FIELD POLICIES MANUAL
Mark this website in your Favorites or print a copy of this manual to use as a ready-reference. You must refer to it as your assignments and work duties change.
In cases of serious emergencies such as a danger to life or property, the rules of this manual may be temporarily changed to facilitate proper handling of the emergency. Additionally, policies may change in keeping with standard business practices or state or federal law changes. Such changes are the sole discretion of Link Staffing Services and may occur with or without notice.
LINK IS AN EQUAL OPPORTUNITY EMPLOYER. LINK does not discriminate in hiring or in any other terms or conditions of employment on the basis of race, color, religious creed, national origin, sex, disability status, or on the basis of age against persons who are forty years of age or older.
TABLE OF CONTENTS
1) WELCOME
Welcome to Link Staffing Services! We are delighted that you chose to become a Link employee and you can count on us to do everything possible to help you be successful in your career.
It is important for you to read the following information so that you will know what is expected of you as part of the LINK team and what you can expect from us.
Our Mission for doing business is "To Get Each Client To Be Our Advocate." Your success as a Link Field Staff employee and Link's success as a company depends on achieving this mission.
What is an advocate?
An advocate is someone who trusts you and will recommend you to someone else. To gain and keep our clients as advocates, you must:
- Report on time, ready to work;
- Exhibit a positive attitude, and;
- Perform work to the satisfaction of the client.
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2) WE ARE YOUR EMPLOYER
Always remember that regardless of where you are assigned, Link is your employer. We pay your salary and all federal and state mandated employer taxes. We maintain worker's compensation insurance to cover you in the event of work related accident or illness. If, for any reason, you have a problem reporting to work, missing work, or any issues while on assignment - contact Link. As an employee of Link, only you or Link can terminate your employment.
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3) NEVER A FEE
Because you are employed by and work for Link, there is never an employment fee to you.
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4) JOB ASSIGNMENT
When we have an assignment for you, one of our Client Service Representatives will advise you what the job duties are, the rate of pay, the location, dress code, hours and length of the assignment.
Once you accept an assignment, we expect you to report to work at the client's location on time and continue to work the job for the length of the assignment. If you accept the job and fail to report to work or leave before the end of a shift without permission, Link will understand that you have elected to end your employment with us. Ending an assignment early may make you ineligible for re-employment with Link.
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5) GETTING PAID
Your time ticket is a very important, legal document. Unless you have been instructed otherwise, you are responsible for turning in your own time ticket each week. It is necessary for your client supervisor to approve and sign for the daily hours worked in order for you to get paid.
Link Staffing Services Instant Pay! When you present your time ticket, properly completed, we will process your pay while you wait. Additionally, we have the ability to offer automatic deposit or the use of paycards. Talk to your Link customer service representative for the method of payment most fitting to your needs.
Some Link offices offer personal protective equipment on loan or for a small fee. If this equipment is not returned or upon agreement at the sale, your wages may be reduced by the price of the equipment. Such wage withholding shall not be allowed to drop your wages below minimum wage.
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6) FIELD STAFF BENEFIT PROGRAM
Link Field Staff employees are eligible for 12 hours of base pay that may be used for any of the following Vacations, Holidays, Sick Leave, Extra Money after:
- Completing a minimum of 416 hours (52 days @ 8 hrs. /day) of work within a calendar quarter
- Working injury free
- Meeting the requirements of Link's Safety Program including attending a minimum of two safety training programs per calendar quarter.
- Completing every assignment satisfactorily
Health Insurance
Link field staff employees, after completing a minimum of 1000 hours within a 6-month calendar period, are eligible to receive reimbursement for health insurance as follows:
- One-half (1/2) of the monthly premium paid, up to $70.00, per month will be reimbursed.
NOTE: Field Staff must pay the insurance premium and provide proof of coverage and payment to receive reimbursement. Insurance reimbursement is not available to Non-U. S. Citizens.
Additionally, many Link offices offer information on an insurance program that allows you to make premium payments through auto-deduction from your paycheck. It is important to note that Link does not participate in premium sharing, but will provide you with enrollment information and easy access to making your insurance premium payments.
