Kimco Associate Handbook
- Your Assignments
- Your Paycheck
- Your Benefits
- Your Performance Guidelines
- Sexual Harassment Policies
- General Policies
As an employee of Kimco Staffing Services, you'll find that we work hard for you. Throughout our working relationship, we will assist you on a one-to-one basis, so that we can continually offer you job assignments that meet your personal and professional needs. We do this so well, in fact, that nearly half of all Kimco Associates are offered full-time career positions with our clients!
With Kimco, you always have a choice. We have client companies in every size and industry, so you can select the type of work that will make you happy. We know that if you're pleased with your assignments, you'll want to continue working for us. You benefit, Kimco benefits, and our clients benefit.
Please take a moment to review this section of the website. It contains important information about working as a Kimco Temporary or Contract Associate.
Again, welcome to Kimco! We look forward to helping you achieve your career goals.
Kim I. Megonigal
The employment relationship between you and Kimco Staffing Services is “at will.” Either you or Kimco may terminate the employment relationship with or without cause and with or without notice at any time.
Before you begin any job assignment, you will be given the following information:
- Client name, address, and directions
- Name of the person to whom you will be reporting
- A description of your duties and responsibilities
- Starting date, hours, and expected length of the assignment
- The hourly pay rate for the assignment
- A job order number Any other information you may need, such as work, environment, dress code, parking arrangements, etc.
During the application process, you must select your preferred method for receiving your pay; either Direct Deposit or Pay Card. A Direct Deposit Authorization Form is included in your New Associate Packet for your convenience. Complete your timecard each day indicating time in, time out, and time taken for lunch. All information should be written neatly and clearly.
At the end of the workweek, verify that your timecard contains the following information:
- Your name.
- Your Employee ID number.
- Your job order number.
- The week-ending date (always a Sunday).
- The name of the company to which you were assigned, the total number of hours you worked during the pay period.
- Any overtime/doubletime hours worked.
- Your signature attesting to the number of hours worked The customer signature verifying that the hours are correct Immediately at the end of your workweek, or upon completion of your assignment (whichever is sooner), send your completed timecard to Kimco.
Send your completed timecard to Kimco. Your timecard should be received by noon Monday in order to allow sufficient time for timecard to be processed and for your paycard or direct deposit to fund by Friday. Your Recruiter will provide instructions regarding delivery of your timecard to us.
NOTE: Kimco utilizes various timekeeping methods. If a client company to which you are assigned uses a method other than our standard timecard, you will receive instructions regarding that method. Your Recruiter will be happy to provide you with additional timecards as needed.
Click here for a PDF version of our timecard.
Kimco cares about the health and well-being of our Associates. Our generous benefits package is one of the ways we show our Associates that we appreciate them, and the work they do for our clients each day.
If you have any questions about the following information, feel free to contact your Kimco Staffing Specialist for additional details and eligibility requirements.
- Health Insurance: Health and dental insurance is available to all Associates at group rates.
- Talent Scout Bonus: Be a Kimco Talent Scout and earn up to $300 by referring your friends to Kimco! Pick up Talent Scout Bonus Cards at any Kimco branch office (provide link to card)
- Client Referral Bonus Card: You can also earn $100 by referring a company to Kimco, if that company is a new contact for Kimco. Our Client Referral Bonus Cards are available in all of our branch offices.
- Recognition Programs: Kimco has programs throughout the year to recognize outstanding Associates. Honorees receive a special gift of appreciation.
- Computer Training: Self-guided computer tutorials on many of the latest office software packages are available to our Associates. We invite you to schedule time on our computers for self-training to enhance your skills.
- Credit Union Membership: All Associates are eligible for membership in the Wescom Credit Union (Southern California) or in the Provident Credit Union (Northern California).
- Employee Savings Tickets: All associates can purchase discounted tickets for movie theaters, theme parks, live theater, comedy and magic shows, water parks, zoos, aquariums, ski resorts, fairs, festivals, entertainment books, auto repair and maintenance, consultations from local dentists and chiropractors, See's Candies certificates and much more from Employee Savings Tickets. Log onto http://www.employeesavingstickets.com and enter Access Code: ETF72G for more information.
*Not available to payroll service employees.
For additional benefits, please contact your staffing specialist.
