In addition to the consultant handbook that you receive during your on-boarding process, we have listed some of the major policies and procedures for TTINC. Please click on the name of the policy to see the policy. Please contact your Relationship Manager or HR Generalist if you have any questions or concerns regarding these policies.
TTINC will recruit, hire, train and promote persons in all job titles without regard to race, color, religion, national origin, gender, or age (except where gender or age is a bona-fide occupational qualification as defined by law), or physical or mental disability (except where the disability prevents the individual from being able to perform the essential functions of the job and cannot be reasonably accommodated in full compliance with the law).
TTINC will make employment decisions so as to further the principle of equal opportunity. TTINC will ensure that promotion decisions are in accord with equal employment opportunity by imposing only valid and non-discriminatory requirement for promotional opportunities.
TTINC also will ensure that all personnel decisions and actions, including but not limited to compensation, benefits, transfers, promotions, layoffs, returns from layoffs, discipline, terminations, TTINC – sponsored training, education, and social and recreation programs, will be administered without regard to race, color, religion, national origin, sex, age, or disability.
All associates and consultants are required to comply with our equal opportunity policy.
Personnel Data Accuracy
Personnel Data Changes
No Harassment Policy
It is against TTINC’s policy for any consultant to harass others in the workplace. Prohibited harassment occurs when verbal or physical conduct that defames or shows hostility towards an individual because of his/her race, color, religion, gender, national origin, age or disability, or that of the individual’s relatives, friends or associates; creates or is intended to create an intimidating, hostile, or offensive working environment; interferes or is intended to interfere with an individual’s work performance; or otherwise adversely affects an individual’s employment opportunities.
Harassing conduct includes, but is not limited to:
Any consultant who believes he/she has been harassed in violation of this policy should report the conduct immediately to the Relationship Manager.
Any consultant of TTINC who has been found, after appropriate investigation, to have harassed anyone, in violation of this policy, will be subject to disciplinary action, up to and including termination.
Sexual Harassment Policy
Sexual harassment is a form of sex discrimination that is prohibited by law as well as TTINC policy. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature, when:
The following list contains examples of the type of behavior that is prohibited by this policy, but it is not intended to include the entire realm of behavior that is prohibited:
You must assume that behavior of the kind listed above will not be acceptable to another individual in the workplace. Be aware of how people respond to what you do and say. If an individual objects to your behavior toward him/her, listen to and heed the objections.
If you believe that you have been sexually harassed or subject to other discrimination, you should take the following actions:
If you are harassed by a non-employee, notify your supervisor, manager or the TTINC Relationship Manager immediately. TTINC cannot control the offensive behavior of non-employees, but will do its best to remedy the situation.
If you are uncomfortable reporting to your supervisor or the TTINC Relationship Manager, please report it to the company President or any company official you feel comfortable with, immediately.
Associates and Consultants who have engaged in harassing or discriminatory conduct, after appropriate investigation, will be subject to disciplinary action up to and including termination.
The associate and consultant making the complaint will be advised of the result of the investigation.
Internet and Email Policy
Use or abuse of alcohol or illegal drugs will not be tolerated in the workplace. The possession, sale or use of such substances is a violation of work practices and will be subject to disciplinary action, including termination of employment.
Time and Attendance Policy
If it is necessary for an associate to be late or absent due to an emergency or illness, they should immediately contact the work-site supervisor, giving them as much notice as possible.
While working on a client site, associates are expected to work the same hours as the client’s employees or the project team. You will be directed by your supervisor at the site as to what these expectations are.
TTINC conducts regular checks with the client to monitor any performance or attendance issues. Ongoing tardiness and attendance issues may result in disciplinary action up to and including termination.
Jury Duty and Subpoenaed Witness Duty Policy
The consultant is expected to report back to work when doing so does not conflict with court obligations.
It is the consultant ’s responsibility to keep both the worksite manager and the TTINC Staff Accountant informed about the amount of time required for jury duty.
The consultant should provide as much advanced notice as possible of the jury duty or court appearance dates.
TTINC will abide by the state laws of the consultant’s state of legal residence with regard to how jury duty or mandated court appearance will be handled where the laws differ from the state of Georgia.
All benefits, except 401(k), terminate on the last day of the calendar month of your final working day at Thompson Technologies. For details on how your 401(k) is handled after your employment ends, please contact the Human Resources Generalist.
NEWS & INSIGHTS
BLOG: Don’t Forget These 3 Things When Training Your New Hires – When you hire a new employee, you spend a lot of time (and money) getting them trained and up to speed. The onboarding process is an essential time frame, where companies lay out the required told and try to give the proper first impression to a new hire.
BLOG: The Importance of Reference Checks – Reference checks should always be executed to confirm information about candidates gathered during the hiring process, including their level of experience, achievements and past professional conduct
BLOG: How to manage a Team of Conflicting Personalities – You can’t avoid conflict in the workplace. In face, good companies actually encourage their workers to argue passionately for their ideas. Leaders need to be able to harness conflict so it becomes a constructive force in their organization.
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