Helpful Content and Resources
This helpful information was developed to make working with Nisa Staffing Solutions a breeze. Here you can find information on pay, W-2s, benefits, safety and more.
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You can find the following information on your work ticket:
- Dress code requirements
- Personal protective equipment (PPE) requirements
- Lifting requirements
- Contact information
- List Item
- Additional requirements (i.e., photo ID, drug tests, or any required prior job experience)
Remember to:
- Update your “My Profile” section on to maximize your search for employment with us!
- When you arrive on the jobsite, check-in for your shift by going to your “Job Tickets” section and selecting “I’ve Arrived”
- Turn your notifications “on” to receive important alerts such as:
• Job invitations (expires within two hours)
• New jobs in your area
• Rating and confirming hours
• Changes in shift times
• Shift cancellations
• Being removed from a shift
About The Company:
NISA partners with staffing firms to manage temporary and contract employees, handling payroll, benefits, and compliance.
- All employees must read and abide by the handbook’s policies.
- Updates to policies are shared through the employee portal.
Hiring and Orientation Policies
NISA Staffing Solutions provides fair and compliant onboarding, supporting employees with reasonable accommodations for pregnancy, disabilities, and religious needs. Employment verification must be completed within three days of hire. The company ensures equal employment opportunities and adapts work environments to align with employee needs, as long as such changes don’t cause undue hardship.
Accommodations for Pregnancy, Childbirth, and Related Medical Conditions:
- Supports employees with adjustments like flexible schedules, extra breaks, or remote work.
- Requests must include reasons, details, and accommodation benefits.
Disability Accommodation:
- Complies with the ADA; reasonable changes offered to ensure job performance.
- Requires documentation unless limitations are obvious.
Employment Authorization Verification:
- Form I-9 completion within three days; re-verification needed for temporary work permits.
Religious Accommodation:
- Provides reasonable adjustments for religious practices unless undue hardship occurs.
Wage and Hour Policies
NISA requires regular attendance, accurate timekeeping, and adherence to wage regulations, including direct deposit. Employees must report absences promptly. Deductions comply with legal and voluntary requirements.
Attendance:
- Regular attendance is expected; notify supervisors for delays or emergencies.
- Unexcused absences can result in termination after three no-shows.
Direct Deposit:
- Encouraged for timely pay; missing checks require a signed affidavit.
Recording Time:
- Accurate timekeeping is mandatory; falsification leads to discipline.
Performance, Discipline, Layoff, and Termination
Progressive discipline is applied for policy breaches, with possible termination for severe cases. Resignation needs a two-week notice; layoffs follow company protocol.
Criminal Activity:
- Reporting criminal activity is required; may lead to suspension or termination.
Disciplinary Process:
- Progressive discipline is common, but not required for termination.
Open Door Policy:
- Encourages conflict resolution through dialogue with supervisors.
Resignation:
- Two-week notice for employees; return all company property.
Standards of Conduct:
- Prohibits falsifying records, substance use, harassment, and unsafe behavior.
General Policies
Employees must follow guidelines for computer security, personal appearance, and social media use. Solicitation is limited to nonworking hours, and personal devices should not disrupt duties.
Computer Security:
- Company software is for business use only; unauthorized duplication is prohibited.
Nonsolicitation:
- Solicitation allowed only during nonworking hours in break areas.
Personal Appearance:
- Professional, neat attire is required; accommodations are made for religious beliefs or disabilities.
Cell Phone Use:
- Minimal use allowed during work hours; prohibited while driving on company time.
Social Media:
- Use good judgment; do not disclose company secrets or violate policies.
Benefits
The company offers health coverage continuation (COBRA), paid holidays, jury duty leave, military leave, and personal leave. Workers’ compensation is provided for job-related injuries.
COBRA:
- Offers continued health coverage after qualifying events (e.g., termination).
Federal Jury Duty Leave:
- Employees are encouraged to serve; pay depends on state laws.
Holidays:
- Paid holidays as per the company’s list; adjusted for weekends.
Military Leave:
- Complies with federal laws; re-employment rights ensured.
Personal Leave:
- Unpaid leave available with manager approval; reinstatement is not guaranteed.
Workers’ Compensation:
- Covers work-related injuries; report immediately to supervisors.
Safety and Loss Prevention
Maintains a drug-free, safe work environment. Employees must report safety hazards, refrain from violence, and comply with tobacco restrictions.
Drug and Alcohol Policy
- Prohibits use during work; exceptions for prescribed medications with disclosure.
Tobacco Use:
- Smoking and vaping prohibited in company spaces.
Workplace Violence:
- Zero tolerance; report threats or incidents immediately.
Trade Secrets and Inventions
Protects confidentiality of trade secrets and company information. Work-related inventions belong to NISA unless otherwise waived.
Confidentiality:
- Protect company trade secrets; unauthorized disclosure may lead to termination.
Inventions:
- Work-related inventions belong to NISA unless waived in writing.