Because Link does not administer this program, all enrollment, coverage and administrative questions must be directed to the insurer. This would include any discussion on COBRA (Consolidated Omnibus Budget Reconciliation Act) in the event you terminate your employment with Link and need to make alternate arrangements for premium payments.
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7) PERSONAL INFORMATION
Link maintains certain payroll and employment records, which are important to you. If information on your paycheck stub is not correct or accounting problems arise concerning your taxes, benefits, garnishments, or other matters, please contact your local Link office immediately.
You are responsible for making sure that certain payroll information is kept current. You are required to report changes in address, phone number where you can be reached (including emergency contact), and W-4 changes (e.g., number of dependents, marital status changes) to Link immediately.
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8) EMPLOYMENT FILES AND RECORDS
Job related and personal information necessary for administration of benefits and/or payroll about each person will be retained in a confidential employment file kept at your local Link office. On occasion files of inactive or terminated employees are sent to storage. However, you have the right to inspect the information contained in your file or records. You will be given access to your file only in the presence of a management official and at your local office or Link Staffing's corporate office, at a time that is mutually convenient. All information, including third-party references, confidential management documents or plans and items related to ongoing security, company or criminal investigations are the property of Link. As such this information may or may not be shared or viewed at the sole discretion of Link Staffing Services.
The official Link employment files and all original documents will be maintained by your local office. Managers and/or supervisors may retain copies of items necessary for their use and review at their location.
Link reserves the right, however, to verify basic information such as employment status and job title, without notification to the individual involved, and to fully cooperate with law enforcement, public safety, or medical officials who have a valid need to ascertain limited, specific information about any currently or formerly employed individual. When verifying previous employment Link will share: dates of employment, job title and full or part time status.
Individuals who question the accuracy or completeness of information contained in their files should bring such matters to the attention of Human Resources.
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9) END OF YOUR ASSIGNMENT
Please contact Link as soon as you are aware your assignment is ending so that we may begin searching for a new assignment. Our policy states that you must call Link each Thursday and give us your availability for the next week or report to the office in person by 6:00 a.m. each morning.
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10) DRESS CODE
Dress appropriately for each assignment. The way you look when you arrive at the job site reflects Link's commitment to quality. All leather, non-skid work boots or shoes are preferred for most jobs. Regular pants or jeans with a shirt are usually suitable. Shorts, tank tops or tee shirts with cut-off sleeves are not appropriate. Assignments with Food Processing or Chemical Companies will normally require short or constrained hair and no facial hair.
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11) RULES OF CONDUCT
The Rules of Conduct define what is and is not appropriate behavior. The following lists unacceptable activities. This list is not intended to be all inclusive.
- Gambling on Link or Client property (unless sanctioned by the Client Company, e.g., a football pool).
- Smoking in unauthorized areas.
- Assault on anyone working for or at Link …a staff member, supervisor, manager, client or vendor doing business with Link.
- Fighting or attempting to provoke a fight on Link or Client property.
- Threatening or intimidating anyone working with or at Link.
- Falsifying any record(s) or documents used in the course of business.
- Repeated failure to submit one's own time card.
- Unauthorized removal of any records or documents, or release of confidential information used in the course of business.
- Misusing or damaging Link or client property or the property of anyone else.
- Unauthorized operation of equipment.
- Disregarding safety rules and/or procedures.
- Failure to report an injury or accident within 24 hours.
- Creating or contributing to unsanitary conditions by poor housekeeping.
- Leaving the work area during working hours without permission.
- Unauthorized absence.
- Being late to work, appointments or meetings.
- Insubordination in any form.
- Do not use client stationery, stamps, postage meters or other supplies for your personal mail. Provide for all of your personal correspondence to be sent to your home address.
- Link discourages and your supervisor may deny personal visits by visitors - persons not working with or in your work area.
- "Surfing the Net" is not a legitimate business activity and should not be done during business hours or on Company computers.
