Spherion Legal

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• Posting any incomplete, false, inaccurate or misleading biographical information or information which is not Your own accurate resume. Recruiters representing candidates may not send that candidate’s resume in response to a job posting.

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IN NO EVENT WILL SPHERION BE LIABLE FOR DAMAGES OF ANY KIND INCLUDING WITHOUT LIMITATION ANY SPECIAL, INDIRECT, INCIDENTAL OR CONSEQUENTIAL DAMAGES, EVEN IF SPHERION HAS BEEN ADVISED OF THE POSSIBILITY OF SUCH. SOME JURISDICTIONS DO NOT ALLOW THE EXCLUSION OF IMPLIED WARRANTIES, SO SOME OR ALL OF THE ABOVE EXCLUSION MAY NOT APPLY TO YOU. IF THE LIMITATIONS SET FORTH IN THE PRECEDING PARAGRAPH ARE HELD INAPPLICABLE OR UNENFORCEABLE FOR ANY REASON, THEN SPHERION’S MAXIMUM LIABILITY TO YOU FOR ANY TYPE OF DAMAGES SHALL BE LIMITED TO U.S. $25.00.

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Spherion, through its subsidiaries, maintains a number of trademarks, trade names and service marks in the United States and certain other countries, including, but not limited to, SPHERION®, the Spherion logo, MERGIS®, THE MERGIS GROUP℠, YOUR BRIDGE FOR THE BEST HIRE℠, ON-PREMISE®.

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• Sexual Harassment Prevention Brochure (English)
• Sexual Harassment Prevention Brochure (Spanish)

• Sexual Harassment Prevention Brochure (English)
• Sexual Harassment Prevention Brochure (Spanish)

• Sexual Harassment Prevention Brochure (English)
• Sexual Harassment Prevention Brochure (Español)

• Sexual Harassment Prevention Brochure (English)
• Randstad's Sexual Harassment Policy & Poster - Chicago (English)
• Folleto de prevención del acoso sexual - Chicago (Español)

• Sexual Harassment Prevention Brochure (English)

• Sexual Harassment Factsheet (English)
• Prevención del Acoso Sexual Factsheet (Español)
• Sexual Harassment Prevention Policy - NY Policy Addendum

There are many forms of workplace violence, which can occur among co-workers or be perpetrated by individuals from outside the workplace.  

Examples of Workplace Violence among Co-Workers  

• Concealing or using a weapon 
• Physical assault upon oneself or another person 
• Actions that damage or destroy property 
• Intimidating or frightening others 
• Harassing, stalking or showing undue focus on another person 
• Physically aggressive acts, such as shaking fists at another person, kicking, pounding on desks, punching a wall, angrily jumping up and down, screaming at others 
• Verbal abuse including offensive, profane and vulgar language 
• Threats (direct or indirect), whether made in person or through letters, phone calls or electronic mail 

Examples of Other Forms of Workplace Violence  

Domestic violence: Often, co-workers and supervisors believe that domestic violence is something that is not their concern, or a private family matter that should not be brought to work. But the problem and related harm do spill over into the workplace. If the victim has sought shelter or a restraining order, the workplace is frequently the place s/he can be found by the perpetrator. It is not uncommon for the perpetrator to show up at the work site to carry out acts of violence against the partner or anyone trying to protect that person. See the appendix for more on domestic violence. 

Violence or threats perpetrated by our customers, their employees or other third parties directed at a Spherion worksite or office: this includes bomb threats, which make up an increasing percentage of workplace violence incidents, as well as threats as a result of an employee not getting paid. See the emergency pay for employees section for more details.  

