GUIDE TO A SUCCESSFUL CONTRACT EMPLOYMENT

GUIDE TO A SUCCESSFUL CONTRACT
EMPLOYMENT EXPERIENCE
Welcome to the DTI team! We believe that each contractor contributes directly to DTI’s growth and success and we
hope you will take pride in being a member of our team.
This guide will outline the policies, programs and benefits available to you and establish our expectations of you as one of
our contractors. You should familiarize yourself with the content of this guide as well as your employment contract as
soon as possible.
We hope that your experience will be challenging, enjoyable, and rewarding.
Best regards,
The DTI Team
About DTI
DTI is the nation’s largest independent provider of in-house and outsourced legal services and technology solutions. The
company has established service centers in major legal markets across the United States and maintains a client list that
includes Fortune 500 corporations and AmLaw 100 law firms. DTI provides exceptional discovery and document review
services, legal business process outsourcing and facilities management. The extensive experience of DTI’s professionals,
industry-leading quality and innovative technology solutions provide DTI clients with a service offering that is unmatched
in the industry. To learn more about DTI’s national footprint, flexibility, capacity and world-class project management,
visit www.DTIglobal.com.
Vision Statement
DTI’s vision is to create a global organization with offices in the top 50 markets in North America. We will provide
excellence in document outsourcing and create a team of outstanding leaders in each of our markets who will have the
opportunity through performance to share in the financial rewards that they help create.
Mission Statement
DTI is committed to developing principle-centered leaders for the purpose of providing superior document outsourcing
services. The foundation of our success is to empower our people to perform beyond our customers’ expectations.
Benefits
The following benefits are available, upon qualification, to all contract W-2 employees:
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Health Care Benefits – Contract employees are eligible to participate in Ternian insurance plans.
Referral Bonuses – DTI is always searching for highly qualified legal professionals. If your referral identifies
you in their interview and then works 40 hours for us or is permanently placed by us, DTI will send you a Referral
Bonus. This excludes any candidates DTI already has in our database. Contact your Placement Director for more
details.
Direct Deposit – All contractors have the option to elect Direct Deposit to the bank institution of their choice to
expedite the payroll process. This service is offered at no charge.
Workers’ Compensation Insurance - DTI promotes safety in the workplace by publishing a Safety Manual and
Ergonomics brochure that is available to all contract employees and clients. DTI supports transitional job duties to
facilitate an Early Return to Work program.
State Unemployment Insurance – All W-2 employees are covered by Unemployment Insurance which is paid
entirely by DTI.
Employer portion of all Payroll Taxes are paid by DTI.
Emergencies
If you are unable to report to your assignment because of illness or emergency, please telephone our office before 8:00 a.m. and
leave a message in the general delivery mailbox.
Termination Notification
If you wish to terminate an assignment prior to its completion, you must notify DTI at least ten (10) business days in
advance. We will notify our client of your intention to terminate the assignment.
Changes to Personal Information
Please advise us immediately if there is any change in your personal information.
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Equal Employment Opportunity Policy
DTI does not discriminate on the basis of race, color, religion, sex, national origin, ancestry, age, disability, veteran status
or any other protected status under federal or applicable state or local law. This policy applies to all conditions of
employment including, but not limited to, recruitment, selection, placement, training, compensation, benefits and
termination. DTI is committed to engaging in fair employment practices at all times.
Workplace Non-Harassment and Professional Conduct Policy
I.
Policy
A.
Workplace harassment and retaliation are strictly prohibited.
All contract employees are expected to act in a manner consistent with standards of personal conduct that contribute to a
professional working environment. DTI has ZERO TOLERANCE for violations of the Workplace Non-Harassment
Policy and for retaliation. Prohibited unlawful workplace harassment includes unwelcome or inappropriate speech or
conduct based upon race, sex, creed, religion, national origin, age, color, sexual orientation or handicapping condition and
which creates a hostile work environment or constitutes quid pro quo sexual harassment. DTI is also committed to
providing a workplace environment that reasonably accommodates all qualified contract employees so that they may
fulfill their essential job functions in a professional manner and to the best of their ability.
