New Hire Check List by pengxiang


									                    New Hire Check List

   Drivers License
   Social Security Card
   Application
   Questionnaire
   Observer Acknowledgement
   Welcome Letter
   Guidelines
   Work Rules
   National Screening Form
   At-Will Employment Agreement
   Policy Against Harassment
   DARE Acknowledgement of Code of Ethics
   Suggested Check Policies
   Suggested Credit Card Policies
   I-9 forms(1-3)
   W-4 forms(1-2)

         We would personally like to congratulate and welcome you to Prodigy Conceptz Inc. You have
been selected from a great number of applicants because you appear to have a very positive attitude, a
willingness to learn and a real desire to become successful. You have been offered this opportunity to lead
a rewarding career, while becoming financially secure. Through this company, you will not only be able to
make a difference in your own life, but you will be able to make a difference in the lives of others.

          Child Protection Education of America is a national public charity dedicated to addressing one of
America’s most pressing concerns, missing and exploited children. Child Protection Education of America
prides itself in assisting law enforcement agencies and parents in the location of missing children.
Approximately 750,000 children are reported missing each year according to the U. S. Dept. of Justice.
One in six of those children will be returned home because someone recognized their photo. That is why
the CPEA has made it their priority to distribute as many posters nationally of these missing loved ones.

         D.A.R.E., Drug Abuse Resistance Education is a highly acclaimed police officer-led program that
teaches children from kindergarten to 12th grade, in a series of classroom lessons, how to resist peer
pressure and live productive drug and violence free lives. Part of the reason D.A.R.E. works so well is
because it is a collaborative effort between your police departments, schools, parents, and community
leaders. D.A.R.E. provides all their services free of charge due to the generous support of the public. Drug
Abuse Resistance Education was founded in 1983 in Los Angeles and has proven so successful that it is
now being implemented in nearly 80 percent of our nation’s school districts and in more than 54 countries
around the world.

          United Care USA, chartered in Texas on May 24, 1989, has dedicated their time to the prevention
of child abuse in all of its forms, as well as, to ensure the fundamental safety, innocence and human dignity
of all children regardless of race, religion, and socio-economic status. Focusing on preventing child abuse
before it happens; United Care USA educates both children and adults through programs, literature,
seminars, and books. United Care USA’s goal is to educate the public of the long-term societal ills that
child abuse creates so we can work together to eliminate the sad reality of it all.

         Toys for Tots, a U.S. Marine Corps program that was created in 1947, has distributed over 144
million toys to over 151 million needy children. Toy for Tots is one of the most visible Christmas
charitable causes with local Toys for Tots campaigns conducted from October through December each year
in over 450 communities throughout the nation.

         As a distributor, you can be proud of the work that you do and of your contribution to the safety
and protection of children. The child safety literature and the fingerprinting program that we offer free to
the community make us unique in our endeavor to make the world a safer place. Every product that we
market helps to fund these organizations in their continuing efforts nation and worldwide. The proceeds
provide these organizations with the funds they need to carry out their charitable purpose of promoting
child safety and awareness, as well as educating on the dangers of drugs and violence.

         Our goal is to involve you in our dynamic expansion program. To help make all this possible, we
have developed a successful system to suit our expansion needs. We have seen young people with no
experience in sales, marketing, or management move into a management capacity in 12-20 weeks time,
with many making in excess of $50,000 in their first year. It is our goal to expand throughout the United
States and Worldwide, to help other local and non-profit organizations, and at the same time, to offer career
opportunities to people such as you. We are waiting for you.

         Congratulations once again and we’ll see you at the top!
Lester Smith, Jr.

                      Welcome Aboard and Best of Luck to You!