Workplace violence can affect and involve employees, franchisees, customers and visitors. It is impossible to quantify the costs, because a single incident can have sweeping repercussions. However, here are some of the potential effects:  

• Loss of life 
• Physical or psychological repercussions felt by the victim, as well as the victim's family, friends and colleagues 
• Loss of productivity and morale 
• Temporary or permanent absence of employee(s) 
• Property damage, theft and sabotage 
• Diversion of management resources
• Increased security costs 
• Increased workers' compensation costs 
• Public relations impact on the employer if news reaches the media 

Roles and Responsibilities  

Everyone at Spherion can help make a difference and prevent or mitigate workplace violence. Success in the protection of our franchisees, colleagues and employees requires your personal attention and, as necessary, appropriate action.  

All Individuals (Including Franchisees, Managers and Supervisors) are Responsible for: 

• Their behavior by interacting responsibly with fellow employees, supervisors and clients 
• Being familiar with the policy regarding workplace violence 
• Promptly reporting actual and/or potential acts of violence to appropriate authorities 
• Cooperating fully in investigations/assessments of allegations of workplace violence 
• Being familiar with the services provided by the Employee Assistance Program 
• Informing appropriate personnel about restraining or protective court orders related to domestic situations so that assistance can be offered at the work site 

Managers and Supervisors are Additionally Responsible for: 

• Informing employees of the workplace violence policy and program 
• Taking all reported incidents of workplace violence seriously 
• Investigating all acts of violence, threat, and similar disruptive behavior in a timely fashion and taking the necessary action(s) 
• Providing feedback to employees regarding the outcome of their reports regarding violent or potentially violent incidents 
• Requesting, where appropriate, assistance from functional area expert(s), such as Risk Management and Employee Relations
• Being cognizant of situations that have the potential to produce violent behavior and promptly addressing them with all concerned parties 
• Encouraging employees who show signs of stress or evidence of possible domestic or other violence to seek assistance, such as the Employee Assistance Program 
• Assuring, where needed, that employees have time and opportunity to attend training, e.g., conflict resolution, stress management, etc. 

Risk Management Team: 

• Helping to defuse violent situations, assisting with threat assessment and response activities 
• Providing technical advice and support regarding physical security matters 
• Assisting with or conducting investigations of threats or incidents
• Acting as liaison with local authorities and outside law enforcement agencies 
• Assisting in assessing the physical and social environment for potential negative and positive stressors (e.g., space, lighting, temperature, and noise level) 
• Assisting in emergency preparedness activities 

Employee Assistance Program (EAP) is Responsible for: 

• Providing consultation and guidance to supervisors in dealing with employees who exhibit performance or conduct problems 
• Providing problem assessment for employees experiencing personal problems on and off the job 
• Providing short-term counseling and referral service to employees 
• Referring employees needing long-term counseling to appropriate treatment resources 
• Participating in conducting threat assessments, when requested 

Human Resources (Employee Relations) is Responsible for: 

• Assisting in assessing and investigating allegations of workplace violence raised by employees, supervisors, managers, franchisees, as requested 
• Providing technical expertise and consultation to help supervisors determine what course of administrative action is most appropriate in specific situations, including alternatives to discipline and the use of an alternative dispute resolution  process 
• Providing advice and counsel regarding personnel rules and regulations  
• Offering training courses to assist franchisees and colleagues in dealing with situations that may lead to potential violence, e.g., conflict resolution, stress management, negotiation skills, etc. 

All employees can report workplace violence, harassment, and threatening incidents without fear of retaliation. Each employee can report incidents of this nature in a confidential manner. It is imperative that all known incidents are reported without delay. 

All incidents shall be reported by Internal Staff to the Threat Team or HR Support. All facts and digital evidence need to be disclosed for documentation purposes. The Threat Team and/or HR will provide immediate guidance on the next steps. 

Employees reporting an incident are directed to contact their client supervisor and Spherion representative so the incident can be reported to the Threat Team or HR Support. The Threat Team will provide immediate guidance on the next steps.

The Threat Team will maintain a log of all incidents and investigative details of the incident. Employees are entitled to view or obtain a copy of the incident log within 15 calendar days of the request. A formal request can be made to the Threat Team or HR Support. A release of the log shall have redacted personal information, such as name, address, phone number, or any information that could reasonably compromise an involved party's personal safety and security. All medical-related information shall be redacted. 

