technion orientation

TECHNIONCommunicationsHigh Tech High Touch

Proprietary and Confidential Technion Communications

TECHNION

Welcome to our Family



TECHNION COMMUNICATION CORPORATION

MISSION STATEMENT

OUR VISION

To become the world class leader in our industry, inspiring delight in our

clients and creating exciting opportunities for our people. Working as a

team, we will secure our future through continuous improvement and by

following our corporate values.

OUR PURPOSE

Technion operates a database-driven outbound, inbound and E-care

telemarketing company that leverages the power of database marketing

with the efficiency of using teleservice for sales and customer service.



TECHNION

COMMUNICATION

CORPORATION MISSION

STATEMENT

OUR VALUES

Customer Delight - While many companies measure levels of customer

satisfaction, we reach for the WOW! of customer delight. We believe in, and

practice, going above and beyond for our customer . Whatever it takes.

The Genius of the and. - Technion will continue to grow by delighting our clients

with superior results, service and earning a profit.



TECHNION

COMMUNICATION

CORPORATION MISSION

STATEMENT

OUR VALUES

Building a Meritocracy- Rewarding and promoting based on value. Our people

are driven by passion for the business. We recognize creativity, ambition and

achievement, with no restrictions based on level, position, or other artificially

created organizational boundaries.

Celebrate what people do well, and capitalize on it -We bring together people with

diversity in background, education, skills, and interests, to create a highly

synergistic team that succeeds by allowing each member to do what they do best.



TECHNION

COMMUNICATION

CORPORATION MISSION

STATEMENT

OUR VALUES

Me, Inc. You are not an employee, you are a business owner

Empowering management by creating individual business units creates passion

and commitment.

Using Technology to solve our customers problems

and improve their business

Enhancing the success and profitability of our clients businesses is an

overarching goal. Our ability to do this through technology is matchless in our

industry.



TECHNION COMMUNICATIONS

HISTORY

Technion Opened its door in 1994

7 locations - Broward County, Florida, and Toronto, Canada

Barbados and Bogota, Colombia

There are currently 2000+ employees

Notable clients - AT& T, Motorola, American Express,

AARP, Synapse, Chase



TECHNION / TELEFORCE PARTNERSHIP

Teleforce Staffing Agency is the exclusive staffing/recruiter for Technion.

A Teleforce office is located on or near site.

Telestaff is a one stop recruiting agency, supporting Technion-Canada.



CALL CENTER LOCATIONSTAMARAC

MIRAMAR

HOLLYWOOD

PLANTATION

LAUDERHILL

INVERRARY

International Locations

TORONTO, CANADA

BARBADOS

BOGOTA, COLOMBIA



NEW HIRE POLICY &

PROCEDURES

EMPLOYMENT AT WILL

UNLAWFUL HARASSMENT

RIGHT TO ACCESS PROPERTY

BUILDING POLICY

UNACCEPTABLE ACTIVITIES



NEW HIRE POLICY & PROCEDURES

Additional Policies

Job Opportunities Program

Family Members Policy

Romantic or Sexual Relationships

Electronic Communications



SUMMARY OF BENEFITS

Paid Time Off

Holidays - After completing the introductory

period of 650 hours the following paid

holidays are available:

New Years Day

Memorial Day

Independence Day

Labor Day

Thanksgiving Day

Christmas Day

Paid Vacation Days- after completing 2000 hours of career service the employee

becomes eligible for 5 paid vacation days. (See handbook for further details)



SUMMARY OF BENEFITS

Health Benefits - includes medical, dental, vision discount, Long & Short Term

Disability, Life Insurance (eligible after 120 days of consecutive employment)

Personal/Sick Days- after completing 750 career hours on assignment the

employee is entitled to 1 personal/sick day and accrues 1 day every 500 hours

thereafter.

Jury Duty - refer to employee manual for details

Bereavement Time - refer to employee manual for details



ADDITIONAL BENEFITS

Tropical Financial Credit Union - sign up at

local Tropical Financial office (see handout for

locations)

Sams Club - employees take pay-stub to Sams

club and they receive 2 for 1 membership

The Disney Club - see HR Representative at

your center

All Teleforce employees have access to

computer software tutorials, interviewing

skills and resume writing counseling.

Contact any employment representative at

Teleforce office nearest you to schedule a

mutually convenient time.



