This document is an application for employment that collects personal and professional details from the applicant. It requests information such as contact details, eligibility to work, availability, criminal history, skills and experience, education history, employment history, references, and availability for overtime work or restrictions on availability. The applicant is applying for an unspecified position at Addison Recruiter.
Download this FREE 117 page marketing blueprint and action guide. Now you can finally know what to do one-time, daily, weekly, bi-weekly and monthly to grow your business. There is nothing else like this blueprint anywhere, at any price and I\'m giving it to you totally free. So download it, use it and profit from it.
A talk by Anisa Aven and Mauri Schwartz, MBA
TurnKey Coaching & Development Solutions & Career Insiders
Is there really a good business case for providing outplacement services?
The fact is that poorly managed layoffs cost firms enormous profits.
With every dispersed employee there are direct and indirect costs:
State Unemployment Taxes
Potential Legal and Litigation Expenses
Increased Retained Workforce Turnover
Brand Reputation Costs
Join us as we discuss:
What exactly are outplacement services and what's the benefit?
How might a company DIY?
How do we reasonably calculate the tangible and intangible costs and variables?
Watch REPLAY here:
https://leading-in-crisis.turnkeycoachingsolutions.com/talks/business-case-for-outplacement/
**Leading in a Crisis Free Virtual Summit 40+ Speakers:**
https://leading-in-crisis.turnkeycoachingsolutions.com/
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
On January 13, 2011, Jonathan Tran issued a report on Do All, Inc. with a "HOLD" rating. This research report has been peer reviewed by RJ Price.
Nonprofit Investor ("NPI") is a platform for the creation and distribution of free, in-depth research on charity organizations by volunteers.
If you believe there are any inaccuracies or errors in any report, please contact us.
SummaryCbeyond, Inc. (Cbeyond) provides Voice over Internet Protocol (VoIP)-based managed services primarily to small businesses. The company is engaged in offering integrated data and voice service packages on IP platform. The company's service offerings include long distance and local voice services, mobile data and voice, broadband Internet access, voicemail, email, web hosting, file sharing and securing, virtual private network, and host of other services. It is focused on offering advanced communication tools to small business enterprises at nominal prices. The company has its presence mainly in select metropolitan cities of the US. The company is headquartered at Atlanta, Georgia, the US.Global Markets Direct's Cbeyond, Inc. - Financial Analysis Review is an in-depth business, financial analysis of Cbeyond, Inc.. The report provides a comprehensive insight into the company, including business structure and operations, executive biographies and key competitors. The hallmark of the report is the detailed financial ratios of the companyScope- Provides key company information for business intelligence needs The report contains critical company information ' business structure and operations, the company history, major products and services, key competitors, key employees and executive biographies, different locations and important subsidiaries.- The report provides detailed financial ratios for the past five years as well as interim ratios for the last four quarters.- Financial ratios include profitability, margins and returns, liquidity and leverage, financial position and efficiency ratios.Reasons to buy- A quick 'one-stop-shop' to understand the company.- Enhance business/sales activities by understanding customers' businesses better.- Get detailed information and financial analysis on companies operating in your industry.- Identify prospective partners and suppliers ' with key data on their businesses and locations.- Compare your company's financial trends with those of your peers / competitors.- Scout for potential acquisition targets, with detailed insight into the companies' financial and operational performance.KeywordsCbeyond, Inc.,Financial Ratios, Annual Ratios, Interim Ratios, Ratio Charts, Key Ratios, Share Data, Performance, Financial Performance, Overview, Business Description, Major Product, Brands, History, Key Employees, Strategy, Competitors, Company Statement,
Learn about opportunities to reach more customers, manage your online reputation, and establish thought leadership in your industry with Clutch, a B2B research, ratings, and reviews firm.
The Construction industry's turnover is influenced by project cycles, seasonal changes, and skilled labor availability. Workplace safety, diversity, and technology adoption also impact retention. Companies prioritizing training, competitive compensation, and a supportive culture can mitigate turnover challenges. Implementing exit interview software like ExitPro can aid in understanding and improving employee retention.
