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Policies & Procedures

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.

Equal Opportunity
Personnel Data Accuracy
Personnel Data Changes
No Harassment Policy
Sexual Harassment Policy
Reporting Complaints
No Retaliation Policy
Internet and Email Policy
Substance Abuse
Time and Attendance Policy
Jury Duty and Subpoenaed Witness Duty Policy
Termination and Severance Pay

Equal Opportunity
TTINC is committed to providing equal employment opportunities for all individuals. This Equal Employment Opportunity Policy is an integral component of all of our employment policies, practices and procedures.

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
TTINC relies upon the accuracy of information provided in the consultant’s data and documents presented throughout the hiring process and tenure of employment. Any discovery of falsification, exaggeration or dishonesty may result in disciplinary action up to and including termination of employment.

Personnel Data Changes
It is the responsibility of each associate to promptly notify TTINC of any changes in mailing address, contact phone numbers, email address or any other updates. Please send this information to the Human Resources Generalist and the Staff Accountant.

No Harassment Policy
To maintain a productive working environment, TTINC believes that its associates should be able to enjoy a workplace free from all forms of  discrimination including harassment on the basis of race, color, religion, gender, national origin, age and disability.  TTINC’s policy is to provide an environment free from such harassment.

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:

  • Epithets, slurs, negative stereotyping or threatening, intimidating or hostile acts, which relate to race, color, religion, gender, national origin, age or disability.
  • Written or graphic material that defames or shows hostility or aversion toward a group or an individual because of race, color, religion, gender, national origin, age or disability and that is placed on walls, bulletin boards or elsewhere on TTINC’s premises or the worksite.

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
TTINC believes that each consultant should be treated with respect and should be entitled to work in an environment free of unwelcome sexual conduct. Accordingly, TTINC strictly prohibits sexual harassment in the workplace by any person and in any form. This policy applies not only to conduct of a supervisor toward a subordinate, but also to conduct between coworkers and acts of non-employees, such as visitors, suppliers, customers, and the like.

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:

  • an consultant is expected either explicitly or implicitly to submit to such conduct in order to get or keep a job;
  • an associate’s willingness or unwillingness to submit to such conduct is used as the basis for an employment-related decision affecting the associates;
  • such conduct creates an intimidating, hostile, or offensive work environment or substantially interferes with the associate’s job performance;

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:

  • obscene or objectionable language;
  • making comments about a person’s clothing, body or personal  life;
  • addressing an individual with a term of endearment or nick name not of that individual’s choosing
  • telling sexual jokes or making sexual innuendoes;
  • touching, hugging, patting, pinching or kissing another person;
  • leering at a person’s body;
  • displaying sexually explicit or offensive pictures or materials in the workplace;
  • pressuring an employee for a date or sexual activities; and
  • unwelcome sexual flirtations, advances or propositions.

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.

Reporting Complaints
TTINC cannot remedy problems it does not know exist. Therefore, it is important that you report sexual harassment and other kinds of discrimination to management immediately.

If you believe that you have been sexually harassed or subject to other discrimination, you should take the following actions:

  • Tell the offender firmly that his/her behavior is unacceptable
  • Report the incident immediately to your supervisor or manager, or to the HR Generalist

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.

No Retaliation Policy
Retaliation against individuals who report harassment or discrimination or who assist in an investigation of alleged harassment or discrimination is expressly prohibited.

Internet and Email Policy
No associate shall download or view offensive, inappropriate or adult content from websites, e-mails or other sources either at a client site or other work site, or during business hours either while alone or in the presence of any other individual.

Substance Abuse
Thompson Technologies is committed to providing its associates with a safe workplace. You are expected to be in suitable mental and physical condition while at work, allowing you to perform your job effectively and safely.

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
Associate attendance and punctuality on a daily basis is essential to the success of TTINC’s clients’ projects. Tardiness and absences may cause problems for project teammates and the client.

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
TTINC will grant consultants unpaid time off for mandatory jury duty or mandatory court appearances. A copy of the jury duty notice/subpoena must be submitted to your worksite supervisor and the Staff Accountant to verify the need for the time off.

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.

Termination and Severance Pay
TTINC does not pay severance pay. When the employment relationship with TTINC ends, you will be paid for approved time worked and not previously paid.

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.

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