Policy On Floating Status
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Policy on Floating Status of Outsourced Staff Policy Number : HR-PP-018
1. Background/Purpose
iWebmasters’ business model allows outsourced staff to continue employment at a set and predetermined duration even if they are not working for any client. This employment status is called FLOATING STATUS.
Floating status is defined as a stage for an outsourced staff where he is not currently doing work for any paying client while still under the active employ of the company.
There are at least 3 possible reasons why an outsourced staff is placed on a floating status :
LET GO – the client was not happy with the performance of the staff either because of attendance/punctuality issues or performance issue. CONTRACT TERMINATION – the client did not renew agreement after 6 month’s cycle. CLIENT SUSPENSION OR TERMINATION DUE TO NON-PAYMENT – due to client’s non settlement of invoice/s the company has decided to pull out all staff under the account.
Each reason for being on floating status is to be handled differently. This paper will provide a clear policy on how to handle each of the reasons stated.
2. SCOPE :
This policy covers all outsourced employees of iWebmasters.com, Incorporated.
3. APPLICABLE FORMS AND DOCUMENTS :
Addendum to Employment Agreement Clearance Form Quit Claim
P O L I C Y
4.1 Floating Status Because Staff Is Let Go By The Client
4.1.1 The employment agreement of all outsourced staff has provision on outright termination of employment without notice if the service is let go by the client due to attendance/punctuality issues or performance issues. 4.1.2 For outsourced staff who were hired prior to the inclusion of the above provision to the employment agreement, HR Head should have asked the staff to sign the “ Addendum to Employment Agreement “ as soon as first notice of complaint from the client is received regarding the staff’s attendance/punctuality or
4.1.3 After the client has complained with the 3 notices requirement, the staff can already be removed from the account. Each notice from the client should be covered by CAN ( Corrective Action Notice ). The CAN issuance is a shared responsibility between HR and the staff’s Immediate Supervisor. 4.1.4 Operation Head should ask the staff to report to HR on his last day. 4.1.5 HR should issue termination letter addressed to the staff and indicating his home address. 4.1.6 The staff has to process his Clearance and Quit Claim. 4.1.7 Policies and procedures for resignation and/or termination should be followed.
4.2 Floating Status Due To Client Agreement Termination
4.2.1 Client is required to give 30-days notice of termination. 4.2.2 If while the notice is being served the client requires the staff to report to them and still do some work, the staff is not yet considered on floating status. 4.2.3 If during the 30-days notice the client allows the staff not to work for them anymore or after serving the 30 days notice, the staff is required to report to Recruitment Department and is already considered on Floating Status. 4.2.4 All computing access, e.g. email account, messenger account and active account will be suspended while the staff is on floating status.
4.2.5 The staff will be asked to consume all his available Sick Leave and Vacation Leave credits as soon as he is on floating status. 4.2.6 While the staff is still serving the 30 days notice with the client or already on paid leave of absence, Recruitment Department will start selling him to possible clients for new assignment. 4.2.7 After consuming all leave credits and the staff has not found a client yet, he will be asked to report back to the office to help out in any administration function until 30 days floating status is over. 4.2.8 During the 30 days floating status the staff will continue to enjoy all benefits he is entitled to including but not limited to his full salary provided days worked or considered as leave with pay, earning of leave, and cafeteria of benefits,
4.2.9 If the anniversary date of the staff falls on the date while he is still on floating status, his performance will still be appraised but the reasons for his being on floating status should be given heavy weight. 4.2.10 If after the 30 days floating status, the staff was still unable to land on a new assignment, the staff will be placed on a maximum of 60 days leave without pay during which Recruitment Department will still continue to find new client for the staff.
4.2.11 The staff will be given two options to continue: 4.2.11.1 OPTION 1 4.2.11.1.1 Last pay will be released on the 30th day of the floating status but the staff will no longer be entitled to all benefits. 4.2.11.1.2 If prior to the lapsed 60 days leave without pay, the staff landed on a new assignment, his employment tenure will reset.
4.2.11.2 OPTION 2 4.2.11.2.1 Last pay will be released after the 60 days leave without pay. 4.2.11.2.2 During the 60 days leave without pay, the staff will no longer be entitled to all benefits except for Life Insurance and Health card ( excluding dependents ) if he is already covered prior to his floating status. 4.2.11.2.3 If prior to the lapsed 60 days leave without pay, the staff landed on a new assignment, his tenure will be considered continuous and his other benefits entitlement will automatically resume.
4.2.12 If the 60 days leave without pay has already been consumed and the staff has not found a new assignment yet, the employment will be considered terminated. HR is responsible to send a letter of termination to the employee via registered mail to the latter’s residential address. Recruitment shall remove the staff’s profile in the website as soon as the termination letter was sent out. 4.2.13 If the staff still wishes the company to find a client for him, Recruitment Department will continue to do so. 4.2.14 If the staff finally found a client after 60 days leave without pay status, the staff will be considered re-hired and his starting date will reset.
4.3 FLOATING STATUS BECAUSE OF CLIENT ACCOUNT SUSPENSION OR TERMINATION DUE TO NON PAYMENT
4.3.1 As soon as decision and approval has been reached to suspend client’s account due to non payment of invoice, staff is immediately pulled out from the account and is not allowed to report or work for the client. 4.3.2 The staff will still be required to report to the shift he belongs for a period of one week to give the client enough time to settle unpaid invoices.
4.3.3 If after one week, the client still has not settled the payment, the staff will be required to report to Recruitment Department and will already be considered on Floating Status. Paragraph 4.2.4 to 4.2.14 of this policy paper will be followed.
5. EFFECTIVITY
This policy paper shall take effect immediately after approval and should be reviewed annually or as need arises.
