Standards of Ethical Practices

We pride ourselves on our personal and professional integrity. No matter what type of search we conduct for you, you can rest assured that we adhere to the highest level of industry standards and ethics in all we do. Our commitment to this steadfast practice is outlined in the Standards of Ethical Practices developed by the National Association of Personnel Services (NAPS).

RELATIONS WITH CANDIDATES

1. Candidates shall be referred to employer/clients for interviews only on job openings for which at least verbal authority has been given by the employer/client.

2. Representations made to candidates about the duties, probable length of employment, hours, benefits and salary of prospective positions shall be in conformance with the best knowledge of the recruiter.

3. Precaution shall be taken against referring any candidate to employer/clients who are known to engage in illegal, immoral or questionable business practices.

4. Information about a candidate will be used only for the purpose of finding employment for that candidate. Confidential information shall be treated accordingly.

5. A candidate shall be aware of charges, if any, before being permitted to incur any obligation for services rendered. Any monetary obligations, including interest charges, shall be fully disclosed in a written agreement, a copy of which shall be provided to the candidate, and it shall set forth any circumstances in which a candidate must pay for services.

6. No candidate shall be referred to any employer where a strike or lockout exists or is impending (according to the best knowledge of the recruiter) without being notified of such condition.

RELATIONS WITH EMPLOYERS/ CLIENTS

1. A candidate’s employment record, education, qualification and salary requirements shall be stated to the employer/client as accurately and fully as possible. Clients shall be advised by the recruiter if the recruiter disclaims liability for the accuracy of any information it transmits to the client.

2. A candidate shall be referred to the employer/client for interview only with prior authorization of the employer/client, which may be given verbally.

3. Confidential information relating to the business policy of employer/clients, which is imparted as an aid to the effective handling of their job requirements, shall be treated accordingly.

4. Candidates shall not be solicited for other positions while they are still in the employ of the employer with whom they have been placed by the personnel consulting firm in question, unless the candidate initiates reactivation of his/her application.

5. Direct mail, bulletins and resumes of candidates presented to employer/clients shall represent bona fide candidates.

RELATIONS BETWEEN TEMPORARY SERVICES & TEMPORARY EMPLOYEES

1. Employees shall be referred to client companies for work only on assignments for which at least verbal authority has been given by the client.

2. Representations to employees about the duties, probable length, hours, salary, bonus, overtime and working conditions of temporary assignments shall be in conformance with the best knowledge of the temporary service.

3. Precautions shall be taken against referring temporary employees to any client who is known to engage in illegal or questionable business practices.

4. Information about temporary employees shall be used only for the purpose of assigning the employee for temporary work. Confidential information shall be treated accordingly.

5. A temporary employee shall be aware of charges, if any, before being permitted to incur any obligation for services rendered.

6. No temporary employee shall be referred to any client where a strike or lockout exists (according to the best knowledge of the temporary service) without being notified of such condition.

7. Employer financial and legal responsibilities to temporary employees shall be met in a timely manner.

8. Temporary services shall not tolerate harassment of their temporary employees based upon an employee’s sex, race, age, religion, national origin, disability, veteran’s status or membership in any other protected class, whether the harassment is by coworkers, employees of clients or third parties. No retaliation shall be taken against any temporary employee who makes a complaint based upon a reasonable belief that any such harassment has occurred. When a temporary employee complains about any such harassment, the temporary service shall promptly investigate the complaint, and take all reasonable steps to protect the employee from further harassment.

RELATIONS WITH TEMPORARY SERVICES & CLIENTS

1. A temporary employee’s experience and qualifications shall be stated as accurately and fully as possible, or as requested.

2. A temporary employee shall be referred to the client for temporary work assignment only with the prior verbal or written authorization of the client unless other specific arrangement has been made.

3. Confidential information relating to the business policy of the client, which is imparted as an aid to the effective fulfillment of the job requirements, shall be treated accordingly.

4. Communications, written or verbal, with clients regarding temporary workers shall represent bona fide temporary employees and their qualifications.

RELATIONS BETWEEN PERSONNEL RECRUITING FIRMS

1. A candidate or employer who has a complaint about another consulting firm should be directed to file the complaint with the Chairperson of the Ethics Committee of NAPS Headquarters in Alexandria, VA.

2. NAPS provides adequate means for assuring adherence by members to its Standards of Ethics. To further the effectiveness of these procedures, each member shall be responsible for bringing to the attention of the Association’s Ethics Committee any violations of these standards. The Ethics Committee shall process any such complaint in accordance with its usual procedure, and, where the facts warrant it, the Ethics Committee shall bring the matter to the attention of the appropriate government authority for its action.

3. A member shall not in the course of advertising, public relations efforts, or any other activity permit the demeaning or criticizing in any manner whatsoever of any other personnel consulting firm.

RELATIONS BETWEEN TEMPORARY SERVICES

1. A temporary employee or client who has a complaint about another temporary service should be directed to file the complaint with the Chairperson of the Ethics Committee of NAPS Headquarters.

2. NAPS provides adequate means for assuring adherence by members to its Standards of Ethics. To further the effectiveness of these procedures, each member shall be responsible for bringing to the attention of the Association’s Ethics Committee any violations of these standards. The Ethics Committee shall process any such complaint in accordance with its usual procedure, and, where the facts warrant it, the Ethics Committee shall bring the matter to the attention of the appropriate government authority for its action.

3. A member shall not in the course of advertising, public relations efforts, or any other activity permit the demeaning or criticizing in any manner whatsoever of any other temporary service.

ADVERTISING

1. Positions listed in newspapers or other media shall be factual and refer to bona fide openings available at the time that copy is given to these publications.

2. All advertising promotion or announcements regarding certification must conform to the standards and format of the NAPS Certification Program.

3. Positions listed in newspapers or other media shall be representative of the types of opening generally available through the temporary service.

SERVICE CHARGES

1. No candidate shall be obligated for a placement fee until after an offer and acceptance has been made between employer and candidate.

2. Adjustments and refunds of placement fees shall be made promptly, in accordance with the agreement between the personnel service firm and its client or candidate.

3. No client or employee shall incur a service charge unless they have been made aware of that charge before it is incurred.

GENERAL

Members shall cooperate with and permit at any time, complete and thorough investigation of an alleged violation of ethics or standards that tend to reflect on the business practices of the individual service and NAPS, by the elected officers or duly appointed committee of the National Association of Personnel Services, and shall abide by decisions of the investigative committee.

Note: These standards of ethical practices are in no way to supersede or replace the requirements of local ordinances or state and federal laws.