Manpower Associate Handbook LOC

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Welcome
In 82 countries and territories around the world, Manpower helps both
companies and individuals navigate the ever-changing world of work. No
other company has more experience or expertise. Over 60 years of
experience providing recruitment, training, assessment and selection,
outsourcing and consulting services means we can help you make sense of
the forces shaping tomorrow’s workplace.
Our Commitment/Our Brand. When you become an associate of
Manpower, you not only join a team that is committed to excellence but you
also become a member of a company that:
 Rewards excellence and innovation
 Recognizes individual contributions
 Provides competitive pay and benefits
 Encourages professional growth and development that is consistent
with your interests and abilities
 Supports open communication
We think like you. We know that being successful at work is important – not
only for the positive feelings it creates, but also for the better life it brings. We
believe that satisfying work is an essential part of an individual’s
development, self-esteem and personal fulfillment.
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In 2011, Fortune magazine
named Manpower the most
admired company in the
staffing industry for the fourth
year in a row. Companies are
measured in each of the eight
key attributes of reputation:
innovation, employee talent,
use of corporate assets, social
responsibility, quality
of management, financial
soundness, long-term
investment, and quality of
products/services.
Fortune 500
Manpower holds the 129th
position on Fortune magazine’s
prestigious “Fortune 500”
listing.
Best of Des Moines
Our promises to you.

America’s Most
Admired Companies
We’ll base the work we offer you on your demonstrated skills,
knowledge and abilities.
Through our creative spirit, energy and commitment to service, we’ll
strive to help our associates and clients achieve their goals.
We’ll treat you with respect and dignity – and we ask that you do the
same for us and for the clients to whom you’re assigned.
Manpower has been voted
“Best of Des Moines”
Temporary Help Service by the
readers of the Des Moines
Business Record for 12 of the
last 16 years.
Our Values.

People. We care about people and the role of work in their lives. We respect people as
individuals, trusting them, supporting them, enabling them to achieve their aims in work
and in life. We help people develop their careers through planning work, coaching and
training. We recognize everyone’s contribution to our success – our staff, our clients and
our associates. We encourage and reward achievement.

Knowledge. We share our knowledge, our expertise and our resources so that
everyone understands what is important now and what is happening next in the world of
work – and knows how best to respond. We actively listen and act upon this information
to improve our relationships, solutions and services. Based on our understanding of the
world of work, we actively pursue the development and adoption of the best practices
worldwide.