In certain incidents of workplace violence, threats, and harassment, and where jurisdictions allow, Spherion may seek a civil workplace violence restraining order for your protection, if an incident took place at work. Spherion will be responsible for seeking the restraining order. You have the right to have your identity redacted from the order. If you believe you are in need of a workplace violence restraining order, please contact your Spherion representative. 

• Know the risk factors 
• Maintain a positive work environment 
• Maintain a secure and physically safe workplace 
• Education and communication 
• Know the warning signs 
• Don’t ignore the warning signs 
• Intervene early 
• Set expectations

 

Know the Risk Factors  

General research has identified several factors that may increase the risk of  violence for some workers. Such factors include:  

• Exchanging money with the public, such as delivery drivers 
• Working alone or in isolated areas 
• Providing services and care, such as healthcare professionals, public service workers, customer service agents, law enforcement personnel 
• Working somewhere alcohol is served 
• Time of day and location of work, such as working late at night or in areas with high crime rates 

At Spherion, we must be aware of those factors that put us at risk and take measures to prevent being in a situation of risk or putting other employees in a situation of risk.  

Maintain a Positive Work Environment  

Although no workplace can be perceived as perfect by every employee, there are several steps that management can take to help create a professional, healthy work environment that minimizes negative feelings, such as isolation, resentment, and hostility among employees. These include, but are not necessarily limited to:  

• Promoting sincere, open and timely communication among franchisees,  managers and employees 
• Offering opportunities for professional development 
• Fostering a family-friendly work environment 
• Maintaining mechanisms for complaints and concerns and allowing them to be expressed in a non-judgmental forum that includes timely feedback to the initiator 
• Promoting "quality of life" issues such as facilities and job satisfaction 
• Maintaining impartial and consistent discipline for employees who exhibit improper conduct and poor performance 

Maintain a Secure and Physically Safe Workplace  

The worksites of Spherion franchisees and colleagues differ in location and security in place. Some locations have a physical security presence, badging systems or other security measures. It is important if at any time there is a security concern or question about security measures in place to raise that concern. All Spherion franchisees and colleagues should notify Risk Management or designated police of suspicious or unauthorized individuals, who may be on or around our areas of work. 

Education and Communication  

Education and communication are also critical for prevention, specifically:  ∙ Ensuring employees, supervisors and managers are aware of all aspects of the workplace violence program, including what it is, what to do when faced with possible problems, roles and responsibilities, early intervention techniques, who to call for assistance, etc. 

• Techniques designed to effectively deal with conflict resolution, stress reduction, etc. 
• Support services that are available (at Spherion, counselors are available via the Employee Assistance Program.) 

Know the Warning Signs  

It’s important to know that signs may be demonstrated by perpetrators of violence, as well as those who are victims of violence. Although only one of these indicators may occur, it is more likely that a pattern will occur or that they will represent a change from normal behavior. Remember, the presence of any of these characteristics does not necessarily mean a violent act will occur. They may instead be indicators of another type of problem, such as being ill, depressed, bereaved, etc. 

Some examples include:  

• Attendance problems – excessive sick leave, excessive tardiness, leaving work early, improbable excuses for absences 
• Adverse impact on supervisor's time – supervisor spends an inordinate amount of time coaching and/or counseling employee about personal problems, dealing with co-worker concerns 
• Decreased productivity – making excessive mistakes, poor judgment, missed deadlines, wasting work time and materials 
• Inconsistent work patterns – alternating periods of high and low productivity and quality of work, inappropriate reactions, overreaction to criticism and mood swings 
• Concentration problems – easily distracted and often has trouble recalling instructions, project details, and deadline requirements 
• Safety issues – more accident prone, disregard for personal safety as well as equipment and machinery safety, needless risks 
• Poor health and hygiene – marked changes in personal grooming habits ∙ Unusual/changed behavior – inappropriate comments, throwing objects ∙ Evidence of possible drug or alcohol use/abuse 
• Evidence of serious stress in the employee's personal life – crying, excessive, phone calls, recent separation 
• Continual excuses/blame – inability to accept responsibility for even the most inconsequential errors 
• Unshakable depression – low energy, little enthusiasm, despair 