The public sector, encompassing federal, state, and local government agencies, faces a tidal wave of employee challenges (and a few opportunities) that shape workforce trends.
One distinguishing factor in government retention is the stability offered by public-sector jobs, often characterized by competitive benefits, job security, and retirement plans. However, turnover trends can be affected by factors such as budget constraints, political changes, and evolving public policies, which impact staffing levels and organizational priorities. Right now, the public sector has seen a focus on attracting and retaining a diverse and skilled workforce since the “brain drain” of retirement continues to draw out experienced staff. The government workforce’s success, may be in its relatively rapid adaptation to changing expectations around remote work and flexibility, exacerbated by experiences during the pandemic. Balancing these new expectations with the unique requirements of public service adds complexity to retention strategies.
Government agencies are increasingly prioritizing initiatives that promote diversity, equity, and inclusion, recognizing the importance of reflecting the communities they serve. Government organizations that invest in professional development, provide opportunities for career advancement, and cultivate a positive workplace culture tend to experience higher retention rates. Efforts to modernize recruitment processes, embrace technology, and streamline bureaucratic procedures also play a role in shaping the workforce landscape in government.
As the government sector addresses these trends, modern workforce planning tools like exit interview software remains crucial. By aligning turnover drivers revealed from exit interview questions with the unique attractors of public service, there is opportunity to target individuals post “Great-Resignation” who are looking for more meaningful work. By fostering a culture of inclusion, with some adaptation to the changing expectations of the modern workforce, government agencies can enhance their ability to attract and retain employees.
Download this FREE 117 page marketing blueprint and action guide. Now you can finally know what to do one-time, daily, weekly, bi-weekly and monthly to grow your business. There is nothing else like this blueprint anywhere, at any price and I\'m giving it to you totally free. So download it, use it and profit from it.
A talk by Anisa Aven and Mauri Schwartz, MBA
TurnKey Coaching & Development Solutions & Career Insiders
Is there really a good business case for providing outplacement services?
The fact is that poorly managed layoffs cost firms enormous profits.
With every dispersed employee there are direct and indirect costs:
State Unemployment Taxes
Potential Legal and Litigation Expenses
Increased Retained Workforce Turnover
Brand Reputation Costs
Join us as we discuss:
What exactly are outplacement services and what's the benefit?
How might a company DIY?
How do we reasonably calculate the tangible and intangible costs and variables?
Watch REPLAY here:
https://leading-in-crisis.turnkeycoachingsolutions.com/talks/business-case-for-outplacement/
**Leading in a Crisis Free Virtual Summit 40+ Speakers:**
https://leading-in-crisis.turnkeycoachingsolutions.com/
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
On January 13, 2011, Jonathan Tran issued a report on Do All, Inc. with a "HOLD" rating. This research report has been peer reviewed by RJ Price.
Nonprofit Investor ("NPI") is a platform for the creation and distribution of free, in-depth research on charity organizations by volunteers.
If you believe there are any inaccuracies or errors in any report, please contact us.
SummaryCbeyond, Inc. (Cbeyond) provides Voice over Internet Protocol (VoIP)-based managed services primarily to small businesses. The company is engaged in offering integrated data and voice service packages on IP platform. The company's service offerings include long distance and local voice services, mobile data and voice, broadband Internet access, voicemail, email, web hosting, file sharing and securing, virtual private network, and host of other services. It is focused on offering advanced communication tools to small business enterprises at nominal prices. The company has its presence mainly in select metropolitan cities of the US. The company is headquartered at Atlanta, Georgia, the US.Global Markets Direct's Cbeyond, Inc. - Financial Analysis Review is an in-depth business, financial analysis of Cbeyond, Inc.. The report provides a comprehensive insight into the company, including business structure and operations, executive biographies and key competitors. The hallmark of the report is the detailed financial ratios of the companyScope- Provides key company information for business intelligence needs The report contains critical company information ' business structure and operations, the company history, major products and services, key competitors, key employees and executive biographies, different locations and important subsidiaries.- The report provides detailed financial ratios for the past five years as well as interim ratios for the last four quarters.- Financial ratios include profitability, margins and returns, liquidity and leverage, financial position and efficiency ratios.Reasons to buy- A quick 'one-stop-shop' to understand the company.- Enhance business/sales activities by understanding customers' businesses better.- Get detailed information and financial analysis on companies operating in your industry.- Identify prospective partners and suppliers ' with key data on their businesses and locations.- Compare your company's financial trends with those of your peers / competitors.- Scout for potential acquisition targets, with detailed insight into the companies' financial and operational performance.KeywordsCbeyond, Inc.,Financial Ratios, Annual Ratios, Interim Ratios, Ratio Charts, Key Ratios, Share Data, Performance, Financial Performance, Overview, Business Description, Major Product, Brands, History, Key Employees, Strategy, Competitors, Company Statement,
Learn about opportunities to reach more customers, manage your online reputation, and establish thought leadership in your industry with Clutch, a B2B research, ratings, and reviews firm.
