Diversified Support Services (hereinafter referred to as “DSS”) is a women-owned
business specializing in providing a wide range of services, including, but not limited to,
clerical/administrative, professional/technical, management support, craft labor and light
industrial. These are temporary positions, varying in length of time from days to months; we also
supply temp-to-perm personnel to our customers if requested. DSS’s background is primarily
supplying services to the utility industry (on a nationwide basis); however, we also supply
personnel to private industry, and state, local and federal governments.
All of our non-staff positions are temporary, varying in length according to contract
duration. Upon termination, you may be considered for any other positions available at that time
or in the future. Our computer will provide listings of qualified personnel for specific jobs and
locations. It is very importation that you notify us of any address or phone number changes
DSS considers our employees our main asset and we match each individual with a
position which best suits their qualifications and personal needs. When one assignment ends, we
immediately attempt to place them elsewhere. Each employee is evaluated on work
performance, attendance and attitude; these evaluations will be taken into consideration prior to
The following pages will set forth our procedures, rules and safety information. We
encourage all employees to stay in touch with us – maintain an open line of communications in
order to keep us abreast of any problems, comments or suggestions you may have. These
policies and other information contained in this booklet are subject to change at any time due to
business needs. While the company will normally attempt to provide employees with advance
notice of any change, the company reserves the right to alter these policies at any time without
DSS is an equal opportunity employer and we will not tolerate discrimination against any
employee whatsoever as prohibited by law.
Feel free to contact us at any time at either of the following locations:
Scottsdale, AZ Office
3014 N. Hayden Rd., Suite 121
Scottsdale, AZ 85251
Norfolk, VA Office
2720 Ellsmere Ave, Suite 110
Norfolk, VA 23513
DIVERSIFIED SUPPORT SERVICES
CODE OF ETHICS
At DSS, each employee is considered to be a valuable asset, to be respected as an individual
and as a “team member” and to be treated with dignity. DSS is committed to provide a safe and
secure workplace, free from discrimination and harassment. Each employee is encouraged to set
goals and work toward achieving them.
We have an “open door” policy that allows employees access to all levels of management. We
strive to provide multiple channels for employee and customer feedback, through which everyone
can feel free to ask questions, voice concerns and seek resolution to any ethical issue.
DSS strongly prohibits any form of discrimination, harassment or retaliation; we make the fair and
equitable treatment of all our employees a primary concern. We take immediate action to
address our employees’ or customers’ concerns or complaints in this regard.
Trust is the overall principle at DSS. We recognize that trust is the basis for all business
relationships, both with our employees and our customers and those relationships are dependent
on a reputation and “track record” of integrity. Our reputation is our strongest asset and must be
nurtured and grown.
DSS maintains the highest standards of both professional and personal conduct, complies with all
regulations and laws pertinent to its business and maintains a high standard of conduct in all
aspects of its business, as well as with its customers, employees and the general public.
DSS maintains the confidentiality of privileged information given to us by our customers or
We recognize the importance of our services and our employees and commit to providing the
highest possible level of quality and service to every customer.
You, as our contractor, are an employee of DSS, and as such expected to be a “team player”. It
is imperative that we supply our customer with qualified, reliable employees to fill all positions.
Therefore, you must make every effort to be prompt, dependable and reliable on every
Everyone is advised of the hours of each assignment during the initial interview. These hours
must be strictly followed unless specifically altered, changed and/or approved by the supervisor.
If, for any reason, you are going to be late or need to leave early, you must, if at all possible,
advise the supervisor and DSS in advance. In the event of unforeseen or unavoidable problems,
such as sickness, car trouble, traffic problems, etc., you, a member of your family, or someone
designated by you, must advise DSS and the supervisor as soon as possible.
If it is necessary for you to be absent for a day or longer, you must advise both DSS and your
supervisor in advance and you must advise as to your return date. In the case of illness, if you
are absent longer than three days, you may be asked to produce a medical note from your
physician. If you are given a conditional medical release, the doctor must state what the
conditions of the partial release are, and specify any job limitations.
