Welcome to New Crew Staffing LLC.
We are glad you are here. New Crew Staffing LLC was built on the belief that every worker deserves a placement that respects their skills, their time, and their dignity. As a member of our team, you represent that commitment every day — to our clients, to your fellow crew members, and to the communities we serve. This handbook is your guide to how we work, what we expect, and how we support you.
This handbook applies to all employees and temporary staff placed by New Crew Staffing LLC. Please read it carefully and keep it for your reference.
Company Overview
New Crew Staffing LLC is a full-service staffing agency providing workforce solutions to businesses across a range of industries including light industrial, warehousing, logistics, hospitality, administrative, and skilled trades. We connect qualified workers with quality employers.
To deliver dependable workforce solutions while treating every employee with fairness, respect, and opportunity for growth.
- Integrity
- Reliability
- Respect
- Safety
- Excellence
Washington State — operating across multiple client sites regionally. Staffing coordinators are available Monday–Friday, 8:00 AM – 5:00 PM.
hr@newcrewstaffing.com | 626-764-1087
Employment Policies
All employment with New Crew Staffing LLC is at-will, meaning either party may end the employment relationship at any time, with or without cause or notice, unless a written agreement states otherwise.
New Crew Staffing LLC is an Equal Opportunity Employer. We do not discriminate based on race, color, religion, sex, national origin, age, disability, veteran status, genetic information, sexual orientation, gender identity, or any other protected characteristic under applicable federal, state, or local law.
All employees must complete Form I-9 and provide documentation establishing identity and work authorization before beginning work. We participate in E-Verify where required by law.
Depending on the client site and job requirements, pre-placement background checks and/or drug screenings may be required. Results are handled in accordance with applicable law.
All new placements are subject to a 30-day introductory period during which performance and attendance are closely reviewed.
Employees may be classified as temporary, temp-to-hire, part-time, or full-time. Your assignment letter will specify your classification.
Employees are paid weekly via direct deposit or pay card. Pay periods end each Friday; funds are available the following Friday unless otherwise stated. Employees are responsible for reviewing their pay stubs and reporting discrepancies within 5 business days.
Non-exempt employees are eligible for overtime pay at 1.5× their regular rate for all hours worked over 40 in a workweek, in accordance with the Fair Labor Standards Act and applicable state law.
Washington Paid Sick Leave
In Accordance with RCW 49.46.200–.830 and Washington Initiative 1433 (Effective January 1, 2018; Expanded January 1, 2025)
All employees — including full-time, part-time, temporary, and employees placed through New Crew Staffing LLC — who perform work in Washington State are entitled to paid sick leave under Washington's Paid Sick Leave law (RCW 49.46.200). Coverage begins on the employee's first day of employment.
Employees accrue at least one (1) hour of paid sick leave for every forty (40) hours worked, beginning on the first day of employment. There is no cap on the total amount of paid sick leave an employee may accrue in a calendar year.
Employees may begin using accrued paid sick leave on their 90th day of employment. Prior to that date, leave accrues but may not be used.
Employees must be permitted to carry over up to 40 hours of unused paid sick leave into the following year. New Crew Staffing LLC is not required to allow carryover of more than 40 hours.
Paid sick leave is compensated at the employee's normal hourly rate of pay — the same rate the employee would have earned had they worked during the leave period. This rate may not be reduced by any variable pay calculations.
Employees may use accrued paid sick leave for:
- The employee's own mental or physical illness, injury, or health condition — including diagnosis, care, treatment, or preventive care
- Care for a family member with a mental or physical illness, injury, or health condition — including diagnosis, care, treatment, or preventive care
- When the employee's child's school or place of care is closed for a health-related reason by order of a public official
- When the employee's place of business is closed by order of a public official for a health-related reason
- Leave under Washington's Domestic Violence Leave Act (RCW 49.76) — for the employee or a qualifying family member who is a victim of domestic violence, sexual assault, or stalking
Qualifying family members (effective January 1, 2025) include: spouse, registered domestic partner, child (biological, adopted, foster, stepchild, legal ward, or child of the employee's domestic partner), parent, parent-in-law, grandparent, grandchild, sibling, and any individual who regularly resides in the employee's home or whose close association with the employee is the equivalent of a family relationship.
