediately to the
Human Resources Manager.
Employees may avail themselves to education about the magnitude and damages
of drug and alcohol abuse provided through local community resources.
Any employee who violates any condition of this policy may be subject to
disciplinary action, up to and including termination.
Policy
Statement:
In order to provide our Clients and other customers with high quality service, we
require a dependable workforce. You owe this not only to Clients and other
customers, but also to coworkers. You are responsible for ensuring that you
maintain a good and consistent attendance record and are punctual. If you are
assigned to work at a Beacon Hill facility, you must notify your manager if you
are going to be late or absent from work by telephoning your manager by 7:30
a.m. each day you are late or absent. If you are assigned to work at or out of a
Client facility, you must learn and abide by the applicable attendance and
punctuality policies and practices of the Client for the facility to which you are
assigned.
Employees who are absent from work for three days without giving proper notice
to the Company while assigned to work at a Company facility may be considered
to have voluntarily terminated their employment with Beacon Hill. Pay will
terminate effective the first day of the absence. A Doctors note may be required
from an employee who has missed three consecutive days without prior notice.
Policy
Statement: Employees of Beacon Hill Staffing Group must convey a dependable and
professional image. While recognizing the existence of a changing society,
Beacon Hill expects that each employees dress, grooming and personal hygiene
will be appropriate to the workplace and will enhance the business image of the
Company and the Clients.
Because we serve many types of customers, it is important to avoid offending
anyone or losing their confidence. Therefore, clothing that is too trendy or sporty
is considered unacceptable, as are extreme hair styles. Employees are also
expected to maintain acceptable personal grooming and hygiene standards. Neat,
professional business wear is expected of all employees when at work, consistent
with the facility and nature of services being provided, as well as the policies and
practices of the Client.
PROPER BUSINESS ATTIRE. Employees are expected to dress in a manner
Definitions:
that is normally acceptable in similar business establishments. Wearing
excessive jewelry or makeup, suggestive attire, and ripped or unkempt clothing
does not present a professional image. Individuals are expected to use their own
judgment; however, the following items are unacceptable:
Leather or suede trousers
SMOKING
Policy
Statement: Beacon Hill maintains a smoke-free workplace, as do many of our Clients.
Beacon Hill prohibits smoking in any form within its buildings and offices.
Additionally, smoking in Company owned, leased, or rented vehicles are
prohibited.
Please make sure you adhere to this space and use the appropriate receptacles
provided for smoking.
Placement Employees must abide by all similar policies and practices while
working at a Client facility or otherwise conducting business for a Client.
Policy
Statement:
Beacon Hills Communications Systems are intended to facilitate business
communications. Beacon Hills management has access at all times to
communications sent or received on its Communication Systems. All
communications sent or received on its Communication Systems are the property
of Beacon Hill. Your privacy does not extend to such communicationswhether
intended for business or for personal purposes. The Company may review the
content of the Communication Systems at its own discretion. You may not use
Beacon Hills Communication Systems for purposes unrelated to Company
business, or for sending offensive, harassing or defamatory messages.
Unacceptable usage:
Beacon Hills Communication Systems may not be used for transmitting,
retrieving or storage of any communications of a discriminatory or harassing
nature or materials that are obscene or X-rated. Harassment of any kind is
prohibited. No messages with derogatory or inflammatory remarks about an
individual's race, age, disability, religion, national origin, physical attributes or
sexual preference shall be transmitted. No abusive, profane or offensive language
is to be transmitted through the Company's e-mail or Internet system. Electronic
media may also not be used for any other purpose which is illegal or against
Company policy or contrary to the Company's best interest. Solicitation of non-
Company business, or any use of the Communication Systems for personal gain,
is prohibited.
Communications:
Each employee is responsible for the content of all text, audio or images that
they place or send over Beacon Hills Communication Systems. No e-mail or
other electronic communications may be sent which hides the identity of the
sender or represents the sender as someone else or someone from another
company. All messages communicated on Beacon Hills Communication
Systems should contain the employee's name.
Software:
To prevent computer viruses from being transmitted through Beacon Hills
Communication Systems, there will be no unauthorized downloading of any
unauthorized software. All software downloaded must be registered to the
Company. Employees should contact the Help Desk if they have any questions.
Copyright Issues:
Copyrighted materials belonging to entities other than the Company may not be
transmitted by employees on Beacon Hills Communication Systems. All
employees obtaining access to other companies' materials must respect all
copyrights and may not copy, retrieve, modify or forward copyrighted materials,
except with permission, or as a single copy to reference only. Failure to observe
copyright or license agreements may result in disciplinary action up to and
including termination.
