Careergroupcompanies.com



249555-21907500Orientation Agreement Career Group Inc., DBA Career Group Companies, Syndicatebleu, Fourth Floor Fashion Talent, Avenue Pacific, and Lifestyle Talent Partners (“CGC”) Is Your EmployerAll temporary/freelance workers on assignment are non-exempt, W-2 employees, unless designated in advance, in writing.b. Federal, State, and local labor law postings and notices are posted in our office. Please visit HYPERLINK " New_Hire_Documents.html" cdn/ New_Hire_Documents.html for copies of these postings.CGC employee notices and policies are available at cdn/ New_Hire_Documents.html. Please visit this site regularly for policy updates. If you have any questions about these policies or notices, please contact your CGC Account Manager.TimekeepingInstructions for the CGC online timesheet portal will be emailed to you upon commencement of your 1st temporary/freelance assignment. If you do not receive this email, please contact your CGC Account Manager immediately. It is your responsibility to submit your hours and any client-approved expenses for the previous workweek by 12:00 PM on Monday of the following work week.Contact CGC if your client Timesheet Approver is unavailable to approve your pleted timesheets must include an accurate accounting of your workday including applicable meal breaks (see below) or any other gaps in your workday. You must strictly refrain from working any “off the clock” or unreported time. If any client representative requests that you work any “off the clock” or unreported time you must immediately report that to your CGC Account Manager. Falsification of a time keeping record to fraudulently obtain compensation is a crime punishable by fine and/or imprisonment (New York Penal Code §§155.00-155.42). CGC will prosecute time keeping falsification to the fullest extent of the law..Meal and Rest PeriodsNew York employees are allowed one unpaid 30 minute meal break for shifts worked in excess of 6 hours, and another unpaid 20 minute break if scheduled for a shift that starts prior to 11:00 AM and ends after 7:00 PMYour duty-free continuous and uninterrupted meal period(s) must be recorded on your timesheet each day. If you miss or work through any meal period, you must indicate the meal time missed or spent working on your timesheet.Should your Manager/Supervisor impede or discourage you from taking any meal period, you must contact your CGC Account Manager immediately.Failure to take your meal period(s), and failure to properly fill out your timesheet, is not permitted.Rate of Pay and OvertimeYou will be notified orally or in writing of the hourly rate of pay and job location prior to each assignment.You are NOT to work any overtime, or work through any part of your meal period, unless approved in advance and in writing by your Manager/Supervisor. You must notify your CGC Account Manager of the additional hours.Overtime, at the rate of one and one-half times the regular rate, accrues after you work 40 hours in one week. Our workweek is Monday – Sunday.PaychecksPaychecks for the previous workweek are available for pickup in our office, by mail, or by direct deposit (see #6 below). All paychecks are available for pickup in our office on the following Friday between 8:00 AM and 6:00 PM (“Business Hours”). All checks not picked up by 6:00 PM Monday will be mailed to the address on your W-4.Paychecks will not be left during non-Business Hours in the main lobby.If it has been more than 5 business days since your check was mailed and you have not received it, please contact our Accounting Department.Should you wish to cash your check, you can do so at Wells Fargo without incurring a fee. Please contact our Accounting Department if you do not have an established place of business to cash your paycheck without incurring a fee.Please note that CGC can only verify paychecks and employment during Business Hours.Please remember: Your paycheck covers the preceding workweek (Monday Sunday).If you have any questions regarding your paycheck, please contact your CGC Account Manager.Direct DepositCGC offers direct deposit for employees who work at least 14 calendar days in 1 calendar year.Please reach out to your Account Manager if you would like to be set up on direct deposit.DocumentationYour complete I9 and W4 MUST be on file within 3 days following your 1st day of employment with CGC.If you need to change your personal withholding tax or have a change of address, it is your responsibility to request a new W4 and confirm that it has been received in advance of noon on Wednesday.Should you wish to adjust your state income tax withholdings, please request a copy of the Employee’s Withholding Allowance Certificate. Otherwise, your W-4 will be used for your state withholding allowances. You will be taxed based on your job site location.If you are here on a visa that is exempt from Social Security and Medicare taxes, it is your responsibility to notify us of this exemption and provide our Accounting Department with a copy of your visa prior to start date. CGC will not be responsible for Social Security and Medicare taxes withheld if this documentation is not on file prior to start date. You understand that in the course of your engagement with CGC, CGC will have access to information that is personal and sensitive in nature. The use and disclosure of such information will be limited to business necessity only. Electronic CommunicationsBy signing below, you consent to have employee communications e-mailed to you electronically, including those