When the need for sick leave is foreseeable, employees must provide advance notice to their staffing coordinator. For unforeseeable absences, employees must notify their staffing coordinator as soon as practicable before their scheduled start time. New Crew Staffing LLC may require verification for absences exceeding three (3) consecutive days, but may not require the employee to find a replacement for their shift.
Accrued, unused paid sick leave is not required to be paid out upon separation from employment. Exception: Construction workers who have been employed for fewer than 90 days must receive a payout of their accrued unused sick leave balance upon separation, per RCW 49.46.210(1)(k).
If an employee is rehired by New Crew Staffing LLC within twelve (12) months of separation, any previously accrued and unused paid sick leave balance (up to 40 hours) must be reinstated. The employee may begin using the reinstated balance immediately upon rehire.
New Crew Staffing LLC will provide each employee with a written or electronic notification — no less than monthly — showing the amount of paid sick leave accrued and available. This information will appear on the employee's pay stub or in a separate written document issued each pay period, in compliance with WAC 296-128-660.
Certain Washington cities and counties — including Seattle and Tacoma — maintain paid sick leave or paid safe and sick leave ordinances that may provide greater benefits than state minimums. Where a local ordinance is more generous than state law, New Crew Staffing LLC will comply with the more favorable standard applicable to the employee's worksite location.
New Crew Staffing LLC strictly prohibits retaliation against any employee for using, or attempting to use, accrued paid sick leave, for filing a complaint related to paid sick leave rights, or for cooperating in any investigation under Washington's paid sick leave law. Violations of this policy will result in disciplinary action up to and including termination.
Employees with questions about their sick leave balance, accrual, or eligibility should contact their assigned staffing coordinator. To report concerns about paid sick leave rights or suspected retaliation, employees may also contact the Washington State Department of Labor & Industries at 1-866-219-7321 or visit lni.wa.gov.
This policy reflects Washington State minimums under RCW 49.46.200–.830 and WAC 296-128-600 et seq., including the expanded family member definitions effective January 1, 2025. New Crew Staffing LLC will update this policy as applicable law changes. This policy does not constitute a contract of employment.
Conduct Standards
New Crew Staffing LLC expects all employees to conduct themselves in a professional, ethical, and respectful manner at all times — whether at a client site, in our offices, or representing the company in any capacity.
Treat all colleagues, clients, supervisors, and members of the public with courtesy and respect. Rude, threatening, or disrespectful conduct will not be tolerated.
Employees must arrive to assignments dressed appropriately for the worksite. Unless a client uniform is provided, attire should be clean, neat, and suitable for the role. Safety gear (hard hats, steel-toed boots, high-visibility vests) must be worn where required.
Employees must not engage in any outside work or business activity that conflicts with their duties or the interests of New Crew Staffing LLC or its clients.
Any information learned about client operations, processes, personnel, or proprietary data must be kept strictly confidential during and after your assignment.
Employees must not post confidential client or company information on any social media platform. Conduct online that reflects negatively on the company or clients may result in disciplinary action.
New Crew Staffing LLC has a strict zero-tolerance policy for harassment of any kind — including sexual harassment, bullying, or discrimination. Any employee who experiences or witnesses harassment must report it immediately to their staffing coordinator.
Workplace Rules
The following rules apply at all client worksites and New Crew Staffing LLC locations.
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Punctuality — Report to your assignment on time and ready to work. Contact your staffing coordinator at least 2 hours before your scheduled start if you will be late or absent.
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Attendance — Excessive absences or tardiness may result in reassignment or termination. Three consecutive no-call/no-shows constitutes job abandonment.
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3
Cell Phone Use — Personal cell phone use is prohibited during work hours except during designated breaks, or as permitted by the client site.
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No Alcohol or Drugs — Employees are prohibited from reporting to work under the influence of alcohol, illegal drugs, or any substance that impairs performance or safety.