The Construction industry's turnover is influenced by project cycles, seasonal changes, and skilled labor availability. Workplace safety, diversity, and technology adoption also impact retention. Companies prioritizing training, competitive compensation, and a supportive culture can mitigate turnover challenges. Implementing exit interview software like ExitPro can aid in understanding and improving employee retention.
The public sector, encompassing federal, state, and local government agencies, faces a tidal wave of employee challenges (and a few opportunities) that shape workforce trends.
One distinguishing factor in government retention is the stability offered by public-sector jobs, often characterized by competitive benefits, job security, and retirement plans. However, turnover trends can be affected by factors such as budget constraints, political changes, and evolving public policies, which impact staffing levels and organizational priorities. Right now, the public sector has seen a focus on attracting and retaining a diverse and skilled workforce since the “brain drain” of retirement continues to draw out experienced staff. The government workforce’s success, may be in its relatively rapid adaptation to changing expectations around remote work and flexibility, exacerbated by experiences during the pandemic. Balancing these new expectations with the unique requirements of public service adds complexity to retention strategies.
Government agencies are increasingly prioritizing initiatives that promote diversity, equity, and inclusion, recognizing the importance of reflecting the communities they serve. Government organizations that invest in professional development, provide opportunities for career advancement, and cultivate a positive workplace culture tend to experience higher retention rates. Efforts to modernize recruitment processes, embrace technology, and streamline bureaucratic procedures also play a role in shaping the workforce landscape in government.
As the government sector addresses these trends, modern workforce planning tools like exit interview software remains crucial. By aligning turnover drivers revealed from exit interview questions with the unique attractors of public service, there is opportunity to target individuals post “Great-Resignation” who are looking for more meaningful work. By fostering a culture of inclusion, with some adaptation to the changing expectations of the modern workforce, government agencies can enhance their ability to attract and retain employees.
Atlas White Paper Why Metrics Matter: A Guide to Measuring the Impact Economic Development Organizations Have on Their Communities is the definitive study that compares organizational metrics such as conversations with companies, jobs announced, and capital investment announced among 200+ organizations worldwide.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
Biological screening of herbal drugs: Introduction and Need for
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Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
1. Application for Employment
APPLICATION DATE: ______/______/______ Addison Recruiter _______________________
Social Security #: ________/_____/_______ Email: ____________________________________
Last Name: _________________________ First Name: _____________________ Middle: ________
Address: __________________________________________________________
City: ___________________ State: ___________ Zip: ____________
Home #:_____________________ Work #: __________________ Cell Phone #: __________________
Personal URL: _________________________________
Have you worked as a temporary /contract employee? Yes No
Name of Staffing Dates Companies Supervisor’s Title Salary
Firm worked for Name
Pay per hour: Minimum $________ Most Recent $_______
Pay per year: Minimum $________ Most Recent $_______
Are you legally eligible for employment in this country? Yes No
Date Available for Work: ____________________ Will you work over-time if required? Yes No
Are there any days/times you are not available? ______________________________________________
Have you ever pled “guilty” or “no contest” to, or been convicted of a crime? Yes No
If yes, please provide date(s) and details:
ANSWERING “YES” TO THESE QUESTIONS DOES NOT CONSTITUTE AN AUTOMATIC BAR TO EMPLOYMENT. FACTORS SUCH AS DATE OF THE OFFENSE, SERIOUSNESS AND NATURE OF
THE VIOLATION, REHABILATION AND POSITION APPLIED FOR WILL BE TAKEN INTO ACCOUNT.