related to the Affordable Care Act, Medical Plan Benefit information, ERISA, our 401K plan, and any additional notices and communications mandated by federal, state, and local law. These notices will be sent to the email address we have on file for you. Should you change your email address, you must notify us immediately. CGC assumes no liability for communications not received because a correct email address was not provided or because of email spam filters.If you do not wish to have these communications provided electronically, you must notify your CGC Account Manager immediately. Upon written request, we will provide, free of charge, a paper copy of any document e-mailed or provided electronically.Notifications While On AssignmentPlease contact your CGC Account Manager directly if you are going to be late to an assignment, need time off, are sick, are called for Jury Duty, or are having problems with a Manager/Supervisor. You must contact your CGC Account Manager when your assignment ends.If you have an emergency during an assignment, it is your responsibility to speak with a CGC Account Manager or to contact an Account Manager after hours.We require a 48 hour notice in the event that you must end an assignment early.If, while on an assignment, a Supervisor should make a substantial change to your responsibilities, be sure to contact a CGC Account Manager as soon as possible. For example, if your assignment is to be a Receptionist and you are asked to take on the responsibilities of an Executive Assistant, you must notify a CGC?Account Manager immediately.Safety RegulationsPlease follow all safety regulations at each client location.No driving for work purposes.If you are asked by your client Supervisor to drive or travel for work, please contact your CGC Account Manager immediately.Do not lift any heavy objects, operate machinery other than standard office equipment, or handle cash without receiving approval from your CGC Account Manager.You must report any work related injury to your CGC Account Manager immediately.Remember, You Represent CGCPlease do not commit to an assignment that you cannot complete.Please be on time to all assignments.Dress and act professionally.Do your very best work for each client.Be flexible! Adapt to changes on each assignment.Do not conduct any personal business while on assignment, such as accessing the internet and using your cell phone.Additional CGC PoliciesAs a CGC employee, you are bound by the arbitration agreement you signed when you registered with CGC.You understand and agree that as a CGC employee, you are not eligible for or entitled to receive any benefits under our clients’ employee benefit plans, including, but not limited to, holiday pay, vacation, insurance, 401(k) or other retirement plans, profit sharing, and stock options.Your signature below confirms your request that CGC act on your behalf, and for your convenience, in scheduling and making arrangements for interviews for temporary assignments with CGC’s clients.Leaves of Absence and New York State Paid Family Leave (“PFL”)Any employee on assignment who intends to take a federal, state or locally protected leave of absence due to disability, pregnancy, family care, military deployment, or any other protected leave must notify CGC in advance.You have the right to be free from discrimination in relation to pregnancy, childbirth, breastfeeding, and a related medical condition, as outlined in the Pregnancy & Employment Rights notice posted in our office and also available atcdn/NY_Pregnancy_Poster.rmation regarding the New York State PFL program can be found at cdn/NY_PFL_Notice.pdf Freelancers UnionCGC employees may visit , a nonprofit organization that offers group-rate health, dental, long term disability, and life insurance plans for eligible freelance/temporary workers, as well as a variety of other benefits. IMPORTANT NOTE about FREELANCERS UNION: CGC does not sponsor or require employees to participate in Freelancers Union. CGC assumes no liability for and makes no representations or warranties regarding the products and services of Freelancers Union.Affordable Care Act – Medical Plan BenefitsCGC offers a health insurance plan to eligible temporary employees in compliance with the Affordable Care rmation regarding eligibility, monthly insurance premiums, enrollment, etc. can be found atcdn/Medical_Benefits_Plan_Policy_Non-CA.pdf.For additional information about the Affordable Care Act and the Insurance Marketplace, please visit healthcare/. Paid Sick Leave CGC temporary employees who work within the City of New York or the state of New Jersey are entitled to paid sick and safe leave in accordance with the New York City Earned Sick and Safe Time Act and the New Jersey Earned Sick Leave Law.A summary of your rights and benefits was provided to you upon registration. CGC’s New York City’s Earned Sick and Safe Time Notice and Policy is available at cdn/NY_PaidSick_Leave_Notice.pdf and cdn/NY_Earned_Sick_Time_Policy.pdf. Information regarding the New Jersey Earned Sick Leave Law is available at cdn/NJ_Required_Posters.pdf Please contact your CGC Account Manager if you have any questions regarding sick leave.New York City Transit OrdinanceAll CGC full-time, part-time, and temporary workers may qualify for pre-tax commuter transit benefits under the New York City Transit Ordinance. To be eligible an employee must work an average of at least 30 hours per week for CGC for a minimum of 4 consecutive weeks, any portion of which was in New York City.A detailed summary of