Innovation. We lead in the world of work. We dare to innovate, to pioneer and to evolve.
We never accept the status quo. We constantly challenge the norm to find new and
better ways to doing things. We thrive on our entrepreneurial spirit and speed of
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response; taking risks, knowing that we will not always succeed, but never exposing our
associates or clients to risk.
Variety and Flexibility. With Manpower, you have the freedom to work in the way that fits
your lifestyle. Our strong commitment to providing a great work environment is deeply
embedded into our culture. As a result, we have received several global awards and
achievements such as being named to the Ethisphere Institutes’ World’s Most Ethical
Companies for the past four years and PINK magazine’s 2008 Top Companies for Women list.
Manpower is Your Employer. Whether you’re on a short or long-term assignment with our
client, you are still a Manpower employee. Call your Staffing Specialist to tell us if:
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You’re going to be late or unable to report for work. Not arriving for work without first
telephoning us could be cause for termination.
The work you’re asked to do is substantially different from the work described to you by
your Staffing Specialist.
The work environment appears unsafe.
You are sick or injured on the job, or feel you can’t complete a job.
You are unavailable for a period of time. Let us know in advance if you’re planning a
vacation or time off for any reason.
You have changed your address, telephone number, email address or banking
relationship that would impact direct deposit.
You have learned new skills that may qualify you for more assignments or higher pay.
Your assignment ends. You must call us immediately to let us know of your
availability for your next assignment.
You feel Manpower’s Anti-Harassment/Anti-Discrimination Policy is being violated.
If Injured on the Job. Of course, we hope that you’re never injured on the job. However, if you
are injured, we want you to receive the best, most appropriate care without delay. If you receive
a life threatening injury on the job, 911 should be called. For all other injuries, notify your
supervisor immediately and call your Staffing Specialist as soon as possible the same day.
Our Clients
With four locations in Central Iowa, we can assist in landing your next job, wherever it may be.
You’ll gain experience with some of the world’s premier organizations and work in a way that fits
your lifestyle. But, we need your help…
Attendance Expectations. Dependability is your highest priority as a Manpower associate.
We realize that occasionally you may be unable to get to work in a timely manner or not at all.
Missing more than three workdays in a six-month period may be considered excessive and will
be grounds for disciplinary action.
VERY IMPORTANT!!!
Call your Staffing Specialist prior to the start of your workday if you are going to be late,
leave early, or are unable to report to work before your scheduled time. Not arriving for
work without first telephoning Manpower could be cause for termination.
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If your call is received during non-business hours, please leave a detailed message including
the name of the client you are assigned to and your phone number. If you are scheduled to work
third shift, weekends or to start your assignment at a time when our office is closed, contact
your client supervisor and Manpower’s answering system.
Seeking Regular Employment with Clients During Assignments. As a courtesy to our
clients, we request that our associates do not discuss any employment possibilities with clients
while they are actively assigned to that client. This inquiry can put our client into an awkward
situation. If you are interested in seeking employment with our client, please consult with your
Staffing Specialist. Failure to abide by this process may result in disciplinary action.
The Manpower Experience
As a Manpower associate, you’ll have a chance to work with a wide variety of organizations,
each offering an opportunity to sharpen your skills or learn new ones. You may prefer the
flexibility that different assignments provide, as well as the ability to explore different work
environments. Or, you may be looking for a direct-hire opportunity. Regardless, Manpower
offers a single source solution to finding rewarding employment.
Assignments. To help us assign work specifically matched to your skills and aptitude, we
created our Predictable Performance System. We use our understanding of your skills, abilities
and work preferences and match them to the specific needs of our clients.
When we receive an assignment that matches your background a Manpower Staffing Specialist
will contact you.
When you accept an assignment with Manpower, we’ll provide you with:
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The company’s name and location, along with directions to the worksite
Start date, time and projected length of assignment
Work hours, lunch and break times
Supervisor’s contact information and check-in procedures
Description of what you’ll do on the job
Dress code, including any required safety equipment
This is your main source of information about your assignment, so feel free to ask as many
questions as you wish. We won’t pressure you to accept an assignment—the decision is always
up to you. When you accept an assignment, remember that we’re counting on you to do your
best.
Assignment Availability Policy. To maintain employment status with Manpower, you must
keep us informed as to your availability. When you complete an assignment, notify Manpower
by phone immediately. You are then required to call us weekly to inform us of your availability
status. If we do not hear from you immediately after an assignment completion, and once a
week every week thereafter until an assignment is started, we will consider you unavailable for
work and to have voluntarily resigned from employment. Further assignments may not be
offered.
Satisfaction & Recognition
Circle of Excellence
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It’s important to experience a sense of satisfaction and pride, as well as to receive recognition
for a job well done. At Manpower, we recognize our associates with the Circle of Excellence
award. The award is based on a variety of criteria and is given to our associates on a monthly or
quarterly basis.
Job Satisfaction
Your feedback after an assignment is also very important to us. From time to time, you may be
asked to complete a Job Satisfaction Review that asks you to rate your current and/or past
assignments, job duties and Manpower’s service delivery. Your candid response helps us make
sure we’re doing everything we can to meet your employment needs. Remember, should you
have comments or concerns you would like addressed immediately, please contact the
management at your local Manpower office.
Getting Paid
It is your responsibility to report your time to ensure that you’re paid
correctly and on time. Failure to do so will delay your pay. Making sure
you are paid correctly and on time is one of our most important
commitments to you, but we need your help. Please remember,
Manpower is your employer. Any questions about your pay must
be directed to your local Staffing Specialist.
** Manpower is under strict processing deadlines and we must
receive your completed time report by midnight on Sunday
following your workweek. Late time reports will be processed the
following week.**
Time Reporting
It’s your responsibility to report
your time by:
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Accurately tracking the time
you arrive and leave work,
and how long you take for
lunch.
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Reporting your time weekly
(Manpower’s standard
workweek is Monday
through Sunday).
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Submitting your time for
approval by the client by
Midnight on Sunday.
It’s your responsibility to report your time by:
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Accurately tracking the time you arrive and leave work, and how
long you take for lunch.
Reporting your time every week by Midnight on the Sunday of
Completing your report
accurately in a timely
the week you work. Manpower’s standard workweek is Monday
manner. Reports submitted
through Sunday and Manpower’s payday is Friday following the
late or inaccurately will
week you worked.
cause a delay in your pay of
Submitting your time for approval by one of the methods included
at least one week.
in this handbook.
Completing your report accurately in a timely manner. Reports submitted late or
inaccurately will cause a delay in your pay.
Time Reporting Options. Depending on the client and area where you work, you’ll be asked
to report your time using one of the following methods:
1. Paper Time Slips
2. Client’s Swipe or Punch Clock
3. Electronically or Internet-Based Tool
E-Connect. E-Connect allows you to enter your time online to ensure accuracy and speed the
payroll process. Always enter your time immediately following the last day of your
workweek, and no later than Sunday at midnight. For more information on E-Connect time
keeping, contact your Staffing Specialist.
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http://iaeconnect.mnpwr.com
Manpower is your legal employer during any assignment, and all payments due to you will come
directly from Manpower. You’ll be paid an hourly wage determined both by your skills and our
client’s work requirements. Your hourly wage may vary from job to job. Your Staffing Specialist
will tell you how much the job will pay before you accept the assignment.
Required Deductions. As your employer, federal, state and local income tax and your
contributions to Social Security are required to be withheld from your paycheck by law. An
automatic deduction will also be made for health benefits if you elect coverage. Associates are
not charged any fees for Manpower securing employment for Manpower associates.
Your Pay: Direct Deposit
Our mandatory method of paying your wages is Direct Deposit or a pay card of your choice.
This process is for YOUR benefit and ensures you receive your pay on time. It will take
approximately 2-3 weeks once payroll processes your banking information. In the meantime,
you will receive a paper paycheck. Increasingly, there have been mail delays, lost paychecks
and associates failing to update their address with us & the U.S. Post Office.
In addition, if you are not registered at your local Post office, your paycheck will not be
consistently delivered. If you are staying with friends or relatives, and do not register at the Post
office, eventually you will have a delayed or lost paycheck.
Replacing a lost paycheck is a lengthy process for various reasons, but to give you an idea, the
standard timeline is outlined below:
Week
Ending
Date
Sunday
8/2/11
Mail Date * Expected Considered
from Eau
by Receipt
Late –
Claire, WI
Date
Notify Us
Wednesday
Tuesday
Friday
8/5/11
8/11/11
8/14/11
Stop
Payment
Issued
Monday
8/17/11
Reissue
Check
* Expected
by Receipt
Date
Wednesday
Tuesday
8/19/11
8/25/11
* In some geographic areas or on a sporadic basis, delivery of paper checks have taken longer and this date is likely
the “worst case”. We have no way of knowing why these delays occur. Generally, you should receive your paper
check by Saturday.
For Direct Deposit and Pay Cards:
Week Ending Date
Sunday 8/2/11
Processing Date
From Eau Claire, WI
Wednesday 8/5/11
Expected Receipt Date
Friday 8/7/11
Direct Deposit Convenience. Manpower selected direct deposit as its preferred method of
payment for all associates to eliminate problems associated with mail delays, lost, and stolen
checks. Direct Deposit, Manpower’s standard method of payment, offers you convenient,
reliable, and safe and easy access to your paycheck. This checkless payroll system
automatically deposits your earnings into your savings, checking, or bank card account at the
financial institution of your choice.
Manpower provides you with Direct Deposit at no charge. To enroll, complete the Direct Deposit
Authorization Form, which is available from your Staffing Specialist. Completing and signing this
form gives Manpower the authority to deposit (or debit when necessary) your pay to your
account. Staple a voided check to the form for verification of all financial institution information.
Return both the form and voided check to your Staffing Specialist. All information is considered
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confidential and is used by our payroll department only. To ensure prompt deposits and
statements, you should contact Manpower immediately if you have a change of address or
financial institution.
Change of Address. If you change your address, notify Manpower in writing and the Post
office at least two weeks in advance. If an earnings statement or paycheck is mailed and
intercepted by a change of address, it may take an extra five to seven days to get to your new
address.
Registering at the U.S. Post Office. If you are not registered at the post office at the
address you want your mail delivered, it is likely you will experience a delay in receipt of your
mail. This will apply even if you establish an understanding with the postal carrier.
Replacement Check Process. If your check does not arrive by Wednesday the week
following the issue date, please contact your Staffing Specialist. Replacement checks will only
be re-issued after seven days from the mail date, and the replacement check fee is $30.00.
W-2 Forms. At the end of each calendar year, by January 31st via U.S. mail, we will send you
a statement of your earnings that shows the amount of federal, state and local income taxes
and Social Security taxes. You are strongly encouraged to notify Manpower of any address
changes you may have throughout the year. A fee of $15 will be charged for a replacement W-2
form.
Holiday Payroll Schedule. If a holiday falls on a weekday, the payroll schedule will be
adjusted as follows:
If the holiday falls on:
Monday
Tuesday
Wednesday
Thursday
Friday
Your time slip is due:
Tuesday at 8am
Monday at 8am
Monday at 8am
Monday at 8am
Monday at 8am
Check Date
Saturday
Saturday
Friday
Friday
Friday
·Note: under the direct deposit program, your financial institution may voluntarily choose to make the deposit into
your account the following business day after the holiday.
*The Holiday Payroll Schedule is subject to change. Please watch for updates from your local Manpower office.
Benefits
To keep the best people, Manpower offers a comprehensive benefits program.
Career Resources
If you need career advice and job search tips and tools, you will find a host of practical
information on perfecting resumes, acing interviews, advancing your career and more.
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Manpower hosts a number of virtual events designed to assist individuals with their job
search and career development, and to provide networking and learning opportunities.
Log onto www.us.manpower.com/jobseekers for more information.
When you work with Manpower, you have an inside connection to the job you want. Start
by searching for opportunities that suit your work style – and your lifestyle. Then, create
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a job agent to be notified as new jobs become available that match your skills and
preferences. Log onto www.manpowerjobs.com for more information.
Paid Holidays. Manpower associates may be eligible to be paid for any of the following
holidays at their current hourly rate: New Year’s Day, Memorial Day, Independence Day, Labor
Day, Thanksgiving Day and Christmas Day. To qualify for each paid holiday, you must have
worked 1800 actual work hours during the 12 months preceding the holiday. You must also