When you accept an assignment, both you and Kimco make a commitment to the client. They are counting on us to do as we have promised. Unless there is an emergency, you have a responsibility to honor your commitment. We ask that you follow these performance guidelines on each and every assignment:
- Be on time.
- Dress appropriately and conduct yourself in a professional manner.
- Do your best and ask questions when in doubt.
- Follow instructions, show initiative, and ask for more work when a task is completed.
- Do not conduct personal business during work hours.
- Continue with the assignment until it's completed.
Your Kimco Staffing Specialist is the link between you and our client companies. You should never call the client directly, but rather, address all problems and concerns with your Staffing Specialist. You should contact your Staffing Specialist in any of the following situations:
- If you are going to be unavoidably late for an assignment
- If you are unable to complete an assignment
- If you find that the job duties are different than what was described to you, and particularly if you don't feel they match your skills as expected
- If a client asks you to work overtime, or different hours than expected
- If you are asked to work through your lunch hour
- If a client offers you a job with their company
- If the length of time for the assignment is increased or decreased by the client
- If you are injured at the job
- If you are asked to operate equipment not originally discussed with you
- If you change your name, address, and/or telephone number
- When you have completed an assignment
- If there is any change in your availability
- If you have any ideas or suggestions on how we can better serve you
- If you are in doubt about any of our procedures
- If you have friends who are interested in working for Kimco
- If you would like to refer a client to Kimco
Should an emergency arise, call your Staffing Specialist immediately so he or she can make the necessary arrangements. All offices have a 24-hour message service for your convenience.
During the course of your employment with Kimco, you might gain access to information related to a client's business. All such information is to be treated as strictly confidential. You may not disclose any information to anyone other than employees who have a need to know the information in order to perform their duties.
- What sexual harassment is
- What steps to take if harassment occurs, and
- State law prohibiting retaliation for reporting sexual harassment
If you have any questions or concerns, call your Kimco Staffing Specialist or contact Kimco's Director of Human Resources at (949) 752-6996 or e-mail email@example.com.
HARASSERS ARE PERSONALLY LIABLE
If you, as an employee, are found to have engaged in sexual harassment, or if you as a manager know about the conduct and condone or ratify it, you may be personally liable for monetary damages. This company will not pay damages assessed against you personally.
In addition, this company will take appropriate disciplinary measures, up to and including termination, against any employee who engages in sexual harassment
WHAT IS SEXUAL HARASSMENT?
Although many people think of sexual harassment as involving a male boss and a female employee, not all sexual harassment is done by males. Sexual harassment often involves co-workers, other employees of the company, or other persons doing business with or for the company. It's against the law for females to sexually harass males or other females, and for males to harass other males or females. Examples of sexual harassment as defined by California and federal law can be found in the following sections below.
California law defines harassment due to sex as sexual harassment, gender harassment, and harassment due to pregnancy, childbirth, or related medical conditions.
1. Verbal harassment - epithets, derogatory comments, or slurs.
Examples: name-calling, belittling; sexually explicit or degrading words to describe an individual; sexually explicit jokes; comments about an employee's anatomy and/or dress; sexually oriented noises or remarks; questions about a person's sexual practices; use of patronizing terms or remarks; verbal abuse, or graphic verbal commentaries about the body.
2. Physical harassment - assault, impeding or blocking movement, or any physical interference with normal work or movement, when directed at an individual.
Examples: touching, pinching, patting, grabbing, brushing against or poking against employee's body; hazing or initiation that involves a sexual component; requiring an employee to wear sexually suggestive clothing.
3.Visual harassment - derogatory posters, cartoons, or drawings.
Examples: displaying sexual pictures, writings, or objects; obscene letters or invitations; staring at an employee's anatomy; leering; sexually oriented gestures; mooning; unwanted love letters or notes.
4. Sexual favors - unwanted sexual advances that condition an employment benefit upon an exchange of sexual favors.
Examples: continued requests for dates; any threat of demotion, termination, etc., if requested sexual favors are not given; making or threatening reprisals after a negative response to sexual advances; propositioning an individual.
It is impossible to define every action or all words that could be interpreted as sexual harassment. The examples listed above are not meant to be a complete list of objectionable behaviors, nor do they always constitute sexual harassment.
