Employee Information - Procurement Services Associates

The following documents require Adobe Acrobat Reader. If you do not have this program installed, please download it here:

Background Verification

Equal Employment Opportunity Policy
Procurement Services Associates (PSA) adheres to Federal Equal Employment Opportunity laws and will abide by these laws when hiring or terminating employees: PSA will not discriminate on the basis of age, race, color, religion, sex, gender, or national origin, and requires affirmative action to ensure equality of opportunity in all aspects of employment. PSA prohibits discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of age, race, color, religion, sex, gender, or national origin.

PSA will not discriminate because of a disability and requires affirmative action to employ and advance in employment qualified individuals with disabilities who, with reasonable accommodation, can perform the essential functions of a job.

PSA will not discriminate against Vietnam Era Veterans and will require affirmative action to employ and advance in employment qualified Vietnam Era Veterans and qualified special disabled veterans.

PSA will serve all applicants for employment equality and PSA will refuse discriminatory job orders.

PSA will refrain from prohibited pre-hiring inquiries or help-wanted advertising.

PSA forbids any staff member from interfering with efforts to comply with the Equal Employment Opportunity Act. PSA will work affirmatively with the Department of Fair Employment and Housing (DFEH) to review hiring and recruiting practices, in order to expand equal opportunity.

If you believe you have experienced discrimination, please contact PSA
Headquarters immediately at (925) 460-0397. If it is of a sensitive nature, you may
Contact the Department of Fair Employment and Housing toll-free at (800) 884-1684
And DFEH will investigate without cost to you.

PSA Rewards Program
PSA has a "Rewards Program", a financial program designed to place extra dollars in your pocket. The program is simple and easy to use. The program has two elements, a "Client Referral" element and a "Hire a Friend" element.

Client Referral Program
Current and former PSA employees and their friends will be rewarded for referring clients to PSA. The rewards program will be a progressive plan. The more referrals that turn into project assignments, the more $$$ will be paid. If a referral leads to a job assignment within a nine-month period from the date of the referral, the person making the referral will be a $150 reward. The person will be paid $175 for a second referral; a reward of $200 will be paid for a third referral; a reward of $225 will be paid for a fourth referral and a reward of $250 will be paid for a fifth referral. The referral must turn into a job assignment for 30 or more days before the fee will be paid. PSA will withhold taxes from employee reward compensation dollar amounts.

Hire a Friend Program
When PSA professionals refer a friend to PSA and the friend is hired as a temporary worker for 30 or more days, the referring person will be eligible for the "hire a friend" program. The person that makes the referral will receive a $150 reward for the first referral, $175 for the second referral, $200 for the third referral, $225 for the fourth referral and $250 for the fifth referral. The candidate must work with the employer for 30 or more days before the reward will be paid. If a referral leads to a direct hire position, PSA will reward the referring person a three (3) percent commission. The commission dollar amount will be based on the total dollar amount of revenue received from the transaction. For instance, if PSA is paid a $5,000 commission, the reward dollar amount will be $150, for a $6,000 transaction, the reward dollar amount will be $180, and so forth. If six client or friend referrals are made, the reward dollar amount will be negotiated at that time. The reward will be paid within 14 days after PSA receives payment from its client. To participate in the program, advise a PSA staffing counselor of your "find." If you have any questions about the Rewards Program, contact us. We appreciate your help in making PSA the "best" professional purchasing services company.

Vacation, Sick Time and Holiday Pay
After one year of continuous employment, all PSA employees will be eligible for one week of paid vacation and one week of sick time off. At the end of employment, unused vacation time is paid to the employee. Unused sick time is NOT paid at the end of employment. Employees begin accruing vacation and sick time off after six months from hire date so that one week paid time off will be accrued by the end of one year. Accrual is based on full time employment with Procurement Services Associates.

Holidays will be paid to full time employees after six months continuous work. Employees will be paid for the holiday if both the business day before and after the holiday are worked. Procurement Services Associates holidays are as follows:

Labor Day
New Year’s Day
Memorial Day
Fourth of July
Thanksgiving Day
Christmas Day

The organization you are working for may allow you other holidays. However, only the six aforementioned holidays will be paid by Procurement Services Associates.

Worker’s Compensation Policy and Work-Related injuries

If you should suffer an "on the job" injury or work-related injury, accident, or illness, it is important that your employer, Procurement Services Associates, be contacted immediately. In addition to informing your immediate assignment supervisor, you must notify PSA of the incident so that the proper paperwork can be processed to support your claim. Please call PSA so that we can provide you with the name and location of Procurement Services Associates’ designated medical provider if such an injury should occur.

If the injury is considered an emergency, please call "911" for immediate medical attention. We appreciate your following this procedure in case of a work-related injury or illness. We strongly support modified duty and will make every attempt to return employees to work as soon as their condition permits. If you have any questions, please call us.

For complete information, please see the company's Employee Handbook, which will be given to you upon employment.