B.
Professional and Acceptable Personal Conduct
It is the responsibility of every contract employee to conduct himself or herself in a manner that contributes to a
workplace environment that is not only free of unlawful workplace harassment or retaliation but also advances the mission
and goals of DTI and fosters a harmonious working environment that encourages and allows all contract employees to
perform at their best. DTI recognizes that unprofessional and unacceptable personal conduct can affect the workplace and
can contribute to low employee morale, absenteeism, turnover and loss of productivity. It can also erode the client’s trust
and DTI’s credibility in the community. Every contract employee is expected to conduct themselves in a professional
manner in the workplace. Whenever there is a failure to abide by acceptable personal conduct standards DTI may take
action, including disciplinary action, even if the conduct at issue does not rise to the level of illegal discrimination or
harassment or retaliation under local, state and federal law.
C.
Examples of Prohibited Conduct
DTI recognizes that a determination of whether particular speech or conduct violates the law is determined by many
factors, including whether the speech or conduct was offensive to the person who experienced it. DTI expressly prohibits
any acts or threats of violence by a contract employee in or about DTI’s facilities or client facilities at any time. DTI will
not condone any acts or threats of violence against, or intimidation of staff, customers, clients or visitors at the worksite at
any time or while they are engaged in business with or on behalf of DTI, on or off its premises. HOWEVER, DTI
reminds all contract employees that engaging in any of the activities listed below may constitute unacceptable personal
conduct without regard to whether it violates local, state or federal law, and DTI may take disciplinary action up to and
including dismissal for engaging in it.
Threats of physical violence or harm; displaying items that imply such a threat;
Abusive language, slurs, epithets, humiliating and derogatory jokes or comments concerning national origin, ethnicity,
race, color, handicap, age, religion, creed, sexual orientation or gender;
Off-color, sexually suggestive, sexist or risqué email, stories, jokes, items, songs, personal accounts, pictures or any
other form of communication;
Questioning others about personal matters, including the nature, existence or details of relationships with spouses or
lovers, sexual preferences or history;
Physical touching other than handshakes, including rubbing, hugging, stroking, kissing or grabbing any part of someone
else’s body or personal items on their body without their consent;
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Sexual advances, requests for sexual favors, comments containing sexual language or references with sexual innuendo
or implications, obscene gestures.
The intentional damage or destruction of, or threat of damage or destruction to, property;
Harassing or threatening phone calls;
Harassing surveillance or stalking;
Possession or use of firearms or other weapons;
Gambling during working hours;
The above-listed activities are only examples of prohibited conduct. This list is intended to be a guide and is not intended
to be all inclusive. Anyone who displays a tendency to engage in violent, abusive, or threatening behavior, or who
otherwise engaged in behavior that DTI, in its sole discretion, deems offensive or inappropriate in any way may be subject
to disciplinary action, up to and including discharge.
D.
Drug & Alcohol Policy
DTI is committed to providing a safe, healthy and productive work environment for its contract employees while
providing safe, quality services for its clients. Being under the influence of illegal drugs or alcohol on the job poses
serious safety and health risks, not only to the user, but to coworkers as well. Additionally, the possession, use or sale of
illegal drugs or alcohol in the workplace poses unacceptable risks for safe and efficient operations and damages DTI’s
reputation with its clients. Any contract employee who witnesses any violations of this policy shall report those violations
to his immediate supervisor. When working, present on DTI’s premises, or present in any other location when performing
services on behalf of DTI, contract employees are prohibited from:
 Using, possessing, buying, selling, manufacturing, distributing, dispensing or transferring illegal drugs;
 Consuming alcohol;
 Being under the influence of illegal drugs or alcohol.
This policy does not prohibit contract employees from the lawful possession and use of prescribed and over-the-counter
medications. They have the responsibility to consult with their doctors or other licensed medical practitioners about the
effect of prescribed and over-the-counter medications on their ability to perform their specific job duties in a safe manner,
and to promptly disclose any work restrictions to DTI management.