Below are some guidelines that will help to ensure your success:

       ▪ Office opens at 8:00 am. Please be here no later than 8:15 am. The telephone
         number is 704-535-0484. If you are going to be late please act professional and
       ▪ Representatives/employees are to report back every night at 6:30 pm.
       ▪ Professional dress is expected. Attire should be chosen to suit the wide range of
         people encountered throughout the day.
       ▪ Telephones are the property of Prodigy Conceptz. Telephones may be used for
         business purposes only. (informing family members of night work) Manager
        must grant permission for telephone use.
       ▪ Each premium (t-shirt, stuffed animal, video, etc.) should be treated as a $10.00
        bill. Always count merchandise as you sign for it, and never leave it unattended.
        (Place in car ASAP)
       ▪ In order to be promoted to the trainer phase, the 10 Good Working habits, and 5
        steps to a presentation must be applied.
       ▪ It is imperative to have a GREAT ATTITUDE at all times and lateness is not
       ▪ All checks should be made out to Prodigy Conceptz Inc.
       ▪ Post dated checks are illegal and therefore will not be accepted!
       ▪ Cars should always be neat and clean.
       ▪ Gas money should be given daily, minimum of $5.00.
       ▪ Smoking is prohibited in the office.
       ▪ No food or beverages are allowed in the office.
Work Rules

        Violation of any of the following rules will, depending on the seriousness of the
offense and all pertinent facts and circumstances, result in disciplinary action, including a
verbal or written warning, suspension or immediate discharge.

1.     Obtaining employment based on false or misleading information, or falsifying
       information in or making material omissions from any documents or records.

2.     Malicious or willful destruction or damage to Company property or supplies, or
       the property of another employee, or customer.

3.     Theft or unauthorized removal from Company premises or property that belongs
       to or is in the possession of the Company, another Company employee, or any
       customer of the Company.

4.     Bringing or possessing firearms, weapons, or any other hazardous or dangerous
       devices on Company property, or while engaged in sales activities during work

5.     Insubordination, including refusal to do assigned work or refusal to perform work
       in the manner described by a manager without proper justification.

6.     Possession of alcohol or any unlawful drug while engaged in sales activities or
       while on Company premises, or reporting to work under the influence of alcohol
       or any unlawful drug.

7.     Failing to notify the Company as soon as possible in the event you are unable to
       report to work or cannot report to work on time.

8.     Unsatisfactory or careless work; failure to meet quality and service standards as
       explained to you by your manager, mistakes due to carelessness or failure to get
       necessary instructions.

9.     Frequent or excessive absenteeism or unexcused absences from work.

10.    Leaving your job during working hours without notifying the Company or
       obtaining permission.
11.    Any form of sexual harassment, reprisal or overtures, advances or coercion by an
       employee toward another employee or customer at the work place or during

12.    Failure to abide by established standards for lunch and break periods.

13.    Abusive or vulgar language.
14.    Inviting friends, guests or unauthorized visitors to assigned work location.

15.    Soliciting fellow employees for any reason or purpose.

16.    Disclosing information about past or present employees for any reason
       whatsoever, all inquires that are made by others about past or present
       employees should be referred to your manager.

17.    Disclosing confidential information regarding any former, current or potential
       customer of the Company.

18.    Falsifying any document or record kept in the course of your sales activities.

19     Failure to abide by the Codes of Ethics that clients of the Company require all
       salespersons who engage in sales events coordinated with the Company’s clients.

I acknowledge receipt of the above Work Rules and promise to abide by their terms.

Date:______________ Name of employee:____________________________________
                                                  (Print Name)

Harassment Will not be Tolerated

        Prodigy Conceptz, Inc. is committed to providing a work place free of sexual
harassment (which includes harassment based on gender, pregnancy, childbirth, or related
medical conditions), as well as harassment based on such factors as race, color, religion,
national origin, ancestry, age, physical disability, mental disability, medical condition,
marital status, sexual orientation, or veteran status. This policy applies to all persons
associated with the Company, including its employees, managers, and customers. The
Company strongly disapproves of and will not tolerate harassment of employees,
customers or managers.

What is Harassment Under State and Federal Law?

        Harassment includes verbal, physical, and visual conduct that creates an
intimidating, offensive or hostile working environment or that interferes with work
performance. Such conduct constitutes harassment when: (1) submission to the conduct
is made either an explicit or implicit condition of employment; (2) submission to or
rejection of the conduct is used as the basis for an employment decision; or (3) the
harassment interferes with an employee’s work performance or creates an intimidating,
hostile or offensive work environment.