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12) PHONE CALLS
The use of business phones is limited to official company/client business. Friends and relatives should be discouraged from calling during working hours unless there is an emergency - this includes calling your cell phone. No personal long distance calls may be made on a client phone unless previously authorized by your supervisor, and then only in cases of emergency.
When answering the phone is part of your assignment, good telephone etiquette is important when dealing with the public. Identify yourself and the client where you are working, in a pleasant and helpful voice. Clients may have specific requirements for how they wish their phones to be answered. Please check with your supervisor. Be courteous and confine the conversations to the subject at hand. The first representation that many people have with an office or business is through the telephone. You are encouraged to cultivate a pleasant voice and cheerful manner.
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13) ELECTRONIC COMMUNICATIONS
You are responsible for appropriate use of client-provided communication systems, including electronic mail (E-mail), Dashboard and Internet access, telephones, voice mail, faxes, beepers, etc. in accordance with this policy.
Important points to remember are:
- All systems are the property of our client.
- All systems are provided for use in conducting client business only.
- All communications and information transmitted by, received from, or stored in these systems are client records and property of the client.
- No one has a right of personal privacy in any matter stored in, created, received, or sent over a client's systems.
- Our clients in their sole discretion as owner of the systems, reserves and may exercise the right to monitor, access, retrieve, and delete any matter stored in, created, received, or sent via these systems, for any reason - without notice and without your permission.
- All information, regardless of content or the intent of the sender, is a form of corporate correspondence and is subject to the same internal and external regulations, security and scrutiny as any other corporate correspondence.
Blogging Policy
In general, Link respects the right of employees to use blogging as a form of self-expression. However, if you choose to blog while employed with Link you must observe the following:
- Information that is confidential or proprietary to the company or to any third party that has disclosed information to us may not be shared or published.
- Link has certain rights with respect to concepts and developments you produce that are related to our business. To avoid conflicts do not publish a Link related concept or development.
- Links from your site to Link's corporate website is strictly prohibited.
- Link Staffing Services has registered marks that must be legally protected. As such, you may not use Links name or any form of Link's name on your blog site.
- We maintain many contracts with our clients, most of which contain confidentiality clauses. To protect our clients and our own corporate integrity, you may not mention clients by name on your site.
In an effort to maintain our integrity to our clients and to ensure compliance with regulations, Link reserves the right to request that you terminate or temporarily suspend your website or web log activity while employed with Link.
Failure to adhere to this policy may result in immediate termination.
Inappropriate Use Of The Communication Systems
- Link's policies against sexual or other forms of harassment or discrimination apply fully to all the systems; any violation of those policies is grounds for discipline up to and including termination. Therefore, no messages should be created, sent or received on any of these systems if they contain intimidating, hostile or offensive material concerning race, color, religion, sex, age, national origin, disability or any other classification protected by law.
- Everyone is responsible for maintaining the security and confidentiality of information on the communication systems.
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14) CONCEALED HANDGUN/WEAPONS
Link intends to provide a safe and secure workplace for you, our office staff, applicants, clients, clients of clients, visitors, and others with whom we do business. Link has a "zero tolerance" guideline for possession of any type of weapon, firearm, explosive or ammunition. Link expressly forbids the possession of firearms on company or client property, including but not limited to all company facilities, vehicles and equipment, whether leased or owned by Link or its client. In addition, firearms in vehicles owned by anyone working with or at Link and parked on Link or client property are strictly forbidden.
Possession of firearms on Link or client property may be cause for disciplinary action including immediate termination of employment. To enforce this guideline, Link reserves the right to inspection of anyone employed at Link and their personal effects with or without cause, including personal vehicles while on company premises. Refusal to allow inspection by Link or by our client will be subject to the same disciplinary action as being found in possession of firearms. Everyone within the company shares the responsibility of identifying violators of this guideline. If you witness or suspect another individual of violating this guideline you should immediately report this information to your supervisor.
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15) FIELD STAFF THEFT, FRAUD OR FORGERY
Link Staffing Services does not tolerate ANY form of theft. This includes but is not limited to:
- Taking ownership of property that is not yours.
