Policy Prohibiting Harassment

Point Staffing Services prohibits any form of unlawful harassment based on race, color, religion, sex, national origin, age, disability, status as a military veteran or disabled veteran, or status in any group protected by state or local law. Harassment may be verbal, visual or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, religion, sex, age, national origin military status, veteran status or disability. Any employee who engages in such conduct shall be subject to discipline including termination. Any employee who believes he or she is the subject of such harassment should file a complaint in accordance with the complaint procedure set forth below.

Sexual Harassment Prohibited

Illegal under both state and federal laws, SEXUAL HARASSMENT IS PROHIBITED BY COMPANY POLICY. No management personnel, supervisory or non-supervisory employee, agent, customer or supplier may engage in any form of sexually harassing conduct. Such conduct may expose not only Point Staffing Services, but also the individuals responsible for such conduct to potentially significant legal liability.

No management personnel, supervisor, or non-supervisory employee, agent, customer or supplier shall: (1) create an intimidating, hostile, or offensive working environment by sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature; (2) threaten or state either explicitly or implicitly, that submission to or rejection of sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature, will in any way influence any personnel decision regarding employment, wages, advancement, assigned duties, shifts, or any other condition of employment or career development.

Conduct which disregards or violates this policy will not be tolerated.  Guilty parties will be subject to appropriate disciplinary action including termination.

Sexual harassment may include but is not necessarily limited to:

•unwelcome sexual advances

•requests for sexual favors

•verbal or physical conduct of a sexual nature

Some examples of conduct which violates Point Staffing Services policy against sexual harassment are:

•sex-oriented gestures, verbal "kidding", "teasing", or "joking"

•subtle pressure for sexual activity

•unwelcome touching

•all sexually oriented comments about a person's body

•showing or displaying pornographic or sexually explicit objects or pictures in the workplace.

Point Staffing Services policy prohibits retaliation against any individual who files a complaint with a good faith belief that he or she has been subjected to sexual harassment, even if insufficient evidence is found to substantiate the complaint.

If you believe you have been sexually harassed you may file a complaint as explained in the Complaint Procedure.

Point Staffing Services intends to vigorously enforce this policy against sexual harassment at all levels of the organization.

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Point Staffing Services Social Networking Policy

Point Staffing Services acknowledges the growing popularity of Weblogs or "blogs," personal Web sites, and other public Internet communications as a means for sharing experiences, ideas, and opinions with the public. However, because of the legal and other ramifications that may stem from publicly posting material, we have adopted the following policy regarding public Internet communications both during working and non-working time.

Public Internet communications. This policy applies to all Internet communications that may be accessed by the public, including but not limited to blogs, personal Web sites, and discussion forums.

Blogging not permitted on company time. All blogging and other Internet activity during work hours and/or using company equipment or connections is subject to the company Internet and computer use policies. Unless specifically authorized by a company official, blogging and other public Internet communications are not permitted during an employee's working time. During non-working time, the following requirements must be met:

Disclaimer required. Any reference to Point Staffing Services, Point Staffing Services employees or customers publicly posted on the Internet must contain a disclaimer indicating that the thoughts and opinions expressed belong to the author and do not necessarily reflect those of the company.

Posting of certain protected information prohibited. Employees may not disclose trade secrets, confidential business information (e.g., business plans, strategies, customer information, etc.) or other proprietary information belonging to Point Staffing Services or its customers to individuals outside the company, including through blogs and other Internet postings. In addition, employees must not disclose certain company financial information in violation of securities laws or regulations.

Employees wishing to post blogs or other public Internet communications should be aware that copyright and trademark law may restrict the use and copying of material belonging to Point Staffing Services and others. Employees may not violate the intellectual property or privacy rights of others.

Other prohibited activities. Point Staffing Services equal employment opportunity policy and its policies against sexual or other harassment apply fully to the use of the Internet, including blogging. If conduct is in violation of our policies and/or is seen as compromising the interest of the company, the company may request that you cease the violative commentary or remove the offensive posting, and may take appropriate disciplinary action.

Other guidelines. Employees are reminded that they are personally responsible for material they post on a blog or Web site. In addition, employees wishing to maintain blogs or Web sites should be aware that they could be held responsible for content posted by third parties, such as comments. Employees are encouraged to monitor and/or restrict such third-party content on any Web sites or blogs they maintain.

Violations of policy. Failure to follow this policy may result in disciplinary action, including possible termination. All blogs and other public Internet communications are subject to the other policies contained in this handbook, including but not limited to the Internet and Computer use policies, equal employment opportunity policy and the policies against sexual or other harassment.

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Employment Eligibility Verification

POINT STAFFING SERVICES, Inc. is an equal opportunity employer. We do not discriminate base on national origin or citizenship in our employment practices. However, we only employ individuals who have the legal rights to work in the United States.  In 1986, Congress reformed U.S. immigration laws. These reforms, the result of a bipartisan effort, preserved the tradition of legal immigration while seeking to close the door to illegal entry. The employer sanctions provisions, found in section 274A of the Immigration and Nationality Act (INA), were added by the Immigration Reform and Control Act of 1986 (IRCA). These provisions further changed with the passage of the Immigration Act of 1990 and the Illegal Immigration Reform and Immigrant Responsibility Act (IIRIRA) of 1996. (www.ada.gov)

All employees hired to perform labor or services in the United States after November 6, 1986, are required to complete Form I-9 when the employee begins work. Employees are required to present an original document or documents that establish identity and employment eligibility within 3 business days of the date employment begins. For information on required documents, please refer to the table of acceptable documents below.

Changes have been made to the Form I-9 and they are required as of April 3, 2009. As an employer, we are mandated to verify that every new hire is either a U.S. citizen or authorized to work in the United States by examining documents that establish identity and employment eligibility.

For a returning employee who has previously completed a Form I-9, a staffing manager may reverify on the employee's original Form I-9 (or a new Form I-9) if Section 3 of the original has already been used) if:

1. the employee is rehired within 3 years of the initial date of hire; and
2. the employee's previous grant of employment authorization has expired, but the employee is now eligible to work under a new grant of employment authorization; or
3. the employee is still eligible to work on the same basis as when Form I-9 was completed.

POINT STAFFING SERVICES, Inc. is a participant in the USCIS E-Verify Program, which requires an employee's Social Security number for employment eligibility verification. We are committed to discontinue employing any individual whose legal right to work in the United States has been terminated.

Employees found to have intentionally falsified or misrepresented any information on the completed form will face disciplinary action or termination, and such omission will be reported to the appropriate government agencies.

Why choose Point Staffing?

Great benefits, including:

• Paid Holidays
• Medical and Dental Insurance
• Rewards Program
• Local/On-Site Payroll
• Referral Bonus
• 401K
• Direct Deposit