Relations With Candidates

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

Representations made to Candidates about the duties, probable length of the employment, hours and salary of prospective positions shall be in conformance with the best knowledge of the personnel consultant.

Precaution shall be taken against referring any applicant to employers who are known to engage in illegal, immoral, or any questionable business practices.

Information about an applicant will be used only for the purpose of finding employment for that applicant. Confidential information shall be treated accordingly.

An applicant shall be aware of charges, if any, before being permitted to incur any obligation for services rendered. Any fee obligations shall be fully disclosed in a written agreement, a copy of which shall be provided to the applicant, and it shall set forth any circumstances meriting adjustment.

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

Relations With Employers

An applicant's employment record, qualifications, and salary requirements shall be stated to the employer as accurately and fully as possible, or as requested.

An applicant shall be referred to the employer for interview only with prior authorisation of the employer, which may be given verbally.

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

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 applicant initiates reactivation of his/her application.

Direct mail, bulletins and resumes of Candidates that are presented to employers shall represent bonafide candidates.

Relations With Temporary Employees

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

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

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

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

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

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

Financial and legal responsibilities as an employer to temporary help employees shall be met in a timely manner.

Relations With Clients

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

Communications, written or verbal, with clients regarding temporary workers shall represent bonafide temporary employees.

Relations Between Temporary Services

A temporary employee or client who has a complaint about another temporary service should be directed to file the complaint with the CEO or COO or HR national.

HR national shall not in the course of advertising, public relations efforts, or in any other activity permit the demeaning or criticising in any manner whatsoever of any other temporary help service.

Advertising

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

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

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

Service Charges


No client or employee shall incur a charge unless they have been made aware of that charge before it is incurred. All charges shall be outlined in the Agreement For the Provision of Permanent  Recruitment Services and acknowledged in writing by the employer before any assignments will be undertaken.