Technion orientation

TECHNION
Communications
High Tech High Touch
Proprietary and Confidential Technion Communications
TECHNION
Welcome to our Family

TECHNION
Communications
TECHNION COMMUNICATION CORPORATION
MISSION STATEMENT
OUR VISION
To become the world class leader in our industry, inspiring delight in our
clients and creating exciting opportunities for our people. Working as a
team, we will secure our future through continuous improvement and by
following our corporate values.
OUR PURPOSE
Technion operates a database-driven outbound, inbound and E-care
telemarketing company that leverages the power of database marketing
with the efficiency of using teleservice for sales and customer service.

TECHNION
Communications
TECHNION
COMMUNICATION
CORPORATION MISSION
STATEMENT
OUR VALUES
Customer Delight - While many companies measure levels of customer
satisfaction, we reach for the “WOW!” of customer delight. We believe in, and
practice, going above and beyond for our customer . “Whatever it takes”.
The “Genius of the and.” - Technion will continue to grow by delighting our clients
with superior results, service and earning a profit.

TECHNION
Communications
TECHNION
COMMUNICATION
CORPORATION MISSION
STATEMENT
OUR VALUES
Building a Meritocracy- Rewarding and promoting based on value. Our people
are driven by passion for the business. We recognize creativity, ambition and
achievement, with no restrictions based on “level”, “ position”, or other artificially
created organizational boundaries.
Celebrate what people do well, and capitalize on it -We bring together people with
diversity in background, education, skills, and interests, to create a highly
synergistic team that succeeds by allowing each member to do what they do best.

TECHNION
Communications
TECHNION
COMMUNICATION
CORPORATION MISSION
STATEMENT
OUR VALUES
Me, Inc. You are not an employee, you are a business owner
Empowering management by creating individual business units creates passion
and commitment.
Using Technology to solve our customer’s problems
and improve their business
Enhancing the success and profitability of our clients’ businesses is an
overarching goal. Our ability to do this through technology is matchless in our
industry.

TECHNION
Communications
TECHNION COMMUNICATION’S
HISTORY
Technion Opened its’ door in 1994
7 locations - Broward County, Florida, and Toronto, Canada
Barbados and Bogota, Colombia
There are currently 2000+ employees
Notable clients - AT& T, Motorola, American Express,
AARP, Synapse, Chase

TECHNION
Communications
TECHNION / TELEFORCE PARTNERSHIP
Teleforce Staffing Agency is the exclusive staffing/recruiter for Technion.
A Teleforce office is located on or near site.
Telestaff is a one stop recruiting agency, supporting Technion-Canada.

TECHNION
Communications
CALL CENTER LOCATIONS
TAMARAC
MIRAMAR
HOLLYWOOD
PLANTATION
LAUDERHILL
INVERRARY
International Locations
• TORONTO, CANADA
• BARBADOS
• BOGOTA, COLOMBIA

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Communications
NEW HIRE POLICY &
PROCEDURES
EMPLOYMENT AT WILL
UNLAWFUL HARASSMENT
RIGHT TO ACCESS PROPERTY
BUILDING POLICY
UNACCEPTABLE ACTIVITIES

TECHNION
Communications
NEW HIRE POLICY & PROCEDURES
Additional Policies
Job Opportunities Program
Family Members Policy
Romantic or Sexual Relationships
Electronic Communications

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Communications
SUMMARY OF BENEFITS
Paid Time Off
Holidays - After completing the introductory
period of 650 hours the following paid
holidays are available:
New Years Day
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Christmas Day
Paid Vacation Days- after completing 2000 hours of career service the employee
becomes eligible for 5 paid vacation days. (See handbook for further details)

TECHNION
Communications
SUMMARY OF BENEFITS
Health Benefits - includes medical, dental, vision discount, Long & Short Term
Disability, Life Insurance (eligible after 120 days of consecutive employment)
Personal/Sick Days- after completing 750 career hours on assignment the
employee is entitled to 1 personal/sick day and accrues 1 day every 500 hours
thereafter.
Jury Duty - refer to employee manual for details
Bereavement Time - refer to employee manual for details

TECHNION
Communications
ADDITIONAL BENEFITS
Tropical Financial Credit Union - sign up at
local Tropical Financial office (see handout for
locations)
Sam’s Club - employees take pay-stub to Sam’s
club and they receive 2 for 1 membership
The Disney Club - see HR Representative at
your center
All Teleforce employees have access to
computer software tutorials, interviewing
skills and resume writing counseling.
Contact any employment representative at
Teleforce office nearest you to schedule a
mutually convenient time.