ADDISON SEARCH ADMINISTRATIVE IS AN EQUAL OPPORTUNITY EMPLOYER
222 S. Riverside Plaza Ste 1710 Chicago, IL 60606 1
Phone: 312-425-0200 - Fax: 312-425-0210
2. JOB CODE:
(Recruiter’s Use Only)
Skills and Experience
Please circle the areas in which you have experience:
Software Industries
Access Advertising Law Firm
ACT! Agency Leasing
Acrobat Architect Manufacturing
ADP Biotech Marketing
Dreamweaver Banking Mutual Fund
Excel Brokerage Non-Profit
File Maker Pro Broadcasting Oil & Gas
Illustrator Collection Agency Pharmaceutical
InDesign Consulting Non-CPA Property Management
Lotus Notes Construction Publishing
MAC Delivery Public Relations
Outlook Distribution Real Estate
PageMaker E-Commerce Retail
PeopleSoft Education Retirement
Photoshop Energy Service Misc
PowerPoint Engineering Software
Publisher Entertainment Trading
Quark Environmental Travel
QuickBooks Financial Service Utility
Quicken Food Service Venture Capital
Word Government Waste Disposal
WordPerfect Healthcare Wholesaler
Hospitality
Import/Export
Insurance
Investment
Area Desired:
LOOP CITY NORTH CITY SOUTH CITY WEST N. SUBURBS S. SUBURBS W. SUBURBS
Do you have access to a car? YES NO Languages Spoken:
Type of Employment Desired: Direct Hire Temporary Temp-to-hire ALL
222 S. Riverside Plaza Ste 1710 Chicago, IL 60606 2
Phone: 312-425-0200 - Fax: 312-425-0210
3. Educational Background
Starting with your most recent school attended, provide the following information:
School (Include City and State) Years Degree Earned Graduation Date
Completed
Employment History
Starting with your most recent employer, assignments or volunteer activities provide the following information:
Employer: ___________________________________ Job Title: ________________________________________
Address: _______________________________________________________________________________________
Immediate Supervisor: ___________________________ Phone Number: _____________________________
Dates Employed: From ________/________ to ________/________ Salary___________________________
Reason for Leaving: _____________________________________ Call for Reference Yes No
Employer: ___________________________________ Job Title: ________________________________________
Address: _______________________________________________________________________________________
Immediate Supervisor: ___________________________ Phone Number: _____________________________
Dates Employed: From ________/________ to ________/________ Salary___________________________
Reason for Leaving: _____________________________________ Call for Reference Yes No
Employer: ___________________________________ Job Title: ________________________________________
Address: _______________________________________________________________________________________
Immediate Supervisor: ___________________________ Phone Number: _____________________________
Dates Employed: From ________/________ to ________/________ Salary___________________________
Reason for Leaving: _____________________________________ : Call for Reference Yes No
222 S. Riverside Plaza Ste 1710 Chicago, IL 60606 3
Phone: 312-425-0200 - Fax: 312-425-0210
4. Professional References
To complete our registration process, and assist us in your employment search, please list as many
professional references as possible (Including Direct Supervisors, Indirect Supervisors, Co-Workers and
Subordinates). Attach additional sheets as necessary.
Where did you What company Current May we
work with this Title do they work for
Name Relationship now? Telephone Call?
person?
Direct Supervisor
Indirect Supervisor
Co-Worker Y N
Subordinate
Direct Supervisor
Indirect Supervisor
Co-Worker Y N
Subordinate
Direct Supervisor
Indirect Supervisor
Co-Worker Y N
Subordinate
Direct Supervisor
Indirect Supervisor
Co-Worker Y N
Subordinate
Direct Supervisor
Indirect Supervisor
Co-Worker Y N
Subordinate
Direct Supervisor
Indirect Supervisor
Co-Worker Y N
Subordinate
Direct Supervisor
Indirect Supervisor
Co-Worker Y N
Subordinate
Peer References
List the name and telephone number of peer references.