work the week of the holiday, and the week prior to the holiday.
Please do not enter any hours for holiday pay on your time slip or into eConnect. Manpower
processes holiday pay for eligible associates separately, two weeks after the holiday.
Health Insurance.
All Manpower associates are eligible for health insurance after one full month of employment
provided they meet hourly requirements. We offer coverage options that include associate only,
associate-plus-one, or family coverage. This provides different price options and flexibility for
our associates. Manpower has secured a plan that provides Minimal Essential Coverage and is
qualified under the Affordable Care Act, which will eliminate a potential penalty on your income
taxes. Further information is provided upon meeting eligibility requirements.
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Eligibility: Any Manpower associate who has not previously qualified for the plan and is
working (being paid) a minimum of 130 hours per month is eligible.
An Associate’s eligibility date will be 60 days after their date of hire, and the effective
date of coverage will be the first of the month following their eligibility date. (Hired July
8th, eligible to enroll September 6th, coverage begins October 1st .)
Upon meeting these requirements, you will be sent specific enrollment information which
will include plan options and premium amounts. Please note the first month’s premiums
will be due in full via a one-time payroll deduction prior to the first day of coverage.
Subsequent month’s premiums will be deducted via payroll on a weekly basis.
If for some reason you do not receive the information, please contact your Staffing
Specialist.
Hospital & Survivor Assistance. If you are injured in an accident that is not work-related
and requires inpatient hospitalization, Manpower will pay you $100 per day for each day of such
hospitalization, up to $2,500 in any one calendar year. If you should die as a result of an
accident, which is not compensable under workers’ compensation, Manpower will pay $2,500 to
your estate. To qualify, you must have worked a minimum of 300 hours for Manpower during the
three-month period immediately preceding hospitalization or death, and you are not enrolled in a
Manpower medical plan.
Smart Saving Program. As a Manpower associate, this online discount marketplace
program gives you access to discounts and quality products from nationally recognized retailers,
such as Barnes and Noble, 1-800 Flowers, Target, Sears and more. Smart Savings is one of the
largest and most successful online employee discount marketplaces in the United States. For
more information, log onto Manpower’s Smart Saving Discount Marketplace at
https://smartsavings.motivano.com. Username: manpower / Password: marketplace
Unemployment Compensation Insurance
Unemployment Compensation Insurance is a temporary financial benefit to employees who
have lost their jobs to no fault of their own. The amount of benefit is based on past work and
earnings. Each state has its own set of rules, which outline eligibility criteria and benefit amount,
and Manpower complies with the state laws.
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Your responsibilities. Should your assignment end or you decide to voluntarily quit:
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It is Manpower’s policy that you must notify your Staffing Specialist immediately to be
considered for redeployment.
Failure to contact Manpower at the end of your assignment or within three days may
result in a voluntary quit and/or the loss of unemployment benefits.
Manpower responsibilities. Upon separation, Manpower will:
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Respond to claim forms and requests for information from each
state.
Workers’ Compensation
Workers’ Compensation is defined by a set of rules determined by
each state which outlines benefits to employees who have sustained a
work related injury/illness. The law provides for payment of medical
bills for treatment due to such injuries and illnesses and reasonable
income benefits for employees who may lose time from work.
Employees who are seriously injured on the job may be entitled to
additional benefits.
Funds for these benefits are provided by Manpower through its
workers’ compensation claims administrator, as required by law. If you
are injured on the job or suffer a work-related disability, certain
procedures must be followed to ensure that you receive your benefits
quickly.
Manpower provides benefits, as required by law, to every employee
injured during the course of their employment. However, if we
determine that any employee has provided falsified information to
Manpower, the physician, or to the claims administrator for the
purpose of fraudulently obtaining workers’ compensation benefits, we
will take the strongest possible action to prosecute that employee to
the fullest extent of the law and such employee will no longer be
eligible for employment with Manpower.
Career Development:
Enabling Success
Through Training
Manpower's Training & Development
Center (TDC) provides more than 4,000
free training opportunities in many
languages to help our associates
enhance their skills and marketability,
and move forward in their careers.
– More than 5,000 hours of e-learning
in end-user software applications,
professional development skills,
business skills, information
technology, and
telecommunications.
– Assessments and certification
testing preparation.
– Mentoring programs promote
networking in a particular field of
expertise.
– On-the-job performance support
tool.
– 24 hours a day, 7 days a week.
www.manpowertdc.skillport.com
** All benefits are not applicable to “Wagemaster” personnel. Manpower, as employer, reserves
the right to amend or withdraw this benefits program in whole, or part, at any time and at its sole
discretion. Manpower will follow individual state laws governing vacation pay if applicable.
Policies
It’s essential that you thoroughly understand Manpower’s policies. Please review the ones
presented here. You have indicated your understanding and acceptance of these policies by
signing the Acknowledgment Receipt of Handbook form as provided to you.
Equal Employment Opportunity.
Manpower as an organization can be summarized by the values that guide our daily interactions
and we strive to ensure that we represent these values. Manpower does not discriminate
against any individual based on age, race, religious beliefs, national origin, gender, sexual
orientation, genetic information, disability or veteran status, or any other status protected by law.
Equal employment opportunity is the law; it is also an extension of our core values. We care
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about people and the role of work in their lives and we recognize everyone's contribution to our
success.
Family & Medical Leave Act Policy.
Manpower’s Family and Medical Leave Act (FMLA) Policy complies with the Federal FMLA
and applicable state laws. Following is a summary of this policy. Please note that the policy
may vary slightly from state to state depending on state or local law.
To be eligible for FMLA benefits, you must have worked for Manpower:
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For at least 12 months (need not be consecutive)
A minimum of 1,250 hours during the previous 12 months
An eligible associate may be provided up to a total of 12 workweeks of unpaid leave during
any 12-month period for one or more of the following reasons:
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The birth, adoption, or foster placement of a child
The care of a spouse, child, or parent with a serious health condition
The care of oneself because of a serious health condition
Military family leave for a qualifying emergency arising out of an impending call
or order to active duty.
An eligible associate may also be provided up to a total of 26 workweeks of unpaid leave in
a single 12-month period for Military Caregiver Leave to care for a covered service member
with a serious illness or injury incurred while in the line of duty during active duty.
If both spouses are employed by Manpower, they are jointly entitled to a combined total of 12
workweeks for birth, adoption or foster care placement of a child, or 26 workweeks of Military
Caregiver Leave. Leave for childbirth, adoption or foster care must conclude within 12 months of
birth or placement.
Manpower will maintain medical insurance coverage for an associate on FMLA leave if the
associate was enrolled in the medical insurance plan prior to taking the FMLA leave of
absence. Upon being approved for FMLA, you will be advised of the procedure for paying
any required premiums. In some instances, Manpower may recover premiums paid to
maintain health coverage for an associate who fails to return to work from FMLA leave.
Use of FMLA will not result in the loss of any employment benefit earned or that you may
have been entitled to before the FMLA leave. On your return, you will be reinstated to the
same or equivalent position as required by law.
When seeking FMLA leave, you’re required to provide to a Staffing Specialist:
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Thirty-day advance notice of the need to take FMLA leave when the need
is foreseeable
Notice of an unforeseeable leave as soon as practical of learning of the need for
leave – generally within the usual and customary notice and procedural
requirements for reporting absences
Medical certification supporting the need for leave due to a serious health
condition affecting the associate or an immediate family member
Periodic re-certification (if applicable and necessary)
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Manpower will also inform you of your rights and responsibilities under FMLA once you
provide notice of leave. This includes specific information about what is required from you
and what might happen in certain circumstances. For more information, please contact your
Staffing Specialist.
Assignments Requiring the Use of a Personal Automobile. If you’ll be using a
personal automobile for an assignment, Manpower requires that you have a valid driver’s
license and maintain automobile liability insurance with at least minimum limits of coverage for
the state in which your automobile is registered and operated. Your personal automobile liability
insurance shall be considered primary as to any covered liability, which is incurred in connection
with or arises from your assignment. Your insurance must remain in full force and effect with the
necessary minimum limits for liability throughout the term of the assignment.
Criminal Convictions—Self-Reporting Requirements. Associates must notify
Manpower as soon as possible but no later than the person’s next working day when they have
been convicted of any crime or have been or are being investigated by any governmental
agency for any act or offense.
Substance Abuse. Manpower’s Substance Abuse Policy prohibits the workplace distribution,
sale, purchase, possession, or use of narcotics, drugs, alcohol, inappropriate use of prescription
medication, or any illegal or controlled substance. Any associate whose manager/supervisor
has a reasonable suspicion that the associate is in violation of this policy may be required to
undergo a drug/alcohol test. Violation of Manpower’s policy will result in termination of
employment.
Types of Drug/Alcohol Tests you may be subject to include:
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Pre-Employment/Assignment
Post-Accident
Random
Reasonable Suspicion
If an associate tests positive, termination of employment will occur, and the associate may
be eligible for rehire after proof of successful completion of a rehabilitation program and
negative drug test result. Any adulterated specimen will be viewed as a positive result
and will be treated as such.
For pre-employment/assignment drug screens, if an associate declines to submit to
screening, the company may refuse to employ or to assign the associate. For postassignment purposes, if an associate declines to submit to screening, the company
may terminate the associate’s employment.
In any reasonable suspicion circumstances, the associate shall not be allowed to operate
their own vehicle. If the associate refuses to agree, and attempts to operate their vehicle,
Manpower will take appropriate action, including contacting law enforcement officials.
Legal use of drugs is permitted on the job only if the drug:
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Is prescribed by a physician for the associate taking the drug;
Does not impair the associate’s ability to perform his/her job effectively and safely.
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Any associate who is taking a prescription medication while working should notify
his/her manager if the medication may impair performance or safely.
Assistance is Available. If you need professional help with a drug/alcohol problem, please
contact your local medical facility for referral agencies.
Violence Free Workplace. Manpower is strongly committed to providing a violence-free
workplace and has adopted a zero tolerance policy. Violence, threats of violence, or intimidation
of Manpower staff, associates, vendors, or clients will not be tolerated. Examples include, but
are not limited to:
 Hitting or shoving an individual.
 Threatening harm to an individual or his/her family, friends, or associates.
 The intentional damage or destruction of, or threat of damage or destruction, to property.
 Harassing or threatening phone calls.
 Harassing surveillance or stalking.
 The suggestion or intimidation that violence is appropriate.
 Possession or use of firearms or weapons. Possession or use of firearms or weapons
under any circumstances on Manpower or client property or elsewhere in connection
with employment with Manpower will not be tolerated.
Violations of this policy will lead to disciplinary action (up to and including termination) and/or
legal actions as appropriate.
If you experience an actual or perceived threat of physical violence including intimidation,
harassment, or coercion, immediately report the incident to your manager/supervisor. In lifethreatening or emergency situations, call your local police department or “911”.
Anti-Harassment / Anti-Discrimination. All Manpower associates are entitled to work in an
environment that is free from harassment, hostility, and intimidation. Manpower strictly prohibits
any offensive or unwelcome physical, written, or verbal conduct regarding any person’s gender,
age, national origin, pregnancy, sexual orientation, age, religion, disability, or any other basis
protected by law.
Harassment is defined as discriminatory conduct such as intimidation or ridicule based on
gender race, national origin, sexual orientation, pregnancy, age, religion, disability, or other
basis protected by law that creates an intimidating, hostile or offensive work environment, or
interferes with the individual’s work performance. Examples include, but are not limited to:
unsolicited or unwarranted remarks, innuendos, jokes, verbal abuse, threats, and taunting.
Sexual Harassment is defined as unwelcome conduct of a sexual nature where an associate
feels compelled to comply with the harassment as part of continued employment, job
betterment, or where the harassment interferes with an associate’s work creating an intimidating
or hostile work environment. Examples include, but are not limited to: unsolicited or unwanted
physical contact, leering or staring, sexually explicit or derogatory comments, unwelcome
questions or conversations about sexual activities, and the display or circulation of sexually
explicit or derogatory pictures or other materials.
Manpower requests that you report all incidents of discrimination or harassment to us. Contact
your manager*, Staffing Specialist, and/or:

Manpower’s Human Resource Manager: 715-552-9121
*Note: If your manager is the person you want to report, contact the next level of management.
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Open Door Policy. Manpower endorses an open door policy where all associates should feel
free to discuss concerns or other work-related issues with management. If unsatisfied or
uncomfortable, you should contact Human Resources at 715-552-9121.
Manpower’s response to a sexual harassment or discriminatory conduct complaint includes the
following:
 Confidentiality. We will maintain confidentiality to the extent possible under the specific
circumstances.
 Investigation and Discipline. Manpower will promptly and thoroughly investigate all
discrimination and harassment complaints. If it is determined that inappropriate conduct
has occurred, Manpower will provide an appropriate remedy, including, but not limited to,
the discipline and/or termination of offending employee.
 Zero Tolerance of Retaliation. Retaliation will not be tolerated in any form towards
anyone who in good faith makes a complaint or participates in an investigation. Anyone
who is unsatisfied with actions taken or not taken as a result of a complaint can appeal
to Manpower’s Human Resources at 715-552-9121.
Solicitation/Distribution. Manpower recognizes the need to restrict and control solicitations,
postings, and the distribution of literature on Manpower’s or our client’s premises during working
time and in working areas. The purpose is to avoid disruption, loss of productivity, and/or an
uncomfortable work environment. Associates should not solicit, post, or distribute literature on
Manpower’s or our client’s premises for any reason or purpose during work time or in working
areas.
Use of Information Technology Resources. Because you may perform job tasks on
laptops, network stations, mainframe and other Information Technology (IT) resources that
belong to Manpower and our clients, you must comply with these rules.
Do not:
 Use client’s IT equipment for non-job-related activities
 Use another person’s user I.D., attempt to use a user I.D. for unauthorized purposes,
or give your user I.D. or password to an unauthorized person
 Add, change, delete, download, upload or copy software to or from any client
equipment
 Copy, distribute or use software or other information without first obtaining
permission from the copyright owner
 Modify the software configuration (e.g. add a screensaver)
 Connect, remove or insert technology components or equipment, including flash
drive, CDs, modems, memory or processor chips or cards, unless specifically
authorized
 Move equipment without explicit authorization from the client
 Produce, store, display or transmit material that is sexually explicit, suggestive,
harassing or otherwise offensive
 Use equipment for any activity that is disparaging, defamatory, profane, maliciously
offensive, libelous or slanderous or invades another’s privacy
 Use equipment for any activity which would harm Manpower, its client or their
images
 Send email to random recipients, email with executable software attached or email
anything that contains or has attached any private, confidential or proprietary
information belonging to either Manpower or our client.
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Manpower and our clients reserve the right to access and monitor your use of their company
property, including the use of company data networks, to determine compliance with their
policies. Your failure to comply with these policies may lead to disciplinary action,
including termination of employment.
Confidentiality. All information to which you have access while on assignment by Manpower
is considered proprietary to Manpower’s clients. You must agree to keep such information
confidential and not disclose such information to anyone except those persons expressly
authorized to have access thereto. You shall not use or permit the use by others of such
information for any purpose(s) other than to perform the work or services as may be directed in
conjunction with your assignment.
Intellectual Property. Any and all discoveries, inventions (including but not limited to
improvements or modifications) or literary or other works relating to the work you perform while
on assignment or suggests by matters disclosed in conjunction with your assignment, whether
or not patentable, copyrightable or otherwise subject to registration or protection which are
made or conceived by you, solely or jointly with others, are works made for hire and shall be the
property of Manpower or its designee. You must agree to provide Manpower or its designee
with a complete written disclosure of each invention, discovery, literary or other work and further
agree to sign necessary documents and give Manpower or its designee all other reasonable
assistance necessary to perfect and maintain whatever rights Manpower or its designee deem
appropriate, without charge to Manpower or its designee but without expense to yourself.
At-Will Employment. Your employment with Manpower is “at-will.” That means your
assignment and/or your employment can be terminated for any reason, with or without
cause and with or without notice. At the termination of your employment, Manpower is
not liable for wages or salary except those you earned prior to the date of termination.
Assignment Availability Policy. This policy only applies after you have been on at least
one assignment with Manpower. To maintain employment status with Manpower, you must keep
us informed as to your availability. When you complete an assignment, immediately notify your
Manpower Staffing Specialist by phone, and then every week until you are placed on a new
assignment. If you fail to follow this policy then we will consider you unavailable for work and to
have voluntarily resigned from employment.
Unemployment Compensation. If you fail to comply with the Assignment Availability Policy,
Unemployment Compensation may be denied. The Iowa Employment Security Law states that
failure to call a temporary help agency within three days of the last assignment received may
result in a denial of unemployment benefits.
Personnel Record Changes & Employment Record. If at any time your address, name,
phone number or other pertinent personal information changes, contact your Staffing Specialist.
Your hire date is the first day of your first assignment with Manpower. If you have not worked for
Manpower for one year and reactivate, we will change your date of hire to the first day of your
first assignment after your reactivation.
Standards of Conduct. Manpower has established reasonable standards of conduct for its
associates. You are expected to use reasonable, mature judgment in determining how you
should act. If our policy is less restrictive than our client’s or vice versa, always follow the more
restrictive of the two. The following are some examples of unacceptable behavior that will result
in disciplinary action, which may include termination of your employment.
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Improper and/or disruptive work attitude
including horse play and practical jokes.
Use of profanity or abusive language.
Performing personal business while at work.
Destruction or theft of client or another
employee’s property.
Rudeness to a client, supervisor or
Manpower.
Falsification of any information, written or
verbal, to Manpower or our clients (including
time reports).
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Unsatisfactory job performance.
Failing to report to work without contacting
Manpower.
Failure to follow safety policies.
Failure to immediately report a work-related
injury.
Unauthorized tardiness or absenteeism.
Insubordination
Other inappropriate conduct for the
workplace.
Disciplinary Action. Manpower will inform you of any concerns that arise in any phase of
your employment. It is your responsibility to correct any areas of concern. Disciplinary Action will
generally follow the below steps. However, your employment with Manpower is at will.
1. Verbal Discussion
2. Written Warning
3. Termination of Employment
Manpower reserves the right to initiate corrective action in any manner it sees fit, including
immediate termination of employment if the incident is serious enough. In that event, the above
progressive measures are waived.
Notice of Resignation. We request that you give appropriate notice if you quit an
assignment. Generally, a 2 week notice is acceptable. And, for assignments of less than 2
weeks, a 3 day notice is appropriate.
Manpower Privacy Notice for U.S. Residents. Manpower cares about the privacy of our
applicants, associates and clients. This notice contains information about how we handle your
personal information. We collect and process your personal information for the following
purposes where necessary:
 To maintain our contractual or business relationship with you,
 For employment-related services where applicable,
 To tell you about the products and services we offer,
 To contact and correspond with you,
 For the management and defense of legal claims and actions, compliance with court
orders and other legal obligations and regulatory requirements, and as otherwise
permitted by law.
Manpower may disclose your personal information for these purposes to other Manpower
entities, affiliates, suppliers, subcontractors who perform services on our behalf, clients if you
are seeking employment, an acquiring organization if Manpower is involved in the sale or
transfer of some or all of its businesses, and where we are otherwise required to do so, such as
by court order.
Manpower collects, processes, and discloses sensitive personal information, such as Social
Security Numbers, only if required to comply with legal obligations, if there is a compelling
reason to do so, or with your consent.
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Safety Policy & Guidelines
Your safety is important to us and we strive to maintain safe and healthy working conditions at
all times. Manpower will not knowingly assign or allow any associate to work in an unsafe work
environment. Manpower abides by all safety regulations and guidelines set forth in federal, state
and local statutes. Manpower will not tolerate retaliation in any form toward anyone who in good
faith reports safety concerns. We also integrate good safety practices and programs into our
operational activities and procedures throughout the organization.
To make the workplace safe for you and your fellow associates, it’s your responsibility to:

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Operate only those machines, tools or vehicles that Manpower has indicated are part of
your assignment and for which you’ve received instruction or training. Notify Manpower
of any requested changes in your job duties or if you’re asked to operate
equipment or perform a task for which you have not been trained.
If you receive a life threatening injury, 911 should be called.
Understand the safe practices for your general work area and your position.
Comply with all safe work practices and wear personal protective equipment for your
assignment. Willfully committing an unsafe act will be considered misconduct and
subject to disciplinary action up to and including termination.
Wear clothes appropriate for the type of work you will perform.
Immediately report all unsafe working conditions to your supervisor, as well as
Manpower.
Tell your supervisor that you must first contact Manpower if you’re asked to perform an
unsafe task, to work on unsafe equipment, or to work on equipment for which you’ve not
received proper training, such as a forklift. Then, contact Manpower immediately. If
you’re working during a time when you’re unable to reach Manpower, inform the client
that you cannot perform those tasks without approval from Manpower. Then, contact
Manpower as soon as possible.
What To Do When You Have Been Injured On the Job. To ensure proper treatment, it is
very important that we know about all injuries immediately. Our policy requires immediate
notification to ensure that you do not incur further harm (i.e. a minor cut that may later become
infected).
You must follow the steps outlined below in order to have your Workers’ Compensation claim
processed promptly:

