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Employees must conduct all business activities in a way that is consistent with the company standards. Unethical behavior is wrong and can damage the company. Unfortunately, rules are sometimes broken. The company must know about these violations so prompt and appropriate action may be taken. To help assure that the Company’s standards of business conduct is enforced all employees must understand and accept their obligation to report any violation and know that they can do so in confidence and without fear of retaliation.
If you have knowledge of any activity that is or maybe a violation of the company's standards of business conduct, you must report such activity promptly to your supervisor, another member of management or the human resources department at (866) 765-7544 or email AskHR@StaffmarkGroup.com. Harassment or retaliation against an employee for making a disclosure to the helpline or any member of management is prohibited by company policy. Deliberately making a false report is also prohibited and may be subject to disciplinary action up to and including termination.
The information provided here regarding the Company’s Social Media Policy is a summary highlighting key aspects of the policy. A copy of the Company’s full Social Media Policy will be provided to you at any time upon request. Failure to abide by these guidelines may result in disciplinary action, up to and including termination.
The Company fully respects the legal rights of our employees. In general, what you do on your own time is your affair. However, activities in or outside of work that affect your job performance, the performance of others, or the Company’s business interests are a proper focus for company policy. If you participate in Social Media, please follow these guiding principles. Please note that nothing in this policy is intended to inhibit the Company employees from communicating among themselves and with management regarding working conditions and other issues of importance. Open discourse is encouraged and the company’s doors are always open.
What you write or post on any Social Media is ultimately your responsibility and requires good judgment. Do not use language or express views that are harassing, libelous or misrepresent the truth. The Company’s company standards as well as its discrimination, equal employment opportunity and harassment policies apply to your social medial communications.
The Company employees, both internal and temporary, as well as our customers, reflect a diverse set of customs, values, and points of view. Do not be afraid to be yourself, but do so respectfully. This includes not only the obvious (no ethnic slurs, personal insults, obscenity, etc.) but also proper consideration of privacy and of topics that may be considered objectionable or inflammatory—such as politics and religion. If you are blogging or self-host your own blog, use your best judgment and be sure to make it clear that the views and opinions expressed are yours alone and do not represent the official views of the Company.
Customers, business partners, or vendors should not be named or obviously referenced without their approval. Externally, never identify a customer, partner, or vendor by name without permission and never discuss confidential details of a customer engagement. This would include discussing specific service models, tools, processes, pricing, or other programs used at a customer site.
The Company reserves the right to:
Please contact the Human Resources Department at AskHR@StaffmarkGroup.com to report any abuse or to resolve complaints. You can also reach Human Resources Department by telephone at 866-765-7544 or via the website feedback link on the company website.
The Company will investigate and respond to all violations of the social media policy and guidelines and other related policies. Violation of the policy may result in disciplinary action up to and including immediate termination. Discipline or termination will be determined based on the nature of the issue and other factors. The Company reserves the right to take legal action if deemed necessary to protect the Company, employees, clients or any other affiliated individual or group.