E.
Prompt Investigation, Interim Measures and Remedial Action
Complaints of alleged workplace harassment or retaliation will be promptly investigated and, as warranted, remedial
action will be taken. Pending completion of an investigation, interim steps, such as temporary employee reassignment(s)
and shift changes, may be taken. Interim measures may or may not necessarily represent disciplinary action or an
indication of belief regarding the truth of allegations or the outcome of the investigation.
F.
Confidentiality
By their nature, allegations concerning conduct that may violate the Workplace Non-Harassment Policy may have serious
implications for the personal and professional lives of affected employees. DTI recognizes the concern employees have
regarding their privacy and the confidentiality of personal information. DTI also recognizes that both the accuser and
accused deserve a fair investigation. Therefore, employees and contract employees are advised that no confidential or
investigative information will be released by DTI other than as necessary to conduct the investigation or DTI business in
compliance with company policy and directives, and other applicable legal standards. Further, employees and contract
employees are cautioned to avoid disclosure of confidential or sensitive information relative to complaints or
investigations in order to protect the privacy of others and the effectiveness of the investigation.
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G.
Immediate Duty to Report and ZERO TOLERANCE
Every DTI employee and contract employee has a duty to report immediately conduct which he or she reasonably believes
constitutes unlawful workplace harassment or retaliation. DTI has a ZERO TOLERANCE policy for workplace
harassment or retaliation. The failure of an employee or contract employee to report conduct that reasonably appears to
violate the Workplace Non-Harassment Policy negatively impacts DTI’s ability to identify and eliminate unlawful
workplace harassment or retaliation. Therefore, it is imperative that every employee and contract employee report conduct
he or she reasonably believes may violate the Workplace Non-Harassment Policy.
H.
Direct Reporting
A complaint or allegation concerning possible violation(s) of the unlawful workplace harassment policy may be submitted
to the DTI Confidential Hotline at 1-866-384-2677, Option #1000. HR Representative Ernnia Dennis can be reached at
770-390-2710 or [email protected].
I.
An Aggrieved Party Should Report Complaints Promptly
Any aggrieved individual who thinks that he or she has been subjected to conduct in violation of the Workplace NonHarassment Policy should report it to an appropriate DTI representative as soon as possible and preferably no later than 30
days from the alleged harassing conduct.
J.
Investigation of Allegations
DTI will investigate all allegations that concern possible violations of the Workplace Non-Harassment Policy. Any
supervisor who becomes aware of allegations that reasonably may constitute a violation of the Workplace NonHarassment Policy must report the allegations to an appropriate DTI representative immediately by phone (to be followed
by a written report). A supervisor must report the alleged violation even if the allegations concern conduct that occurred
more than 30 days before the supervisor became aware of them.
• A supervisor must report the allegations even if the supervisor receives the information from an individual who is not
under his or her supervision or chain of command.
• A supervisor must report the allegations even if the witness or complainant requests that the supervisor NOT report the
matter.
DTI is aware that an employee may advise a supervisor of allegedly inappropriate conduct of another employee and then
request that the supervisor take no action. In some cases an employee may request that they be allowed to resolve the
matter directly with the offending party and without a report to DTI. While DTI is sympathetic to an employee’s desire
for privacy, nevertheless, due to the potentially serious implications of the situation, the supervisor MUST report the
allegations.
K.
Unsubstantiated Complaints
It is recognized that the very nature of workplace harassment or retaliation circumstances may make it difficult or
impossible to substantiate a particular complaint. Nevertheless, every aggrieved individual is strongly encouraged to
report violations of the Workplace Non-Harassment Policy without regard to whether he or she is personally aware of
corroborating evidence. The failure to report workplace harassment or retaliation severely restricts the ability of DTI to
identify and take remedial action to stop such conduct from continuing, and to prevent further harm. DTI recognizes that
the inability to corroborate or substantiate a complaint does not necessarily mean the complaint was untruthful. However,
where it is determined that an individual has made a complaint in willful disregard of the truth or has been intentionally
dishonest, that individual may be subject to disciplinary action, as is true when any employee provides information known
to be false, misleading, inaccurate or incomplete in an investigation.