Don’t ignore the warning signs

This is an emotional and complex topic, and decisions about what to do in certain situations are not always straightforward or made in an objective state of mind.  Actual threats should always be taken seriously and responded to immediately.  When there is not an actual threat, judgment and senses should be trusted. If you feel that someone is dangerous, take the proper precautions. No employee will be disciplined or retaliated against for reporting in good faith an actual or suspected workplace violence situation.  

Additionally, please don’t make these common mistakes:  

• Ignore warning signs because you believe the signs are not important or are not your responsibility to address 
• Rationalize warning signs as "that's just the way he or she is," or “that is none of my business” 
• Not knowing where to go to get help in making determinations regarding real and potential risks 

Intervene Early  

This is vital to preventing escalation. There are many intervention options, and they vary greatly depending on the situation. Early intervention may defuse the initial situation and allow the supervisor to thoroughly review options for resolution.  Intervention sets the tone for how the situation will be resolved so it must be handled deftly.  

Set Expectations  

Supervisors and managers must be willing to take action when necessary. All employees must know that violence in the workplace will not be tolerated and that appropriate action will be taken if a threat of violence or violence occurs.

Follow these steps when violent or threatening behavior poses an immediate danger to people or property or when there is potential for violence based on behavior like verbal abuse, threats, property destruction, or expression of desire to hurt oneself or others. 

1. Secure your own safety and the safety of others. Leave the area if your safety is at risk. 
2. Call 911 if the situation requires immediate medical or law enforcement response or 988 to assist anyone in suicidal crisis or emotional distress. 
3. Contact the Spherion Threat team.
4. Notify your immediate manager or next-level manager. 
5. Cooperate with law enforcement. Avoid speaking with the media; all inquiries must be directed to the Spherion US public relations team. 

For incidents involving a threat of suicide, you can contact the Suicide and Crisis Lifeline at 988 to assist anyone in suicidal crisis or emotional distress. Use Spherion’s employee assistance program for employees in need of ongoing mental health support. 

When there is an immediate threat in the office:

If you have someone threatening you regarding pay, while physically in your office, immediately contact the Threat Team. 

The Threat Team will quickly assess the level of threat. The Threat Team may guide you in the conversation with the talent or ask to communicate directly with the talent to help resolve the issue.

Domestic Violence  

There may be early warning signs that this type of violence is escalating outside the workplace. The victim may show symptoms such as increased fear, emotional episodes, and/or signs of physical injury. Victims, as well as perpetrators, may show signs of work performance deterioration. By intervening when the early warning signs occur, even though violence may not yet have been committed at work, a serious incident may be prevented.  

In the event the perpetrator shows up at work with the intent of harming the franchisee or colleague and any others who happen to be in the way or involved, follow the procedures described in Level Two in responding to the immediate crisis.  

If it is known that an individual is being affected by domestic violence, whether or not the perpetrator has shown up at work, it is important to provide support and assistance. Not only is the person at risk for more and usually escalated violence, but it also has an impact on the safety and productivity of others.  

Below are some tips for franchisees/supervisors/managers when helping an individual affected by domestic violence.  

• Think about the safety of the individual, as well as everyone around her/him. 
• Talk with the employee about your concern of the possibility of the violence extending into the workplace and recommend that the employee contact the Employee Assistance Program.
• Recommend that the employee call the National Domestic Violence Hotline for more information about domestic violence or to help find local resources. 
• Contact Employee Relations for more information and/or assistance, if needed.
• Work with Risk Management and Employee Relations to develop a workplace safety plan in case an incident occurs at the workplace. 
• If the perpetrator shows up at work, call 911 immediately and follow the safety plan.

