Worker’s Compensation Insurance is the largest single factor in our billing structure, therefore we are very serious about the safety of our employees. We anticipate that our customers will work jointly with us to ensure that the highest degree of safety is available to our personnel. During the early stages of our joint relationship, we require a site walk through. We will review the scope of work for each job class and determine, with you, any appropriate safety equipment or restrictions. Once completed, we will have full knowledge of each position for effective recruiting.

[ Back to Top ]

Our rates to you include all direct wages, federal tax, local tax, unemployment tax, FICA, Medicare tax, Worker’s Compensation, General Liability Insurance, employee benefits, screening costs and administrative overhead.

The agreed upon bill rate will be subject to adjustments based on changes in Federal, State or local laws, or taxes including, but not limited to, wage and labor laws, FICA, FUTA and state unemployment insurance.

[ Back to Top ]

Our current Temp. to Hire policy is 90 days/12 weeks at no additional cost to the client.

This plan enables you to enlist the service of a temporary employee with the option of converting him/her to your payroll at no cost to you.
In the event a service employee is hired prior to the completion of the 90-days/12 weeks, you will be charged a buy-out fee of the time remaining of the 90days/12 weeks period.

If the client prefers to hire a service employee prior to the 90-day, the following buy-out fee will apply:

EPS is capable of providing the stable contract staff that is desired for on going work. In order to increase retention and reduce turnover we have implemented the following system:

1. Careful Selection of Employees-More careful interviewing and evaluation lets us avoid people who are seeking only short term or transient employment.
2. Testing-Allows us to measure the likelihood a candidate will remain in the job for an extended period of time.
3. Better Matching-Careful matching of employee candidates to individual job positions increases employee satisfaction and success, and reduces turnover.
4. Medical Benefits-This enables us to attract and retain higher caliber candidates.

[ Back to Top ]

As part of EPS’s commitment to consistent support and quality service we can provide a full-time, on-site Project Manager. This Manager would be dedicated to you, exclusively, to manage the contract work force, serve as the primary point of contact for day-to-day issues, and ensure the integrity of our service program on a continuous basis. The cost is worked out separately, in another proposal, based upon the amount of staffing hours required. Dedicated, on-site management is also a way we can customize our service to you. We invite your involvement in finalizing a job description and setting specific performance objectives for our Project Manager.

[ Back to Top ]

EPS is an equal opportunity employer. Our policy is based on the commitment that applicants will be recruited, interviewed and hired on the bases of merit and ability for any given position irrespective of age, race, color, religion, national origin, sex, non job related disability or marital status. Employees are selected without discrimination, this applies to hiring, promoting, upgrading as well as training of any employees.

[ Back to Top ]

Due to the volume of client operations currently being serviced, EPS has the added capacity of accessing its man power pool to accommodate the additional needs of its clients due to schedule changes in coverage or unscheduled on-demand/ just in time situations which may arise.

[ Back to Top ]

EPS is ideally organized to conduct ongoing recruitment of the best-qualified applicants in each local area to meet our stringent standards for employment and assignment to client operations.

A key ingredient to the success of your operation is the recruitment of reliable and competent personnel. Our commitment is to offer solutions to staffing dilemmas. By going beyond the normal newspaper and trade publication advertising, our support personnel have relationships with out placement services, civic organizations, and institutions of learning, technical and industrial schools and community groups to keep abreast of available talent. Our core recruiting staff maintains associations in a variety of local organizations to create a network for recruiting personnel.

We believe our employees are our best advertising, so we reward employees for referrals. With the combination of office location, ongoing advertising and strategic networking of contacts, EPS has the ability to attract a cross section of available personnel.

Our personnel are selected based upon physical fitness, maturity, personality, experience, stability and reliability, (on an optional basis medical examination, criminal history and drug testing can be provided.)
Prerequisites for all our personnel include a good command of the English language and the ability to communicate well. Our goal is to provide a skilled employee whose capabilities match the scope of work established by our customer.
Each applicant must pass our stringent interviewing, assessment and work performance verification.

1. All applicants are first closely screened by pre-employment interviews.
2. EPS verifies past employment and evaluates applicants job performance from previous jobs.
3. All applicants must meet our 27 pre-employment general requirements.
4. All applicants must provide documents for verification of I-9 requirements.
5. Each applicant must be available to be interviewed by a client representative if the client desires to participate in the final assignment decision.

In today’s difficult labor market, we find our thorough, professional approach enables us to attract and retain sufficient personnel, with out sacrificing standards of quality.

[ Back to Top ]

We utilize the services of Resource Funding Group (R.F.G.) to provide all our payroll funding and administrative support. This includes, processing weekly payroll, invoicing and credit verification. R.F.G. provides weekly registers that verify the employees name; social security number and rate of pay, which is available to the customer to review if needed to insure that the required pay rates, are being implemented.

[ Back to Top ]