There are two options for receiving your paycheck:

• Direct Deposit (note: funds are not available until Thursday)
• As a part of our Direct Deposit feature, you are able to get your paystubs by logging into i-Pay. You can view, download, and print all your paystubs for the past 7 years, as well as any annual W-2 issued
• Mail directly to your home. In most cases, checks arrive within two to four days after mailing. Summit cannot be responsible for postal delays. Replacement checks will be issued only after 5 business days have elapsed.

Summit uses Electronic Timecards to report your hours.  Please login to our secured site to report your hours.   Summit cannot guarantee that your paycheck will be processed on time if the above procedures are not     followed.     Please contact your recruiter if you have any questions.

Summit's clients often work with sensitive information, which is confidential and/or proprietary. As stated in the Summit Employment Agreement, information, which is classified as such by clients, is to be protected by Summit's employees. Any questions regarding the obligations of this clause of the employment Agreement should be directed to Summit management.

Summit complies with state mandates regarding jury duty payment. Contact Summit’s HR department for state specific information.

All hiring of persons by Summit and the assignment of such persons as Temporary Personnel to perform work shall be without regard to person's race, color, religion, sex, national origin, citizenship, age, veteran status or any disability.

As your employer, Summit carries workers compensation insurance. However, because we are not on the job site with you we ask that you call us immediately should you experience a job-related injury or illness. Upon notification of an injury or illness we will review the proper procedure to follow and your rights under workers compensation law. For a serious injury, the first priority is to seek immediate medical attention and then contact Summit.

Summit places the highest priority on safety. Each employee acknowledges that she/he has read our Health and Safety Policy. Under no circumstances should any Summit employee work in an unsafe condition. Please report any safety-related problems or concerns to the client and Summit as soon as possible.

Each Summit professional on assignment is provided with a Summit Recruiter upon commencement of the assignment. Any problems or questions regarding the assignment should be directed to that Recruiter. In addition, Summit will identify a technical supervisor at the client's location. This person will provide technical direction and guidance as required thereafter.

Changes in the terms of the assignment (e.g. technical responsibilities, schedule, assignment length, vacation time) must be discussed with the designated Summit Recruiter.

Summit requires that assigned staff abide by professional and ethical standards. Employees should use fairness, honesty and regard for the law in daily business relationships with Summit clients, employees, suppliers and our clients' clients. Everyone is personally obligated to uphold a policy of nondiscrimination against any Summit or client employee because of race, color, creed religion, national origin, sex, disability, age, marital status, or status with regard to public assistant or other applicable protected class status. Employees are expected to work in a manner that does not obstruct another employee from completing his/her assigned duties.

Summit requires that employees use their "best effort" to complete those tasks associated with the position which is being filled. We request that employees communicate immediately any work-related problems to their Summit Recruiter.

It is the opinion of Summit that sufficient evidence exists between the abuse of alcohol and decreases in productivity and safety. Therefore, Summit's policy is that the use, possession, and distribution or sale of alcohol or any controlled substances by it's employees on the Clients premises is absolutely prohibited and is grounds for dismissal.

Summit and its clients understand that occasional scheduling problems or family emergencies occur. In most cases, these can easily be worked out with clients if as much prior notice as possible is given. Under no circumstances should work be missed without giving proper notification. Failure to do so may lead to immediate termination of the assignment. When scheduling problems occur, please notify Summit or the client contact.

Employees of Summit are employees at will. Summit or the employee may terminate the employment relationship at any time for any reason. However, Summit asks to be notified immediately of any work-related problems, which may lead to an employee's decision to terminate the assignment. Should employees wish to terminate any assignment prematurely, Summit requires two weeks notice so we may find a replacement for the client.

Summit clients may terminate the assignment at any time, with or without cause. Upon learning that the client intends to terminate the assignment Summit will provide as much notice as possible to the employee.

All other terms regarding employment with Summit are outlined in the Summit Employment Agreement. In the event of any conflict between this document and the Employment Agreement, the Employment Agreement shall control.

Summit Technical Services, Inc calculates the per diem 40+ hours rate in this manner over your taxable base rate. An individual receives a total package of $40.00/hr including a per diem of $124.00 using the five-day method. If we were to break out the $40/hr rate into the taxable and non-taxable basis it would come to $24.50/hr and $15.50/hr respectively, for a total of $40/hr. We will pay a super premium on the base taxable rate of $24.50/hr rather than time-and-a-half on $40.00/hr. In this case, $24.50 goes into $60.00 (typical overtime rate on $40 per hour) 2.45 times. We will round off the multiplier to the nearest quarter-percent (or .25%). In our example, the nearest quarter-percent to the multiplier of 2.45 is 2.5. Therefore, the overtime rate is $24.50 times 2.5 or $61.25. If the multiplier had been 2.65, for example, we would have rounded it up to 2.75.

Below is a sample of the breakdown of the total direct labor rate broken down into taxable and non taxable, the daily per diem rate and the new premium rate:

Please contact your individual Division manager for clarification of this policy or feel free to call the Finance department if you should have any questions or concerns.