the CGC Commuter Benefits Program and enrollment instructions is available at cdn/Commuter_Benefits_Policy.pdf. If you have worked an average of at least 30 hours per week for CGC for a minimum of 4 consecutive weeks, you will be eligible to enroll starting the Wednesday of your 6th workweek. Please visit to enroll.401(k) Plan with Guaranteed Matching ContributionsAll employees who have completed 1 year of service and worked 1,000 hours in that 1 year period are eligible to participate in the CGC 401(k) Plan (“Plan”).? Once you have fulfilled the requirements you may elect to participate in the Plan at the next upcoming quarterly enrollment period: January 1, April 1, July 1, or October 1.A Summary Plan Description of the Plan will be mailed to you upon the 1st year in which you complete 1,000 hours of work in 1 year of employment with CGC, along with enrollment information and paperwork.The Guaranteed Matching Contribution formula provides matching contributions on behalf of each eligible non-highly compensated temporary employee as follows:100% of the first 3% of pay you contribute per pay period; and50% of the next 2% of pay you contribute per pay periodFor the Plan year ending 12/31/20, you are a non-highly compensated employee if you earned less than $130,000 during the prior Plan year.? Contact CGC if you are unsure about your status.The Plan is governed by the terms and conditions set forth in the formal plan documents, including the Summary Plan Description, which shall control. CGC reserves the right to modify or terminate the Plan or any of its benefits plans and programs at any time to the extent permitted by applicable law. Referral Bonus ProgramCGC offers a Referral Bonus for referring candidates who are subsequently placed in temporary, freelance or direct hire roles, subject to the particular terms of the program. Please contact your CGC Account Manager for questions or more information about our Referral Bonus Program.At-will EmploymentEither you or CGC may terminate the employment relationship at any time, for any lawful reason, with or without cause or advance notice.Your employment relationship with CGC does not terminate after the completion of an assignment at a CGC client. Your employment relationship with CGC continues until:You terminate your employment relationship with CGC in writing; orYou are terminated in writing by CGC; orYou are not placed on a temporary assignment and you have not earned wages for 5 consecutive payroll weeks.By signing below, you agree to the terms of employment above, and understand that you are free to seek reemployment with CGC at any time. Nothing in this clause alters the atwill nature of your employment.NYS Department of LaborWhen you complete an assignment with CGC, you may have the right to file for unemployment insurance (UI) benefits.If you file for UI benefits after completing an assignment, you should contact CGC to see if a new assignment is available, as part of your efforts to seek work.Failure to contact CGC for reassignment, or refusal of an assignment, may result in loss of UI benefits under NYS Department of Labor Laws.CGC shall notify the NYS Department of Labor when an employee fails to contact us for reassignment, refuses an assignment, or fails to respond to attempts to contact such employee by phone, voicemail, or email regarding an assignment.ConfidentialityYou acknowledge that, during the course of an assignment, you may have access to confidential information relating to, among other things, the client’s business activities, customers, financial data, plans, data, processes, and equipment, which are not generally known to the public (“Confidential Information”). You agree that while on an assignment and thereafter, you will not use such Confidential Information or disclose such Confidential Information to any person or entity. You acknowledge that you may be required to execute the client’s confidentiality and/or nondisclosure agreement as a condition of your assignment. Please do not divulge to anyone the names of the clients to which we may assign you for temporary work. Notwithstanding any other provision of this Agreement: (a) An employee will not be held criminally or civilly liable under any federal or state trade secret law for any disclosure of a trade secret that: (i) is made (A) in confidence to a federal, state, or local government official, either directly or indirectly, or to an attorney, and (B) solely for the purpose of reporting or investigating a suspected violation of law; or (ii) is made in a complaint or other document that is filed under seal in a lawsuit or other proceeding. (b) If an employee files a lawsuit for retaliation by CGC for reporting a suspected violation of law, employee may disclose CGC’s trade secrets to employee’s attorney and use the trade secret information in the court proceeding if employee: (i) files any document containing the trade secret under seal; and (ii) does not disclose the trade secret, except pursuant to court order.You further agree that you will not utilize confidential information gained during your application, interview, or employment to disparage CGC or its clients or post any negative information about the business of CGC or its clients on any social networking site, such as LinkedIn, or Facebook.Nothing in this Orientation Agreement is meant to prevent employees from exercising their rights under the National Labor Relations Act, including, without limitation, engaging in protected concerted activity (e.g., openly discussing