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L.
Anonymous Complaints
Complaints that are submitted without identifying the complaining individual make it difficult, if not impossible, for DTI
to adequately investigate, respond or take appropriate action. Employees with complaints are strongly encouraged to
contact DTI directly if there are specific concerns about filing a complaint.
M.
Information for the Person Who is the Subject of Allegation
An individual who is the subject of allegations of unlawful workplace harassment or retaliation will be informed of the
complaint, details as considered appropriate, and given an opportunity to respond to the allegations.
N.
Cultural Diversity and Notice to Others When Offended
DTI recognizes that on occasion employees engage in conversation, communications or conduct with (or within sight or
hearing of) co-workers at the workplace concerning current affairs or other matters of personal interest Additionally, DTI
appreciates that the workplace brings together culturally diverse individuals who may have differing viewpoints and
sensitivities. As a result, a conversation, music, conduct, communication or a personal item that one individual finds
enlightening or amusing may be offensive to someone else who sees, hears or is exposed to it. It is not possible to
guarantee that one will never be exposed in the workplace to any word or conduct that one may find personally offensive.
Nevertheless, DTI desires for all employees and contract employees to work in an environment that is reasonably
culturally sensitive and that enhances work performance. Therefore, employees are encouraged to promptly and politely
advise an offending co-worker (or the co-worker’s manager) when exposed to speech, conduct, communication or any
matter that is personally offensive, so that the situation may be resolved as quickly and amicably as possible. Managers
are encouraged to consult as needed with a supervisor or Project Manager when such conflicts arise.
O.
Relationships between Employees
While DTI does not prohibit romantic or personal relationships between employees and contract employees, supervisory
level personnel are strongly discouraged from seeking to date, dating, or engaging in romantic or intimate personal
relationships with subordinate level personnel especially when there is a direct reporting relationship. In such cases, the
individuals are encouraged to inform DTI management. Such relationships have a significant potential for creating
disruption at the work site, including generating complaints of perceived favoritism and allegations of harassment or
retaliation if the relationship fails. Also, a relationship involving supervisory personnel and subordinate level personnel
may create problems within the work unit by questioning DTI’s philosophy of fair play in providing equal opportunity to
all qualified individuals. DTI will not tolerate workplace disruption related to such relationships whether involving
similarly ranked employees or supervisors and subordinates. Further, DTI may make work assignment changes to
minimize potential workplace disruption or liability.
II.
Definitions:
• Hostile work environment: An environment that a reasonable person would find hostile or abusive and one which the
person who is the object of the harassment or retaliation in fact perceives to be hostile and abusive. Hostile work
environment is determined by looking at all of the circumstances, including the frequency of the allegedly harassing
conduct, the severity of the conduct, and whether the conduct is physically threatening or humiliating, or unreasonably
interferes with an employee’s work performance.
• Quid Pro Quo sexual harassment: Unwelcome sexual advances, requests for sexual favors or other verbal or physical
conduct when (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment, or
(2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the
individual.
• Retaliation: Adverse action taken against an employee or contract employee for engaging in legally protected
activity, including an employee’s opposition to conduct or action the employee reasonably believes constitutes unlawful
workplace harassment.
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Early Return-to-Work Program
In an effort to identify effective safety procedures, we are committed to establishing a program to investigate the causes of
all work-related injuries. In the event that an injury occurs, a program has been instituted to identify transitional positions
within the organization to enable an injured employee to return to work. A return to work coordinator will be chosen to
manage the development and implementation of this program.
Our goals in implementing this program are as follows:
1.
2.
3.
4.
5.
Establish and maintain a stable and experienced work force.
Enhance the recovery process while returning the injured employee to productivity.
Minimize chances for re-injury.
Expedite prompt delivery of benefits.
Reduce lost work days due to injuries.
