Policies, Procedures & Guidelines
(Asset/Northpointe)
Welcome To Asset!
Thank you for registering with Asset Staffing and Northpointe Personnel. Please take a few moments to read through the enclosed materials, which contain pertinent policy and procedure information for employees of Asset Staffing. If you have any questions regarding this information, please feel free to contact your counselor. We look forward to working with you.
Working for Asset
When starting a new assignment, it will be important for you to follow a few key procedural guidelines. As an employee of Asset/Northpointe, we ask that you always:
• Arrive 15 minutes early on the first day of a new assignment. This not only gives a great first impression, it will give you extra time to familiarize yourself with the office;
• Call us with your contact information (phone, email, or fax). Whether the assignment is one day or several months, we will need to be able to contact you. We ask that you call us within the first 10 minutes of your scheduled arrival time with this information;
• Maintain a positive and professional attitude throughout your assignment;
• Dress in corporate attire (i.e. suit for gentleman; dress, suit or dress pants for women) unless otherwise instructed.
• Asset exercises no control of the interview activities of its employees and applicants. Time spent interviewing with, traveling to and from, preparation for and debriefing after customer interviews is not compensated by Asset.
 
Attendance/Punctuality
Asset/Northpointe prides itself on having the top quality assurance system in the temporary field. While working on an assignment, you must be punctual. Our clients rely on our strong network of qualified temporaries to meet their time sensitive needs.

If you are unable to fulfill your assignment due to illness or an emergency or if you are running late, you must notify Asset/Northpointe immediately. In the case of illness, we ask that you give us at least 90 minutes advance notice.
Availability For Work
Upon registering with Asset/Northpointe, we ask all candidates to contact the agency once a week regarding your availability for work. If you are on assignment for Asset/Northpointe and the assignment comes to an end, it is our policy to have each Associate contact our office no later than 24 hours after an assignment has concluded and on a weekly basis thereafter. This communication will serve many purposes including, but not limited to, advising Asset/Northpointe of your availability, and updating any change in personal information and skills. Failure to adhere to this policy may be considered a voluntary quit, and may interfere with your right to collect Unemployment Insurance benefits.


Legal Division
30 Broad Street , Suite 1202
New York, NY 10004
Ph. 212 430-1060
Fax 212 430-1061
legaljobs@assetstaffing.com
Financial Division
30 Broad Street, Suite 1202
New York, NY 10004
Ph. 212 430-1060
Fax 212 430-1061
financialjobs@assetstaffing.com

New Jersey
80 River Street , Suite 4D Hoboken, NJ 07030
Ph. 201 418-9500
Fax 201 418-9155
jobs@northpointepersonnel.com

Florida
14 N.E. 1st Ave. Suite 712
Miami, FL 33132
Ph. 305-371-5969
Fax 305-371-5979
careers@assetstaffing.com


Electronic Communications Policy
As an employee of Asset/Northpointe, you will rely on Electronic Communication (i.e. e-mail, the Internet, corporate Intranet websites) to perform the daily functions at your respective assignments. While these forms of communication will make you more productive and effective, there are several risks associated with them. Your inappropriate actions can subject Asset/Northpointe to potential legal liability. To that end, Asset/Northpointe does not condone the disclosure of confidential information, invasion of privacy, copyright infringement, defamation, securities law violations and other improprieties.

Access to Electronic Communications resources are provided and intended for business uses only. Asset/Northpointe does not condone personal Electronic Communication. Inappropriate usage of Electronic Communication is prohibited.
Payroll Procedure
Paychecks are available on Wednesdays after 12:00 P.M. To ensure that you are paid in a timely manner we ask that you follow the guidelines below for filling out timesheets:

• Complete all areas of the timesheet in legible print;
• Calculate the number of hours worked (total hours should be broken down in 15 minute increments);
• Indicate whether your paycheck should be mailed or held for pickup at one of Asset/Northpointe offices;
• Carefully review and sign;
• Fax a copy of your timesheet to our Payroll Department at (212) 481-3447 by Monday at 12:00 PM. Please call our office (212) 430-1060 to verify its receipt;
• Mail white and yellow copies of the signed timesheets to our Payroll Department at 30 Broad Street, Suite 1202 NY, NY 10004;
• Please feel free to contact our Payroll Manager regarding any payroll issues.

Check Replacement and Cancelation Policy

Policy Statement

Asset Staffing will replace a lost or stolen check after a stop payment is placed and receives a confirmation from it’s bank that the original check has not cleared. A check is considered lost or stolen when the employee has not received the check within 7 business days from mailing.

Policy Procedures

Replacement checks are issued after Asset Staffing has placed a stop payment and receives confirmation from the bank that the original check has not cleared. In the event that the original check has cleared and the employee still disputes receiving the payment, the employee must fill out a notarized affidavit disputing the receipt of payment.

An employee may request a replacement check earlier by completing an affidavit and paying the fee incurred by Asset Staffing’s bank. The affidavit can be requested from our managers.