Security:
The Company routinely monitors usage patterns for its Communication Systems.
The reasons for this monitoring are many, including cost analysis/allocation and
the management of the Company's gateway to the Internet. All messages created
sent, or retrieved over Beacon Hills Communication Systems are the property of
the Company and should be considered public information. The Company
reserves the right to access and monitor all messages and files on Beacon Hills
Communication Systems as deemed appropriate. Employees should therefore,
not assume electronic communications are totally private and should transmit
highly confidential data in other ways.
Violations:
Any employee found to be abusing the privilege of Company facilitated access to
e-mail or the Internet will be subject to corrective action up to and including
termination. If necessary, the Company also reserves the right to advise
appropriate legal officials of any illegal violations.
WORKPLACE VIOLENCE
Policy
Statement: To ensure a safe working environment for all employees, clients, candidates and
visitors, Beacon Hill has adopted a zero-tolerance stance against workplace
violence.
Definitions: While we do not expect any employee to insert themselves into a violent
situation, we do feel that there may be indications of these types of behavior.
Examples of such behavior may include:
The above are merely a few examples intended to demonstrate types of behavior
that are of concern; it is certainly not an all-inclusive list. Beacon Hill
specifically discourages any employee from engaging in a confrontation with a
violent or potentially violent person.
Prohibited Conduct:
Any act of aggression, including direct threats or threatening language or
behavior will not be tolerated. For the purposes here, a threat is defined as an
expression of intention to inflict evil, injury, or damage; possession of weapons;
verbal or physical abuse or harassment; intimidation or attempts to instill fear in
others; stalking; or any other hostile, aggressive or destructive actions or
behavior.
Policy
Statement: All Beacon Hill Employees including Full-time salary, Full-time hourly, Part-
time salary and Part-time hourly as well as temporaries, are paid on a weekly
basis (every week). There are 52 payrolls during the calendar year.
All employees (salaried and hourly) are paid on a 2,080 hours per year basis (40
hours per week). The workweek is considered Sunday to Saturday.
Hourly and OT: If required by applicable federal, state, or local laws, hourly non-exempt
employees that work over 40 hours per week may be paid at a premium rate (for
instance, time and a half) for hours that are worked over 40 hours per workweek,
and in some situations for hours worked over 8 per day or 80 per two-week
period, depending upon the type of work performed and the requirements of
applicable law.
Timesheets: Hourly employees are required to complete and submit their timesheets on a
weekly basis to Payroll every Monday. Finance will only process payroll on
timesheets received, and are not responsible for late timesheet submittals .
All Timesheets should be signed by the Manager/Supervisor and photocopied by
the employee for their records.
Policy
Statement: At this time the Company does not provide employees with a corporate credit card.
EXPENSE REIMBURSEMENTS
Policy
Statement:
If applicable, each employee is responsible for submitting their detailed Expense
Report with appropriate documentation on at least a monthly basis. All expense
reports received by the weekly payroll deadline will be included in that weeks
payroll. In general, everyone should use his or her common sense and discretion
(i.e. spend money as if it were your own).
Expense Reports can be provided by the Finance Dept. Employees should use
this template to summarize their expenses. All expenses should be listed on this
template. All supporting documentation and receipts must be attached to an
employees expense report. Furthermore, all employees must sign and date their
expense reports and obtain their supervisors signature before submission.
Unsigned expense reports will be sent back to the employee for signature.
HOTEL/LODGING
The only acceptable documentation is the original hotel folio. Any meals or
entertainment included in the hotel bill must be reported under Meals &
Entertainment. All other reimbursable expenses for overnight accommodation
(room charge plus tax, and phone) should be reported in the Hotel/Lodging
column on the expense report. Personal expenses are not reimbursable (e.g. in-
room movies, room mini-bars, etc.).
CLASSIFICATIONS OF EMPLOYMENT
Policy
Statement:
Placement employees may be classified as exempt or non-exempt for purposes of overtime compensation.
That is a legal determination that will be made for each employee and each
assignment in accordance with applicable federal, state, and local laws, based on
the particular needs of the Client for each assignment and the circumstances and
particular duties and responsibilities of each assignment. The Company or Client
may approve the payment of overtime compensation for certain exempt
employees for business reasons in various circumstances and situations, but that
should not be misunderstood as a re-classification of the subject employee as
non-exempt for purposes of the various laws relating to overtime compensation.