Under federal law, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
- Submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual's employment;
- Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
- such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.
PROTECTION AGAINST RETALIATION
Kimco policy and California state law forbid retaliation against any employee who opposes sexual harassment, files a complaint, or testifies, assists, or participates in any manner in an investigation, proceeding, or hearing conducted by the company, the Department of Fair Employment and Housing, or the Fair Employment and Housing Commission.
Prohibited retaliation includes but is not limited to:
- Failure to hire or consider for hire
- Failure to give equal consideration in making employment decisions
- Failure to make impartial employment recommendations
- Adversely affecting working conditions or otherwise denying any employment benefit to an individual
HOW TO STOP SEXUAL HARASSMENT
- When possible, confront the harasser and ask him/her to stop. The harasser may not realize that the advances or behavior are offensive. When it is appropriate and sensible, you may want to tell the harasser the behavior or advances are unwelcome and must stop. Sometimes a simple conversation will end the situation.
- You are required to report sexual harassment. Sexual harassment or retaliation should be reported verbally or in writing. You may report such activities even though you were not the subject of the harassment. To make a report, contact your local Kimco Branch Manager or the Director of Human Resources at (949) 752-6996 or e-mail firstname.lastname@example.org
- An investigation will be conducted. The company will investigate all reported incidents of sexual harassment and retaliation, and will preserve the confidentiality of complaints to the extent practicable.
- Appropriate action will be taken. Where evidence of sexual harassment or retaliation is found, disciplinary action, up to and including termination, may result.
The Department of Fair Employment and Housing (DFEH) is the state agency that resolves complaints of unlawful discrimination, including sexual harassment. After a complaint is filed, the DFEH has one year to investigate the complaint.
The Fair Employment and Housing Commission (FEHC), headquartered in San Francisco, decides cases prosecuted by the DFEH at the state level.
To contact the DFEH, consult your local telephone directory under State Government Offices, ask directory assistance for the number of Department of Fair Employment and Housing headquarters in Sacramento, or write to Department of Fair Employment and Housing, 2014 T Street, Suite 210, Sacramento, CA 95814-6824.
The Equal Employment Opportunity Commission (EEOC) is the federal agency that resolves sexual harassment claims. To contact the commission, consult directory assistance for Washington, D.C. or write to Equal Employment Opportunity Commission, 1801 L Street NW, Washington, D.C. 20507.
If they find a complaint is justified, state and federal agencies have the power to order, among other actions, that the wronged party be hired, given back pay, promoted, reinstated, or granted damages for emotional distress. The agencies also may issue a “cease and desist” order to prevent further unlawful activity, and may order the violator to pay large fines.
Drugs and Alcohol
Kimco strictly prohibits reporting for work under the influence of alcohol, intoxicants, illegal drugs, or other controlled substances. If you are taking any drug or medication that may adversely affect your ability to perform your duties in a safe or productive manner, you must report this information to your Staffing Specialist. If there are reasonable grounds for suspecting that an employee is in violation of this policy, Kimco has the right to require testing at our expense. Additionally, if a client requires that temporary employees be tested for drugs as a condition of employment, Kimco will pay for that testing.
Protecting you from unsafe situations and environments is extremely important to us. You must also help protect yourself by taking responsibility for preventing accidents on the job. Always use caution and report any potentially dangerous conditions to our client and to your Staffing Specialist. All accidents, injuries and illnesses are to be immediately reported to your Staffing Specialist.
Medical Leave of Absence
Under the Federal Medical Leave Act (FMLA) and/or the California Family Rights Act (CFRA), if you have more than twelve (12) months of service with us and have worked at least 1,250 hours in the 12-month period before the date you wish to begin your leave, you may have a right to an unpaid FMLA/CFRA leave of absence. Even if you are not eligible for FMLA/CFRA leave, if you are disabled by pregnancy, childbirth or related medical conditions, you are entitled to take a pregnancy disability leave (PDL) of up to four (4) months, depending on your period(s) of actual disability. If you are CFRA eligible, you have certain rights to take both a pregnancy disability leave and a CFRA leave. Should you need additional information regarding this notification, contact your Kimco Staffing Specialist or the Director of HR at our Corporate Office.