GUIDE TO A SUCCESSFUL CONTRACT EMPLOYMENT
GUIDE TO A SUCCESSFUL CONTRACT EMPLOYMENT EXPERIENCE Welcome to the DTI team! We believe that each contractor contributes directly to DTI’s growth and success and we hope you will take pride in being a member of our team. This guide will outline the policies, programs and benefits available to you and establish our expectations of you as one of our contractors. You should familiarize yourself with the content of this guide as well as your employment contract as soon as possible. We hope that your experience will be challenging, enjoyable, and rewarding. Best regards, The DTI Team About DTI DTI is the nation’s largest independent provider of in-house and outsourced legal services and technology solutions. The company has established service centers in major legal markets across the United States and maintains a client list that includes Fortune 500 corporations and AmLaw 100 law firms. DTI provides exceptional discovery and document review services, legal business process outsourcing and facilities management. The extensive experience of DTI’s professionals, industry-leading quality and innovative technology solutions provide DTI clients with a service offering that is unmatched in the industry. To learn more about DTI’s national footprint, flexibility, capacity and world-class project management, visit www.DTIglobal.com. Vision Statement DTI’s vision is to create a global organization with offices in the top 50 markets in North America. We will provide excellence in document outsourcing and create a team of outstanding leaders in each of our markets who will have the opportunity through performance to share in the financial rewards that they help create. Mission Statement DTI is committed to developing principle-centered leaders for the purpose of providing superior document outsourcing services. The foundation of our success is to empower our people to perform beyond our customers’ expectations. Benefits The following benefits are available, upon qualification, to all contract W-2 employees: Health Care Benefits – Contract employees are eligible to participate in Ternian insurance plans. Referral Bonuses – DTI is always searching for highly qualified legal professionals. If your referral identifies you in their interview and then works 40 hours for us or is permanently placed by us, DTI will send you a Referral Bonus. This excludes any candidates DTI already has in our database. Contact your Placement Director for more details. Direct Deposit – All contractors have the option to elect Direct Deposit to the bank institution of their choice to expedite the payroll process. This service is offered at no charge. Workers’ Compensation Insurance - DTI promotes safety in the workplace by publishing a Safety Manual and Ergonomics brochure that is available to all contract employees and clients. DTI supports transitional job duties to facilitate an Early Return to Work program. State Unemployment Insurance – All W-2 employees are covered by Unemployment Insurance which is paid entirely by DTI. Employer portion of all Payroll Taxes are paid by DTI. Emergencies If you are unable to report to your assignment because of illness or emergency, please telephone our office before 8:00 a.m. and leave a message in the general delivery mailbox. Termination Notification If you wish to terminate an assignment prior to its completion, you must notify DTI at least ten (10) business days in advance. We will notify our client of your intention to terminate the assignment. Changes to Personal Information Please advise us immediately if there is any change in your personal information. 2 Equal Employment Opportunity Policy DTI does not discriminate on the basis of race, color, religion, sex, national origin, ancestry, age, disability, veteran status or any other protected status under federal or applicable state or local law. This policy applies to all conditions of employment including, but not limited to, recruitment, selection, placement, training, compensation, benefits and termination. DTI is committed to engaging in fair employment practices at all times. Workplace Non-Harassment and Professional Conduct Policy I. Policy A. Workplace harassment and retaliation are strictly prohibited. All contract employees are expected to act in a manner consistent with standards of personal conduct that contribute to a professional working environment. DTI has ZERO TOLERANCE for violations of the Workplace Non-Harassment Policy and for retaliation. Prohibited unlawful workplace harassment includes unwelcome or inappropriate speech or conduct based upon race, sex, creed, religion, national origin, age, color, sexual orientation or handicapping condition and which creates a hostile work environment or constitutes quid pro quo sexual harassment. DTI is also committed to providing a workplace environment that reasonably accommodates all qualified contract employees so that they may fulfill their essential job functions in a professional manner and to the best of their ability. B. Professional and Acceptable Personal Conduct It is the responsibility