        Harassing conduct can take many forms and includes, but is not limited to: slurs,
jokes, statements, gestures, pictures or cartoons regarding an employee’s sex, race, color,
national origin, religion, age, physical disability, mental disability, medical condition,
ancestry, marital status, sexual orientation, family care leave status or veteran status.

        Sexually harassing conduct in particular includes all of these prohibited actions as
well as other unwelcome conduct such as request for sexual favors, conversation
containing sexual comments, and unwelcome sexual advances.

Internal Company Complaint Process

       Any incident of harassment, including work-related harassment by any employee,
manager, customer, or any other person, should be reported promptly to a manager or the
Company’s President, Lester Smith. Managers who receive complaints or who observe
harassing conduct should inform the Company’s President immediately. The Company
emphasizes that there is no requirement to complain first to a manager if that manager is
the individual who is committing the harassment or the complainant feels uncomfortable
discussing the matter with the manager or the manager is not available.

        Every reported complaint of harassment will be investigated thoroughly, promptly
and in a confidential manner. In addition, the Company will not tolerate retaliation
against any employee for cooperating in an investigation or for making a complaint to the
manager or the President.

        In the case of Company employees, if harassment is established, the Company
will discipline the offender. Disciplinary action for a violation of this policy can range
from verbal or written warnings up to and including immediate termination, depending
upon the circumstances.

Protection Against Retaliation

        Sexual harassment and retaliation for opposing sexual harassment or participating
in investigations of sexual harassment are illegal. Immediately report to the company any
harassment or retaliation complaints.

Harassers Are Personally Liable

        If you, as an employee or manager are found to have engaged in sexual
harassment, or if you as a manager know about conduct and condone or ratify it, you may
be personally liable for monetary damages. The company will not pay damages assessed
against you personally.

       In addition, the Company will take appropriate disciplinary measures which may
include termination of your employment.

                              Acknowledgement of Receipt

I, ____________________________________, acknowledge receipt of the Company’s
Policy Against Harassment. I promise to abide by the Company’s policy and agree to
promptly notify the company if I believe the policy has been violated.

_________________________________                        ___________________________
Signature                                                     Date

         I understand that by signing the Employment at Will Agreement, I will be working as a
distributor for Prodigy Conceptz, Inc., a for-profit corporation that sells general merchandise (e.g.
books, toys) to the public. I also understand that the company contributes 20% of the proceeds
from the sales of selected merchandise to the non-profit D.A.R.E. America, Inc. I agree to review
the following Code of Ethics and to comply with its requirements.

                                          Code of Ethics

               Distributors will provide all potential customers with contact information for
                D.A.R.E. America, Inc. (“Licensor”), as well as printed materials, and will answer
                all questions honestly and to the best of their ability or refer the customer to
                someone who can provide the information requested.

               Distributors will politely ask potential customers to purchase a product and tell
                them that 20% of what they pay, for selected products, will be given to DA.R.E.
                America. Regardless of whether or not they purchase anything, members of the
                community will be thanked and wished a very good day.

               Distributors will dress and conduct themselves in a professional manner. They will
                ensure that their photo identification badge is prominently displayed for a potential
                customer to see.

               Distributors CANNOT solicit, accept or collect donations from anyone. If the
                customer wishes to make a donation, it will be suggested that they contact the
                charity directly to make the donation.

               Distributors, if requested by a customer, will honestly, accurately, and without any
                misrepresentation or material omissions, answer all questions or refer customer to
                appropriate sources.