Name Title Relationship to Candidate Telephone Years Known
How did you hear about us? Referred by ____________________________
Craig’s List Walk-in Web-Site Monster CareerBuilder Cold Call Linked In Other
Emergency Contact Name: __________________ Phone #:_______________ Relationship__________
222 S. Riverside Plaza Ste 1710 Chicago, IL 60606 4
Phone: 312-425-0200 - Fax: 312-425-0210
5. RECRUITER USE ONLY:
Current Job Title ___________________________________
Interview Summary: _____________________________________________________________________
Interview Notes:
_______________________________________________________________________________________
_______________________________________________________________________________________
_______________________________________________________________________________________
_______________________________________________________________________________________
Word Excel PowerPoint ACCESS Outlook
Overall _____ _____ _____ ______ _____
Basic _____ _____ _____ ______ _____
Intermediate _____ _____ _____ ______ _____
Advanced _____ _____ _____ ______ _____
Typing __________ Data Entry __________
Actor Human Resources
Admin/Receptionist Inside Sales
Accounts Payable Law Clerk
Accounts Receivable Legal Secretary
Accounting Assistant Litigation Support
Administrative Assistant Mailroom
Benefits Marketing
Call Center Market Research
Clerk NORC
CODER- NORC Office Manager
Customer Service Paralegal
Data Entry Prompter- NORC
Editors Public Relations
Event Planner Reception
Executive Assistant Recruiter
Facilities Manager Registration
Fresh Grad Sales Assistant
Graphics Word Processor
222 S. Riverside Plaza Ste 1710 Chicago, IL 60606 5
Phone: 312-425-0200 - Fax: 312-425-0210
6. Background Investigation Consent Form
I, _________________________, hereby authorize Addison Search Inc. and/or its agents to make an independent
investigation of my background, references, character, past employment, education, and any other relevant information
for the purpose of confirming the information contained on my application and/or obtaining other information which
may be material to my qualifications for employment.
I release from liability and hold harmless Addison Search Inc., my previous employers, and any other third parties who
provide information pursuant to this authorization, along with their respective officers, directors, employees, and
agents.
The following is my true and complete legal name, and all information is true and correct to the best of my knowledge:
Full Name (Printed) SSN - -
Maiden Name or Other Names Used
Please list every address of residence for the last 7 years
Present Address
City State Zip Code
How long have you lived at this address?
Past Address
City State Zip Code
How long have you lived at this address?
Past Address
City State Zip Code
How long have you lived at this address?
Applicant Signature Date / /
Note: A copy of this signed Consent Form shall be as effective as the original.
222 S. Riverside Plaza Ste 1710 Chicago, IL 60606 6
Phone: 312-425-0200 - Fax: 312-425-0210
7. Application for Employment for Addison Search Administrative
I certify that all information I have provided in order to apply for and secure work with Addison Search
Administrative is true, complete and correct.
I expressly authorize, without reservation, Addison Search Administrative, its representatives, employees or
agents to contact and obtain information from all references (personal and professional), employers, public
agencies, licensing authorities and educational institutions and to otherwise verify the accuracy of all
information provided by me in this application, resume or job interview.
I herby waive all rights and claims I may have regarding Addison Search Administrative, its agents,
employees or representatives, for seeking, gathering and using such information in the employment process
and all other persons, corporations or organizations for furnishing such information about me.
I hereby authorize Addison Search Administrative and/or its agents to make an independent investigation of
my background and credit history.
I understand that Addison Search Administrative does not unlawfully discriminate in employment and no
question on this application is used for the purpose of limiting or excusing any applicant from consideration
for employment on a basis prohibited by applicable local, state or federal law.
I also understand that if I am hired, I will be required to provide proof of identity and legal authority to work
in the United States and that federal immigration laws require me to complete an I-9 Form in this regard.
I hereby agree that I have been notified of all policies and procedures required for successful employment
with Addison Search Administrative. I further testify that I fully understand and agree to these policies and
the terms of my employment with Addison Search Administrative.