of every contract employee to conduct himself or herself in a manner that contributes to a workplace environment that is not only free of unlawful workplace harassment or retaliation but also advances the mission and goals of DTI and fosters a harmonious working environment that encourages and allows all contract employees to perform at their best. DTI recognizes that unprofessional and unacceptable personal conduct can affect the workplace and can contribute to low employee morale, absenteeism, turnover and loss of productivity. It can also erode the client’s trust and DTI’s credibility in the community. Every contract employee is expected to conduct themselves in a professional manner in the workplace. Whenever there is a failure to abide by acceptable personal conduct standards DTI may take action, including disciplinary action, even if the conduct at issue does not rise to the level of illegal discrimination or harassment or retaliation under local, state and federal law. C. Examples of Prohibited Conduct DTI recognizes that a determination of whether particular speech or conduct violates the law is determined by many factors, including whether the speech or conduct was offensive to the person who experienced it. DTI expressly prohibits any acts or threats of violence by a contract employee in or about DTI’s facilities or client facilities at any time. DTI will not condone any acts or threats of violence against, or intimidation of staff, customers, clients or visitors at the worksite at any time or while they are engaged in business with or on behalf of DTI, on or off its premises. HOWEVER, DTI reminds all contract employees that engaging in any of the activities listed below may constitute unacceptable personal conduct without regard to whether it violates local, state or federal law, and DTI may take disciplinary action up to and including dismissal for engaging in it. Threats of physical violence or harm; displaying items that imply such a threat; Abusive language, slurs, epithets, humiliating and derogatory jokes or comments concerning national origin, ethnicity, race, color, handicap, age, religion, creed, sexual orientation or gender; Off-color, sexually suggestive, sexist or risqué email, stories, jokes, items, songs, personal accounts, pictures or any other form of communication; Questioning others about personal matters, including the nature, existence or details of relationships with spouses or lovers, sexual preferences or history; Physical touching other than handshakes, including rubbing, hugging, stroking, kissing or grabbing any part of someone else’s body or personal items on their body without their consent; 3 Sexual advances, requests for sexual favors, comments containing sexual language or references with sexual innuendo or implications, obscene gestures. The intentional damage or destruction of, or threat of damage or destruction to, property; Harassing or threatening phone calls; Harassing surveillance or stalking; Possession or use of firearms or other weapons; Gambling during working hours; The above-listed activities are only examples of prohibited conduct. This list is intended to be a guide and is not intended to be all inclusive. Anyone who displays a tendency to engage in violent, abusive, or threatening behavior, or who otherwise engaged in behavior that DTI, in its sole discretion, deems offensive or inappropriate in any way may be subject to disciplinary action, up to and including discharge. D. Drug & Alcohol Policy DTI is committed to providing a safe, healthy and productive work environment for its contract employees while providing safe, quality services for its clients. Being under the influence of illegal drugs or alcohol on the job poses serious safety and health risks, not only to the user, but to coworkers as well. Additionally, the possession, use or sale of illegal drugs or alcohol in the workplace poses unacceptable risks for safe and efficient operations and damages DTI’s reputation with its clients. Any contract employee who witnesses any violations of this policy shall report those violations to his immediate supervisor. When working, present on DTI’s premises, or present in any other location when performing services on behalf of DTI, contract employees are prohibited from: Using, possessing, buying, selling, manufacturing, distributing, dispensing or transferring illegal drugs; Consuming alcohol; Being under the influence of illegal drugs or alcohol. This policy does not prohibit contract employees from the lawful possession and use of prescribed and over-the-counter medications. They have the responsibility to consult with their doctors or other licensed medical practitioners about the effect of prescribed and over-the-counter medications on their ability to perform their specific job duties in a safe manner, and to promptly disclose any work restrictions to DTI management. E. Prompt Investigation, Interim Measures and Remedial Action Complaints of alleged workplace harassment or retaliation will be promptly investigated and, as warranted, remedial action will be taken. Pending completion of an