An absence of two consecutive days or longer without contacting your supervisor or DSS will
result in termination. Additionally, excessive tardiness can also result in termination.
In cases of serious personal illness or other situations in which advance notice is not possible,
notify your supervisor as soon as you are able. A member of your immediate family may, if
necessary, fulfill that obligation.
We strongly depend on our employees and, as a member of our team, ask that you represent
DSS in a positive, professional manner.
DSS processes payroll on a weekly basis – with a Sunday week ending date. We ask that you
fax your timesheet to the number designated thereon no later than Monday at Noon; if at all
possible, we would prefer receiving it late Friday afternoon prior to leaving the job.
In an effort to communicate to all DSS employees our current policies, procedures,
announcements, etc., DSS will notify you by enclosing information with your paycheck.
Payday is every Friday. DSS offers automatic deposit and encourages all employees to use this
option; if they do not choose auto deposit, the checks will be mailed to your home address (or any
other off-site address so specified by the employee), or, in some cases, may be picked up at site.
Late timesheets may result in receiving your check later than Friday or, possibly, the following
week. If you choose auto deposit, it will take several cycles before your check is deposited into
your account; therefore, you may receive a “live” check for the first several weeks. You will also
receive a “non-negotiable” paystub or “pre-note” which will show all information regarding the
direct deposit – please carefully review this stub during the first few weeks of employment to
determine whether it is a “live” check or the stub as they both look similar. If an employee is
terminated, the last paycheck will be distributed according to the instructions that were in effect
when the previous pay check was distributed; if the employee normally picks up the paycheck at
site, it will be mailed to your address of record.
Upon termination, if a security badge has been issued to you, the badge must be returned to DSS
(or the supervisor, if appropriate) before the final check can be issued.
It is imperative that you notify us immediately of any address change or any requested change in
deductions or exemptions on your state or federal tax forms. We are not responsible for checks
sent to incorrect addresses if we have not been previously advised. W-2s will be mailed to your
home address prior to February 1.
Your signature in this Handbook constitutes permission for DSS to make necessary payroll
deductions to recapture the costs of any equipment or articles belonging to DSS or our customers
which are not returned upon termination, or any damages caused by you to DSS or our
customers, or any other non-reimbursable expenses incurred by you.
Please direct any questions or changes to Gail Kellington in the Norfolk, Virginia office or Cathy
Chiang at the Scottsdale, Arizona office.
FMLA POLICIES FOR CONTRACT EMPLOYEES
The Family and Medical Leave Act of 1993 requires private sector employers of 50 or more
employees to provide up to 12 weeks of unpaid, job-protected leave to “eligible” employees for
certain family and medical reasons. The following policy and procedures will address this issue.
ELIGIBILITY: You are eligible if you have been employed by DSS for at least 12 months and
during that period, have worked a minimum of 1250 hours, and if there are at least 50 employees
within 75 miles of the work site.
REASONS FOR TAKING LEAVE:
1. To care for your child after birth, or placement for adoption or foster care
2. To care for your spouse, son, daughter, or parent, who has a serious
3. For a serious health condition that makes you unable to perform the
functions of your position. “Serious health condition” is defined as an
illness, injury, impairment, physical or mental condition that involves
inpatient care in a hospital, hospice or residential medical care facility, or
continuing treatment by a health care provider. (Department of Labor
guidelines will be used.)
ADVANCE NOTICE AND MEDICAL CERTIFICATION: You are expected to provide at least 30
days advance notice, preferably in writing, when the Leave is “foreseeable”. Before you begin
your FMLA leave, you must give your DSS supervisor an address and telephone number where
you can be contacted during the leave period.