Also, by signing below, I acknowledge that I have been notified that failure to contact Addison Search
Administrative within 48 hours after the end of my assignment and once per week thereafter, may affect my
eligibility for unemployment insurance.
I understand that any information provided by me that is found to be false, incomplete or
misrepresented in any respect, will be sufficient cause to (i) cancel further consideration of this
application, or (ii) immediately discharge me from the employer’s service, whenever it is discovered.
DO NOT SIGN UNTIL YOU HAVE READ THE ABOVE APPLICANT STATEMENT:
I certify that I have read, fully understand and accept all terms of the foregoing Applicant Statement.
Signature of Applicant________________________________________ Date: ________________
222 S. Riverside Plaza Ste 1710 Chicago, IL 60606 7
Phone: 312-425-0200 - Fax: 312-425-0210
8. Addison Search Employment Agreement (Candidate Copy)
Welcome to Addison Search Administrative. We look forward to assisting you in your current job search.
The following is a list of policies and procedures required by all Addison Search employees who contract/temp at an Addison
Search client:
WHEN TO CALL YOUR RECRUITER:
*When you are unable to make it in to your job for ANY reason. Leave a message on our general voicemail box if you cannot
reach anyone.
*When you are running late or have to leave your assignment early.
*When you arrive at your assignment on your 1st day.
*When you are unable to complete the job to which you have been assigned (See “Notice” Below)
*When you are offered permanent employment at the assignment.
*When you need to talk about any problems related to your present assignment.
*When you want to refer friends or co-workers to us so you may receive your referral bonus.
NOT ACCEPTABLE:
*Using the company phone for personal calls
*Using cellular phones and/or having them turned on while at the client site.
*Having pagers activated while at the client site.
DRESS ATTIRE:
Each company has their own dress code policy. Please ask your recruiter what the appropriate attire is for each assignment prior to
starting an assignment.
BREAKS:
Lunch breaks and regular breaks are to be determined by the manager of the assignment. You should follow the guidelines of the
company where you are working.
TIMECARDS:
*Timecards are due by Noon each Monday in order to be paid for the week. FAX copies are acceptable for the purpose of
reporting hours.
All checks will be sent out Wednesday evening.
*Direct Deposit is also available for your convenience. You must fill out a form that will be submitted with the payroll.
NOTICE:
In order to maintain the high level of professionalism that Addison Search’s clients have come to expect, we require a MINIMUM
1 week notice be given when leaving a contract/temp assignment. In order to recoup the cost of replacing the assignment and the
cost of any training credits given to the client, Addison Search reserves the right to pay any hours worked in your final week at the
minimum hourly rate allowable by law. This will take effect only in the event that the minimum 1-week notice is NOT given. We
wish you the best of luck in your current job search. All of us at Addison Search pledge to do whatever we can to assist you in
furthering your career.
I hereby agree to the policies set forth in this agreement.
___________________________ ______________________________
Signature Addison Search Representative
____________________________ ________________
Printed Name Date
222 S. Riverside Plaza Ste 1710 Chicago, IL 60606 8
Phone: 312-425-0200 - Fax: 312-425-0210
9. Addison Search Employment Agreement (Recruiter Copy)
Welcome to Addison Search Administrative. We look forward to assisting you in your current job search.
The following is a list of policies and procedures required by all Addison Search employees who contract/temp at an Addison
Search client:
WHEN TO CALL YOUR RECRUITER:
*When you are unable to make it in to your job for ANY reason. Leave a message on our general voicemail box if you cannot
reach anyone.
*When you are running late or have to leave your assignment early.
*When you arrive at your assignment on your 1st day.
*When you are unable to complete the job to which you have been assigned (See “Notice” Below)
*When you are offered permanent employment at the assignment.
*When you need to talk about any problems related to your present assignment.
*When you want to refer friends or co-workers to us so you may receive your referral bonus.
NOT ACCEPTABLE:
*Using the company phone for personal calls
*Using cellular phones and/or having them turned on while at the client site.
*Having pagers activated while at the client site.
DRESS ATTIRE:
Each company has their own dress code policy. Please ask your recruiter what the appropriate attire is for each assignment prior to
starting an assignment.