Confidentiality Statement
Any information a temporary employee accesses while on assignment through DTI is considered the property of DTI’s
client, whether or not such information is considered a trade secret under applicable law. Temporary employees are
required to keep all client information confidential and may not disclose any information to any person except those
persons expressly authorized by DTI or DTI’s client.
Professional Appearance Statement
DTI considers it very important that temporary employees are well groomed, neat, and dressed appropriately for work. At
all times, they are expected to represent DTI in a professional manner and dress appropriately for conducting such
business. While specific guidelines regarding attire may vary from assignment to assignment based upon client
requirements, DTI wishes to provide a work environment that is free of safety hazards, offensive behavior and harassment
of any kind. Therefore, the following clothing is NOT ACCEPTABLE: spandex; bare feet; sexually provocative
clothing; hats; clothing with profanity, nude, semi-nude pictures or sexually suggestive slogans, cartoons, or drawings; the
observable lack of proper undergarments or exposed undergarments. Clothing should be worn and fit in such a manner
that it is not distracting, offensive or revealing. All tops should cover the torso, and employees should avoid wearing
extremely low-rise pants.
Such standards are based upon the DTI safety commitment and strong desire to increase productivity as well as maintain
an environment free of harassment of any kind. Temporary employees may be sent home to change clothes when dressed
in an inappropriate or distracting manner.
Ethical Guidelines
DTI expects its temporary employees to confirm to the highest ethical and legal standards. They are required to refrain
from engaging in any activities that create a conflict or the appearance of a conflict of interest. Examples of conduct and
behavior that would violate this policy include, but are not limited to:
 Giving any gifts or favors to, or receiving any gifts or favors from, any competitor, client, or supplier, other than a
gift or favor of nominal value. However, no gifts or favors that could reasonably be viewed as being given or
received to gain a business advantage may be accepted.
 Using, directly or indirectly, DTI’s funds, assets or other resources for any unlawful purpose or goal, or in
violation of DTI’s policy.
 Securing, maintaining or engaging in work for another company which creates a conflict of interest with an
assignment. Employees employed outside of DTI must notify their supervisor immediately in order for DTI to
determine whether the employment creates a conflict on interest.
 Doing work other than the clients’ work during working hours.
 Falsifying timekeeping or other billing records.
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Violations may lead to disciplinary action, up to and including discharge. Nothing in this policy will be interpreted or
applied in a manner that would infringe upon employment rights pursuant to applicable law, including the National Labor
Relations Act.
Further, should a temporary employee be asked by a supervisor, manager, or client to engage in any behavior that he
believes is unethical or illegal, he must report this request to DTI management immediately. DTI seeks to provide a work
environment where temporary employees are free from any intimidation or encouragement to behave in an illegal or
unethical manner.
Electronic Communications Policy
DTI and DTI’s clients may maintain a proprietary electronic communications system. The electronic communications system
is defined as, but not limited to, electronic communications created, sent, received and/or stored by DTI’s temporary
employees using DTI and DTI’s clients’ electronic mail system, telephone and voice mail system, and/or the network facilities
through the Internet, hand-held device, or otherwise (the “Electronic Communications System”). The Electronic
Communications System is made available to DTI’s temporary employees in order to assist them in the business activities of
DTI and DTI’s client and all communications will be conducted in a professional and businesslike manner.
The Electronic Communications System hardware and software is property owned, leased and/or otherwise in the control
of DTI and DTI’s clients. Therefore, all messages composed, sent, received and/or stored on the Electronic
Communications System are and remain the exclusive property of DTI and DTI’s clients. Further, only software
purchased by the company for its use may be installed on the electronic communication systems. Further, DTI and its
clients do not allow the capture, view or listening of streaming video, audio, movies or other non-work related matters.
The Electronic Communications System shall not be used to solicit or distribute or proselytize on behalf of commercial
ventures, religious or political causes, outside organizations, or other non-work-related solicitations and/or distributions.
The Electronic Communications System shall not to be used to create, retrieve, download or transfer any offensive or
disruptive communications. Among those communications which are considered offensive are any communications
which contain sexual language, references or implications, racial slurs, gender-specific comments, or any other comment
that refers either explicitly or implicitly to any individual’s sex, race, age, religious or political beliefs, national origin,
ancestry, disability, marital status, or any other basis prohibited by applicable federal, state, or local law, in an offensive or
derogatory manner.