You may be required to provide medical certification to support a request for leave due to a
serious health condition and may also be required to provide a second or third opinion (at the
Company’s expense) and a fitness for duty report to return to work. If medical certification is not
provided within 15 days of the notice, FMLA leave may be delayed or denied. Additionally, you
are required to make a reasonable effort to schedule any medical treatment so as not to unduly
disrupt the operations of the Company, subject to the approval of your health care provider. You
must also inform DSS monthly as to your status and expected return date.
DURATION OF LEAVE: You are entitled to 12 workweeks of leave during any 12-month period.
This 12-month period begins when you start your first leave and is not necessarily a calendar
year. In the case of leave for birth or adoption, the 12-month period begins to run at the date of
birth or adoption.
You may take leave intermittently or on a reduced schedule if it is medically necessary for you or
your family member. Leave can also be taken in minimum increments of l hour. You may be
asked, at the Company’s discretion, to fill a different position in order to aid in scheduling and
work load. However, this position will provide similar pay and benefits as the position you would
COMPENSATION: The Act does not require an employer to pay the employee during periods of
leave. You will be required to substitute earned paid vacation for unpaid time during the 12-week
CONTINUATION OF BENEFITS DURING LEAVE: If you have group coverage at the time of
your leave, DSS will maintain your insurance coverage under our existing group plan. However,
you will still be responsible for your portion of the monthly premiums. These premiums must be
paid by the 30th of the month preceding the month of coverage. You will have a 30-day grace
period before your coverage will be terminated due to lapse of premium payments.
If you return to work and your insurance has been terminated due to lapse of premium payments,
your insurance will be reinstated on your actual return date. All waiting periods and pre-existing
condition clauses will be waived.
If you do not return to work after the leave period, DSS reserves the right to recover the
premiums paid by the Company for your insurance.
All other benefits accrued prior to your Leave period will remain in place. You will not accrue
hours toward holiday, vacation or insurance eligibility while you are on Leave. Your current hours
will remain frozen until you return to work. You will not be paid holiday pay during your unpaid
JOB PROTECTION: Upon your return from Leave, you are entitled to be restored to the position
held when the Leave commenced, or to a similar position with equivalent benefits, compensation,
and other terms and conditions of employment.
You have no greater right to reinstatement or benefits than if you had been continuously
employed during the Leave period. Example: If your position is eliminated during your Leave
period, DSS is not required to restore your employment and benefits.
If your position is eliminated while you are on Leave, your DSS supervisor will attempt to notify
you by telephone. You will also be notified in writing of the date of termination of the position and
existing benefits. You will be informed as to how to continue insurance coverage under COBRA.
DSS has established a policy with regard to access and disclosure of electronic mail messages
created, sent or received by company employees using the company’s (or it’s customer’s)
electronic mail system. The company intends to honor the policies set forth below, but must
reserve the right to change them at any time as may be required under the circumstances.
1. In offices where the company maintains an electronic mail system, this
system is provided by the company to assist in the conduct of business
within company. Therefore, e-mail and Internet use should be limited to
business-related functions. It may not be used for personal business.
Any employee who violates this policy or uses the electronic mail system
or internet for improper purposes shall be subject to discipline, up to and
2. The electronic mail system hardware is company property. Additionally,
all messages composed, sent, or received on the electronic mail system
are and remain the property of the company. They are not the private
property of any employee.
3. The electronic mail system may not be used to solicit or proselytize for
commercial ventures, religious or political causes, outside organizations,
or other non-job-related solicitations.
4. The electronic mail system is not to be used to create any offensive or
disruptive messages. Among those which are considered offensive are
any messages which contain sexual implications, racial slurs, gender-
specific comments, or any other comment that offensively addresses
someone’s age, sexual orientation, religious or political beliefs, national
origin or disability. Humor is subjective. What is funny to you may be
insulting and offensive to others.
5. The electronic mail system shall not be used to send (upload) or receive
(download) copyrighted materials, trade secrets, proprietary financial
information or similar materials without prior authorization.