Payroll Information

paychecks

day shift employees are paid Bi-Weekly (every other Friday)

night shift employees are paid Bi-Weekly (every other Thursday)

ADDITIONAL BENEFITS



Human Resources Representative On-Site

Questions?

QUESTIONS?



Call Center / Building Dos & Donts

Break Room/Areas

There is to be no eating or drinking on the sales floor.

Microwaves are furnished for employee use. Please be neat and respectful

of others when using them.

Food is allowed only in designated break areas.

Food on the floor or in desks is a violation of company policy.

Parking

Each call center has designated parking areas for Teleforce/Technion

employees. Failure to park in designated areas may result in the towing of

your vechicle.

Do not park in spaces designated for clients or employee of the month.

Loitering

Break rooms and designated break areas are the only places employees are

allowed to gather during break times.



Call Center / Building Dos & Donts

Building Cleanliness

Bathrooms

Sales floor

Break areas

Cell phones

are to be turned off or placed on vibrate while

in the call center

at no time should an employee use a cell phone

in the call center except for company business

Excessive Noise

Keep noise level to minimum at all times

while on the sales floor, as well as entering

and exiting the building



Questions and Answers

Job Opportunities Program

What positions are required to be posted under the program?

All positions are required to be posted for five consecutive business days with the exception of those vacancies identified in the Positions Required to be Posted section of the Policy Update.

If I miss the posting dates because of vacation or absence, can I still apply after the closing date?

Yes. Your application will be accepted up to the point that a job offer is pending.

Can a job be posted for more than five days?

Yes. The hiring supervisor may extend the posting period beyond the initial five days if there is a business need to keep it open (e.g. additional openings are planned, initial posting did not yield qualified candidates, etc.).

What happens to my application after the posting comes down?

The management team will review all applications to determine which employees meet the minimum qualifications for the job. The pre-screening process will also include a review of each applicants personnel file, past work experience, and performance history. The management team will interview qualified candidates.



Questions and Answers Job Opportunities Program(continued)

Will I be notified as to the status of my application and interview?

The management team will notify all employees who meet the minimum qualifications of the position as to their status throughout the posting process (e.g. disqualification due to not meeting the minimum job requirements, non-selection for the position).

Why is the Company Service and Time-in-Job Requirements 3 months for lateral positions?

The Company invests valuable resources and training time when hiring or promoting people into new jobs. Technion wishes to support and nurture the growth and development of each employee by assuring they have ample time to learn all aspects of the job and department. By staying in the same position for a minimum of 3, the employee and Technion will better realize the knowledge and skills gained from training and on-the-job experiences.

*Note Additionally, because we are a fast growing company, positions which represent a promotion for the applicant will be considered without regard to length of service to the company.




Can my supervisor waive any of the Eligibility Requirements?

Yes. However, the circumstances must be mutually acceptable between departments and all exceptions require the approval of the employees manager and General Manager and the Human Resources Director.

Why am I now required to have my supervisor sign the transfer request/application form?

The Job Opportunities Program is designed to encourage open communication about career interests and planning between employee and supervisor. Your immediate supervisors signature is for acknowledgement purposes only and will assist in fostering career path discussions.

If I meet all the Eligibility Requirements, can my supervisor stop me from applying for another position?

No. However, if there are mitigating business circumstances that dictate the employee remains in his/her present position, the supervisor may declare an employee ineligible for a posted position. These exceptions will require the approval of the employees manager, General Manager, and Human Resources Director.

What if my immediate supervisor is not available to sign my Job

Opportunities Application form?

If your immediate supervisor is not available at any time during the posting period, the next highest level of management in your area may sign the form.




What if my immediate supervisor is not available to sign my Job

Opportunities Application form?

If your immediate supervisor is not available at any time during the posting period, the next highest level of management in your area may sign the form.

If I am a good performer and my supervisor recently talked to me for the first time about a performance deficiency, am I ineligible to post of a position?

Although all performance and attendance related information will be made

available to the prospective department, an employee will only be declared ineligible to post if he/she is on formal Written Warning/Counseling or Probation. This includes current written disciplinary notices/letters/memos.

Will my supervisor be asked to provide feedback about my work performance and qualifications to the prospective hiring supervisor and the Recruiter?

Yes, the hiring management team may conduct an internal reference check with

your immediate supervisor. All feedback will be matched against current and past performance appraisals and work history to assure consistency with prior communications and documentation.

Can I apply for more than two positions at any one time?

No. This will allow you to focus your job search in those areas that best match your career interests and qualifications.