investigation, interim steps, such as temporary employee reassignment(s) and shift changes, may be taken. Interim measures may or may not necessarily represent disciplinary action or an indication of belief regarding the truth of allegations or the outcome of the investigation. F. Confidentiality By their nature, allegations concerning conduct that may violate the Workplace Non-Harassment Policy may have serious implications for the personal and professional lives of affected employees. DTI recognizes the concern employees have regarding their privacy and the confidentiality of personal information. DTI also recognizes that both the accuser and accused deserve a fair investigation. Therefore, employees and contract employees are advised that no confidential or investigative information will be released by DTI other than as necessary to conduct the investigation or DTI business in compliance with company policy and directives, and other applicable legal standards. Further, employees and contract employees are cautioned to avoid disclosure of confidential or sensitive information relative to complaints or investigations in order to protect the privacy of others and the effectiveness of the investigation. 4 G. Immediate Duty to Report and ZERO TOLERANCE Every DTI employee and contract employee has a duty to report immediately conduct which he or she reasonably believes constitutes unlawful workplace harassment or retaliation. DTI has a ZERO TOLERANCE policy for workplace harassment or retaliation. The failure of an employee or contract employee to report conduct that reasonably appears to violate the Workplace Non-Harassment Policy negatively impacts DTI’s ability to identify and eliminate unlawful workplace harassment or retaliation. Therefore, it is imperative that every employee and contract employee report conduct he or she reasonably believes may violate the Workplace Non-Harassment Policy. H. Direct Reporting A complaint or allegation concerning possible violation(s) of the unlawful workplace harassment policy may be submitted to the DTI Confidential Hotline at 1-866-384-2677, Option #1000. HR Representative Ernnia Dennis can be reached at 770-390-2710 or [email protected]. I. An Aggrieved Party Should Report Complaints Promptly Any aggrieved individual who thinks that he or she has been subjected to conduct in violation of the Workplace NonHarassment Policy should report it to an appropriate DTI representative as soon as possible and preferably no later than 30 days from the alleged harassing conduct. J. Investigation of Allegations DTI will investigate all allegations that concern possible violations of the Workplace Non-Harassment Policy. Any supervisor who becomes aware of allegations that reasonably may constitute a violation of the Workplace NonHarassment Policy must report the allegations to an appropriate DTI representative immediately by phone (to be followed by a written report). A supervisor must report the alleged violation even if the allegations concern conduct that occurred more than 30 days before the supervisor became aware of them. • A supervisor must report the allegations even if the supervisor receives the information from an individual who is not under his or her supervision or chain of command. • A supervisor must report the allegations even if the witness or complainant requests that the supervisor NOT report the matter. DTI is aware that an employee may advise a supervisor of allegedly inappropriate conduct of another employee and then request that the supervisor take no action. In some cases an employee may request that they be allowed to resolve the matter directly with the offending party and without a report to DTI. While DTI is sympathetic to an employee’s desire for privacy, nevertheless, due to the potentially serious implications of the situation, the supervisor MUST report the allegations. K. Unsubstantiated Complaints It is recognized that the very nature of workplace harassment or retaliation circumstances may make it difficult or impossible to substantiate a particular complaint. Nevertheless, every aggrieved individual is strongly encouraged to report violations of the Workplace Non-Harassment Policy without regard to whether he or she is personally aware of corroborating evidence. The failure to report workplace harassment or retaliation severely restricts the ability of DTI to identify and take remedial action to stop such conduct from continuing, and to prevent further harm. DTI recognizes that the inability to corroborate or substantiate a complaint does not necessarily mean the complaint was untruthful. However, where it is determined that an individual has made a complaint in willful disregard of the truth or has been intentionally dishonest, that individual may be subject to disciplinary action, as is true when any employee provides information known to be false, misleading, inaccurate or incomplete in an investigation. 