Privacy Policy

NSI recognizes our staff members' rights to privacy and have established a policy that protects that privacy.

Therefore, our company has adopted these basic principles:

  1. The collection of staff member information will be limited to that needed by our company for business and legal purposes.
  2. The confidentiality of all personal information in our records will be protected.
  3. All in-house staff members involved in record keeping will be required to adhere to these policies and practices. Violations of this policy may result in disciplinary action up to and including termination.
  4. Internal access to staff member records will be limited to those staff members having an authorized, business-related "need-to-know" (i.e., certain government agencies or requests by court order or subpoena).

Personnel files are the property of NSI. Any staff member may, upon written request to the NSI management to view his/her personnel file.

Confidential Information

As a staff member of NSI, you may have access to confidential information about our clients including:

  • Contracts
  • Financial background
  • Personal Information

Such information, records or materials concerning our clients is highly confidential and is not to be used, released or discussed with anyone outside of this organization, nor among other staff members unless it is approved by the management.

Company and Client Information

It is also the policy of NSI that all information pertaining to the general operation of NSI, including, but not limited to:

  • Names of staff members Clients, billing, payroll, contracts,
  • computer systems
  • Statistical data is considered confidential information.

There are many state and federal laws that strictly prohibit the divulging of such information and carry severe civil and criminal penalty.  Failure to protect confidentiality may result in disciplinary measures up to, and including, immediate termination and/or legal action.

Report only to Appropriate Staff
Reporting of pertinent information is limited to NSI management.
Contact the NSI management if you have any questions.

Refer All Request for Company or Client Information
You should refer questions or requests for information about staff members, customers, procedures, etc. immediately to your manager or the NSI management.

All requests for information concerning current or terminated staff members are to be referred to the Human Resource Department. These requests will be handled by, or at, the direction of the management.

Because of the serious legal consequences that can result from confidential information being disclosed, any staff member who fails to comply with this policy may be subject to disciplinary action, up to and including termination. This means that you may not give references or verify dates of employment on any staff member regardless of position.

The company will verify job title, dates of employment, and gross salary for staff members who were employed by NSI during the previous five-year span. The company will refuse to release any personal information to outside sources without the staff member's written approval, unless legally required to do so. Monthly/hourly earnings and facility in which staff member worked will not be verified.

HIRING

All NSI locations will conduct all hiring practices in accordance with all federal and local employment laws in order to promote a fair workplace that encourages equal and fair hiring policies.

Equal Employment Opportunity
NSI is an Equal Opportunity Employer and does not discriminate in hiring or employment based on race, color, sex, age, religion, national origin, citizenship status, veteran status, or disability. This represents our ongoing commitment to administer all personnel procedures and policies that affect employment, compensation, benefits, promotions and training for all staff members in a manner which does not discriminate against anyone on the basis of race, color, sex, age, religion, national origin, citizenship status, veteran status, or disability.

Drug Free Workplace
It is the policy of NSI to provide its staff, to the best of its ability, with a working environment that is free of the problems associated with the abuse and misuse of drugs and alcohol. The company is committed to the philosophy of maintaining an alcohol and drug free workplace in order to promote a safe and healthy work environment and to promote the safety and well-being of its clients, visitors, and staff members.

It is further the policy of NSI to remove from the workplace any staff member or volunteer who is under the influence of drugs or alcohol. NSI reserves the right to require a drug/alcohol test of any staff member or volunteer who is reasonably suspected of being under the influence of drugs or alcohol or who may be involved in a work-related accident of injury.

This policy prohibits the abuse or misuse of prescription drugs, non-prescription drugs, alcoholic beverages, illegal drugs, and inhalants. The company will not discriminate against applicants for employment because of past use of drugs or alcohol. However, the company will not tolerate any current abuse of drugs or alcohol that prevents staff members from properly doing their jobs.

Hiring Family
Relatives of staff members of NSI may apply and, if qualified, will be considered for employment. Relatives will be selected only for positions where they will not supervise, be supervised, evaluate, or work in the same department or under the same manager. A relative is any person related to the staff member by blood, marriage or adoption defined as: spouse, parent, child, grandparent, grandchild, brother, sister, father-in-law, mother-in-law, brother-in-law, sister-in-law; aunt, uncle, niece, nephew, cousin, and those relationships generally referred to as "step". While the company discourages romantic relationships among staff members, staff members engaging in such a relationship should notify the Human Resource Department so that the company's best interest may be considered.