- Reporting hours other than what you actually worked.
- Forging a signature on your time sheet.
- Representing yourself as anyone other than your legal identity.
- Accepting wages that are not rightfully yours (i.e. cashing a check that is not yours, using someone else's pay card, or misdirecting a direct deposit)
- Falsifying a wage document.
It is our policy to contact the local police in any event of theft, fraud or forgery to press criminal charges. Link Staffing Services reserves the right, at our sole discretion to allow field staff to make restitution and avoid criminal prosecution. However, in the event restitution is agreed and the field staff does not fully repay that which is owed, Link will follow with criminal charges.
Link offers a $1000 reward to any employee providing information that leads to a conviction or overturn of act of fraud. This includes information on theft, employee dishonesty or any form of insurance fraud.
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16) SUBSTANCE ABUSE POLICY
Policy Statement
Link Staffing Services is committed to protecting the safety, health and well being of its employees and all people who come into contact with its workplaces, property and services. The use, manufacture, possession, purchase, attempted purchase, sale, attempted sale, conveyance, cultivation, distribution, taking, carrying, transfer, handling or other involvement with controlled substances, illegal drugs, legal drugs illegally used (not taken as direct by a physician), or alcohol, alcoholic beverages or any other intoxicants (such as inhalants) by you, while in the work place or in connection with Link company business, is strictly prohibited. In addition, the presence of alcohol, any illegal drug, or legal drug illegally used, in your system while performing work for or on behalf of Link, is strictly prohibited.
Entry onto any work location is conditional and our right to search any person, or personal effects and vehicles for prohibited drugs and paraphernalia, alcoholic beverages, and unauthorized property or equipment.
As a condition of employment, you must agree to comply with this policy and agree not to violate any provision. In addition, as required by the Drug-Free Workplace Act, you will notify your supervisor who will, in turn, notify Link of a drug-related conviction within five days of such conviction.
Procedures
To enforce the above policy, Link will implement a program of compliance testing under the following conditions:
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Pre-employment Testing
Pre-employment testing will be performed on all final applicants. If the test result show at least one positive, the individual will not be eligible for employment with Link at that time because s/he did not match Link's employment criteria.
Random/Post Incident Testing/Reasonable Cause
Link will perform annual random tests to ensure that you are complying with the Drug Free Workplace Act. These tests are a mandatory condition of employment. Additionally, Link reserves the right to test anyone involved in a workplace incident and/or injury. An incident can be a near miss that leads to, or could have led to a fatality, injury or property damage. Link reserves the right to request a blood test for alcohol at any time. Furthermore Link may also request you to submit to drug/alcohol testing when it has a reason to believe that a drug/alcohol problem may exist.
Refusal to Test
None of the above tests will be performed without the written consent of the person being tested. An applicant who refuses to submit to a drug test will not be hired.
An applicant who desires to have their own physician administer a drug or alcohol test may do so, at their own expense and with the following provisions:
- The test provider must be a licensed medical testing laboratory.
- The test must be administered the day the applicant applies with Link.
- The agency selected by the individual must maintain a proper chain of custody for the samples.
- The test parameters must meet or exceed those of Link.
- The individual must agree to full disclosure of any and all results by the testing party to Link.
Any employee refusing to cooperate with a random testing will result in corrective action up to and including termination. With the exception noted above, testing samples will be secured at a Link approved collection site. A testing sample Chain of Custody will be provided and carefully executed. Accordingly, Link will assure that each person's privacy and confidentiality is maintained. Test results will be disclosed on a "need-to-know" basis only.
Violations
Employees will be suspended without pay, pending a further analysis by a Medical Review Officer. Based on the results of the MRO, employees may be subject to a urine drug screen before driving in the course of their responsibilities for Link.
- If the results are confirmed positive, the employee is in violation of this policy and will be considered to have voluntarily terminated their employment.
- If the results are negative the employee returns to full capacity duties, but may be subject to random drug testing.