TECHNION
Communications
Payroll Information
paychecks
day shift employees are paid Bi-Weekly (every other Friday)
night shift employees are paid Bi-Weekly (every other Thursday)
ADDITIONAL BENEFITS

TECHNION
Communications
Human Resources Representative On-Site
Questions?
QUESTIONS?

TECHNION
Communications
Call Center / Building Do’s & Don’ts
Break Room/Areas
There is to be no eating or drinking on the sales floor.
Microwaves are furnished for employee use. Please be neat and respectful
of others when using them.
Food is allowed only in designated break areas.
Food on the floor or in desks is a violation of company policy.
Parking
Each call center has designated parking areas for Teleforce/Technion
employees. Failure to park in designated areas may result in the towing of
your vechicle.
Do not park in spaces designated for clients or employee of the month.
Loitering
Break rooms and designated break areas are the only places employees are
allowed to gather during break times.

TECHNION
Communications
Call Center / Building Do’s & Don’ts
Building Cleanliness
Bathrooms
Sales floor
Break areas
Cell phones
are to be turned off or placed on vibrate while
in the call center
at no time should an employee use a cell phone
in the call center except for company business
Excessive Noise
Keep noise level to minimum at all times
while on the sales floor, as well as entering
and exiting the building

TECHNION
Communications
Questions and Answers
Job Opportunities Program
What positions are required to be posted under the program?
All positions are required to be posted for five consecutive business days with the
exception of those vacancies identified in the “Positions Required to be Posted”
section of the Policy Update.
If I miss the posting dates because of vacation or absence, can I still apply
after the closing date?
Yes. Your application will be accepted up to the point that a job offer is pending.
Can a job be posted for more than five days?
Yes. The hiring supervisor may extend the posting period beyond the initial five
days if there is a business need to keep it open (e.g. additional openings are
planned, initial posting did not yield qualified candidates, etc.).
What happens to my application after the posting comes down?
The management team will review all applications to determine which employees
meet the minimum qualifications for the job. The pre-screening process will also
include a review of each applicant’s personnel file, past work experience, and
performance history. The management team will interview qualified candidates.

TECHNION
Communications
Questions and Answers – Job Opportunities Program
(continued)
Will I be notified as to the status of my application and interview?
The management team will notify all employees who meet the minimum
qualifications of the position as to their status throughout the posting process (e.g.
disqualification due to not meeting the minimum job requirements, non-selection for
the position).
Why is the Company Service and Time-in-Job Requirements 3 months for
lateral positions?
The Company invests valuable resources and training time when hiring or promoting
people into new jobs. Technion wishes to support and nurture the growth and
development of each employee by assuring they have ample time to learn all
aspects of the job and department. By staying in the same position for a minimum
of 3, the employee and Technion will better realize the knowledge and skills gained
from training and on-the-job experiences.
*Note Additionally, because we are a fast growing company, positions which
represent a promotion for the applicant will be considered without regard to length of
service to the company.

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Communications
(continued)
Can my supervisor waive any of the Eligibility Requirements?
Yes. However, the circumstances must be mutually acceptable between
departments and all exceptions require the approval of the employee’s manager and
General Manager and the Human Resources Director.
Why am I now required to have my supervisor sign the transfer
request/application form?
The Job Opportunities Program is designed to encourage open communication
about career interests and planning between employee and supervisor. Your
immediate supervisor’s signature is for acknowledgement purposes only and will
assist in fostering career path discussions.
If I meet all the Eligibility Requirements, can my supervisor stop me
from applying for another position?
No. However, if there are mitigating business circumstances that dictate the
employee remains in his/her present position, the supervisor may declare an
employee ineligible for a posted position. These exceptions will require the approval
of the employee’s manager, General Manager, and Human Resources Director.
What if my immediate supervisor is not available to sign my Job
Opportunities Application form?
If your immediate supervisor is not available at any time during the posting
period, the next highest level of management in your area may sign the form.

TECHNION
Communications
(continued)
What if my immediate supervisor is not available to sign my Job
Opportunities Application form?
If your immediate supervisor is not available at any time during the posting
period, the next highest level of management in your area may sign the form.
If I am a good performer and my supervisor recently talked to me for the first
time about a performance deficiency, am I ineligible to post of a position?
Although all performance and attendance related information will be made
available to the prospective department, an employee will only be declared ineligible
to post if he/she is on formal Written Warning/Counseling or Probation. This
includes current written disciplinary notices/letters/memos.
Will my supervisor be asked to provide feedback about my work performance
and qualifications to the prospective hiring supervisor and the Recruiter?
Yes, the hiring management team may conduct an internal “reference check” with
your immediate supervisor. All feedback will be matched against current and past
performance appraisals and work history to assure consistency with prior
communications and documentation.
Can I apply for more than two positions at any one time?
No. This will allow you to focus your job search in those areas that best match
your career interests and qualifications.

