Relations Between Recruiters & Candidates
"I really enjoyed my experience working with Accounting Assets, Inc. They helped me find a job in no time! I was moving from out of town and within two weeks, I had been offered a position. I thank everyone for their hard work, and if I’m in the job market again, I will definitely use the trained professionals at Accounting Assets! "
Marijia Baily
Frank & Company, CPA's
- AAI will represent every candidate equally without regard to gender, race, color, creed, national origin, disability, marital status, non-relevant physical or mental handicap, sexual preference or orientation, veteran status or age.
- 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.
- 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.
- Information about a candidate will be used only for the purpose of finding employment for that candidate. Confidential information shall be treated accordingly.
- Our client companies pay all fees there is never a fee to a candidate.
Relations between Recruiters & Employers/Clients
- AAI will screen and refer every candidate equally without regard to gender, race, color, creed, national origin, disability, marital status, non-relevant physical or mental handicap, sexual preference or orientation, veteran status or age.
- A candidate's employment record, education, qualification and salary requirements shall be stated to the employer/client as accurately and fully as possible.
- A candidate shall be referred to the employer/client for interview only with prior authorization of the employer/client, which may be given verbally.
- 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.
- In the absence of an agreement to the contrary, a recruiter shall not attempt to recruit candidates for placement who are still employed by the company with whom they have been placed by the recruiter's firm, unless the candidates directly request the recruiter's assistance in seeking new employment.
- Direct mail, bulletins and resumes of candidates presented to employer/clients shall represent bona fide candidates.
Relations Between Temporary Services & Temporary Employees
- Employees shall be assigned to client companies for which a written or verbal job assignment has been given by the clients’ company’s representative.
- Representations to employees about the duties, probable length, hours, and salary, bonus, overtime and working conditions of temporary assignments shall be in conformance with the best knowledge of the service.
- 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 notified in writing of charges, if any, before being permitted to incur any obligation to the temporary service.
- 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.
- Employer financial and legal responsibilities to temporary employees shall be met in a timely manner.
- AAI services shall not tolerate harassment of their temporary employees based upon the employee’s sex, race, age, religion, national origin, disability, veteran’s status or membership in any other protected class, whether the harassment is by co-workers, 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 of 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.