5 L. Anonymous Complaints Complaints that are submitted without identifying the complaining individual make it difficult, if not impossible, for DTI to adequately investigate, respond or take appropriate action. Employees with complaints are strongly encouraged to contact DTI directly if there are specific concerns about filing a complaint. M. Information for the Person Who is the Subject of Allegation An individual who is the subject of allegations of unlawful workplace harassment or retaliation will be informed of the complaint, details as considered appropriate, and given an opportunity to respond to the allegations. N. Cultural Diversity and Notice to Others When Offended DTI recognizes that on occasion employees engage in conversation, communications or conduct with (or within sight or hearing of) co-workers at the workplace concerning current affairs or other matters of personal interest Additionally, DTI appreciates that the workplace brings together culturally diverse individuals who may have differing viewpoints and sensitivities. As a result, a conversation, music, conduct, communication or a personal item that one individual finds enlightening or amusing may be offensive to someone else who sees, hears or is exposed to it. It is not possible to guarantee that one will never be exposed in the workplace to any word or conduct that one may find personally offensive. Nevertheless, DTI desires for all employees and contract employees to work in an environment that is reasonably culturally sensitive and that enhances work performance. Therefore, employees are encouraged to promptly and politely advise an offending co-worker (or the co-worker’s manager) when exposed to speech, conduct, communication or any matter that is personally offensive, so that the situation may be resolved as quickly and amicably as possible. Managers are encouraged to consult as needed with a supervisor or Project Manager when such conflicts arise. O. Relationships between Employees While DTI does not prohibit romantic or personal relationships between employees and contract employees, supervisory level personnel are strongly discouraged from seeking to date, dating, or engaging in romantic or intimate personal relationships with subordinate level personnel especially when there is a direct reporting relationship. In such cases, the individuals are encouraged to inform DTI management. Such relationships have a significant potential for creating disruption at the work site, including generating complaints of perceived favoritism and allegations of harassment or retaliation if the relationship fails. Also, a relationship involving supervisory personnel and subordinate level personnel may create problems within the work unit by questioning DTI’s philosophy of fair play in providing equal opportunity to all qualified individuals. DTI will not tolerate workplace disruption related to such relationships whether involving similarly ranked employees or supervisors and subordinates. Further, DTI may make work assignment changes to minimize potential workplace disruption or liability. II. Definitions: • Hostile work environment: An environment that a reasonable person would find hostile or abusive and one which the person who is the object of the harassment or retaliation in fact perceives to be hostile and abusive. Hostile work environment is determined by looking at all of the circumstances, including the frequency of the allegedly harassing conduct, the severity of the conduct, and whether the conduct is physically threatening or humiliating, or unreasonably interferes with an employee’s work performance. • Quid Pro Quo sexual harassment: Unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct when (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment, or (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual. • Retaliation: Adverse action taken against an employee or contract employee for engaging in legally protected activity, including an employee’s opposition to conduct or action the employee reasonably believes constitutes unlawful workplace harassment. 6 Early Return-to-Work Program In an effort to identify effective safety procedures, we are committed to establishing a program to investigate the causes of all work-related injuries. In the event that an injury occurs, a program has been instituted to identify transitional positions within the organization to enable an injured employee to return to work. A return to work coordinator will be chosen to manage the development and implementation of this program. Our goals in implementing this program are as follows: 1. 2. 3. 4. 