TECHNION
Communications
(continued)
Can my supervisor delay my release date to the new job beyond two weeks?
If business conditions exist that would necessitate a delay in transferring to the new
position, a supervisor may extend the release date to no more than four weeks from
date of selection. All extensions must be approved by the releasing /receiving
General Managers.
If it becomes necessary to fill a position at a salary range that is different from
what was originally posted, must the new job be posted?
Yes. The position should be reposted with the new information following the
same procedures as for the initial posting.

TECHNION
Communications
Romantic or Sexual Relationships
Consenting "romantic" or sexual relationships between a supervisor/manager and
an employee may at some point lead to unhappy complications and
significant difficulties for all concerned; the employee, the supervisor/manager
and Technion Communications Corporation, hereafter referred to as the Company.
Any such relationship may, therefore, be contrary to the best interests of the
Company.
Accordingly, the Company strongly discourages such relationships and any
conduct (such as dating between a supervisor/manager and an employee) that
is designed or may reasonably be expected to lead to the formation of a
"romantic" or sexual relationship.
By its discouragement of romantic and sexual relationships, the Company
does not intend to inhibit the social interaction (such as lunches or dinners or
attendance at entertainment events) that are or should be an important part or
extension of the working environment; and the policy articulated above is not
to be relied upon as justification or excuse for a supervisor's/manager's refusal
to engage in such social interaction with employees.

TECHNION
Communications
Romantic or Sexual Relationships (continiued)
If a romantic or sexual relationship between a supervisor/manager and an
employee should develop, it shall be the responsibility and mandatory
obligation of the supervisor/manager promptly to disclose the existence of the
relationship to the Director of Human Resources and to their General Manager. The
employee may make the disclosure as well, but the burden of doing so shall be
upon the supervisor/manager. The supervisor/manager and the employee will also
read and complete the Understandings for Employees Engaged in a Romantic or
Consensual Relationship form. This form may be obtained through Human
Resources. The form, once completed, will be retained in Human Resources.
The Company recognizes the ambiguity of and the variety of meanings that can
be given to the term "romantic.” It is assumed, or at least hoped, however, that
either or both of the parties to such a relationship will appreciate the meaning of the
term as it applies to either or both of them and will act in a manner consistent with
this policy.
The General Manager shall inform the project's management team and others with a
need-to-know of the existence of the relationship, including in all cases the person
responsible for the employee's work assignments.

TECHNION
Communications
Romantic or Sexual Relationships (continiued)
Upon being informed or learning of the existence of such a relationship, the Director
of Human Resources and the General Manager may take all steps, in their
discretion, they deem appropriate. At a minimum, the employee and
supervisor/manager will not thereafter be permitted to work together on the
same matters (including matters pending at the time disclosure of the
relationship is made), and the supervisor/manager must withdraw from
participation in activities or decisions (including, but not limited to, hiring,
evaluations, promotions, compensation, work assignments and discipline) that
may reward or disadvantage any employee with whom the supervisor/manager has
or has had such a relationship.
In addition, and in order for the Company to deal effectively with any potentially
adverse consequences such a relationship may have for the working
environment, any person who believes that he or she has been adversely affected
by such a relationship, notwithstanding its disclosure, is encouraged to make his or
her views about the matter known to the Director of Human Resources.

TECHNION
Communications
INTERNAL AND EXTERNAL ELECTRONIC
COMMUNICATION
Technion Communications Corporation, herein after referred to as the
Company, provides and maintains the following forms of electronic
communication, messaging agents and electronic facilities: Internal and external
electronic mail (e-mail), telephone voice mail, Internet access, and computer
hardware and software: As a condition of providing the previously identified
communications access to its employees, the Company places certain restrictions
on workplace use of the same.
OBJECTIVE
The internal communication systems, as well as the equipment and data stored, are
and remain at all times the property of the Company. Accordingly, all messages and
files created, sent, received or stored within the system should be related to
company business and are and will remain the property of the Company. System or
company wide distributions of e-mail (announcements, bulletins, etc.) requires a
General Manager’s approval in advance of the distribution.