Please see the Human Resources Manager if further clarifications need to be
made.
EMPLOYMENT OF RELATIVES
Policy
Statement: Beacon Hill may employ related family members as long as the situation does not
create potential conflicts of interest, divided loyalties, or breach of confidential
information.
You should contact the Human Resources Manager in the event of any question
regarding whether a particular work arrangement creates a conflict of interest, or
to assist any employee seeking reassignment pursuant to this policy.
Policy
Statement:
Employees who have changes in the following areas must provide Human
Resources with the updated information.
Name
Address
Telephone Number
Marital Status
Dependents
Formal Education
Courses Completed
Other Training or Skills Required
Military Status
Person(s) to Notify in Case of Emergency
Beneficiary for Retirement Plan
Family status changes can affect benefit coverage. Employees who have a change
in family status should contact Human Resources immediately.
PERFORMANCE EVALUATION
Beacon Hill maintains a policy of evaluating the job performance of its employees as a
means of measuring efficiency and effectiveness of our operations, providing employees
with meaningful information about their work, and aiding the Company in making
personnel decisions. Conversely, Beacon Hill wants feedback, too, so your supervisor
will encourage you to communicate about your own perception of your performance
and will solicit your thoughts and suggestions on how you can best meet your job
requirements. Beacon Hill also will consult with Clients regarding the performance of
Placement Employees from time to time, and the Company encourages Placement
Employees to communicate openly regarding these matters as they pertain to duties
performed directly for Clients.
PROGRESSIVE DISCIPLINE
The purpose of this policy is to state Beacon Hill's position on administering equitable
and consistent discipline for unsatisfactory conduct in the workplace. The best
disciplinary measure is one that does not have to be enforced and comes from good
leadership and fair supervision at all employment levels.
Beacon Hill's own best interest lies in ensuring fair treatment of all employees and in
making certain that disciplinary actions are prompt, uniform, and impartial. The major
purpose of any disciplinary action is to correct the problem, prevent recurrence, and
prepare the employee for satisfactory service in the future.
Although employment with Beacon Hill is based on mutual consent and both the
employee and Beacon Hill have the right to terminate employment at will, with or
without cause or advance notice, Beacon Hill may use progressive discipline at its
discretion.
Disciplinary action may call for any of three steps -- verbal warning, written warning, or
termination of employment -- depending on the severity of the problem and the number of
occurrences. There may be circumstances when one or more steps are bypassed.
Progressive discipline means that, with respect to most disciplinary problems, these steps
will normally be followed: a first offense may call for a verbal warning; a next offense
may be followed by a written warning; and, still another offense may then lead to
termination of employment.
Beacon Hill recognizes that there are certain types of employee problems that are serious
enough to justify a termination of employment, without going through the usual
progressive discipline steps.
While it is impossible to list every type of behavior that may be deemed a serious
offense, the EMPLOYEE STANDARD OF CONDUCT policies include examples of
problems that may result in immediate termination of employment. However, the
problems listed are not all necessarily serious offenses, but may be examples of
unsatisfactory conduct that will trigger progressive discipline.
By using progressive discipline, we hope that most employee problems can be corrected
at an early stage, benefiting both the employee and Beacon Hill.
Policy
Statement: Under extreme weather conditions, Beacon Hill may temporarily close operations
within a locality in the interest of safety. If a Beacon Hill location where you
work is officially closed, all but previously designated essential employees are
not expected to report to work. The same rule applies with respect to Placement
Employees based on the policies and practices of the Client location where they
are assigned.
Policy
Statement: Jury duty is a civic responsibility that Beacon Hill encourages you to fulfill. If
you are called to jury duty, you must notify the Company immediately. You will
be paid by Beacon Hill or the Client for the period of your jury duty in
accordance with the requirements of the state or local laws where you are
assigned to work for Beacon Hill or the Client. If the Court releases you before
noon, you are expected to directly report for work.
You must also submit a statement from the Court confirming your jury duty
service.
Employees who are serving on jury duty should communicate with their
immediate manager daily with updates relative to the expected length of time for
the particular case on which they are requested to serve.
Policy
Statement:
Beacon Hill will comply with all requirements of the Uniformed Services
Employment and Reemployment Rights Act (USERRA) and similar state and
local laws where you are assigned to work for a Client. If you are called, notify
your manager or Client contact immediately. You will be granted time away from
work to participate in reserve training, upon prior submission of your military
orders to your manager.
