When you work for NRI, you will be expected to follow our Code of Professionalism and our other Policies for Temporary Employees. These include:
NRI serves as the liaison between you and the client — we are your employer. If you have any questions or are confused by any directions given to you by a client, please call your recruiter for clarification. Please also keep the following guidelines in mind:
Every office has its own way of doing things. In order to ensure that your experience at your assignment is positive, please keep these guidelines in mind:
NRI temporaries will be permitted to participate in these benefits and programs in accordance with their terms and conditions. NRI may from time to time, with or without notice, alter or amend its package of benefits.
If you are injured on the job, immediately contact your NRI office. If you require medical treatment, we will give you a toll free number to call to obtain a list of physicians that are registered to handle on-the-job injuries. In Virginia, you must use one of the physicians on the “work-related injury physician’s panel.” For Maryland and DC, we recommend that you use the physician panel to help expedite treatment and payment for all injury-related medical bills.If the injury is sufficiently serious to require Emergency Room treatment, do so, but be sure to notify the Emergency Room personnel that your injury is “a work-related injury.” For Virginia claims, all follow up care must be made with one of the physicians on the “work-related injury physician’s panel.”
It is the policy of NRI to forbid all forms of discrimination based upon race, color, creed, religion, marital status, national origin, sex, sexual orientation, age, income level, personal appearance, physical handicap, family responsibilities, matriculation or political affiliation. This policy provides for disciplinary action against violators of this policy. It is the responsibility of all employees of NRI to report any suspected discrimination violations to the President and/or Executive Vice President of the company immediately.
It is NRI’s policy that all employment relationships shall be conducted in an environment that is not hostile or offensive. Sexual harassment consists of unwelcome sexual advances or requests for sexual favors; verbal, visual or physical conduct of a sexual nature, such as name calling, obscene jokes, sexually suggestive comments, or other such behavior that is considered offensive. NRI will not tolerate such behavior. If you believe that you have been subject to harassment by any person in connection with your employment at NRI, you should immediately bring the matter to the attention of your immediate supervisor or any member of management at NRI with whom you feel most comfortable. All complaints of harassment will be investigated promptly and, where necessary, corrective action will be taken. Any investigation will be treated as confidentially as possible. Any supervisor, agent or other employee who is found to have engaged in harassment will be subject to appropriate discipline, up to and including discharge. There will be absolutely NO RETALIATION against any employee who complains of sexual harassment or against any witness. Retaliation will be dealt with just as forcefully and in the same manner as sexual harassment itself.
Certain client companies require that temporaries assigned to work for them have passed a urinalysis or other appropriate clinical test(s) designed to identify the use of drugs. We may ask you to submit to such a test for these clients. You are not required to submit to the test, but if you do not do so, you will not be eligible for assignment to the client companies who require such a test. Your decision not to submit to the test will not otherwise affect your status with NRI. If you agree to submit to such testing, however, and the results are positive, your employment with NRI will be immediately terminated.
EQUAL EMPLOYMENT OPPORTUNITY POLICY
41 CFR Section 60-300.44(a), 41 CFR Section 60-741.44(a)
It is the policy at NRI Staffing to provide equal employment and advancement opportunities to all qualified individuals. To achieve this goal, NRI Staffing is dedicated to taking affirmative action to employ and advance in employment protected veterans and individuals with disabilities. All personnel actions, including compensation, benefits, recruitment, hiring, training, and promotion of persons in all job titles, are administered without regard to protected veteran or disability status, and all employment decisions are based solely on valid job requirements. In addition, employees and applicants are protected from harassment, threats, coercion, intimidation, or discrimination for:
This EEO policy has the full support of Bob McClimans, Executive Vice President, who has assigned responsibility for its implementation to Melissa Brinsfield, EEO Coordinator. NRI Staffing has designed and implemented an audit and reporting system to monitor and maintain its compliance with the Acts.
A copy of the Equal Employment Opportunity statement that reaffirms NRI Staffing’s commitment to protected veterans and individuals with disabilities is posted in a form that is accessible and understandable to an individual with a disability.
Insights for job seekers and employers alike.