It is DTI’s and its clients’ goal to provide all personnel a workplace free of offensive material, whether from the Internet
or otherwise. Any download or transfer of this material is strictly prohibited.
The Electronic Communications System shall not be used to send (upload) or receive (download) copyrighted materials,
trade secrets, proprietary financial information, or similar materials without prior authorization.
At the discretion and direction of DTI and DTI’s clients’ management, DTI’s temporary employees may use the
Electronic Communications System, but only in a manner consistent with this Electronic Communications Policy and
only if such use does not interfere with their job responsibilities. Notwithstanding DTI’s clients’ policy of use of the
Electronic Communications System for the furtherance of the business activities of DTI and DTI’s clients, temporary
employees who use the Electronic Communications System for personal purposes take full responsibility for the retrieval,
use and publication thereafter of any information obtained thereby. DTI and DTI’s clients will take appropriate steps to
eliminate any information thereby obtained in violation of this Electronic Communication Policy. Any temporary
employee who violates this policy or uses the Electronic Communications System for any improper purpose shall be
subject to discipline, up to and including discharge from employment.
All passwords are the property of DTI and DTI’s clients and may not be changed, shared or disclosed without the
approval of DTI and DTI’S clients’ management. Notwithstanding the right of DTI and DTI’s clients to intercept, retrieve
and/or read any electronic mail messages and other such communications, such messages and other such communications
should be treated as confidential by all temporary employees utilizing the system and accessed only by the intended
recipient. Temporary employees are not authorized access to another any other person’s messages or other
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communications without the latter’s permission or the permission of DTI and DTI’s clients’ management. Any exception
to this policy must receive prior written approval by DTI and DTI’s clients’ management.
DTI and DTI’s clients reserve the right to establish a uniform format for the Electronic Communications System. All
DTI’s temporary employees will comply with the established format or be subject to disciplinary action.
DTI and DTI’s clients reserve and will exercise the right from time to time to review, audit, intercept, access and/or
disclose all messages created, received, sent and/or stored over the Electronic Communications System for any purpose
whether in transit or as stored information. The contents of any electronic mail message or communication may be
disclosed within DTI and DTI’s clients without the permission of the temporary employee. There can be no expectation
of privacy by any temporary employee with respect to the creation, transmission, receipt and/or storage of any electronic
message or communication.
Personal Mail, Telephone Calls and E-mail
You should not use DTI and DTI’s clients’ letterhead stationery for personal business. Also, do not arrange to have
personal mail sent to a client’s office. Cell phones may not be used in document review areas. Personal calls, e-mail and
text messaging should only conducted on your break and should be kept to a minimum or avoided entirely at the direction
of DTI and DTI’s client’s management. Much of business today is conducted by telephone and/or e-mail. It is important
that all temporary employees handle telephone contacts courteously and capably. DTI’s and its clients’ reputation are
maintained or diminished by the way telephone calls are handled. All e-mail should be handled in a similarly professional
manner observing Internet etiquette. Use of cell phones is only allowed during breaks and must be done away from work
stations. The use of a Cell Phone or any electronic communications device is strictly prohibited while driving a vehicle or
in any situation that would expose employee(s) or others to danger. This policy applies to any electronic device used for
company business whether company issued or personal.
Health and Safety Programs
State and federal law, as well as DTI’s policy, make the safety and health of our contractors the first consideration in
operating our business. To learn more about DTI’s health and safety programs please visit
http://www.DTIGroup.com/candidates/faq.php.