5. Establish and maintain a stable and experienced work force. Enhance the recovery process while returning the injured employee to productivity. Minimize chances for re-injury. Expedite prompt delivery of benefits. Reduce lost work days due to injuries. Confidentiality Statement Any information a temporary employee accesses while on assignment through DTI is considered the property of DTI’s client, whether or not such information is considered a trade secret under applicable law. Temporary employees are required to keep all client information confidential and may not disclose any information to any person except those persons expressly authorized by DTI or DTI’s client. Professional Appearance Statement DTI considers it very important that temporary employees are well groomed, neat, and dressed appropriately for work. At all times, they are expected to represent DTI in a professional manner and dress appropriately for conducting such business. While specific guidelines regarding attire may vary from assignment to assignment based upon client requirements, DTI wishes to provide a work environment that is free of safety hazards, offensive behavior and harassment of any kind. Therefore, the following clothing is NOT ACCEPTABLE: spandex; bare feet; sexually provocative clothing; hats; clothing with profanity, nude, semi-nude pictures or sexually suggestive slogans, cartoons, or drawings; the observable lack of proper undergarments or exposed undergarments. Clothing should be worn and fit in such a manner that it is not distracting, offensive or revealing. All tops should cover the torso, and employees should avoid wearing extremely low-rise pants. Such standards are based upon the DTI safety commitment and strong desire to increase productivity as well as maintain an environment free of harassment of any kind. Temporary employees may be sent home to change clothes when dressed in an inappropriate or distracting manner. Ethical Guidelines DTI expects its temporary employees to confirm to the highest ethical and legal standards. They are required to refrain from engaging in any activities that create a conflict or the appearance of a conflict of interest. Examples of conduct and behavior that would violate this policy include, but are not limited to: Giving any gifts or favors to, or receiving any gifts or favors from, any competitor, client, or supplier, other than a gift or favor of nominal value. However, no gifts or favors that could reasonably be viewed as being given or received to gain a business advantage may be accepted. Using, directly or indirectly, DTI’s funds, assets or other resources for any unlawful purpose or goal, or in violation of DTI’s policy. Securing, maintaining or engaging in work for another company which creates a conflict of interest with an assignment. Employees employed outside of DTI must notify their supervisor immediately in order for DTI to determine whether the employment creates a conflict on interest. Doing work other than the clients’ work during working hours. Falsifying timekeeping or other billing records. 7 Violations may lead to disciplinary action, up to and including discharge. Nothing in this policy will be interpreted or applied in a manner that would infringe upon employment rights pursuant to applicable law, including the National Labor Relations Act. Further, should a temporary employee be asked by a supervisor, manager, or client to engage in any behavior that he believes is unethical or illegal, he must report this request to DTI management immediately. DTI seeks to provide a work environment where temporary employees are free from any intimidation or encouragement to behave in an illegal or unethical manner. Electronic Communications Policy DTI and DTI’s clients may maintain a proprietary electronic communications system. The electronic communications system is defined as, but not limited to, electronic communications created, sent, received and/or stored by DTI’s temporary employees using DTI and DTI’s clients’ electronic mail system, telephone and voice mail system, and/or the network facilities through the Internet, hand-held device, or otherwise (the “Electronic Communications System”). The Electronic Communications System is made available to DTI’s temporary employees in order to assist them in the business activities of DTI and DTI’s client and all communications will be conducted in a professional and businesslike manner. The Electronic Communications System hardware and software is property owned, leased and/or otherwise in the control of DTI and DTI’s clients. Therefore, all messages composed, sent, received and/or stored on the Electronic Communications System are and remain the exclusive property of DTI and DTI’s clients. Further, only software purchased by the company for its use may be installed on the electronic communication systems. Further, DTI and its clients do not allow the capture, view or listening of streaming video, audio, movies or other non-work related matters. The Electronic Communications System shall not be used to solicit or distribute or proselytize on behalf of commercial ventures, religious or political causes, outside organizations, or other non-work-related solicitations and/or distributions. The Electronic Communications System shall not to be used to create, retrieve, download or transfer any offensive or disruptive communications. Among those communications which are considered offensive are any communications which contain sexual language, references or implications, racial slurs, gender-specific comments, or any other comment that refers either explicitly or implicitly to any individual’s sex, race, age, religious or political beliefs, national origin, ancestry, disability, marital status, or any other basis prohibited by applicable federal, state, or