 

Suspicious Letters, Packages or Bomb Threats Made in Person or by Phone  

Follow the “emergency” situation response outlined above. Additionally, if it is safe to do so, document information gathered from a telephone or written threat from a safe location to assist law enforcement. Pertinent information may include:  

• Telephone number where the call was received 
• Exact time call was received 
• Telephone number of caller, and where calling from 
• Caller's estimated age (as determined by voice) and sex 
• Details regarding caller's voice (calm, excited, disguised, accent, etc.) ∙ Background noise, if any 
• Details of the alleged threat (time, place, etc. harm will occur) 

Medical Emergencies  

Contact the following, applicable to the event:  

• Call 911 and alert the Front Desk/Security (as applicable) so they can be prepared for first responders to arrive. 
• Call Risk Management. 
• Stay with and comfort the injured/ill person. If you are trained and willing, apply first aid. 

Reference Material  

• OSHA’s Workplace Violence Safety and Health Programs   

• Department of Homeland Security: Active Shooter Preparedness  

• The Truth Behind the Run and Hide Debate - Steve Albrecht DBA  

By opting into SMS alerts, you authorize Spherion to send you text messages regarding employment opportunities and information, including job alerts, assignment updates, interview updates, referral program updates, weather alerts, and reminders for upcoming events and services. 

You acknowledge that such messages may be sent by an automatic telephone dialing system. 

Additionally, by opting in, you acknowledge that you are at least 16 years of age and are either the wireless account subscriber or have the permission of the wireless account subscriber to send and receive text messages under these Terms and Conditions.

You may discontinue texts at any time, by replying “STOP” to any text sent from Spherion to your mobile device. You can also contact Spherion and request to have your number opted out by calling Spherion’s Call Center at 1-888-218-4417. After opting out, you will not receive any additional messages unless you opt back in.

Because Spherion sends messages as job opportunities become available, as assignment updates happen, as events are scheduled, and as weather changes, the frequency of our SMS messages will vary. 

Spherion does not charge any user fees to send or receive text messages, but message and data rates may apply from your carrier.

To get help, reply “HELP” to any message you receive from Spherion. You can also reach Spherion’s Call Center at 1-888-218-4417.

We will not share or use your mobile number for any other purpose. Please click here to view our Privacy Policy.

Participating carriers (subject to change): AT&T, Verizon Wireless, T-Mobile, U.S. Cellular, Boost Mobile, MetroPCS, Virgin Mobile, Alaska Communications Systems (ACS), Appalachian Wireless (EKN), Bluegrass Cellular, Cellular One of East Central, IL (ECIT), Cellular One of Northeast Pennsylvania, Cricket, Coral Wireless (Mobi PCS), COX, Cross, Element Mobile (Flat Wireless), Epic Touch (Elkhart Telephone), GCI, Golden State, Hawkeye (Chat Mobility), Hawkeye (NW Missouri), Illinois Valley Cellular, Inland Cellular, iWireless (Iowa Wireless), Keystone Wireless (Immix Wireless/PC Man), Mosaic (Consolidated or CTC Telecom), Nex-Tech Wireless, NTelos, Panhandle Communications, Pioneer, Plateau (Texas RSA 3 Ltd), Revol, RINA, Simmetry (TMP Corporation), Thumb Cellular, Union Wireless, United Wireless, Viaero Wireless, and West Central (WCC or 5 Star Wireless). 

Wireless carriers are not liable for delayed or undelivered messages.

Spherion will not be liable for any delays in the receipt of any SMS messages connected with our SMS Gateway. Delivery of SMS messages is subject to effective transmission from your wireless service provider/network operator.

Click this link to access a PDF of instructions and phone numbers for reporting misconduct.