wages, hours, safety concerns, and other terms and conditions of employment).Client Proprietary Information/PropertyYou agree not to remove any client property from client’s premises without the prior written authorization of the client. You agree not to use client’s equipment for any purpose other than that for which it is intended. You agree that all work product resulting from the performance of your services for the client during a job assignment, including but not limited to, your artwork, illustrations, drawings, notes, reports, computer programs, documentation, inventions, creations, and other deliverables shall be the sole property of the client and you hereby assign all rights, title and interest in and to such work product, as well as any copyrights, patent rights, and all other propriety rights to the client who has engaged your services. You shall not at any time, without the prior written authorization of the client, post on any internet site, including but not limited to, your personal website or any social media site, any work product resulting from the performance of your services for the client. You acknowledge that you may be required to execute the client’s proprietary rights assignment agreement as a condition of the job assignment.To the extent allowed by law, the above includes all rights of paternity, integrity, disclosure and withdrawal and any other rights that may be known as or referred to as “moral rights”, “artist’s rights”, “droit moral”, or the like (collectively “Moral Rights”). To the extent you retain any such Moral Rights under applicable law, you hereby ratify and consent to any action that may be taken with respect to such Moral Rights by or authorized by CGC or client and agree not to assert any Moral Rights with respect thereto and/or any and all rights of termination pursuant to Section 203(a) of the U.S. Copyright Act of 1976. Notwithstanding the foregoing, if such waiver of your termination rights is deemed ineffective, then you hereby grant an irrevocable, perpetual, royalty-free and exclusive license to the Moral Rights to the client after the expiration of the applicable termination period pursuant to Section 203(a) of the U.S. Copyright Act of 1976. You will confirm any such ratifications, consents and agreements from time to time as requested by the client.To the maximum extent permitted by law, all copyrightable work product created or developed by you in the course or throughout your employment with CGC and/or on assignment for a client shall be a work for hire within the meaning of the Copyright Act. Use of Email, Voicemail and Computers on CGC Client AssignmentsAll computers, voicemail, electronic mail, and data (“Client Property”) stored on the technology systems of CGC clients to whom you are assigned are and remain at all times the property of each such CGC client. As such, all CGC clients and CGC reserve the right to monitor communications on (“Client Property”) in any fashion, including, but not limited to, retrieving and reading any message or data composed, sent, received, or stored on its systems. Please note that even when a message is erased or deleted, it is still possible to retrieve the message. Therefore, privacy of messages cannot be assured to anyone. You should have no expectation of privacy in any communication or file created on or sent or received using CGC or its client’s electronic communication systems.No Self-PromotionDuring and after your assignment with any CGC client you shall strictly refrain from falsely stating or implying that you are or were directly employed by or an agent of such CGC client, whether for promoting yourself or your services to others or otherwise. You shall further refrain from soliciting such client (and its employees, contractors, affiliates, vendors, and customers) for any business or commercial activities outside the scope of your assignment through CGC, including, without limitation, by presenting any unauthorized business plans, decks, concepts, ideas or manuscripts.Drug-Free Employer & Background ChecksCGC is a drug-free employer.? This policy extends to conduct while you are on assignment with one of?CGC's clients.Failing a client-sponsored drug/alcohol test or the discovery of information in a background check different from that disclosed on your resume or application materials may be grounds for immediate termination from CGC employment. However, such results will only be used and shared between client and CGC in accordance with applicable law.The foregoing is subject to CGC’s policy of providing reasonable accommodation for individuals with disabilities, including, without limitation, eligible recovering alcoholics and former drug users.CGC Equal Employment Opportunity and Non-Harassment Policy (“EEO Policy”)By signing below you acknowledge that you have received, read and understand the EEO Policy, given to you upon registration.New York employees must also comply with New York City and New York State’s sexual harassment prevention legislation. Information can be found at cdn/NY_Sexual_Harassment_Prevention_Policy.pdf, and In the event that you feel you are unlawfully harassed or otherwise discriminated against while working at a client, you must immediately report such conduct in accordance with these policies.AgreementBy signing below, I understand the content and agree to all terms.Employee Print NameEmployee - SignatureDate ................
................

In order to avoid copyright disputes, this page is only a partial summary.

Google Online Preview   Download