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Report the injury immediately to your client supervisor and Manpower.
Depending on the type and nature of the injury that you sustain, Manpower may either:
o Suggest first aid treatment at the job site; or
o Refer a medical facility for treatment.
Submit to a drug /alcohol test.
If the physician indicates you cannot return to your regular job, notify Manpower
immediately.
Contact Manpower after each medical appointment to report on your healing progress.
Complete all Manpower required paperwork and provide all documents from the medical
provider immediately after each appointment.
Provide a Doctor’s Release Form to Manpower prior to returning to work.
Return to work as soon as given a full or partial release. Failure to return to work (as allowed
by your physician) may be considered a voluntary quit and you will be subject to termination
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*Failure to immediately report on-the-job injuries/accidents to your Client Supervisor and Manpower will
result in disciplinary action to include possible suspension for 1-3 days without pay and may have a
negative effect on your worker’s compensation claim. In some states you may be asked for information
about your injury by the physician or medical facility. In other states, this information may be obtained
from you at the job site or by having you fill out Manpower’s Associate Injury Report Form. Your
cooperation is very important in gathering this vital information.
Manpower’s responsibilities:

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Report the incident to our claims administrator promptly.
Require our claims administrator to contact you to ensure that you are receiving proper
treatment and benefits.
Monitor your progress and keep in contact with you.
Coordinate our Return to Work program as soon as the physician allows and an
appropriate position based on your skills, qualifications, and experience can be located.
PLEASE NOTE: WORKER’S COMPENSATION FRAUD IS A CRIME. MANPOWER’S POLICY IS TO
PROSECUTE TO THE FULLEST EXTENT OF THE LAW.
Returning To Work. Manpower will be actively involved with you, the physicians, and the
insurance company while you remain injured. We will provide modified work as applicable and
available to all associates who are given restricted work releases.
The OSHA Hazzard Communication Standard. You have a right to know about the chemical
hazards in the workplace. You should: 1) Read labels and Safety Data Sheets; 2) Follow the
warnings/instructions for handling the chemical; 3) Wear the personal protective equipment
required and, 4) Learn emergency procedures and ask questions about the chemicals you
encounter. All chemicals must contain a label from the manufacturer outlining the health
hazards and protective measures when working with the chemical. Remember – it is up to you
to read the label and follow the instructions before you open or use the chemical. If you do not
understand the information – ask your client supervisor.
Using Safety Data Sheet (SDS). Safety Data Sheets (SDS) are your guide to the basic
information about each chemical in your work area. It provides information you need to identify
and work with or around hazardous substances. SDS are kept in your work area at the client
location, and you must be trained in the safety procedures and equipment you will use when
working with hazardous chemicals. You have a right to look at the SDS if you feel you need
more information about the chemical. Please be alert, read the container labels and Safety Data
Sheets and follow the instructions carefully for all chemicals within your work area.
Control of Hazardous Energy Sources (Lockout/Tagout). As a Manpower associate, you
may be assigned to work in a facility where machines or equipment may be required to be
locked or tagged out from time-to-time. Energy sources that must be locked out are those that
supply the power to enable machines or equipment to operate. These power sources include
electricity, gas, steam, coiled springs, hydraulic or pneumatic and gravity.
You must not participate in lockout/tagout procedures without prior authorization from
Manpower and you must receive client/site specific lockout/tagout training.
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Working Together, We’ll Succeed. Good workers are the key to Manpower’s reputation for
delivering quality service to our clients. We’re counting on you to help us maintain that
reputation. This will help us continue to make work opportunities available for well over 100,000
associates each day. Just as importantly, doing your best reflects well on you, and that means
you can count on Manpower to continue to offer you satisfying assignments.
If you have any questions about any of this material, contact Manpower.
Disclaimer Statement
The contents of this handbook are presented as a matter of information only and are not
intended to cover all policies, plans and procedures of Manpower. The plans, policies and
procedures described are not conditions of employment. Manpower reserves the right to modify,
add, revoke, suspend, terminate, or change any or all plans, policies, or procedures of the
company, in whole or in part, at any time with or without notice. The language in this booklet is
not intended to create, nor is it to be construed, a contract between Manpower and any one or
all of its employees. Your employment with Manpower is employment-at-will. That is, your
employment can be terminated at any time by you or Manpower.
Unless otherwise stated in this handbook, the contents of this handbook are applicable to
temporary employees of Manpower (also known as employees, wagemaster employees,
associates and contractors) who are referred to throughout this handbook as employees.
Manpower employees are individuals who are eligible for temporary or contract work
assignments to support or supplement a client’s or Manpower’s workforce during time periods
of, including but not limited to, employee absences, temporary skills shortages, seasonal
workloads, and special long- and short-term assignments or projects. This handbook does not
apply to any other classification of employee at Manpower including colleagues.
The information contained in this Employee Handbook is confidential and proprietary to
Manpower. The information is for internal use only and may not be distributed outside of
Manpower. Any use of the third party contact information contained herein does not violate your
obligation to keep the contents of the Employee Handbook confidential.
Manpower reserves the right to modify, revoke, suspend, terminate or change any or all such plans, policies, benefits or procedures
in whole or in part, at any time, without notice. The most recent or current employee handbook in use will prevail.
This handbook does not constitute a guarantee of operating procedures or terms of employment. No company employee
has authority to enter into any oral or other written promises of employment and that, absent written agreement with the
President of D MARK GROUP, INC. d/b/a Manpower, no verbal or other statements will modify the at-will status of the
employee.
No part of this publication or the services it describes may be reproduced, transcribed, stored in a retrieval system, or
transmitted into any language, in any form or by any means, whatsoever, without prior written permission of D MARK
GROUP, INC. d/b/a Manpower. Manpower and Talent Development Center, etc. are copyrights of Manpower, Inc. D MARK
GROUP, INC., disclaims proprietary interests in the marks and names of others.
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Prohibited Work List
After reporting to work, should your assignment unexpectedly CHANGE to include ANY of the
work listed below, it is essential that you inform your Staffing Specialist IMMEDIATELY for
further instructions.
Do not perform any of the following tasks without instructions from your Staffing Specialist. The
following list is not all-inclusive. If work involves exposure to other obvious safety hazards,
immediately contact your Manpower Staffing Specialist.
General Activities:

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Work in excess of one story in height (inside or outside) on a roof or where the use of
ladders or scaffolding is required.
Any work activity which takes place three feet or more below ground level, such as
excavating or trenching.
Working in any facility that involves direct exposure to molten metals.
Any driving where the total vehicle weight (including load) exceeds five tons (10,000 lbs.)
or requires a Commercial Driver’s License (CDL).
Work on a forklift or other powered industrial truck for which you have not received
formal training.
Working in auto wrecking, junk or salvage yards.
Work requiring the use of supplied or self-contained breathing apparatus.
Work where there is exposure to X-rays or radioactive isotopes of any kind.
Work requiring direct contact or exposure to asbestos fibers.
Work where there is direct exposure to hazardous chemicals.
Specific Activities:

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Work inside any confined spaces such as pits, silos, vats, tanks, tunnels or sewers.
Moving or demolition of buildings.
Work at waste disposal sites that require handling of any hazardous materials.
Work inside grain elevators or other facilities with high dust concentrations.
Operating a chainsaw.
Mounting tires on wheels.
Work involving mixing or use of creosote.
Work involving the manufacturing or handling of fireworks or explosives.
Erection of steel structures or scaffolding.
Work that requires the handling or use of pesticides, herbicides or poisons.
Work that requires direct contact with acids.
Work in quarries or sawmills.
Working with live animals, including livestock and pets.
Operation or set up of rides or equipment at carnivals or amusement parks.
Collection of garbage or recycled materials.
Snow removal.
Construction clean up, debris removal or other similar work on a construction site.
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Manpower On-the-Job Accident Procedures
What to do if an injury occurs:

Report the injury to your immediate on-site supervisor and Staffing Specialist.

If the injury is a life-threatening emergency: dial 911 or go to the nearest hospital.

If you have a non-emergency injury, call your Staffing Specialist between 8 am and 5
pm for medical treatment instructions and to complete the First Report of Injury required
by OSHA. Your Staffing Specialist will direct you to the appropriate occupational medical
provider. For after hours non-emergency treatment, please contact your Staffing
Specialist first thing the next morning.

