Dillard & Associates

DILLARD & ASSOCIATES POLICIES

The Department of Fair Employment and Housing (DFEH) is the state agency that resolves complaints of unlawful discrimination, including sexual harassment. After a complaint is filed, the DFEH has one year to investigate the complaint.

The Fair Employment and Housing Commission (FEHC), headquartered in San Francisco, decides cases prosecuted by the DFEH at the state level.

To contact the DFEH, consult your local telephone directory under State Government Offices, ask directory assistance for the number of Department of Fair Employment and Housing headquarters in Sacramento, or write to Department of Fair Employment and Housing, 2014 T Street, Suite 210, Sacramento, CA 95814-6824.

The Equal Employment Opportunity Commission (EEOC) is the federal agency that resolves sexual harassment claims. To contact the commission, consult directory assistance for Washington, D.C. or write to Equal Employment Opportunity Commission, 1801 L Street NW, Washington, D.C. 20507.

If they find a complaint is justified, state and federal agencies have the power to order, among other actions, that the wronged party be hired, given back pay, promoted, reinstated, or granted damages for emotional distress. The agencies also may issue a “cease and desist” order to prevent further unlawful activity, and may order the violator to pay large fines.

Drugs and Alcohol

Dillard & Associates strictly prohibits reporting for work under the influence of alcohol, intoxicants, illegal drugs, or other controlled substances. If you are taking any drug or medication that may adversely affect your ability to perform your duties in a safe or productive manner, you must report this information to your Staffing Specialist. If there are reasonable grounds for suspecting that an employee is in violation of this policy, Dillard & Associates has the right to require testing at our expense. Additionally, if a client requires that temporary employees be tested for drugs as a condition of employment, Dillard & Associates will pay for that testing.

Safety

Protecting you from unsafe situations and environments is extremely important to us. You must also help protect yourself by taking responsibility for preventing accidents on the job. Always use caution and report any potentially dangerous conditions to our client and to your Staffing Specialist. All accidents, injuries and illnesses are to be immediately reported to your Staffing Specialist.

Medical Leave of Absence

Under the Federal Medical Leave Act (FMLA) and/or the California Family Rights Act (CFRA), if you have more than twelve (12) months of service with us and have worked at least 1,250 hours in the 12-month period before the date you wish to begin your leave, you may have a right to an unpaid FMLA/CFRA leave of absence. Even if you are not eligible for FMLA/CFRA leave, if you are disabled by pregnancy, childbirth or related medical conditions, you are entitled to take a pregnancy disability leave (PDL) of up to four (4) months, depending on your period(s) of actual disability. If you are CFRA eligible, you have certain rights to take both a pregnancy disability leave and a CFRA leave. Should you need additional information regarding this notification, contact your Dillard & Associates Staffing Specialist or the Director of HR at our Corporate Office.