Rehabilitation
Link values your well being. If you believe you need help, please ask. Link will locate assistance to treat any drug and/or alcohol related problem. State, local, and private agencies are available to assist in the treatment of drug and alcohol abuse for persons with medical coverage. There will be no penalty assessed against you if your request comes before notification of testing. Accordingly, Link respects your need for complete confidence.
Some states maintain Substance Abuse laws that may require minor alterations to Link's standard policies. For state specific regulatory compliance or questions regarding our Substance Abuse Policy and Procedures, please consult your local Link office staff.
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18) HARASSMENT POLICY
Link will not tolerate harassment in the workplace, sexual or non-sexual. No employee, male or female, should be subject to unwelcome verbal or physical conduct that is sexual in nature or that shows hostility to another employee. Harassment refers to behavior that harasses, disrupts or interferes with another's work performance or that creates an intimidating, offensive or hostile work environment. Violation of this policy may result in disciplinary action up to and including termination.
Link strictly prohibits harassment of any type while engaged in any business activity involving the Company or while on Company property by an employee or by any non-employee (including customers, vendors, independent contractors, contract labor personnel and visitors).
Employees at all levels of Link are responsible for preventing harassment in the workplace. This responsibility includes immediately reporting conduct by anyone, whether a coworker, supervisor, or non-employee, that may constitute harassment, regardless of how the awareness of such conduct was gained.
The Equal Employment Opportunity Commission (EEOC) has issued regulations under Title VII of the Civil Rights Act of 1964 entitled "Sexual Harassment". Under these regulations, any behavior constituting harassment on the basis of sex, either physical or verbal in nature, is considered a serious violation of the Act. Sexual harassment, either physical or verbal, will not be tolerated.
Sexual harassment prohibited by law and by this policy includes the following conduct:
- Unwelcome verbal or physical conduct of a sexual nature when submission to the conduct is made either an implicit term or condition of employment (such as promotion, training, overtime, etc);
- Unwelcome verbal or physical conduct of a sexual nature when submission to or rejection of the conduct is used as a basis for making employment decisions;
- Unwelcome verbal or physical conduct of a sexual nature when submission to the conduct has the purpose or effect of substantially interfering with an individual's work performance, creating an intimidating, hostile, or offensive work environment.
Non-sexual Harassment prohibited by law and by this policy includes the following conduct:
- Unwelcome verbal or physical non-sexual conduct that denigrates or shows hostility towards a person regardless of his or her gender when the conduct has the purpose or effect of substantially interfering with an individual's work performance, or creating an intimidating, hostile, or offensive work environment.
Procedures on a Harassment Complaint
- Field Staff
- A field staff who believes he or she has been subjected to harassment by anyone is strongly encouraged, but not required to promptly tell the person that the conduct is unwelcome and as the person to stop the conduct. A person who receives such a request must immediately comply with it and must not retaliate against the employee for rejecting the conduct.
- The employee may choose to raise the complaint through the immediate supervisor, who will in turn contact any of the officials listed below. If the employee feels uncomfortable discussing the complaint with the immediate supervisor, the employee should discuss the matter with any of the officials listed below.
- Ultimately, complaints of harassment will be brought to the attention of one of the following: 1) Branch Manager/ Franchisee 2)Human Resource Department.
Management/Supervisors
- After receiving an employee's complaint of sexual harassment, the manager/supervisor will immediately contact the HR Department. If a manager/supervisor has not received a complaint but suspects that conduct might constitute harassment, they must immediately contact the HR Department, regardless of how the manager/supervisor became aware of the conduct.
Investigation and Resolution
- After notification of the employee's complaint, an investigation by one or more of the above listed officials will immediately be initiated to gather all the facts about the complaint. Employee interviews may be required.
- After the investigation has been completed , management will make a determination regarding the resolution of the case. If warranted, disciplinary action up to and including termination will be imposed. Other appropriate action will be taken to correct problems caused by the harassing conduct.
Confidentiality
All complaints will be handled as confidentially as possible.
Retaliation
This policy and the law also prohibit retaliation against employees who bring harassment charges or assist in investigating charges. Retaliation in violation of this policy may result in discipline up to and including termination.