Can my supervisor delay my release date to the new job beyond two weeks?

If business conditions exist that would necessitate a delay in transferring to the new

position, a supervisor may extend the release date to no more than four weeks from

date of selection. All extensions must be approved by the releasing /receiving

General Managers.

If it becomes necessary to fill a position at a salary range that is different from

what was originally posted, must the new job be posted?

Yes. The position should be reposted with the new information following the

same procedures as for the initial posting.



Romantic or Sexual Relationships

Consenting "romantic" or sexual relationships between a supervisor/manager and

an employee may at some point lead to unhappy complications and

significant difficulties for all concerned; the employee, the supervisor/manager

and Technion Communications Corporation, hereafter referred to as the Company.

Any such relationship may, therefore, be contrary to the best interests of the

Company.

Accordingly, the Company strongly discourages such relationships and any

conduct (such as dating between a supervisor/manager and an employee) that

is designed or may reasonably be expected to lead to the formation of a

"romantic" or sexual relationship.

By its discouragement of romantic and sexual relationships, the Company

does not intend to inhibit the social interaction (such as lunches or dinners or

attendance at entertainment events) that are or should be an important part or

extension of the working environment; and the policy articulated above is not

to be relied upon as justification or excuse for a supervisor's/manager's refusal

to engage in such social interaction with employees.



Romantic or Sexual Relationships (continiued)

If a romantic or sexual relationship between a supervisor/manager and an

employee should develop, it shall be the responsibility and mandatory

obligation of the supervisor/manager promptly to disclose the existence of the

relationship to the Director of Human Resources and to their General Manager. The

employee may make the disclosure as well, but the burden of doing so shall be

upon the supervisor/manager. The supervisor/manager and the employee will also

read and complete the Understandings for Employees Engaged in a Romantic or

Consensual Relationship form. This form may be obtained through Human

Resources. The form, once completed, will be retained in Human Resources.

The Company recognizes the ambiguity of and the variety of meanings that can

be given to the term "romantic. It is assumed, or at least hoped, however, that

either or both of the parties to such a relationship will appreciate the meaning of the

term as it applies to either or both of them and will act in a manner consistent with

this policy.

The General Manager shall inform the project's management team and others with a

need-to-know of the existence of the relationship, including in all cases the person

responsible for the employee's work assignments.



Romantic or Sexual Relationships (continiued)

Upon being informed or learning of the existence of such a relationship, the Director

of Human Resources and the General Manager may take all steps, in their

discretion, they deem appropriate. At a minimum, the employee and

supervisor/manager will not thereafter be permitted to work together on the

same matters (including matters pending at the time disclosure of the

relationship is made), and the supervisor/manager must withdraw from

participation in activities or decisions (including, but not limited to, hiring,

evaluations, promotions, compensation, work assignments and discipline) that

may reward or disadvantage any employee with whom the supervisor/manager has

or has had such a relationship.

In addition, and in order for the Company to deal effectively with any potentially

adverse consequences such a relationship may have for the working

environment, any person who believes that he or she has been adversely affected

by such a relationship, notwithstanding its disclosure, is encouraged to make his or

her views about the matter known to the Director of Human Resources.



INTERNAL AND EXTERNAL ELECTRONIC

COMMUNICATION

Technion Communications Corporation, herein after referred to as the

Company, provides and maintains the following forms of electronic

communication, messaging agents and electronic facilities: Internal and external

electronic mail (e-mail), telephone voice mail, Internet access, and computer

hardware and software: As a condition of providing the previously identified

communications access to its employees, the Company places certain restrictions

on workplace use of the same.

OBJECTIVE

The internal communication systems, as well as the equipment and data stored, are

and remain at all times the property of the Company. Accordingly, all messages and

files created, sent, received or stored within the system should be related to

company business and are and will remain the property of the Company. System or

company wide distributions of e-mail (announcements, bulletins, etc.) requires a

General Managers approval in advance of the distribution.



INTERNAL AND EXTERNAL ELECTRONIC COMMUNICATION

(continued)

The Company reserves the right to retrieve and review any message or file

composed, sent or received. It should be noted that although a message or file is

deleted or erased, it is still possible to recreate the message. Therefore, ultimate

privacy of messages cannot be assured to anyone. Although electronic mail and

voice mail may allow the use of passwords for security, confidentiality cannot be

guaranteed. It is possible for messages to be retrieved and viewed by someone

other than the intended recipient. Furthermore, all passwords are known to the

Company as the system may need to be accessed by the Company in the absence

of an employee.