6. The company reserves and intends to exercise the right to review, audit,
intercept, access and disclose all messages created, received or sent
over the electronic mail system for any purpose. The contents of
electronic mail may be disclosed within the company without the
permission of the employee.
7. The confidentiality of any message should not be assumed. Even when
a message is erased, it is still possible to retrieve and read that
message. Further, the use of passwords for security does not guarantee
8. Notwithstanding the company’s right to retrieve and read any electronic
mail messages, such messages should be treated as confidential by
other employees and accessed only by the intended recipient.
Employees are not authorized to retrieve or read any e-mail messages
that are not sent to them. Any exception to this policy must receive prior
approval by the Human Resources Department or President of
Diversified Support Services.
DSS’s benefits are based on contractual agreements with our customers and vary from job to job.
Prior to accepting your position, you will be given job specific information on benefits, which will
become a part of this handbook. If you have any questions, please ask our staff members and
they will supply you with the necessary information.
DRUG FREE WORKPLACE POLICY
The management of DSS believes that the effects of drug and alcohol can and, in fact, do impair
one’s ability to function within the workplace, which in turn could pose significant threats to our
business. Therefore, to further our goals for a drug and alcohol–free work environment, DSS has
implemented the following policy designed to prevent hiring or retaining those persons whose
lifestyles includes drug use and/or alcohol use that could endanger co-workers or the public or
bring discredit to the company.
1. The sale, purchase, transfer, use of or possession of illegal drugs or
alcohol by employees on the work premises or while on company
business is prohibited.
2. No employee will report for work or will work while under the influence of
any impairing substances, whether it is an illegal drug, prescription or an
over-the-counter drug or alcohol. Assessment of the employee’s use will
be based on his or her ability to perform the regular assigned duties
safely and efficiently. “Impaired” means under the influence of a
substance such that the employee’s motor senses (i.e., sight, hearing,
balance, reaction, reflex) or judgment either are, or may be, reasonably
presumed to be affected, based upon observation of his or her
appearance and performance.
3. Each employee whose assignment is scheduled to last longer than 30
days may be required to have a drug test. Any employee who fails such
drug screen shall be immediately terminated and escorted from the
premises. Additionally, some customers require that all contractors
participate in a random or for-cause drug screening program; in such
event, each contractor must agree to participate in said screening.
4. Employees shall not operate company-owned or leased vehicles or
personal vehicles while on company property or on company business
while under the influence of alcohol or illegal drugs or while adversely
affected by legal prescription medications taken in accordance with
As a condition of employment with DSS, each employee shall agree to abide by the above-stated
policy. Each employee shall also agree to notify DSS immediately of any criminal conviction
while in our employee.
GENERAL TERMS AND CONDITIONS OF EMPLOYMENT
1) The employee agrees:
a) To abide by the work and safety rules and regulations established by DSS and customer.
b) To advise both DSS and customer when unavailable to work.
c) To allow such drug screenings and background investigations as are necessary to verify
character or background.
2) The employee understands:
a) That customer has the RIGHT OF RESFUSAL and may declare any potential employee
as unacceptable for the work assignment, with or without cause.
b) That vehicles and hand carried packages may be subject to search at entry and exit by
customer’s security force.
c) That customer may require a body search.
d) That employee must meet Customer’s requirements for issuance of a pass by the
Customer’s security force.
e) That employee may be requested to take tests to ascertain qualifications and abilities, by
DSS, Customer or both.
f) That layoffs may be affected by seniority and other factors including quality of work
g) That immediate discharge will result if there are serious violations of work rules or safety
h) That falsification of application (and any accompanying paperwork required by DSS,
Customer or both) is cause for immediate discharge.
RULES AND REGULATIONS
1) Employees are expected to report to work on time and work the scheduled period for each
assignment. If sick or unable to report on time, employee must advise both DSS and
Customer immediately. Customer must approve any changes. Employee is also expected to
dress according to customer requirements. Acceptable personal appearance and dress is
Tattoos: When meeting with customers, please take appropriate actions to cover totally any
visible tattoos. The specific content and location of any tattoo may also be unacceptable.