Application
An application must be submitted and kept on file for all NSI employees.
All appropriate documentation and proof of certification for employment will be collected and included in applicants file.

  • Resume
  • Copies of Certifications
  • Degrees
  • Federal or State Docs
  • Drug & Alcohol Screen

Interview
The prospective employee will be given interviews sufficient to establish ability to perform task prior to Hire-on.

Hire-on
The new NSI employee will be given all forms, orientation and training typical of the position for which they are being hired.

RESIGNATION POLICY

Although we hope your employment with National Systems America, L.P. will be a mutually rewarding experience; we understand that varying circumstances do cause employees to voluntarily resign employment. Should this time come, you are asked to follow the guidelines below regarding notice and exit procedures.

Procedures

  1. Employees are encouraged to provide a two-week or one-month notice depending on level of position to facilitate a smooth transition out of the organization. (The required time will be defined within each individual Employment Agreement.)
  2. All resignations must be confirmed in writing. Employees may wish to complete an Employee Resignation Form provided by Human Resources for this purpose or may submit other written notice, including the reason for leaving and the effective date. Employees who resign will receive a Confirmation of Resignation notice within 24 hours.
  3. If an employee provides more notice than requested, the employer will evaluate whether the additional notice is necessary for effective business operations and will notify the employee using the Confirmation of Resignation form to confirm the final date of employment.
  4. If an employee provides less notice than requested, the employer may deem the individual to be ineligible for rehire depending upon the circumstances regarding the notice given.
  5. Management reserves the right to provide an employee with pay in lieu of notice in situations where job or business needs warrant such action. Such a decision should not be perceived as reflecting negatively on the employee since it may be due to a variety of reasons not known to the individual or other employees.
  6. Employees who fail to report to work for three consecutive days without properly communicating to their supervisor or manager the reasons for their absence will be viewed as voluntarily resigning their employment as of the third day [unless state law mandates a longer period of time].
  7. Employees will not be allowed to rescind a resignation, whether given orally or in writing, once the resignation has been confirmed by the employer.
  8. Employees who wish to discuss concerns about their continued employment before making a final decision to resign are encouraged to do so.
  9. All departing employees, regardless of the circumstances surrounding their departure, will be reported as a group on a monthly basis to all staff. Those with a need to know (i.e., payroll, front desk, and IT) will be advised of the last day of actual work for the company.
  10. Resigning employees will be scheduled for an exit meeting to ensure that all tools and equipment are returned and to provide an opportunity to discuss any questions or concerns related to employment with American Nursing. Employees who fail to return any company property, including keys, credit cards, tools, cellular phones, pagers and other equipment, will be deemed ineligible for rehire and may be subject to legal proceedings on behalf of American Nursing.

Departing employees will be asked to confirm their forwarding address to ensure that benefits and tax information are received in a timely manner. Final pay will be mailed to this address (if employee does not have direct deposit). Accrued but unused Earned Time (ET) will be paid out to employees who have worked at least 90 days.

SEVERANCE

In the event of an involuntary termination, NSI provides a severance benefit for the affected staff member(s).

Procedure:
Staff members terminated for misconduct are not eligible to receive severance.
Accrued but unused Earned Time will be paid out to a staff member who has been employed at least 90 days. Earned Time will stop accruing as of the effective date of termination.
Any commissions or bonuses earned to date of termination will be paid out.

REHIRE

If, after separation from our company, you reapply to NSI, your application will be processed using the same procedures and standards that govern all applicants.

Procedure:
Staff members who are re-employed by NSI will be assigned a rehire date corresponding to their first day on-the job after re-employment.

 

CODE OF BUSINESS ETHICS AND PROFESSIONAL BEHAVIOR

National Systems America, L.P. is committed to conducting business in an ethical, professional and legal manner throughout its company. National Systems America, L.P. management, employees, agents and representatives are expected to act in accordance with the highest ethical, professional and legal standards in all aspects of their National Systems America, L.P., Inc. activities.