Spherion associates are supported in taking all reasonable measures to avoid Spherion being involved in or contributing to human rights violations in our operations, services, or business relationships with employees, contractors, the self-employed, and any others. They can all expect to be protected from any human rights violations on the part of Spherion, and we equally expect them to respect our standards.

All new associates receive information related to this policy in their induction program, and all employees have to complete mandatory compliance induction and refresher training, which includes training on human rights principles in so far as they are relevant to their work.

Management, including our franchisees, directors and officers, have additional obligations. They are responsible for acting in accordance with Spherion's core values and ensuring compliance with this policy. This also means being responsible for supporting the compliance efforts of those reporting to them, explaining our principles to their teams, and ensuring compliance within their area of responsibility, which necessarily requires active communication.

When we interact with our clients, we expect them to act in accordance with all relevant human rights principles, especially those that may impact job seekers, placed workers, and Spherion representatives. We will request all information on issues or situations that may impact the working conditions of our candidates and job seekers, and will discuss any potential human rights issues, breaches and suspected breaches. Breaches of human rights principles by clients may result in Spherion ceasing to do business with them. We aim to support our clients in achieving some of their own human rights principles, especially in the areas of equity and inclusion, health and safety, and non-discrimination.

When we interact with our suppliers (including agents, contractors, and their suppliers and subcontractors), as set out in our Global Supplier Code, we also expect them to act in accordance with all relevant human rights principles. Spherion may audit these parties and, in the event of non-compliance, Spherion will discuss how future compliance can be ensured, any existing risk can be mitigated, and consequences can be addressed. Continued non-compliance will result in termination of the supplier contract.

Equity and Inclusion

We value people and thought, and are aware of cultural differences. Different ideas, cultures and perspectives break down subconscious barriers and help build better-performing teams of more well-rounded associates. Inclusion is a reflection of our company culture, where every individual feels valued, respected and supported. Our willingness and the ability to recognize, understand, respect and then fully utilize the unique contributions of each individual will help them achieve their highest potential. Inclusion is one of the preconditions for innovation and success, because it fosters the right conditions for optimal performance. This is expressed in active and explicit support for specific groups and topics, such as the LGBTI+ community, the young professional community, gender equality, etc.

Non-discrimination and Equal Opportunities

An action or practice is discriminatory if it unjustly disadvantages people, whether directly or indirectly, on the basis of characteristics that are not relevant to the situation (e.g., age, skin color, disability, gender identity, marital status, nationality, race, ethnic origin, religion, cultural background, sexual orientation, or any other irrelevant or illegal characteristic).

Indirect discrimination is a policy or practice that appears to be neutral, or the same for everyone, but which, in operation, results in a particular person or group being adversely affected or excluded from a benefit, and which policy or practice cannot be objectively justified. 

We aim to make sure that everyone at Spherion (including both associates and employees) are treated fairly and with dignity and are not discriminated against based on characteristics that are not relevant to the situation. This also applies to our relationships with clients and suppliers.

We are committed to providing equal opportunities in all phases of employment, including but not limited to recruitment, hiring and termination, opportunities for growth, development and promotion, the selection of employees for training programs, and the determination of wages and benefits. This includes ensuring that our clients avoid discrimination in relation to our job seekers, placed workers or Spherion colleagues, and it allows our associates to cease doing business with a client in the event of discriminatory practices. We challenge any client who might try to place a discriminatory job order, and we do not place discriminatory job advertisements: we either make it lawful or we decline the request.

It may not always be clear that a request is discriminatory for a particular group. For example, a client may only take into account a candidate’s accent if the accent materially interferes with the ability to perform the specific job duties. Fluency in the local language should reflect the actual level of proficiency required for the requested position. It may be a requirement for workplace safety or for a specific cooperative work assignment, but it has to be assessed on a case-by-case basis to avoid indirect discrimination.

We expect associates to discuss any doubts internally with colleagues and/or their manager, and/or to reach out to Spherion Legal for support.