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Workplace Violence — Threats, intimidation, or acts of violence in any form are strictly prohibited and will result in immediate termination.
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Theft & Dishonesty — Theft or misappropriation of any property belonging to New Crew Staffing, clients, or co-workers is grounds for immediate termination.
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Safety Compliance — All employees must follow posted safety rules, wear required PPE, and report unsafe conditions immediately to a supervisor or staffing coordinator.
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Client Site Rules — Employees must follow all policies and rules of the client worksite to which they are assigned.
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Use of Equipment — Client equipment, tools, and property may only be used for job-related purposes and must be handled with care.
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Visitors — Unauthorized visitors are not permitted at client worksites. Do not bring family members, friends, or pets to any assignment.
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Smoking — Smoking is permitted only in designated areas and only during approved breaks.
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Break Policy — Follow the break schedule established by the client site. Do not take unauthorized breaks or extend approved ones.
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Cleanliness — Employees are responsible for keeping their work area clean and organized.
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Reporting Injuries — Any workplace injury, no matter how minor, must be reported to your supervisor and your staffing coordinator immediately on the day it occurs.
Staffing-Specific Policies
Because New Crew Staffing LLC operates in a staffing model, certain policies are unique to our employment structure.
Accepting an assignment creates a commitment to that assignment. Abandoning an assignment without notice may disqualify you from future placements.
New Crew Staffing LLC reserves the right to reassign, modify, or end any placement based on client need, performance, or business conditions.
Employees working simultaneous assignments must disclose this to their staffing coordinator. Any scheduling conflicts must be communicated immediately.
If a client offers you direct employment, you must notify New Crew Staffing LLC immediately. Conversion agreements and any applicable fees are governed by the client service agreement.
Employees may not solicit client companies to hire them directly without written authorization from New Crew Staffing LLC during and for 90 days after an assignment.
As a temporary staffing employee, your primary statutory benefit in Washington State is paid sick leave, provided in accordance with Washington's Paid Sick Leave law (RCW 49.46.200). All employees are also covered by workers' compensation insurance as required by Washington State law. New Crew Staffing LLC does not offer PTO, vacation pay, holiday pay, or 401(k) matching to temporary employees. Contact your staffing coordinator with any questions about your benefits.
All employees are covered by workers' compensation insurance. Injuries must be reported same-day. New Crew Staffing LLC will coordinate medical care for any work-related injury.
Employees are responsible for their own transportation to and from assignments. New Crew Staffing LLC does not provide transportation services unless specifically arranged for a particular placement.
At the conclusion of an assignment, employees are encouraged to contact their staffing coordinator immediately regarding redeployment to a new placement.
Disciplinary Process
New Crew Staffing LLC is committed to fair, consistent, and transparent handling of performance and conduct issues. The following steps outline our general progressive discipline approach. Note that certain violations may skip steps or result in immediate termination.
The staffing coordinator or supervisor will speak privately with the employee to address the concern, clarify expectations, and document the conversation in the employee's file.
If the issue continues or a new violation occurs, a formal written warning will be issued. The employee will be asked to sign the warning to acknowledge receipt. Signing does not constitute agreement with the finding.
A second documented violation or failure to correct the initial issue may result in a final written warning, a temporary suspension without pay, or removal from the current assignment.
Continued violations, gross misconduct, or failure to meet the conditions of a final warning will result in termination of employment.
Immediate Termination Offenses
The following offenses may result in immediate termination without progressive discipline:
- Workplace violence or threats
- Theft or fraud
- Working under the influence
- Falsification of records
- Sexual harassment
- Insubordination
- Job abandonment
- Violation of client confidentiality
Acknowledgment
Employee Acknowledgment of Receipt
By signing below, I acknowledge that I have received, read, and understand the New Crew Staffing LLC Employee Handbook. I understand that this handbook is not a contract of employment and that my employment remains at-will. I agree to comply with all policies and procedures outlined herein, and I understand that violations may result in disciplinary action up to and including termination. I understand that New Crew Staffing LLC reserves the right to revise, supplement, or rescind any policy at any time.