        The Following statements are samples of Accurate Statements you can make:
       “Drug Abuse Resistance Education (D.A.R.E. America) will receive 20% of the
        suggested retail price from the sale of each approved D.A.R.E. product.”
       “D.A.R.E. was founded in 1983 in Los Angeles and has proven so successful that
        it is now being implemented in nearly 80 percent of our nation’s school districts
        and in more than 54 countries around the world.”
       “D.A.R.E. is a police officer-led series of classroom lessons that teaches children
        from kindergarten through 12th grade how to resist peer pressure and live
        productive drug and violence- free lives.”
        “Part of the reason D.A.R.E. works so well is because it is a collaborative effort
        between your police department, your school, parents, and community leaders.
        D.A.R.E. works because it surrounds children with support and encouragement
        from all sides.”
       “D.A.R.E. has launched a new elementary and a new middle school curriculum
        this year. The new D.A.R.E. program teaches kids how to recognize and resist
        the direct and subtle pressures that influence them to experiment with alcohol,
        tobacco, marijuana, and other drugs. And since between 70% and 90% of all
        crime is drug related, it is absolutely vital that we reach the children of America
        before it is too late.”
    “A certified law enforcement officer comes into your school and teaches the

        I acknowledge that all products used by me, bearing the trademarks
        of D.A.R.E. America, will be purchased through the authorized
        vendors. I further acknowledge that I will seek the prior written
        approval of D.A.R.E. America in requesting any customized artwork
        utilizing the D.A.R.E. America trademarks.

        I also acknowledge that I have read and understand that only
        authorized licenses of D.A.R.E. America may use the family of
        D.A.R.E. trademarks on merchandise and in publications. I further
        acknowledge that any continued, unauthorized use of D.A.R.E.’s
        trademarks by me will constitute willful counterfeit infringement and
        D.A.R.E. America will take the appropriate legal action to stop the
        misuse of its trademarks.

If a distributor misrepresents himself, herself, or the company either deliberately or unintentionally,
their eligibility to use the name of DA.R.E. America in conducting sales, or to claim to represent it in
any way, will be terminated immediately. Anyone who behaves in a fraudulent manner will also be
subject to investigation and punishment by the Authorities.

I have received, read, and understand D.A.R.E. America’s policy as listed on these pages.

___________________________________                                           ____________
Employee Name:                                                                  Date

___________________________________                                           ____________
President of Company :                                                          Date
                          Suggested Check Policies

Personal Checks:
1. Must have printed name and address of customer in top left corner.
2. Must have two phone numbers. (home and work)
3. All checks must be payable to: Prodigy Conceptz Inc (P.C.I.).
4. Absolutely NO post-dated checks will be accepted.
5. Your name must be written on the back of the check legibly.
6. For checks over $100.00 call office for verification of funds.

If any of these policies are not met, the check will not be accepted.

Company Checks:
1. Must have company name and address printed on the front of the check.
2. Must have company telephone number.
3. Must print the full name of person signing the check under the company name.

I have read and fully understand and agree to abide by the policies of
Prodigy Conceptz Inc.

Legal Signature:_______________________________________ Date:______________
                           Suggested Credit Card Policies

Credit Card Receipts:

1. We only accept VISA and MASTERCARD.
2. The receipt must include the following information imprinted from the card:
               Name of cardholder
               Account number
               Expiration Date
               CVV number (last 3 digits on the back of the card in the signature
3. The receipt must also include:
               Amount charged
               Item picked up
               Prodigy Conceptz
               Customer’s phone number
               Customer’s signature
4. Your initials must be written in the top right hand corner legibly.
5. For credit card transactions over $50.00 call the office for verification of funds.

If any of these policies are not met, the credit card will not be accepted.
Date: 05/01/2006                                     (123) 456-789 (phone)
From: Brad A. Someone
1234 5678 1234 5678 (CVV) 07/06                                          $XX.00
2 Glow Pens, 3 Dare Adult T-shirts from Prodigy Conceptz Inc.-Dare
                                              X Signature

I have read and fully understand and agree to abide by the policies of Prodigy Conceptz
Legal Signature:______________________________________ Date:_______________

 COMPANY/EMPLOYER                                                               SALESPERSON/EMPLOYEE

 STREET ADDRESS                                                                 STREET ADDRESS

 CITY, STATE, ZIP                                                               CITY, STATE, ZIP

                                                                                SOCIAL SECURITY NO.