Methods for concealing tattoos, such as, but not limited to, make-up or bandages are
unacceptable. Methods for concealing tattoos may include long sleeve shirts or blouses,
pants, turtleneck sweaters, or high collars.
Jewelry: When meeting with customers, two (2) earrings on each ear are acceptable.
Pierced jewelry in any other visible location on the body other than the ear (including but not
limited to, the nose or tongue) is not acceptable.
Exceptions: Any medical or religious exceptions to the dress code must be presented to
Human Resources for review and determination.
The first violation will result in employee being sent home. Second violation will result in
employee being sent home to change. Time away from the office will be charged to the
employee’s vacation time, and a verbal warning will be issued to the employee. Third
violation will result in employee being sent home to change. Time away from the office will
be unpaid, and a written warning will be placed in employee’s personnel file. Any offense
past the third violation will result in additional disciplinary action.
A casual look should not be confused with a sloppy or unprofessional appearance, or one
which is better suited for workout or weekend wear. Like it or not, people get their first
impression by the way we look, and will associate sloppy, unprofessional dress with sloppy,
unprofessional work. How we look reflects pride in ourselves, our jobs, our customers, and
our company – so let’s look good!
2) Employees shall, upon arrival at their assigned work site, report to DSS Site Coordinator for
badging and introduction to Customer/Supervisor. Employee will follow directions of and
cooperate with Customer personnel at all time. Additionally, employee shall respect other
employees and their property and observe safety and health rules and regulations.
3) Any refusal to follow directions, rules or regulations of Customer personnel will be construed
to be the same as a resignation from Company and may result in immediate expulsion from
the site and termination of employment with the Company.
4) Engaging in any illegal or other activities tending to jeopardize DSS’s relationship with the
Customer may be cause for immediate termination.
5) Any damages caused by employee to Customer’s (or DSS’s) property or facilities provided to
employee in connection with a work assignment will be the responsibility of the employee.
6) Employees of DSS shall obey federal, state and local laws and codes. Violation of any laws
shall be grounds for immediate termination. Responsibility for all fines, bonds, bail or other
penalties shall be up to the terminated employee.
7) Employees will not report to work under the influence of alcohol or drugs. Neither shall they
smoke in restricted areas.
8) Employees will not carry or use alcohol or drugs in any vehicle provided by Customer, in any
hotels, work or plant sites or training centers. Prescribed drugs are permissible if used in
accordance with a medical prescription and does not interfere with employee’s ability to
perform his/her work.
9) The use or possession of illegal drugs or controlled substances (including marijuana) is
prohibited. Upon discovery, the employee will be terminated and the proper law enforcement
authorities will be immediately informed.
10) Employee will not conceal, carry or use firearms or weapons of any kind during assignments.
Discovery of such will result in immediate termination. Other prohibited conduct includes
distribution of literature, insubordination, theft or falsification of records.
11) DSS does not condone and will not permit any employee to be subjected to harassment from
co-workers, supervisors or any other individuals in the workplace. Harassment is considered
to be deliberate or repeated unsolicited verbal comments, gestures, or physical contacts of a
sexual, racial or otherwise abusive nature which are unwelcome. All cases of alleged
harassment will be immediately investigated and appropriate corrective action will be taken.
In the event that you have any job-related problems or concerns, contact your DSS supervisor
and thoroughly discuss the matter with them. Please have all of your facts, dates, times, etc. in
order so that the supervisor can get a clear understanding of the problem. If you would prefer,
this can be accomplished in letter form; however, direct contact is preferred in order to effectively
resolve the concerns or problems.