National Systems America, L.P. management and employees shall conduct business affairs honestly, fairly, impartially and in an ethical manner. Marketing practices are conducted with truth, fairness, and responsibility to the public at large. Employees are expected to deal fairly and honestly with each other as well as with vendors, customers and other third parties. Business, personnel and management information is utilized only by those individuals authorized to review and act upon such information. Conflicts of interest are identified and addressed. Fair billing practices include accurate billing, payments, including payroll checks and maintaining mechanism to resolves questions and objections.

It is encouraged whenever there is a question or concern regarding an ethical situation to discuss the concern with an immediate supervisor. (Note: Should the employee suspect that the supervisor is involved in the issue, it is encouraged that the employee goes directly to the NSI managing partners.) The supervisor should review the questions addressed under resolution of the ethical dilemma as addressed below to determine the need to proceed further. The appointed employees authorized to review ethical standards include, but are not limited to:
Mukesh Shah - Managing Partner
Hari Patro - Managing Partner
Seelam Reddy - Managing Partner
The responsibilities of this group are to identify ethical issues as they relate to NSI business. This group will identify ethical issues and recommend actions to resolve these issues for the purpose of avoiding similar ethical issues in future practices.  The NSI management has overall responsibility for interpreting and administering this Policy.

Ethical and Professional violation situations include:

  • Theft or fraud
  • Accounting or Auditing Issues
  • Conflict of Interest
  • Inappropriate business gifts
  • Safety, health or Environmental Issues
  • Misuse of company assets
  • Non compliance with Laws

Questions to guide mangers in the resolution of Ethical Dilemmas.

  • What are the known facts?
  • Who are the person(s) involved?
  • How did the situation occur?
  • How does it affect the company?
    1. Prevent or minimize harm to others
    2. Affect and uphold the values of the company
    3. Is a good solution to the situation?
  • Will the decision apply to ALL in similar situations?
  • Will the action results be understood by others?
  • Can you evaluate your decision, have an action plan and implement the plan?

Non Retaliation:
National Systems America, L.P. will not tolerate any reprisal or retaliation against any person who, in good faith, reports a known or suspected violation of the law or of any company policy, rule or regulation.

Disciplinary Action and Violations of the Policy
Violations of National Systems America, L.P. rules or regulations could subject an employee to appropriate corrective disciplinary action, up to and including termination of employment.

 

CONFLICT OF INTEREST

It is the policy of National Systems America, L.P. that any facts which might involve the possibility or appearance of a conflict of interest must be appropriately reported and approval obtained before proceeding.
Approval must be requested in writing and submitted to the NSI management.

DEFINITION:

The term "Conflict of Interest” in this policy refers to situations in which financial or other personal considerations compromise, or have the appearance of compromising, an individual's judgment and ability to perform his or her responsibilities to National Systems America, L.P..
Generally speaking, a possible conflict of interest involves any direct or indirect interest in, connection with or benefit from any outside activities, which might in any way adversely affect the Company.

Management and Staff employees are required to:

  • Seek the Company's consent before accepting any employment or directorship on the board of any competitive company in the IT staffing industry.
  • Not solicit, accept or offer money, gifts, favors or entertainment which might influence, or might appear to influence, their business judgment.
  • Disclose any material interest they have in the Company's customers to their supervisor and the NSI management and not manage customer relationships where they have such an interest.
  • Seek the Company's consent to use company owned equipment and supplies for personal gain.
  • Report having significant financial interesting in customers, suppliers or competitors.
  • Not participate in business activities outside their employment with the Company (whether as a principal, partner, director, agent, guarantor, investor or employee) that could adversely affect their ability to carry out their duties and responsibilities.

Examples
The following are or could possibly be conflicts of interest include, but are not limited to the following:

  • Misuse of company information, facilities or assets.
  • Relatives employed by customers, suppliers or competitors of the Company.
  • Ownership of property affected by the Company's actions or acquired as a result of information accessed from the Company.
  • Requesting or accepting gifts, gratuities or benefits having more than a nominal token value from parties with which the Company does business.
  • Appropriation or diversion or corporate opportunity. Direct or indirect interest in or position with a competitor of the company.
  • Management and staff involvement with suppliers, contractors or customers of the Company.
  • Employment with related industry or competitor.
  • Loans made to business entities or individual with which the Company does business.

Disciplinary Action and Violations
Failure to disclose and manage actual or apparent conflicts of interest under this policy, including the expectation above about what an individual should or should not do, may be cause for disciplinary action, which may result in termination.