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18) CONFIDENTIALITY POLICY
During the course of your assignments, you may be exposed to various Link trade secrets and or those of our clients. In consideration of your employment with Link you agree to treat all information that you have access to as confidential. That means that:
- You will not make copies of any documents except as may be specifically authorized.
- All information will be used for the purposed specifically intended and for the betterment of the client and Link Staffing Services.
- Absent specific authorization from the Client and Link Staffing you will not remove any confidential materials from the site.
- Clients are granted specific exclusivity to my work product, including all patents, trade secrets, copyrights or other proprietary right protection, renewal and extensions that may stem from my work at that client.
Violation of this policy may result in termination and or remedies available at law. This agreement will survive termination of my assignment with the Client and or Link Staffing.
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19) FAIR CREDIT REPORTING ACT
As part of our hiring process and in some cases on special request of our clients, Link Staffing will procure a consumer report and/or investigative consumer report (most commonly referred to as a background check) on you in connection with your employment application or assignment for a particular client.
The report will contain information bearing on your character, general reputation, personal characteristics, mode of living and credit standing. The types of information that may be obtained include but are not limited to: credit reports, social security number verification, criminal records checks, public court records checks, driving records checks, educational records checks, verification of employment positions held, personal and professional references checks, licensing and certification checks, etc. The information contained in the report will be obtained from private and public record sources, including, as appropriate, personal interviews with sources, such as neighbors, friends and associates.
The nature and scope of any investigative consumer reports that may be requested is explained above. You are nonetheless entitled to request more information about the nature and scope of such reports. Link utilizes a consumer reporting agency to obtain this information. You may request their contact information from your Link office.
If an adverse employment action is taken as a result of this report, you are entitled to a copy of the report.
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20) INJURY AND ILLNESS PREVENTION PROGRAM
The health and safety of each employee is a major responsibility. ALL employees share in this obligation. We sincerely believe our employees and their families should be spared any pain, distress and financial hardship, which may result from accidents. The only way we can achieve this is to have you join us in a common goal of eliminating ALL accidents in the workplace. For the full details of Link's safety programs and policies, please see Link Staffing Services Safety Manual.
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21) CONDITIONS OF EMPLOYMENT
The following is a copy of the Conditions of Employment that you signed on the back of your Application for Employment. We are providing it here as a courtesy so that you may be able to reference our expectations of you while employed with Link.
Link Policies And Procedures
- I understand that my employment will not be for a fixed period of time and may be terminated by Link at any time, with or without notice, with or without cause.
- I understand that I may be required to work on a wide variety of job assignments. I understand that those assignments may vary in hourly pay, both up and down, location and duties. With this understanding, I agree to accept job assignments, for which I am qualified, as they become available, regardless of the pay rate.
- I understand and agree that I am expected to complete all job assignments I accept unless excused by Link. If I fail to complete an assignment without being excused, Link can assume I have voluntarily quit.
- If for some unexpected reason, such as an emergency or illness, I cannot make it to work or will be late, I will contact Link as soon as possible so Link can call the client, advise of my situation, and find a replacement for me should the client so request. My failure to notify Link in the above situations may be grounds for dismissal or indicate that I have quit.
- I understand Link will not recognize or pay for any hours worked by an employee in the absence of an individual time ticket signed by both the client and the employee or an electronic substitute.
- I have read the field staff employee job description and understand the duties and qualifications of the job I am applying for. I can perform the essential functions of the job description.
- I understand that I must provide my own transportation to get to and from assigned job timely. I must have a working telephone in my home.
- I agree to request information concerning any questions I have on safety or potential hazards in my work area from my supervisor.
- I understand and agree that failure to return loaned safety equipment will result in charges, as posted, being made to my payroll check.
- If I am reporting to the Link office daily, for my assignment and repeats, I understand I must be in the office 1 hour prior to the starting time. My failure to report to Link and log in will indicate that I have quit. Link may replace me on any assignment where I have not followed the above policy.