Time Forms
Time forms must be completed weekly. Your time sheet must be submitted to your supervisor no later than 10am central time
every Monday following the week worked. Your supervisor must approve your time no later than 12pm central time every
Monday. Time submitted after the deadline will be included in the following week’s paycheck. When Monday is a
holiday, time forms must be submitted by Tuesday at 10am central time. If you are using an electronic timesheet, the login
and password for your will be sent to the email address we have on file for you. If you do not receive your login and
password by the 2nd day of your assignment, please contact your placement director IMMEDIATELY. Additional
information regarding the electronic timesheet procedures are available on our website at
http://www.DTIgroup.com//candidates/timesheet.php. If you are using a paper time form, fax your time form to us at the fax
number located on your time form.
Rounding should only occur on daily totals. Please record your time rounded to the nearest quarter hour using the following
schedule in minutes:
1-7
8-15
16-22
23-30
………………..round to 0
………………..round to .25
………………..round to .25
……………..…round to .50
31-37
38-45
46-52
53-60
………………round to .50
………………round to .75
………………round to .75
………………round to 1.0
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Pay Checks
The DTI work week is Monday through Sunday. You will be paid weekly on Friday for the hours submitted the previous
week. DTI paychecks are automatically direct deposited into your bank account (enrollment required) DTI does not
provide “live” checks. All contractors must provide and use direct deposit as a means of receiving your pay check. Direct
Deposit Enrollment can be accomplished in one of two ways: 1) using your checking account or 2) using a debit pay card
(the debit pay card is similar to a standard ATM or debit card). You have an option to obtain a debit pay card which you
can get on your own through a local bank or DTI can provide you up with an ADP Total Pay Card. DTI can also provide
you with a list of additional payroll solution providers that you may select from should you choose to obtain your own
debit pay card. Just ask your local office for a list of providers. If you elect to enroll in the ADP Total Pay Card, ADP
will mail you the card and mail DTI the routing and account information so that DTI can deposit your check to the pay
card. If you elect to obtain your own debit pay card or use your checking account for direct deposit enrollment, you must
complete the Employee Direct Deposit Enrollment Form.
Earnings/Pay Statements are available via the ADP website only. You will receive a paper pay voucher on the first
payroll cycle. Do not lose this voucher. You must use the information on this voucher to register with the ADP
website. The ADP web link is very secure and user friendly. The following is the link with instructions on how to view
their Earnings/Pay Statements:
Web Link:
https://paystatements.adp.com
Instructions:
1. Go to “Register Now”.
2. It will ask you for a self-registration pass code which is: providus-1234 (case sensitive)
3. Complete your personal information and select your security questions. A user ID will be
given at this point. Example: JDoe@DTI
4. Create your own password. Please make sure this is something that you can remember. No
one will be able to view your password.
5. Go back to “Login” and enter your user ID and password. This will take you into the system
where you can select either Earnings/Pay statements or W-2s.
If you need additional assistance with registration, please contact your local DTI office.
Payroll Questions
Please direct all payroll questions to your local DTI office.
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Please return this page
EMERGENCY NOTIFICATION INFORMATION
Your Name:
_______________________________________________________
Address:
_______________________________________________________
Home Phone: _______________________________________________________
Person(s) to contact in case of an emergency on the job (in order of preference):
1.
Name:
__________________________________________________
Phone (work): __________________________________________________
Phone (home): __________________________________________________
2.
Name:
__________________________________________________
Phone (work): __________________________________________________
Phone (home): __________________________________________________
Additional information you want DTI and our clients to know in the event of an emergency:
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Acknowledgment
By signing the attached acknowledgement form you agree that you have received a copy of the DTI Guide and you agree
to abide by the policies reflected in it.
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Please return this page
CONTRACT EMPLOYEE ACKNOWLEDGEMENT FORM
I acknowledge that I have received a copy of the DTI Guide. I have read the Guide and understand that
it is only a general guide to the current policies of DTI and that these policies may change from time to time
with or without notice.
State laws, rules and DTI company policies apply to the state where the guide is published. If you are
employed in another state those laws would take precedent.
After you have read the DTI Guide carefully and in its entirety, please ask any questions and voice any
concerns that you may have before you sign this acknowledgement. By signing this acknowledgement, you
agree to abide by the policies reflected in the DTI Guide.
_________________________________________
Signature
_________________________________________
Printed Name
_________________________________________
Date
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