Asset/Northpointe must receive the original signed copy of the timesheet in order to release or mail paychecks. If you are on assignment and do not have a timesheet contact us for instruction.
Policy On Equal Employment Opportunity
Equal Employment Opportunity Statement
Asset/Northpointe policy is to promote equal employment opportunity for all of our employees without discrimination on the basis of race, color, religion, sex, national origin, age, disability, citizenship, marital status or sexual orientation. To this end, we endeavor to select, place, train and promote the best qualified individuals based upon job-related factors such as ability, work quality, attitude and experience.
Fair Work Environment
It is the policy of Asset/Northpointe, to promote a fair and collegial working environment for all our employees. In keeping with this policy, sexual, racial, religious, and ethnic or other discriminatory harassment of any employee by anyone is contrary to Asset Staffing’s, policy and will not be condoned. Asset/Northpointe will endeavor to keep the workplace free of any conduct that creates an intimidating, hostile or abusive work environment.
Sexual Harassment
While all forms of harassment are prohibited, Asset/Northpointe wishes to emphasize the special problems of sexual harassment. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when (a) submission of such conduct is, explicitly or implicitly, a term or condition of employment, (b) an employee’s response to such conduct is used as the basis for employment decisions, or (c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating a hostile, intimidating or abusive work environment. Sexual harassment is prohibited whether directed towards men or women, and regardless of whether the employee accepts or rejects the advance.

Asset/Northpointe, does not wish to interfere with the personal lives of its staff. However, conduct of a sexual nature directed toward Company employees that is not welcome and creates a hostile or abusive work environment can be sexual harassment, whether committed by supervisory or non-supervisory personnel. Examples of conduct that could constitute sexual harassment include, but are not limited to:

• Sexual touching, advances, or propositions;
• Verbal abuse, epithets, threats, derogatory statements, or slurs;
• Using sexually degrading words to describe an individual;
• Making graphic or suggestive comments about an individual’s dress or body;
• Sending sexually suggestive or obscene letters, notes, e-mails and/or invitations;
• Continuing to express sexual or social interest after being clearly informed that this interest is unwelcome;
• Displays in the workplace of sexually suggestive objects or pictures, including nude photographs.

Supervisors are not permitted to use an employee’s response to sexual harassment as a basis for any employment decision affecting that employee such as: performance, evaluations, salary increases, promotions, assignment of duties, shifts, or career development. Nor are supervisors permitted to give preferential treatment to any employee or applicant because that person has accepted or shown a willingness to yield to a supervisor’s advances or requests for sexual favors.

The Company policy against sexual harassment also applies to sexually improper conduct toward the Company’s staff by clients, customers or other non-employees. If you inform the Company that you have been subject to sexual or other harassment in the workplace by a non-employee, that individual will be informed of the Company’s policy and appropriate corrective action and preventative steps will be taken.
Handling Complaints
If you believe that you have been subject to workplace harassment of any kind, you should report the matter immediately to your supervisor. However, complaints can be brought directly to the President of Asset/Northpointe if the matter is of a personal or sensitive nature, or if the supervisor is involved, or for other similar circumstances. Asset/Northpointe, understands that complaints of harassment can be extremely sensitive and, when feasible will keep such complaints and all communications concerning them in strict confidence.

Asset/Northpointe will investigate all complaints of harassment promptly, fairly, thoroughly and as confidentially as practicable. If the Company determines that harassment has occurred, appropriate corrective action will be taken as warranted by the circumstances.

Any employee, supervisor or manager who is found after investigation to have engaged in harassment of an employee will be subject to appropriate disciplinary action, depending on the circumstances, up to and including discharge.
Accommodation For Disabilities
Asset/Northpointe, endeavours to provide equal employment opportunities to otherwise qualified individuals with disabilities, which includes providing reasonable accommodations to the extent practicable. In general, it is an employee’s responsibility to notify Asset/Northpointe, of the need for an accommodation. If an employee communicates to his or her supervisor that an accommodation is required, the supervisor may ask the employee for input about the type of accommodation necessary, or the functional limitations resulting from the disability.
Discrimination Complaints
The Company respects the right of each employee who in good faith complains about illegal discrimination of any kind, including sexual or other workplace harassment, or who provides information in connection with any such complaint. Retaliation against any employee for engaging in these protected activities is contrary to Company policy and will not be condoned. If you believe that you have experienced illegal discrimination or retaliation, you should report that immediately to your supervisor or, if that is problematic, to the President of Asset/Northpointe.
Verification of Information and Privacy
It is the policy of the company to verify the accuracy of information provided by applicants on employment applications, resumes, and other application materials through such reference checks, background investigations, and other means as the company, in its sole discretion, deems appropriate. Asset Staffing respects the privacy of our customers, applicants and employees and we acknowledge that you have certain rights related to any personal information we collect. Asset Staffing supports local and national privacy laws.
If hired, you will be required to provide, within three days of your employment, proof of your identity and authorization to work as required by the Immigration Reform Act of 1986.
Arbitration
Consistent with the Federal Arbitration Act, employees are required to submit all employment related disputes to arbitration rather than litigation.
Employment “At-Will”
Either the employer or the employee can terminate their employment relationship at any time, with or without cause, and with or without notice. The terms and conditions of your employment with Asset/Northpointe, including compensation, are strictly confidential.

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