THIS AGREEMENT sets forth the terms of employment between the above named Company/Employer and the above-referenced Salesperson/Employee.

COMMISSIONS: The Company is engaged in the business of marketing and selling consumer products. Employee will be engaged in outside sales of such
products and will be paid on a commission-only basis. An outside salesperson is exempt from minimum wage and overtime under both state and federal laws.

Employee will be paid a commission at the rate of ____ % of his or her net sales of products sold. For purposes of this Agreement, “net sales of products” shall
mean the retail price paid by the consumer, excluding sales tax.

Employee agrees and understands that Company shall have the right to modify the commission to a higher or lower rate from time to time without prior notice to
Employee but in no event shall the modification be retroactive. Further, Company agrees that any modification of the rate shall be set forth in writing to Employee.

PAYDAY AND PAYCHECKS: Employees receive their paychecks every Friday. Each paycheck covers the seven day period for sales made through completion
Thursday one-week prior to the payday.

ADHERENCE TO COMPANY RULES: Employee agrees to abide by all work rules that are established by Company from time to time and which pertain to the
Employee’s conduct and the manner in which Employee sells Company’s products. The Company retains the right to revise and modify work rules at its sole

NO AUTHORITY TO BIND COMPANY: Employee has no authority, either express or implied, to obligate the Company or its suppliers in any manner
whatsoever, either verbally or in writing.

AT WILL EMPLOYMENT/TERMINATION: The parties acknowledge and agree that Employee is an at-will employee of the Company. Nothing in this
agreement gives Employee the right to be employed by the Company for any specified duration of time regardless of the length of Employee’s employment.
Company or Employee may terminate the employment relationship at any time, for any reason or no reason, and without advance notice. Progressi ve discipline is
left to the sole discretion of Company and nothing in the Agreement requires Company to issue a warning or suspension prior to discharging an employee.

COMMISSIONS PAID UPON TERMINATION: Employee acknowledges that a commission is deemed “earned” depending on customer’s method of payment
as follows: for cash sale, when Company receives cash payment; for sale paid by check, when check clears the bank; and for sale paid by credit card, when payment
is deposited in Company’s bank account. Upon termination of employment, Employee shall be entitled to receive payment of all commissions on cash sales up
through and including the Employee’s date of termination. Payment of commissions for non-cash sales that were made prior to Employee’s date of termination shall
be paid to Employee when the commission is earned as described in this paragraph above.

RETURN OF COMPANY PROPERTY: Employee is responsible for returning all items belonging to or provided by Company and Company has the right to
retain all or any portion of monies due to Employee as reimbursement for any items not returned by Employee that are Company property.

CONFIDENTIALITY: During the term of Employee’s employment, Company anticipates that it will provide certain information and materials to Employee that
are confidential and proprietary to Company, its clients and/or its client’s clients (Confidential Information”). Confidential Information includes, without limitation:
training-related information; business methods; sales techniques; financial information; product data; product plans; pricing information; lists of actual or potential
customers of Company, its clients, which are not commonly known by or available to the public; information about the operations and activities of Company’s
clients and its clients’ clients; and existing and future products. During the term of Employee’s employment with Company and at all times thereafter, Employee:
(a) shall not use, except as required for the performance of Employee’s duties for Company, and Confidential Information that Employee receives from Company or
otherwise acquires; and (b) shall not disclose Confidential Information to any third party for any purpose whatsoever until such time, if any, as the Confidential
Information becomes generally known in its entirety.

APPLICABILITY: This Agreement shall take effect _______________________ and shall constitute the entire agreement between Company and Employee. It
constitutes the entire agreement between Employer and Employee and any modification shall be in writing.

(Legal Name of Company)

By:_______________________________________                              By:_______________________________________
  (Signature of Authorized Officer)                                       (Signature of Employee)

__________________________________________                              By:_______________________________________
  (Corporate Title of Person Signing)                                     (Print Name of Employee)

Date:____________________________                                       Date:____________________________

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