EMPLOYEE GRIEVANCE PROCEDURE
DSS recognizes that, on occasion, you may experience job-related problems. Therefore, in order
to assist you in presenting your concerns to our management personnel, the following three-step
grievance procedure should be followed:
STEP I You are encouraged to discuss your concerns with your immediate supervisor on
an informal basis. We ask that you make every effort to express your concerns in
a cordial, informal atmosphere, free of ill will. Nothing less will be accepted by
Should a satisfactory solution not be obtained, you may proceed with Step II.
STEP II Step II starts by contacting DSS’ Human Resources Department; this begins the
formal grievance process. At this point, you will be asked to complete an
“Employee Complaint Form” which will put your concerns in writing. Our Human
Resources Department will assist you in completing this form and will begin the
initial inquiries into your complaint.
It will be the Human Resources Department’s responsibility to establish liaison
with the Customer representatives in regard to your concerns.
After Human Resources have looked into the situation, you will be notified of the
findings. Possible solutions will be discussed with you, usually within a work
week of your initial complaint.
Should a satisfactory solution not be obtained here, you may proceed with…
STEP III In this step, all findings will then be forwarded to either the President or Vice
President of DSS. She will review the facts as presented and may initiate further
investigation, if deemed necessary. After all of the facts have been obtained, she
will render a decision.
This decision should be rendered within ten (10) working days of receiving your complaint from
Step II, and completes the three-step process in regard to your complaint.
DSS encourages you to become familiar with this grievance procedure and assures you that
your standing with DSS will not be adversely affected by the prompt, responsible use of our
grievance process. It is understood that any employee who elects to use the complaint
procedure will be treated fairly and courteously.
Our investigation into complaints of misconduct will be handled with the utmost confidentiality.
Your concerns will be revealed only as needed to conduct the investigation. We ask that you also
treat your concerns confidentially and not discuss your complaint with anyone else within either
our company or that of our customer while our investigation is in progress.
Harassment, including sexual harassment, is contrary to basic standards of conduct between
individuals and is prohibited by the Equal Opportunity Commission and state regulations. It will,
therefore, constitute a violation of company policy for any employee to engage in any of the acts
or behavior discussed below and such misconduct will subject any employee to corrective action
up to and including immediate discharge.
Harassment consists of unwelcome conduct, whether verbal, physical, or visual, that is based
upon a person’s protected status, such as sex, color, race, ancestry, religion, national origin, age,
disability, veteran status, citizenship status or other protected group status. Harassment includes
conduct that denigrates or shows hostility or aversion toward an individual because of his or her
protected status or that of his or her relations, friends, or associates.
Sexual harassment deserves special mention. Unwelcome sexual advances, requests for sexual
favors, and other physical, verbal or visual conduct based on sex may constitute sexual
harassment. This conduct is unlawful when (1) submission to the conduct is an explicit or implicit
term or condition of employment, (2) submission to or rejection of the conduct is used as the
basis for employment decision, or (3) the conduct has the purpose or effect of unreasonably
interfering with an individual’s work performance or creating an intimidating, hostile or offensive
working environment. Sexual harassment may include such actions as: sex-oriented verbal
“kidding”, “teasing” or jokes; foul or obscene language or gestures; display of foul or obscene
printed or visual material; physical contact such as patting, pinching, or brushing against
another’s body; and demands for sexual favors. Such conduct, generally, can amount to sexual
harassment only if it is both unwelcome and either severe or pervasive. DSS discourages any
such conduct in the workplace, regardless of the circumstances.
Everyone at DSS, including supervisors, is expected to avoid any behavior or conduct that could
be interpreted as unlawful harassment. Employees should understand the importance of
informing an individual whenever that individual’s behavior is unwelcome, offensive, in poor taste
If you feel that you have experienced or witnessed discrimination or harassment, you are to notify
the Human Resources Department or your DSS supervisor who will take steps to ensure that
your report is properly investigated. There will be no retaliation against anyone for reporting
discrimination or harassment, or for cooperating with an investigation of a complaint of
discrimination or harassment. Each complaint will be investigated promptly and both the
complaint and the results will be kept as confidential as practicable.