(continued)

When utilizing e-mail, etiquette is important. The strategies for effective e-mail

communication are as follows:

communicating urgent matters for immediate response, to communicate with

several people quickly or any other time sensitive matter;

keeping all messages as brief as possible will minimize reading time for

recipient, therefore keeping communication efficient;

be as complete as possible by using the simple rules of who, what, when,

where and why to answer any anticipated questions;

avoid communicating through e-mail on a sensitive subject that should be

addressed in person; if possible, communicate confidential information in

another form other than e-mail;

check for accuracy and apply all good business writing, using correct

grammar, spelling and punctuation;

follow up if a response has not been received in a timely manner;

read all messages and respond regularly;

avoid the use of typing a message in all capital letters; and being careful not to

use the 'Reply All' function when not intended, i.e. system

wide distribution ensure that messages are deleted or saved; the server should

not be used to permanently store messages




(continued)

While the Company encourages employee use of the

Internet, its use is restricted to the following:

1) to communicate with employees, vendors, or clients

regarding matters within an employee's assigned duties;

2) to acquire information related to, or designed to facilitate

the performance of regular assigned duties; and

3) to facilitate performance of any task or project in a manner

approved by an employee's supervisor




(continued)

DEFINITIONS

The content of e-mail, voice mail messages for any file may not contain anything that would reasonably be considered offensive or disruptive to any employee. Offensive content would include, but is not limited to, sexual comments or images, racial slurs, gender specific comments or any comments that would offend someone on the basis of their age, sex, sexual orientation, religious or political beliefs, national origin, or disability.

Regarding Internet and e-mail access and usage, be advised that use of the Internet and e-mail provided by THE COMPANY expressly prohibits the following

1. Dissemination or printing of copyrighted materials, including articles and

software, in violation of copyright laws.

2. Sending, receiving, printing or otherwise disseminating proprietary data,

trade secrets or other confidential information of THE COMPANY in violation of

company policy or proprietary agreements.

3. Offensive or harassing statements or language including disparagement of

others based on their race, national origin, sex, sexual orientation, age,

disability, religious or political beliefs.




(continued)

4. Sending or soliciting sexually oriented messages or images.

5. Operating a business, usurping business opportunities or soliciting money

for personal gain, or searching for jobs outside THE COMPANY.

6. Sending chain letters.

7. Gambling or engaging in any other activity in violation of local state or

federal law.

8. The circulating of jokes, comics or non-job related computer graphics.

PROCEDURES

Disciplinary action for violation of this policy may include, but is not limited to,

termination, suspension, or transfer of the offending employee. In cases involving

less serious violations, disciplinary action may consist of warning or reprimand.

Remedial action may also include counseling, changes in work assignments, or other measures designed to prevent future misconduct. The measure of discipline will correspond to the gravity of the offense as weighed by its potential effect on the

Company and fellow employees.



Family Members Policy

Members of an employee's immediate family, or others within their household will be

considered for employment on the basis of their qualifications. Immediate family, or

members within their household may not be hired, however, if employment would:

Create a supervisor/subordinate relationship with a family member;

Have the potential for creating an adverse impact on work performance;

or

Create either an actual conflict of interest or the appearance of a conflict

of interest.

This policy must also be considered when assigning, transferring, or promoting

an employee. For the purpose of this policy, immediate family includes:

spouse, parent, child, sibling, in-law, aunt, uncle, niece, nephew, grandparent,

grandchild, cousin, or other members of their household. This policy also applies to

romantic relationships.



Family Members Policy (Continued)

Employees who become immediate family members, members of their household or

who establish a romantic relationship may continue employment as long as it does

not involve any of the above. If one of the conditions outlined should occur, attempts

will be made to find a suitable position within Technion Communications to which

one of the employees will transfer. If employees become immediate family

members, members of their household or establish a romantic

relationship, Technion Communications will make reasonable efforts to assign job

duties so as to minimize problems of supervision, safety, security or morale. If

accommodations of this nature are not feasible, the employees will be permitted to

determine which of them will resign. If the employees cannot make a

decision, Technion Communications will decide in its sole discretion who will remain

employed.

technion orientation

Recruiting & HR

customer service

clients businesses

employeesnotable clients

inspiring delight

individual business

canada barbados

teleforce office

synergistic team