No Harassment, Intimidation or Bullying

Harassment, intimidation or bullying is any unwanted physical, verbal or other conduct that violates dignity or creates an intimidating, hostile, degrading, humiliating or offensive work environment. It may include offensive or demeaning remarks, abuse of power, inappropriate touching, unwelcome sexual advances, and any other unwanted conduct.

We value respect in the work environment and do not tolerate any form of intimidation, bullying or harassment, including sexual harassment. Some examples of such unwanted behavior are physical or verbal abuse and coercion, violence, making offensive or sexually explicit jokes or insults, displaying and distributing offensive material or material of a sexually explicit nature, unwelcome sexual advances or requests for sexual favors, misusing personal information, creating a hostile or intimidating work environment, isolating or not cooperating with a colleague, or spreading malicious or insulting rumors. An intimidating, hostile or offensive working environment interferes with work performance and will adversely affect an individual’s employment conditions. We challenge any client or supplier who appears to engage in such practices.

Privacy

We respect the right to privacy of all stakeholders. No one shall be subjected to arbitrary interference with their privacy, family, home or correspondence, nor to attacks upon their honor or reputation. We expect our associates and business partners to treat all personal data in an appropriate and lawful manner, respecting the rights and interests of each individual. 

We ensure that the personal data we handle is collected and processed fairly and lawfully and used in a manner appropriate for the purpose for which it was collected. We take all necessary measures to ensure the accuracy, security and confidentiality of stored personal data, and do not keep it longer than is required to fulfill its business purpose. Particular care is taken when transferring personal data to third parties, including our clients, to ensure an adequate level of protection for such personal data.

Through our privacy statements, we inform all relevant data subjects of the ways in which we handle their personal data.

Protection of Health and Safety

We are committed to providing and maintaining a healthy and safe work environment and promoting mental health and well-being at work. We will do all that is reasonably practicable to prevent personal injury and illness and to protect our employees and placed workers , as well as job seekers, clients, suppliers and visitors, from foreseeable work hazards.We are committed to complying with all applicable legal requirements and local standards. Our guiding principle is that all decision-making is also based on protecting the inherent safety of our associates and placed workers. This includes the development and maintenance of our systems and procedures, the provision of resources, and the continuous improvement of our business practices.

No Modern Slavery

We take a zero-tolerance approach to modern slavery: No form of forced labor, such as slave, bonded, indentured, or prison labor, will be used or offered, nor do we engage in human trafficking. Spherion shall never - directly or indirectly - engage in recruitment, transportation, transfer, harboring or receipt of people through force, fraud or deception, with the aim of exploiting them for profit.

Work must be voluntary and placed workers and employees shall be free to leave work or terminate their employment with reasonable notice, provided they abide by local legal requirements. Spherion shall never charge directly or indirectly (e.g., through subcontractors) any fees or related expenses to job seekers, placed workers and employees for registration or recruitment, whether for a temporary assignment or a permanent position. Lodging of deposits is never required, and no one shall be deprived of his or her identity papers, diplomas or training certificates upon starting or terminating work for Spherion or its clients.

No Child Labor

We do not engage in child labor, either directly or indirectly, and always adhere to the legal age requirements in all countries in which we operate.

The term 'child labor' is often defined as work that deprives children of their childhood, their potential and their dignity, and that is harmful to their physical and mental development. It refers to work that is mentally, physically, socially or morally dangerous and harmful to children, and interferes with their schooling by depriving them of the opportunity to attend school, obliging them to leave school prematurely or requiring them to attempt to combine school attendance with excessively long and heavy work.

Freedom of Association

We respect the right of associates to establish or join a trade union or similar body and be represented by them. Employment will not be subject to the condition that a person may not join such a body or must terminate his or her membership.

In addition, Spherion actively promotes employee participation through a network of national works councils and through dialogue with trade union representatives.

