Our Policies


SIMOS’ Violence in the Workplace policy is a zero tolerance policy designed to provide a safe work environment, free from violent acts or threats against a person’s life, health, well‐being, family or property for all employees, customers and visitors to any SIMOS work cell or building, and to establish a process for reporting and responding to events or threats of violence. “Threats or acts of violence” include, but are not limited to, statements or conduct against persons or property that is sufficiently severe, offensive, or intimidating to alter the employment conditions at SIMOS, or to create a hostile, abusive, or intimidating work environment for one or more SIMOS employees, customers, visitors, or any person conducting business with SIMOS or any of it’s customers.

Specific examples of conduct that may be considered “threats or acts of violence” and prohibited under this policy include, but are not limited to, the following:

  • Hitting, shoving or throwing an object at an individual.
  • Acts of intimidation including threatening to harm and individual or his/her family, friends or property.
  • Making harassing or threatening calls, letters or other form of written or electronic communication.
  • Intimidating or attempting to coerce an employee to do wrongful acts that would affect the business interest of SIMOS or its customers.
  • Harassing surveillance or “stalking” or making a credible threat with intent to place another person in reasonable fear of his/her safety.
  • Possession or use of a firearm, weapon or any other dangerous device on SIMOS property or the property of a SIMOS customer.

Any employee who believes that he/she has been the target of violence or threats of violence, or has witnessed or otherwise learned of violent conduct by or directed to another employee or individual must report such incidents to his/her immediate supervisor or a SIMOS management level employee if the immediate supervisor is not available. MAC Bazain must be called immediately for further direction. Any violation of the SIMOS Violence in the Workplace policy may result in immediate termination of employment.


Employment with SIMOS Insourcing Solutions, is based on individual merit and qualifications. Employment opportunities, including all management decisions, recruitment and hiring practices, appraisal systems, promotions, and training and career development programs are provided without regard to race, religion, color, sex (including pregnancy and gender identity), sexual orientation, parental status, national origin, age, disability, family medical history or genetic information, political affiliation, military service, veteran status or any other non‐merit based factor. Employees are also protected against retaliation. Consistent with federal laws, acts of retaliation against an employee who engages in a protected activity, whistle blowing, or the exercise of any appeal or grievance right provided by law will not be tolerated. SIMOS Insourcing Solutions complies with applicable state and local laws prohibiting discrimination in every jurisdiction in which it maintains facilities. SIMOS Insourcing Solutions provides reasonable accommodation to individuals with a disability in accordance with applicable laws. Only United States citizens or aliens who have a legal right to work in the United States are eligible for employment.


SIMOS cares about the safety, health and well-being of all our employees. We are also committed to preventing accidents that cost our company and our customers. The company recognizes that alcohol, drug, and substance misuse and abuse pose health, safety and security problems. Therefore, we expect employees to help us maintain a work environment free from the use and effects of alcohol, drugs, and other mood-altering substances.

All employees are prohibited from manufacturing, cultivating, distributing, dispensing, possessing or using illegal drugs (including marijuana) or other unauthorized or mind-altering or intoxicating substances while on SIMOS property (including parking areas and grounds), or while otherwise performing their work duties away from SIMOS. Included within this prohibition are lawful controlled substances, which have been illegally or improperly obtained. This policy does not prohibit the possession and proper use of lawfully prescribed drugs taken in accordance with the prescription.

Employees are also prohibited from having any such illegal or unauthorized controlled substances in their system while at work (including marijuana), and from having excessive amounts of otherwise lawful controlled substance in their systems. This policy does not apply to the authorized dispensation, distribution or possession of legal drugs where such activity is a necessary part of an employee’s assigned duties.

All employees are prohibited from distributing, dispensing, possessing or using alcohol while at work or on duty. Furthermore, off-duty alcohol use, while generally not prohibited by this policy, must not interfere with an employee’s ability to perform the essential functions of his/her job.


It shall be the responsibility of each employee who observes or has knowledge of another employee in a condition which impairs the employee in the performance of his/her job duties, or who presents a hazard to the safety and welfare of others, or is otherwise in violation of this policy, to promptly report that fact to his/her immediate supervisor.


Prospective employees and current employees may be required to submit to drug/alcohol screening as follows:

  • For cause testing
  • Periodic testing
  • Post-accident testing
  • Reasonable suspicion testing

Refusal of drug/alcohol screening or non-negative result of any drug screening test may result in termination.

These provisions regarding drug/alcohol screening provisions are subject to and may be displaced by any applicable state and federal law.


Violation of this policy or any of its provisions may result in discipline up to and including termination of employment.


In order to enforce this policy and procedures, SIMOS may investigate potential violations and require personnel to undergo drug/alcohol screening, including urinalysis, blood tests or other appropriate tests and, where appropriate, searches of all areas of the Company’s physical premises, including, but not limited to work areas, personal articles, employees’ clothes, desks, work stations, lockers, and personal and company vehicles. Employees will be subject to discipline up to and including discharge for refusing to cooperate with searches or investigations, to submit to screening or for failing to execute consent forms when required by the Company.


Where a manager or supervisor has reasonable suspicion that an employee has violated the substance abuse policy, the supervisor, or his designee, may inspect vehicles, lockers, work areas, desks, purses, briefcases, and other locations or belongings without prior notice, in order to ensure a work environment free of prohibited substances. An employee may be asked to be present and remove a personal lock. Locked areas or containers do not prevent the Company from searching that area, thus employees should have no expectation of privacy for personal belongings brought on Company premises. Where the employee is not present or refuses to remove a personal lock, the Company may do so for him/her, and compensate the employee for the lock. Any such searches will be coordinated with a representative of management. The Company may use unannounced drug detection methods to conduct searches.


All employees who test positive in a confirmed substance test will be subject to discipline, up to and including termination.


Wages are paid on a weekly basis and paychecks are issued on Friday for the previous week worked. SIMOS’ policy is to issue paychecks only to the employee. If the normal payday falls on a company-recognized holiday, paychecks will be issued one workday prior to the scheduled date. According to applicable laws and your benefits choices, certain deductions may be taken from your paycheck, including, but not limited to:

  • Federal & State Withholding Tax
  • Social Security Tax
  • State Disability Insurance
  • County or City taxes, where applicable
  • State Unemployment Tax, where applicable
  • Benefit contributions, if applicable
  • Court-ordered wage garnishments

Should there be an underpayment of any kind, we will make every effort to repay you as quickly as possible. In the event that there is an overpayment of any kind, it is your responsibility to bring this to the attention of your manager.

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