1. Background/Purpose
iWebmasters’ business model allows outsourced staff to continue employment at a set and predetermined duration even if they are not working for any client. This employment status is called FLOATING STATUS.
Floating status is defined as a stage for an outsourced staff where he is not currently doing work for any paying client while still under the active employ of the company.
There are at least 3 possible reasons why an outsourced staff is placed on a floating status :
LET GO – the client was not happy with the performance of the staff either because of attendance/punctuality issues or performance issue. CONTRACT TERMINATION – the client did not renew agreement after 6 month’s cycle. CLIENT SUSPENSION OR TERMINATION DUE TO NON-PAYMENT – due to client’s non settlement of invoice/s the company has decided to pull out all staff under the account.
Each reason for being on floating status is to be handled differently. This paper will provide a clear policy on how to handle each of the reasons stated.
2. SCOPE :
This policy covers all outsourced employees of iWebmasters.com, Incorporated.
3. APPLICABLE FORMS AND DOCUMENTS :
Addendum to Employment Agreement Clearance Form Quit Claim
P O L I C Y
4.1 Floating Status Because Staff Is Let Go By The Client
4.1.1 The employment agreement of all outsourced staff has provision on outright termination of employment without notice if the service is let go by the client due to attendance/punctuality issues or performance issues. 4.1.2 For outsourced staff who were hired prior to the inclusion of the above provision to the employment agreement, HR Head should have asked the staff to sign the “ Addendum to Employment Agreement “ as soon as first notice of complaint from the client is received regarding the staff’s attendance/punctuality or
4.1.3 After the client has complained with the 3 notices requirement, the staff can already be removed from the account. Each notice from the client should be covered by CAN ( Corrective Action Notice ). The CAN issuance is a shared responsibility between HR and the staff’s Immediate Supervisor. 4.1.4 Operation Head should ask the staff to report to HR on his last day. 4.1.5 HR should issue termination letter addressed to the staff and indicating his home address. 4.1.6 The staff has to process his Clearance and Quit Claim. 4.1.7 Policies and procedures for resignation and/or termination should be followed.
4.2 Floating Status Due To Client Agreement Termination
4.2.1 Client is required to give 30-days notice of termination. 4.2.2 If while the notice is being served the client requires the staff to report to them and still do some work, the staff is not yet considered on floating status. 4.2.3 If during the 30-days notice the client allows the staff not to work for them anymore or after serving the 30 days notice, the staff is required to report to Recruitment Department and is already considered on Floating Status. 4.2.4 All computing access, e.g. email account, messenger account and active account will be suspended while the staff is on floating status.
4.2.5 The staff will be asked to consume all his available Sick Leave and Vacation Leave credits as soon as he is on floating status. 4.2.6 While the staff is still serving the 30 days notice with the client or already on paid leave of absence, Recruitment Department will start selling him to possible clients for new assignment. 4.2.7 After consuming all leave credits and the staff has not found a client yet, he will be asked to report back to the office to help out in any administration function until 30 days floating status is over. 4.2.8 During the 30 days floating status the staff will continue to enjoy all benefits he is entitled to including but not limited to his full salary provided days worked or considered as leave with pay, earning of leave, and cafeteria of benefits,
4.2.9 If the anniversary date of the staff falls on the date while he is still on floating status, his performance will still be appraised but the reasons for his being on floating status should be given heavy weight. 4.2.10 If after the 30 days floating status, the staff was still unable to land on a new assignment, the staff will be placed on a maximum of 60 days leave without pay during which Recruitment Department will still continue to find new client for the staff.
4.2.11 The staff will be given two options to continue: 4.2.11.1 OPTION 1 4.2.11.1.1 Last pay will be released on the 30th day of the floating status but the staff will no longer be entitled to all benefits. 4.2.11.1.2 If prior to the lapsed 60 days leave without pay, the staff landed on a new assignment, his employment tenure will reset.
4.2.11.2 OPTION 2 4.2.11.2.1 Last pay will be released after the 60 days leave without pay. 4.2.11.2.2 During the 60 days leave without pay, the staff will no longer be entitled to all benefits except for Life Insurance and Health card ( excluding dependents ) if he is already covered prior to his floating status. 4.2.11.2.3 If prior to the lapsed 60 days leave without pay, the staff landed on a new assignment, his tenure will be considered continuous and his other benefits entitlement will automatically resume.
4.2.12 If the 60 days leave without pay has already been consumed and the staff has not found a new assignment yet, the employment will be considered terminated. HR is responsible to send a letter of termination to the employee via registered mail to the latter’s residential address. Recruitment shall remove the staff’s profile in the website as soon as the termination letter was sent out. 4.2.13 If the staff still wishes the company to find a client for him, Recruitment Department will continue to do so. 4.2.14 If the staff finally found a client after 60 days leave without pay status, the staff will be considered re-hired and his starting date will reset.
4.3 FLOATING STATUS BECAUSE OF CLIENT ACCOUNT SUSPENSION OR TERMINATION DUE TO NON PAYMENT
4.3.1 As soon as decision and approval has been reached to suspend client’s account due to non payment of invoice, staff is immediately pulled out from the account and is not allowed to report or work for the client. 4.3.2 The staff will still be required to report to the shift he belongs for a period of one week to give the client enough time to settle unpaid invoices.
4.3.3 If after one week, the client still has not settled the payment, the staff will be required to report to Recruitment Department and will already be considered on Floating Status. Paragraph 4.2.4 to 4.2.14 of this policy paper will be followed.
5. EFFECTIVITY
This policy paper shall take effect immediately after approval and should be reviewed annually or as need arises.
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