Federal Workplace Posters

Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) rights are in the Equal Employment Opportunity poster and in the associated policy statement in our AAPs.

This organization participates in E-Verify

If you have the right to work, don’t let anyone take it away

If you are injured at work please email the Integrated Statistics office right away, or call us at 508-540-8560. Then look at the workplace posters for your state, to see if your state provides more details on what to do.

State-Specific Workplace Information

To see workplace posters for your state, please click on the state name:

Alaska	Colorado	Connecticut
Florida	Georgia	Maine
Maryland	Massachusetts	Mississippi
New Jersey	New York	Ohio
Oregon	Texas	Utah	Washington

Integrated Statistics Policy Statements

Discrimination, Harassment, and Equal Employment Opportunity
Affirmative Action Policy
Sexual Harassment Policy
Religious Observance
Internal Employment Policy
Termination Policy

Please email the Integrated Statistics office if you have questions about any of these policies or need immediate assistance.

Discrimination, Harassment, and Equal Employment Opportunity
Integrated Statistics is an equal opportunity employer and will not discriminate against any employee or applicant on the basis of age, color, disability, gender, national origin, race, religion, gender identity, sexual orientation, veteran status, or any classification protected by federal, state, or local law.

Consistent with its obligations under federal law, Integrated Statistics is committed to taking affirmative action to employ and advance in employment qualified women, minorities, disabled individuals, special disabled veterans, veterans of the Vietnam era, and other eligible veterans.

Retaliation, including intimidation, threats, or coercion, because an employee or applicant has objected to discrimination, engaged or may engage in filing a complaint, assisted in a review, investigation, or hearing or have otherwise sought to obtain their legal rights under any Federal, State, or local EEO law regarding is prohibited.

Any incident or complaint of harassment should be reported immediately in writing to Dr Laura Shulman.

Affirmative Action Policy
Our written AAP is available during normal business hours at the Integrated Statistics main office, and so is our policy statement regarding equal employment opportunity for individuals with disabilities and for protected veterans. To request these documents, please email the Integrated Statistics office.

Sexual Harassment Policy
Our sexual harassment policy is here.

Religious Observance
Integrated Statistics makes reasonable accommodations to the religious observances and practices of employees or prospective employees, unless doing so would result in undue hardship. In determining whether undue hardship exists, factors such as the cost to the company and the impact on the rights of other employees are considered. To discuss accommodations or make a request for accommodation, please email Dr. Laura Shulman. As stated above, retaliation or harassment in pursuit of your legal rights is prohibited.

Internal Promotion Policy
Integrated Statistics is dedicated to assisting employees to reach their professional goals through internal promotion and transfer opportunities. One of the tools the company makes available to employees in managing their career is Integrated Statistics’ internal job posting. This procedure enables current employees to apply for any available position either before or at the same time the position is advertised outside of the company. Internal job opportunities are regularly posted on the "Employment Opportunities" web site at http://jobs.intstats.com/Apply.jsp. An email to all employees may also be sent out to make everyone aware that the job has been posted.

To apply for an opening:

Step 1: Ensure that you meet the following eligibility requirements.

You are a current, regular full- or part-time Integrated Statistics employee.

You have been in your current position for at least six months. (Exceptions to this six-month requirement can be made by a current client or Laura Shulman and should be consistent with company business needs.)

Your performance meets established work standards in your current position.

You have not had an employee counseling or corrective action within six months.

You are not following a performance improvement plan for your current position.

You meet the qualifications listed for the position on the job posting.

Step 2: Complete and submit an Internal Job Application form.

Applications are available at http://jobs.intstats.com/Apply.jsp.

Step 3: Candidates who are qualified will participate in an initial interview with the supervisor for the position, if they have not interviewed with that particular supervisor within the past six months.
The selected person will be notified by Laura Shulman.

Employee Termination Policy
It is company policy to ensure that employee terminations are handled in a professional manner with minimal disruption to ongoing work functions.

There are three types of terminations:

Voluntary

Involuntary

Death

Voluntary Terminations

General

Voluntary termination of employment occurs when an employee informs Laura Shulman of employee’s resignation, or termination is deemed to have occurred when an employee is absent from work for three consecutive workdays and fails to contact Laura Shulman (job abandonment).

Procedure

Employees are expected to provide a minimum of two weeks’ notice of their intention to separate from the company in order to allow a reasonable amount of time to transfer ongoing workloads. It is expected that written notification will be provided to Laura Shulman.
Upon receipt of an employee's resignation, Laura Shulman will notify Human Resources (HR) by sending a copy of the resignation letter to HR and any clients with whom the employee is working. The resignation will be annotated, if necessary, with pertinent information (i.e. employee's reason for leaving, last day of work, etc.).
The HR Administrator will coordinate the employee's out-processing. This process includes:
1. Returning all company property (i.e., keys, ID cards, parking passes, etc.).
2. Review of benefits status.
3. Completion of an exit Interview questionnaire via email. The exit interview provides employees the opportunity to freely express views about working at the company and will be held in strict confidence. HR will compile data from exit interviews to determine if feedback to an employee’s director is necessary.

Involuntary Termination

General

An involuntary termination of employment, to include layoffs and stand-downs over 30 days, is a management-initiated dismissal. The inability of an employee to perform the essential functions of the job may also result in an involuntary termination.
Discharge may be for any legal reason, i.e., misconduct, tardiness, absenteeism, unsatisfactory performance, inability to perform, etc. In some cases progressive discipline may be used, prior to termination, to correct a performance problem. However, certain types of employee misconduct are so severe that one incident of misconduct will result in immediate dismissal without prior use of progressive discipline.
Prior to an involuntary termination, consideration will be given to an employee's service and past contributions to the company. The possibility of transfer or demotion will be explored in all cases except those which involve gross misconduct.

Procedure

Before any action is taken to discharge an employee, Laura Shulman will review the situation to determine if the dismissal is warranted.
If dismissal is the only option then it is Laura Shulman’s responsibility to notify the employee and coordinate with HR to ensure that the terminated employee follows the checkout procedure in Sections 2.2(c) of this policy.

Deceased Employees

General

A termination due to the death of an employee will be made effective as of the date of death.

Procedure

Upon receiving notification of the death of an employee, Laura Shulman must notify the Benefits Administrator immediately.
The Benefits Administrator will process all appropriate beneficiary payments from the various benefits plans.

Final Pay

General

An employee who resigns or is discharged will be paid through the last day of work, plus any unused sick or vacation leave, less outstanding loans, advances or other agreements the employee may have with the company. Final pay due, upon the death of an employee, will be paid to the deceased employee’s estate.

Procedure

It is Laura Shulman’s responsibility to ensure that the Payroll office receives the terminating employee’s timecard in sufficient time to process the final paycheck.

Unemployment Compensation

General

The company is able to monitor and control the cost of unemployment insurance by being responsive to regulatory authorities. Typically, employer information must be submitted to the appropriate state office within seven days of request. Failure to respond in a timely manner often results in unemployment compensation awards to former employees who otherwise would not qualify.

Procedure

Laura Shulman is required to follow the process described in this policy.
HR responds appropriately to requests from the unemployment regulatory authorities.

Please email the Integrated Statistics office if you have questions about any of these policies or need immediate assistance.