Manpower’s Policy requires post-accident drug & alcohol testing for all recordable,
work-related injuries, and/or accidents resulting in damages of $1,000 or more.
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SUMMARY OF MANPOWER’S DRUG AND ALCOHOL TESTING PLANS
Certain Manpower Inc., of Des Moines clients require Manpower applicants and associates to undergo
drug screening as a pre-assignment condition and/or drug and alcohol testing as a post-assignment
condition. Testing is pursuant to any applicable federal and/or state regulations, staffing agreements
between the Client and Manpower, and/or Client policies. Not all clients require such screening and
Manpower may offer assignments which do not require screening and/or testing. However, Manpower
reserves the right to post-accident test in the event of an accident resulting in injury, if suffered by an
associate, which a record or report could be required under chapter 88 of the Iowa Code, or results in
damage to property or equipment in an amount reasonably estimated at the time of the accident to
exceed $1,000.
Screening is designed to detect drug use which might affect the individual’s ability to perform his or her
duties; testing is designed to detect alcohol and/or drug use which might affect the individual’s ability to
perform his or her duties. Associates assigned to these clients may be tested under all or some of the
following circumstance: (1) pre-employment/pre-assignment (drug only); (2) reasonable cause/suspicion;
(3) post-accident as defined by applicable federal regulations and/or Iowa law; (4) random; (5) return-toduty; and (6) follow-up testing.
To ensure the integrity and accuracy of each test, testing conducted by Manpower will be pursuant to the
federal and/or state procedures for drug and alcohol testing found at 49 C.F.R. Part 40. Drug testing is
designed to detect the presence of marijuana, cocaine, amphetamines, phencyclidine, and opiates and
the metabolites of these substances. Alcohol testing is designed to measure the presence of alcohol in
the individual’s breath. Applicants or associates having valid physician’s orders and prescriptions for the
use of controlled substances should be able to provide proof of the same to Manpower’s Medical Review
Officer, upon request. Initial testing is conducted at no expense to the applicant or associate. An applicant
or associate has the right to decline to submit to testing. Manpower reserves the right to refuse to employ,
and/or to terminate the assignment of and the employment with Manpower of, any person who has not
submitted to testing, or who declines to submit to testing. If an applicant, or associate, who agrees to
submit to testing tests positive for the use of an illegal drug, he or she will not be eligible for employment
with Manpower. The results of screening will be conclusive as to the use of controlled substances by the
applicant or associate and Manpower may base its employment and assignment decision on the results
of the screening without any further analysis or discussion with the applicant or associate. The associate
is advised that state law may allow for denial or reduction of Worker’s Compensation benefits if the
associate tests positive for illegal drugs or refuses a drug test after a workplace accident.
The results of testing will be used solely by Manpower for the purpose of employment decisions regarding
assignments to Client and will not be discussed or released to any third party other than to: a Client, upon
the Client request; to a subsequent employer, upon receipt of the associate’s written request to do so; to
the federal and/or state authorities in pursuant to federal and/or state regulations; to a decision-maker in a
lawsuit, grievance, or other proceeding initiated by or on behalf of the associate, and/or as permitted by
law.
For additional information on the definitions, prohibited conduct, testing requirements, testing
methodology and integrity, and discipline applicable to each assignment, available assistance referrals to
local counseling and rehabilitation, please request to review the Anti-Drug and Alcohol Misuse and/or
other plans applicable to your assignment, in their entirety, from:
Judy Willey
Safety Supervisor
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Central Iowa Manpower Locations:
Human Resources may be contacted directly for associate concerns & complaints. 715-552-9121
Des Moines Metro
1719 Grand Ave Ste 100
Phone: 515-288-6745
Fax: 515-288-8760
[email protected]
Ames
1103 Buckeye St Ste 101
Phone: 515-232-2340
Fax: 515-232-2380
[email protected]
Office hours: Monday-Friday, 8am-5pm
Address all mail to:
1719 Grand Ave., Ste 100
Des Moines, IA 50309
Office hours: Monday-Friday, 8am-5pm
Address all mail to:
1103 Buckeye St Ste 101
Ames, IA 50010
Fort Dodge
822 Central Ave Ste 401
Phone: 515-573-5457
Fax: 515-955-8934
[email protected]
Office hours: Monday-Friday, 8am-5pm
Address all mail to:
822 Central Ave Ste 401
Fort Dodge, IA 50501
Professional
1719 Grand Ave Ste 100
Phone: 515-288-4105
Fax: 515-288-8760
[email protected]
Office hours: Monday-Friday, 8am-5pm
Address all mail to:
1719 Grand Ave Ste 100
Des Moines, IA 50309
Bunn (Creston) On-Site
900 E Townline Rd
Phone: 641-782-9945
Fax: 641-782-7434
[email protected]
Office hours: Monday-Friday, 7am-4pm
Address all mail to:
900 E Townline Rd
Creston, IA 50801
Danfoss (Ames) On-Site
2800 E 13th St
Phone: 515-956-5551
[email protected]
Vermeer (Pella) On-Site
1210 E Vermeer Rd
Phone: 641-621-8118
Fax: 515-621-7722
[email protected]
Carroll
113 W 5th St, Ste A
Phone: 712-794-7199
Fax: 712-792-8116
[email protected]
Office hours: Monday-Friday, 7am-4pm
Address all mail to:
2800 E 13th St
Ames, IA 50010
Office hours: Monday-Friday, 7am-4pm
Address all mail to:
1210 E Vermeer Rd
Pella, IA 50219
Office hours: Monday-Friday, 8am-5pm
Address all mail to:
113 W 5th St Suite A
Carroll, IA 51401
Answering service is in operation when offices are closed.
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Tips for Success
Follow these guidelines to be productive
and make your assignments with Manpower
more enjoyable.
• Be on time every day that you work.
• Introduce yourself to the person to whom you
are to report.
• Ask questions to ensure you understand what you’re
being asked to do. But, try to avoid unnecessary
conversation and delay.
• Be polite, cooperative and willing to help whenever
you’re asked.
• Maintain confidentiality. You should never discuss
your work with anyone other than your supervisor.
• Notify your Staffing Specialist of any
requested changes in your job duties or if
you’re asked to operate equipment or perform
a task for which you have not been trained.
• Do not make or receive personal telephone calls at
work, except in the case of a true emergency. You’re
allowed to make telephone calls during breaks and
lunch periods only.
• Notify your supervisor immediately when you finish
your work. Ask if there’s more work you can do.
If none is given, use your free time constructively.
• Wear appropriate attire for your assignment.
• Don’t walk off the job. If your job is not running smoothly,
call Manpower. We are your employer and can help you
with any job-related problem. Please keep in close
contact with us.
• Report all hours worked, on time, to prevent delays
in your pay.
Manpower
Associate
Handbook
LOC -50
(Rev.
01/2014)
23