We shall not make candidates available to a client for the purpose of replacing any workers of that client company who are legally on strike.

Collective Bargaining

Spherion has long been an advocate of enabling flexible workforce solutions while adequately protecting workers’ rights in terms of remuneration, social security, and opportunities for growth and development.

Spherion strives to establish constructive dialogues and to bargain in good faith in its contacts with trade unions or legitimate and relevant representative organizations. We invest in social dialogue and conclude collective labor agreements where possible and relevant. Either on our own account and/or through recognized industry bodies, we actively call for decent, clear, fair, and workable rules and regulations in the markets in which we operate.

Fair Working Hours

Working hours shall not exceed the maximum set by local law, applicable collective bargaining agreements and ILO standards. This includes ensuring that our employees and candidates have adequate time off for rest and leisure.

Remuneration

Remuneration for employees and placed workers shall be consistent with the provisions of international standards and national labor legislation and regulations, including non-discrimination. Where they exist, this includes national minimum wages and/or minimum wages as set up in collective labor agreements, and ILO standards. In all other cases, we take a general legal compliance approach.

Employability

Ongoing skills development is essential for employability and sustainability in any workforce. Our training programs are tailored to meet the needs of candidates and clients in individual employment markets. We aim to be present at all stages in a person’s career, consistently improving their employability and providing training opportunities where this is appropriate.

Respect for Local Communities

We are committed to being a good corporate citizen, and our companies are encouraged to contribute directly or indirectly to the general well-being of the communities in which we work, while at the same time minimizing disruptions. Spherion strives to recruit qualified local personnel where this is commercially possible. 

Where this policy, our procedures and external commitments are more stringent than local laws, we always operate in accordance with our more stringent standards. If stricter requirements apply under local laws, such stricter requirements will always prevail over those laid down in this policy. Where local law prohibits us from upholding certain aspects of this Human Rights Policy, we shall comply with these local laws while seeking to respect human rights. Any positive discrimination initiatives should be carefully checked to ensure compliance with applicable local legislation.

Anyone who has questions or is in doubt about whether a situation may be in conflict with this policy should reach out to us. Our associates can talk to their managers, a Human Resources representative, Spherion Legal, the local integrity officer or other local officers, such as an identified confidant. Our placed workers should reach out to their Spherion contact person or their manager or any other function as appointed locally (e.g., confidant). Job seekers, clients and suppliers should reach out to their Spherion contact person.

Further guidance on how to contact Spherion can be found on Spherion’s website.  You can also get in touch via Gs.Legal@spherion.com.

Any associate, job seeker, placed worker, or other stakeholder who reasonably suspects or has witnessed a violation of this policy is expected to raise their concern in accordance with the Spherion Misconduct Reporting Procedure. Preferably, they do so as described in 5.1 above, directly to local management and through established operational channels. However, if for any reason this is likely to be ineffective or inappropriate, or if a complainant fears retaliation, use can be made of the Company Integrity Line.

The Integrity Line consists of a secure webpage and telephone hotline, available 24/7, and operated by an independent external provider. Reports can always be made in the local language. The Integrity Line allows for communication between the complainant and Spherion.

Reports received through this Integrity Line are forwarded to the relevant Local Integrity Officer, who ensures that any report is dealt with quickly, fairly and lawfully, locally. If the report is related to local management, it will be followed up by the Central Integrity Officer and the Business Risk & Audit Function. All concerns are treated in confidence, and with the complete assurance that there will be no retaliation against anyone filing a complaint in good faith. Although we encourage reporters to share their identity (as communication with the reporter greatly facilitates any investigation), reports can also be submitted anonymously when making use of the Integrity Line.

Where serious misconduct is proven, management will take prompt and appropriate corrective action.

Please see the Spherion Integrity Line Information below:

Spherion
1-866-250 6706
www.speakupfeedback.eu/web/spherion/us 
Code: 57728 
Languages: US English, LA Spanish