local law, in an offensive or derogatory manner. It is DTI’s and its clients’ goal to provide all personnel a workplace free of offensive material, whether from the Internet or otherwise. Any download or transfer of this material is strictly prohibited. The Electronic Communications System shall not be used to send (upload) or receive (download) copyrighted materials, trade secrets, proprietary financial information, or similar materials without prior authorization. At the discretion and direction of DTI and DTI’s clients’ management, DTI’s temporary employees may use the Electronic Communications System, but only in a manner consistent with this Electronic Communications Policy and only if such use does not interfere with their job responsibilities. Notwithstanding DTI’s clients’ policy of use of the Electronic Communications System for the furtherance of the business activities of DTI and DTI’s clients, temporary employees who use the Electronic Communications System for personal purposes take full responsibility for the retrieval, use and publication thereafter of any information obtained thereby. DTI and DTI’s clients will take appropriate steps to eliminate any information thereby obtained in violation of this Electronic Communication Policy. Any temporary employee who violates this policy or uses the Electronic Communications System for any improper purpose shall be subject to discipline, up to and including discharge from employment. All passwords are the property of DTI and DTI’s clients and may not be changed, shared or disclosed without the approval of DTI and DTI’S clients’ management. Notwithstanding the right of DTI and DTI’s clients to intercept, retrieve and/or read any electronic mail messages and other such communications, such messages and other such communications should be treated as confidential by all temporary employees utilizing the system and accessed only by the intended recipient. Temporary employees are not authorized access to another any other person’s messages or other 8 communications without the latter’s permission or the permission of DTI and DTI’s clients’ management. Any exception to this policy must receive prior written approval by DTI and DTI’s clients’ management. DTI and DTI’s clients reserve the right to establish a uniform format for the Electronic Communications System. All DTI’s temporary employees will comply with the established format or be subject to disciplinary action. DTI and DTI’s clients reserve and will exercise the right from time to time to review, audit, intercept, access and/or disclose all messages created, received, sent and/or stored over the Electronic Communications System for any purpose whether in transit or as stored information. The contents of any electronic mail message or communication may be disclosed within DTI and DTI’s clients without the permission of the temporary employee. There can be no expectation of privacy by any temporary employee with respect to the creation, transmission, receipt and/or storage of any electronic message or communication. Personal Mail, Telephone Calls and E-mail You should not use DTI and DTI’s clients’ letterhead stationery for personal business. Also, do not arrange to have personal mail sent to a client’s office. Cell phones may not be used in document review areas. Personal calls, e-mail and text messaging should only conducted on your break and should be kept to a minimum or avoided entirely at the direction of DTI and DTI’s client’s management. Much of business today is conducted by telephone and/or e-mail. It is important that all temporary employees handle telephone contacts courteously and capably. DTI’s and its clients’ reputation are maintained or diminished by the way telephone calls are handled. All e-mail should be handled in a similarly professional manner observing Internet etiquette. Use of cell phones is only allowed during breaks and must be done away from work stations. The use of a Cell Phone or any electronic communications device is strictly prohibited while driving a vehicle or in any situation that would expose employee(s) or others to danger. This policy applies to any electronic device used for company business whether company issued or personal. Health and Safety Programs State and federal law, as well as DTI’s policy, make the safety and health of our contractors the first consideration in operating our business. To learn more about DTI’s health and safety programs please visit http://www.DTIGroup.com/candidates/faq.php. Time Forms Time forms must be completed weekly. Your time sheet must be submitted to your supervisor no later than 10am central time every Monday following the week worked. Your supervisor must approve your time no later than 12pm central time every Monday. Time submitted after the deadline will be included in the following week’s paycheck. When Monday is a holiday, time forms must be submitted by Tuesday at 10am central time. If you are using an electronic timesheet, the login and password for your will be sent to the email address we have on file for you. If you do not receive your login and password by the 2nd day of your assignment, please contact your placement director IMMEDIATELY. Additional information regarding the electronic timesheet procedures are available on our website at http://www.DTIgroup.com//candidates/timesheet.php. If you are using a paper time form, fax your time form to us at the fax number located on your time form. Rounding should only occur on daily totals. Please record your time rounded to the nearest quarter hour using the following schedule in minutes: 1-7 8-15 16-22 23-30 ………………..round to 0 ………………..round to .25 ………………..round to .25 ……………..