If continuing military duty requirements will conflict with your normal work
hours or days of work, you must disclose the nature of these requirements at the
time of your employment.
Beacon Hill provides benefits required by law for all military duty situations.
Policy
Statement:
Beacon Hill complies with all applicable federal, state, and local laws
relating to leaves of absence from employment, including paid or unpaid
leave, as the case may be, family and medical reasons, and the Company will
provide all such time off in accordance with such laws.
Policy
Statement:
Eligible Placement Employees are entitled to participate in the following
Company-sponsored benefits in accordance with the eligibility and other terms of
each plan:
The summary plan description explaining these and other benefits will be
provided by Human Resources upon request. Eligibility for these benefits, as
well as the terms and conditions of such benefits, are controlled by the summary
plan description and plan documents.
The Company may change the terms of the summary plan description and plan
documents at any time, as permitted by law. We will try to keep you informed of
significant changes in these plan documents.
Policy
Statement:
Under federal COBRA law, Beacon Hill is required to offer covered employees
and covered family members the opportunity for a temporary extension of their
health coverage (called Continuation Coverage) at group rates when coverage
under the health plan would otherwise end due to certain qualifying events. This
notice is intended to inform you (and your covered dependents if any), in a
summary fashion of your potential future options and obligations under the
continuation coverage provisions of the COBRA law. Should an actual qualifying
event occur in the future, the plan administrator will send you additional
information and the appropriate election notice at that time.
If you are an employee of Beacon Hill Employee Benefit Plan, you have a right
to choose this continuation coverage if you lose your group health coverage
because of a reduction in your hours of employment or the termination of your
employment (for reasons other than gross misconduct on your part).
If you are the spouse of an employee covered by the Beacon Hill Employee
Benefit Plan, you have the right to choose continuation coverage for yourself if
you lose group health coverage under the Beacon Hill Employee Benefit Plan for
any of the following four reasons:
Furthermore, a child born to, or placed for adoption with, the covered employee
during the period of continuation coverage may also become covered.
Beacon Hill has the responsibility to notify the Plan Administrator of the
employee's death, termination, reduction in hours of employment or Medicare
entitlement. Similar rights may apply to certain retirees, spouses, and dependent
children if your employer commences a bankruptcy proceeding and these
individuals lose coverage.
When the Plan Administrator is notified that one of these events has happened,
the Plan Administrator will in turn notify you that you have the right to choose
continuation coverage. Under the law, you have at least 60 days from the date
you would lose coverage because of one of the events described above, or the
date notice of your election rights is sent to you, whichever is later, to inform the
Plan Administrator that you want continuation coverage.
However, the law also provided that your continuation coverage may be
terminated for any of the following five reasons:
You do not have to show that you are insurable to choose continuation coverage.
However, under the law, you may have to pay all or part of the premium for your
continuation coverage. There is a grace period of at least 30 days for payment of
the regularly scheduled premium. The law also says that, at the end of the 18
month or 3 year continuation coverage period, you must be allowed to enroll in
an individual health plan if such conversion is available under the Beacon Hill
Employee Benefit Plan.
This law applies to the Beacon Hill Employee Benefit Plan beginning on January
1, 2004. If you have any questions about the law, please contact the Human
Resources Department.
Also, if you have changed marital status, or you or your spouse have changed
addresses; please notify the Human Resources Department.
This law provides employees with the ability to offset and possibly eliminate health insurance enrollment
waiting periods for pre-existing conditions. Under HIPPA, Sager is required to provide documentation
certifying credible coverage to employees who have either terminated or lost medical coverage. For more
details, contact the Human Resources Department.
I acknowledge that I have received a copy of the Beacon Hill Staffing Group's Employee
Handbook. I have read all of the information contained in the Handbook regarding Beacon Hill's policies
and acknowledge that I understand this information. I understand that the information contained within it
may be changed at the discretion of management at any time.
I understand that I am an employee-at-will, which means that that the employee or the company
has the right to terminate the employment relationship at any time with or without notice for any reason
or no reason. I also understand that this handbook is not to be interpreted as a contract between the
company and any of its employees.
I hereby agree that I will comply with all of the policies defined in the Employee Handbook
during my employment with Beacon Hill Staffing Group, LLC, or any of its subsidiaries or affiliates and
will refer to it as questions arise. For further clarification, I will discuss any policy with Human
Resources.
Employee Signature:_____________________________
Print Name:____________________________________
Date:_________________________________________
Please return this form to Jennifer Ryan after you have signed it.