BREAKS:
Lunch breaks and regular breaks are to be determined by the manager of the assignment. You should follow the guidelines of the
company where you are working.
TIMECARDS:
*Timecards are due by Noon each Monday in order to be paid for the week. FAX copies are acceptable for the purpose of
reporting hours.
All checks will be sent out Wednesday evening.
*Direct Deposit is also available for your convenience. You must fill out a form that will be submitted with the payroll.
NOTICE:
In order to maintain the high level of professionalism that Addison Search’s clients have come to expect, we require a MINIMUM
1 week notice be given when leaving a contract/temp assignment. In order to recoup the cost of replacing the assignment and the
cost of any training credits given to the client, Addison Search reserves the right to pay any hours worked in your final week at the
minimum hourly rate allowable by law. This will take effect only in the event that the minimum 1-week notice is NOT given. We
wish you the best of luck in your current job search. All of us at Addison Search pledge to do whatever we can to assist you in
furthering your career.
I hereby agree to the policies set forth in this agreement.
___________________________ ______________________________
Signature Addison Search Representative
____________________________ ________________
Printed Name Date
222 S. Riverside Plaza Ste 1710 Chicago, IL 60606 9
Phone: 312-425-0200 - Fax: 312-425-0210
10. Addison Search contract employees are eligible for the following benefits:
HEALTH INSURANCE
All Addison Search contract employees shall be eligible for medical and dental benefits once he/she has worked a total of
720 hours. The qualifying employee will be eligible to enroll for health and/or dental insurance coverage immediately
following the qualification period and coinciding with the next immediate enrollment cycle. Addison Search shall
contribute per week towards an employee’s medical health insurance; employees are responsible for any costs over this
amount.. A fee schedule for extra coverage may be found below. Employees with domestic partners are able to enroll
him/her as a spouse; when enrolling with this option, please contact Human Resources for a Domestic Partner form.
Blue Cross Medical Insurance
cost per week to employee:
Benefits
HMO PPO Select PPO
Single subscriber (Addison Employee) $6.55 $13.55 $20.62
Employee + Spouse/
$86.03 $101.51 $117.13
Domestic Partner
Employee + 1 Child $81.68 $96.69 $111.85
Employee + 2 or more Dependants $161.15 $184.05 $208.37
Guardian Dental Insurance
cost per week to employee:
Benefits
DMO PPO/Value Plan
Single subscriber (Addison Employee) $3.79 $8.90
Employee + 1 Dependent $7.19 $17.09
Employee + 2 or more Dependants $11.10 $26.07
***Employees outside of the state of Illinois are not eligible to enroll in the Blue Cross HMO or PPO
Select plans, or the Guardian DMO plan.
All Addison Search employees health insurance is only effective
through the Sunday following their final day of work.
COBRA information will be sent to the employee as soon as their end date is processed.
LTD AND LIFE INSURANCE
Long Term Disability and Life insurance are available on a voluntary basis to Addison Search employees through
Guardian. Coverage is based on an employee’s chosen benefit rates, annual compensation, and willingness to participate.
Coverage is portable and employees may choose to discontinue participation at any time.
Enrollment periods are concurrent with health insurance enrollment; employees are eligible to enroll effective the first of
the month after the employee has worked a total of 720 hours.
222 S. Riverside Plaza Ste 1710 Chicago, IL 60606 10
Phone: 312-425-0200 - Fax: 312-425-0210
11. 401K
All Addison Search employees over the age of 21 shall be eligible for 401k benefits after one year of employment.
Enrollment periods are the first check date of each quarter.
Employees may contribute up to 50% of their income to Addison Search’s 401(k) plan, not to exceed $15,500 in one
calendar year (subject to change, depending on federal allowances). Addison Search will match at 100% the first 3% of
the employee’s contribution, and will match at 50% the next 2% of the employee’s contribution.
Please mail all enrollment forms back to Meredith Conner
at the following address:
Addison Search, LLC
222 S Riverside Plaza Suite 1710
Chicago, IL 60606
222 S. Riverside Plaza Ste 1710 Chicago, IL 60606 11
Phone: 312-425-0200 - Fax: 312-425-0210