…round to .50 31-37 38-45 46-52 53-60 ………………round to .50 ………………round to .75 ………………round to .75 ………………round to 1.0 9 Pay Checks The DTI work week is Monday through Sunday. You will be paid weekly on Friday for the hours submitted the previous week. DTI paychecks are automatically direct deposited into your bank account (enrollment required) DTI does not provide “live” checks. All contractors must provide and use direct deposit as a means of receiving your pay check. Direct Deposit Enrollment can be accomplished in one of two ways: 1) using your checking account or 2) using a debit pay card (the debit pay card is similar to a standard ATM or debit card). You have an option to obtain a debit pay card which you can get on your own through a local bank or DTI can provide you up with an ADP Total Pay Card. DTI can also provide you with a list of additional payroll solution providers that you may select from should you choose to obtain your own debit pay card. Just ask your local office for a list of providers. If you elect to enroll in the ADP Total Pay Card, ADP will mail you the card and mail DTI the routing and account information so that DTI can deposit your check to the pay card. If you elect to obtain your own debit pay card or use your checking account for direct deposit enrollment, you must complete the Employee Direct Deposit Enrollment Form. Earnings/Pay Statements are available via the ADP website only. You will receive a paper pay voucher on the first payroll cycle. Do not lose this voucher. You must use the information on this voucher to register with the ADP website. The ADP web link is very secure and user friendly. The following is the link with instructions on how to view their Earnings/Pay Statements: Web Link: https://paystatements.adp.com Instructions: 1. Go to “Register Now”. 2. It will ask you for a self-registration pass code which is: providus-1234 (case sensitive) 3. Complete your personal information and select your security questions. A user ID will be given at this point. Example: JDoe@DTI 4. Create your own password. Please make sure this is something that you can remember. No one will be able to view your password. 5. Go back to “Login” and enter your user ID and password. This will take you into the system where you can select either Earnings/Pay statements or W-2s. If you need additional assistance with registration, please contact your local DTI office. Payroll Questions Please direct all payroll questions to your local DTI office. 10 Please return this page EMERGENCY NOTIFICATION INFORMATION Your Name: _______________________________________________________ Address: _______________________________________________________ Home Phone: _______________________________________________________ Person(s) to contact in case of an emergency on the job (in order of preference): 1. Name: __________________________________________________ Phone (work): __________________________________________________ Phone (home): __________________________________________________ 2. Name: __________________________________________________ Phone (work): __________________________________________________ Phone (home): __________________________________________________ Additional information you want DTI and our clients to know in the event of an emergency: ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ ______________________________________________________________________________ Acknowledgment By signing the attached acknowledgement form you agree that you have received a copy of the DTI Guide and you agree to abide by the policies reflected in it. 11 Please return this page CONTRACT EMPLOYEE ACKNOWLEDGEMENT FORM I acknowledge that I have received a copy of the DTI Guide. I have read the Guide and understand that it is only a general guide to the current policies of DTI and that these policies may change from time to time with or without notice. State laws, rules and DTI company policies apply to the state where the guide is published. If you are employed in another state those laws would take precedent. After you have read the DTI Guide carefully and in its entirety, please ask any questions and voice any concerns that you may have before you sign this acknowledgement. By signing this acknowledgement, you agree to abide by the policies reflected in the DTI Guide. _________________________________________ Signature _________________________________________ Printed Name _________________________________________ Date 12
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