Employee agrees that he/she will maintain all Confidential Information in the strictest confidence.
Employee agrees not to (a) use the Confidential Information for his or her own benefit, (b) sell,
trade, copy, reproduce, distribute or publish the Confidential Information, or (c) disclose or reveal
the Confidential Information to third parties in any manner whatsoever, without prior written
consent from DSS.
Confidential Information means any information that is owned or controlled by DSS or any
company where employee may be placed. Such information may be in unwritten form, such as
knowledge, ideas or information communicated by word of mouth, or may be in written or other
tangible form, such as documents, written memos, drawings, training materials, specifications,
photographs, graphs or charts, computer information or software, or information communicated
by other electronic means. Confidential Information shall not include information that is already
SAFETY RULES AND REGULATI0NS
Safety is our first and foremost consideration of every employee of DSS. We consider our
employees to be our single most valuable asset. Our goal is to protect our employees from loss
through accident or injury. We believe that such protection must include appropriate measures
for the safety and health of all employees while on the job.
Safety is basically accident prevention and is accomplished through the elimination of hazards
and working with constant awareness. Unsafe working habits may result in personal injury to you
or someone else as well as property damage that may be costly to both the Company and the
employee; most accidents result from unsafe conditions. You are encouraged to promptly report
to DSS supervision any condition or equipment that you feel to be unsafe or hazardous.
Everyone can identify unsafe acts and unsafe conditions; constructive suggestions are welcome
from every employee. You are urged to promptly report any injury or incident to your DSS and/or
customer supervisor. It is the responsibility of every employee to act in a manner that provides
safety for him/her, fellow employees, company/customer property, and the general public.
Any employee operating motor vehicles shall do so in a responsible manner, including using seat
belts, obeying posted speed limits and other federal, state or local regulations, avoiding the use of
cell phone while operating the vehicle, and reporting unsafe equipment to the supervisor.
The illegal use, possession, distribution or sale of drugs is strictly prohibited. Use of intoxicating
beverages by any employee while on the job or reporting for work under the influence of an
intoxicating beverage is, likewise, prohibited.
Any employee who is taking medications prescribed by a licensed physician who may adversely
affect his or her ability to perform work safely must inform their supervisor prior to starting work.
If you are injured on the job in the normal course of your employment, you are directed to seek
medical attention at once and to report the injury to your supervisor immediately. Either the
supervisor or you should also immediately notify us at either of our offices (in Arizona or Virginia).
If, on the day of your work-related injury, you are, in the opinion of your supervisor, unable to
work the remainder of the day, you will be compensated. Employees are provided worker’s
compensation insurance protection. Appropriate accident report forms must be completed
immediately. Forms and physician referral service may be obtained from either our Scottsdale or
The purpose of this employee handbook is to provide you with knowledge of DSS’s expectations
and procedures. Nothing contained in this handbook or any verbal statement should be
construed as creating any type of employment contract, either express or implied. The policies
and other information contained in this handbook are subject to modification or change any time
due to business needs.
You are employed with DSS at-will and nothing contained in this handbook is intended to provide
or guarantee you with employment for any specific period or location. This at-will employment
relationship can only be modified by a written contract signed by you and the DSS President or
other officer. As an at-will employee, your employment may be terminated by DSS at any time,
for any reason, with or without cause, and with or without notice. You also have the right to
terminate your employment at any time. No employee of DSS has the authority to change your
status as an at-will employee or to contradict any policy set forth in this handbook.
If provided an employment assignment with DSS, there is no guarantee or contractual obligation
that you will be employed for future or additional employment assignments. Your employment
with DSS is related to a particular job assignment for a particular customer and may be
terminated at any time during this assignment.
I have carefully read the rules, regulations and other information contained in this handbook and I
fully understand them. I agree as a condition of my employment with DSS to comply with these
policies. I further understand that an infraction of these rules may result in disciplinary action,
Social Security Number