TECHNION
Communications
INTERNAL AND EXTERNAL ELECTRONIC COMMUNICATION
(continued)
The Company reserves the right to retrieve and review any message or file
composed, sent or received. It should be noted that although a message or file is
deleted or erased, it is still possible to recreate the message. Therefore, ultimate
privacy of messages cannot be assured to anyone. Although electronic mail and
voice mail may allow the use of passwords for security, confidentiality cannot be
guaranteed. It is possible for messages to be retrieved and viewed by someone
other than the intended recipient. Furthermore, all passwords are known to the
Company as the system may need to be accessed by the Company in the absence
of an employee.

TECHNION
Communications
(continued)
When utilizing e-mail, etiquette is important. The strategies for effective e-mail
communication are as follows:
communicating urgent matters for immediate response, to communicate with
several people quickly or any other time sensitive matter;
keeping all messages as brief as possible will minimize reading time for
recipient, therefore keeping communication efficient;
be as complete as possible by using the simple rules of who, what, when,
where and why to answer any anticipated questions;
avoid communicating through e-mail on a sensitive subject that should be
addressed in person; if possible, communicate confidential information in
another form other than e-mail;
check for accuracy and apply all good business writing, using correct
grammar, spelling and punctuation;
follow up if a response has not been received in a timely manner;
read all messages and respond regularly;
avoid the use of typing a message in all capital letters; and being careful not to
use the 'Reply All' function when not intended, i.e. system
wide distribution ensure that messages are deleted or saved; the server should
not be used to permanently store messages

TECHNION
Communications
(continued)
While the Company encourages employee use of the
Internet, its use is restricted to the following:
1) to communicate with employees, vendors, or clients
regarding matters within an employee's assigned duties;
2) to acquire information related to, or designed to facilitate
the performance of regular assigned duties; and
3) to facilitate performance of any task or project in a manner
approved by an employee's supervisor

TECHNION
Communications
(continued)
DEFINITIONS
The content of e-mail, voice mail messages for any file may not contain anything
that would reasonably be considered offensive or disruptive to any employee.
Offensive content would include, but is not limited to, sexual comments or images,
racial slurs, gender specific comments or any comments that would offend someone
on the basis of their age, sex, sexual orientation, religious or political beliefs,
national origin, or disability.
Regarding Internet and e-mail access and usage, be advised that use of the Internet
and e-mail provided by THE COMPANY expressly prohibits the following
1. Dissemination or printing of copyrighted materials, including articles and
software, in violation of copyright laws.
2. Sending, receiving, printing or otherwise disseminating proprietary data,
trade secrets or other confidential information of THE COMPANY in violation of
company policy or proprietary agreements.
3. Offensive or harassing statements or language including disparagement of
others based on their race, national origin, sex, sexual orientation, age,
disability, religious or political beliefs.

TECHNION
Communications
(continued)
4. Sending or soliciting sexually oriented messages or images.
5. Operating a business, usurping business opportunities or soliciting money
for personal gain, or searching for jobs outside THE COMPANY.
6. Sending chain letters.
7. Gambling or engaging in any other activity in violation of local state or
federal law.
8. The circulating of jokes, comics or non-job related computer graphics.
PROCEDURES
Disciplinary action for violation of this policy may include, but is not limited to,
termination, suspension, or transfer of the offending employee. In cases involving
less serious violations, disciplinary action may consist of warning or reprimand.
Remedial action may also include counseling, changes in work assignments, or
other measures designed to prevent future misconduct. The measure of discipline
will correspond to the gravity of the offense as weighed by its potential effect on the
Company and fellow employees.

TECHNION
Communications
Family Members Policy
Members of an employee's immediate family, or others within their household will be
considered for employment on the basis of their qualifications. Immediate family, or
members within their household may not be hired, however, if employment would:
Create a supervisor/subordinate relationship with a family member;
Have the potential for creating an adverse impact on work performance;
or
Create either an actual conflict of interest or the appearance of a conflict
of interest.
This policy must also be considered when assigning, transferring, or promoting
an employee. For the purpose of this policy, immediate family includes:
spouse, parent, child, sibling, in-law, aunt, uncle, niece, nephew, grandparent,
grandchild, cousin, or other members of their household. This policy also applies to
romantic relationships.

TECHNION
Communications
Family Members Policy (Continued)
Employees who become immediate family members, members of their household or
who establish a romantic relationship may continue employment as long as it does
not involve any of the above. If one of the conditions outlined should occur, attempts
will be made to find a suitable position within Technion Communications to which
one of the employees will transfer. If employees become immediate family
members, members of their household or establish a romantic
relationship, Technion Communications will make reasonable efforts to assign job
duties so as to minimize problems of supervision, safety, security or morale. If
accommodations of this nature are not feasible, the employees will be permitted to
determine which of them will resign. If the employees cannot make a
decision, Technion Communications will decide in its sole discretion who will remain
employed.

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