534 Broadhollow Rd.
Melville, NY 11747
Equal Employment Opportunity Policy
Workers’ Compensation Initiation Process
Harassment / Sexual Harassment Policy
We can be reached via e-mail at firstname.lastname@example.org, by telephone at (516) 755-9595, or at the above postal address.
For each visitor to our Web page, our Web server automatically recognizes no information regarding the domain or e-mail address.
We collect the e-mail addresses of those who communicate with us via e-mail, and information volunteered by the user on registration forms.
The information we collect is used for providing staffing services to registraints.
If you do not want to receive e-mail from us in the future, please let us know by sending us e-mail at the above email address, calling us at the above telephone number, or writing to us at the above postal address.
If you supply us with your postal address on-line you may receive periodic mailings from us with information on available positions and promotions. If you do not wish to receive such mailings, please let us know by calling us at the number provided above, e-mailing us at the above email address, or writing to us at the above postal address.
We do not share information.
Persons who supply us with their telephone numbers on-line may receive telephone contact from us with information regarding available positions and promotions. If you do not wish to receive such telephone calls, please let us know by sending us e-mail at the above email address, calling us at the above telephone number, writing to us at the above postal address.
With respect to Ad Servers: We do not partner with or have special relationships with any ad server companies.
From time to time, we may use customer information for new, unanticipated uses not previously disclosed in our privacy notice. If our information practices change at some time in the future we will post the policy changes to our Web site to notify you of these changes and provide you with the ability to opt out of these new uses. If you are concerned about how your information is used, you should check back at our Web site periodically.
Users may prevent their information from being used for purposes other than those for which it was originally collected by e-mailing us at the above email address, calling us at the above telephone number, writing to us at the above postal address. Upon request we provide site visitors with access to a description of information that we maintain about them. Users can request their information by e-mailing us at the above email address, writing to us at the above postal address, or calling us at the above telephone number.
Users can have this information corrected by sending us e-mail at the above email address, calling us at the above telephone number, or writing to us at the above postal address.
With respect to security: We have appropriate security measures in place in our physical facilities to protect against the loss, misuse or alteration of information that we have collected from you at our site.
If you feel that this site is not following its stated information policy, you may contact us at the above addresses or telephone number.
Equal Employment Opportunity Policy
Staff IT will not discriminate against any employee, applicant, and candidates because of race, color, religion, national origin, marital status, age, sex, disability, veteran status or sexual orientation. Staff IT will take the necessary measures to ensure that employees are treated during employment, without regard to their race, color, religion, national origin, marital status, age, sex, disability, veteran status, or sexual orientation. Such action shall include, but not be limited to the following:
Employment, upgrading, demotion, transfer recruitment or recruitment advertising; layoff or termination; rates of pay or other forms of compensation; and selection for training, including internships.
The Workers’ Compensation Initiation Process
Workers’ compensation insurance provides weekly cash payments and the cost of full medical treatment, including medical rehabilitation, for covered employees who become disabled as a result of a disease or injury connected with their employment. It also provides payments for qualified dependents of a worker who dies from a compensable injury or illness.
Staff IT pays for this insurance, and do not require the employee to contribute to the cost of the compensation. Weekly cash benefits and medical care are paid by Staff IT’s insurance carrier, as directed by the WCB. THE WCB is a state agency that processes the claims and determines, through an administrative proceeding, whether a worker will receive benefits and / or medical care, and how much he /she will receive. The Board also provides the services of vocational rehabilitation counselors and social workers to address the needs of certain workers.
To initiate the workers’ compensation claims process, the employee must report the injury, preferably in writing, to Staff IT immediately.
Harassment / Sexual Harassment Policy
Staff IT believes that you should be afforded the opportunity to work in an environment free of sexual harassment. Sexual harassment is a form of misconduct that undermines the employment relationship. No employee, either male or female, should be subjected verbally or physically to unsolicited and unwelcomed sexual overtures or conduct.
Sexual Harassment refers to behavior that is not welcome, that is personally offensive, and that debilitates morale and, therefore, interferes with work effectiveness.
Behavior that amounts to sexual harassment may result in disciplinary action, up to and including dismissal.
Staff IT has adopted, and its policy is based on, the definition of sexual harassment set forth by the Equal Employment Opportunity Commission (EEOC). The EEOC defines sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
- submission to such conduct is made either explicitly or implicitly a term or condition of your employment
- submission to or rejections of such conduct by you is used as the basis for employment decisions affecting you
- such conduct has the purpose or effect of unreasonably interfering with you work performance or creating an intimidating, hostile or offensive working environment
Staff IT wants you to have a work environment free of sexual harassment by management personnel, by your coworkers and by others with whom you must interact in the course of your work as a Staff IT employee. Sexual harassment is specifically prohibited as unlawful and as a violation of Staff IT policy. Staff IT is responsible for preventing sexual harassment in the workplace, for taking immediate corrective action to stop sexual harassment in the workplace and for promptly investigating any allegation of work-related sexual harassment.
If you experience or witness sexual harassment in the workplace, report it immediately to your Staff IT Recruiter and the Human Resource / Administration Manager in writing. If you’re Recruiter and the Human Resource / Administration Manager are the persons harassing you, you may approach any other member of Staff IT's management or ownership. All allegations of sexual harassment will be quickly investigated. To the extent possible, your confidentiality and that of any witnesses and the alleged harasser will be protected against unnecessary disclosure. Within one full business days after a written complaint is made, a supervisor, or other person designated by the owner will investigate the complaint. The person will speak with possible witnesses and will speak with the person named in your complaint. Your anonymity will be protected.
Depending on the complexity of the investigation, you should be contacted within three business days about the status of your complaint and whether action is being taken. When the investigation is completed, you will be informed of the outcome of that investigation.
Staff IT will permit no employment-based retaliation against anyone who brings a complaint of sexual harassment or who speaks as a witness in the investigation of a complaint of sexual harassment.
Sexual harassment will not be tolerated at Staff IT. If an investigation of any allegations of sexual harassment shows that harassing behavior has taken place, the harasser will be subject to disciplinary action, up to and including dismissal.
If an investigation of any allegations of sexual harassment shows that false accusations were made, the employee making the false claim will be subject to disciplinary action, up to and including dismissal.