- I agree to report to Link at the completion of each job assignment and understand that failure to do so, or to accept my next job assignment, will indicate that I have voluntarily quit Link. Additionally, if I do not adhere to Link's policy regarding notification of availability for assignment, I understand that the EMPLOYMENT COMMISSION may deny my claim for unemployment benefits.
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22) AGREEMENT NOT TO SUE / AUTHORIZATION & CONSENT
The following "Agreement Not to Sue/Authorization & Consent" is taken from the electronic agreement you signed when you completed the application process.
In consideration of my employment with Link, or any parent, subsidiary, or affiliated company (hereinafter referred to collectively as " Link ") and other valuable consideration, I agree as follows:
- I shall not sue any of Link 's clients including the specific clients to whom I am assigned to work (hereafter referred to collectively as "THIRD-PARTY") in connection with any personal injury, disease, loss or property damage (hereafter referred to as "injury") that I may suffer in connection with my employment.
- I understand that this Agreement Not to Sue covers all claims of any nature to the maximum extent permitted by law that I may have against any THIRD-PARTY, whether based in contract, tort, statutory law, common law, or administrative law.
- I EXPRESSLY ACKNOWLEDGE THAT THIS AGREEMENT NOT TO SUE COVERS CLAIMS ARISING IN WHOLE OR IN PART FROM THE NEGLIGENCE OR FAULT OF ANY THIRD-PARTY.
- I understand that my sole and exclusive remedy against Link or THIRD-PARTY for any injury that I may suffer in connection with my employment by Link shall be the remedies and benefits under the applicable state workers' compensation law, which is provided through Link 's worker's compensation insurance carrier. I acknowledge and agree that I am waiving and releasing any claim to further compensation from Link or THIRD-PARTY other than the benefits provided under the applicable state worker's compensation law for any injury that I may suffer in connection with my employment by Link.
- I understand that this Agreement Not to Sue does not limit my rights under the applicable state worker's compensation laws. This Agreement Not to Sue does not limit my legal right to file for workers' compensation benefits in the event that I suffer an injury in the course and scope of my employment with Link.
- I AGREE THAT EACH PROVISION OF THIS AGREEMENT NOT TO SUE SHALL BE INTERPRETED IN SUCH A MANNER AS TO BE EFFECTIVE AND VALID UNDER APPLICABLE FEDERAL AND STATE LAW TO THE FULLEST EXTENT POSSIBLE. I FURTHER AGREE THAT THIS AGREEMENT NOT TO SUE SHALL BE INTERPRETED AND APPLIED IN THE MOST FAVORABLE WAY POSSIBLE FOR THE BENEFIT OF LINK OR THIRD PARTY. If any provision of this Agreement Not to Sue shall be prohibited by or invalid under applicable law, such provision shall be ineffective only to the extent of such prohibition or invalidity without invalidating the remainder of such provision or the remaining provisions of this Agreement Not to Sue.
- I agree that Link or THIRD PARTY may enforce this Agreement Not to Sue.
- I agree that this Agreement Not to Sue shall remain in full force and effect during the entire duration of my employment with Link regardless of where I may be assigned to work from time to time.
- I have entered into this Agreement Not to Sue knowingly and voluntarily with full knowledge of its consequences.
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23) MEDIATION AND ARBITRATION POLICY
Link and our client companies (hereinafter referred to as "Company") recognize and acknowledge that mediation and arbitration are an expedient and efficient means to resolve claims that present and former employees may have against the Company. The Company's Mediation and Arbitration Policy is intended to create an exclusive procedural mechanism for the final resolution of certain types of disputes that any Employee may have against the Company. The Mediation and Arbitration Policy is not intended either to abridge or to enlarge substantive rights available under existing law. Furthermore, the Mediation and Arbitration Policy does not alter the right to terminate the Employee pursuant to the terms of the employment agreement between the parties. The Mediation and Arbitration Policy covers all categories of present and former employees. If you would like further information on this policy, please ask a member of your Link office staff.
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24) AVAILABLE ASSISTANCE
Your Link Staffing Services office staff are always available to help you with your employment related questions. Our goal is to help facilitate great working relationships and informed decision-making processes.
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