MCDA Associate Handbook

This information is not intended to cover every situation that may arise during your employment with MCDA. It is simply a general guide to MCDA‘s goals, policies, practices, benefits and expectations. Please contact us if you have questions relating a specific policy or situation.

Welcome to MCDA!

We are excited to have you on our team! An exciting and challenging experience awaits you as an associate of MCDA. This handbook has been written to provide you with information about MCDA.

At MCDA, our associates are just as important as our business clients. We’ll take the time to get to know you on an individual basis so we can custom match your work skills and job preferences to our clients’ specific requirements. Our commitment to finding the best people for the best positions is what sets us apart from our competition.

As a MCDA associate, you’ll be able to work when, where, and how long you want. You’ll be able to choose from among the most prestigious companies in the most exciting industries! We offer both short- and long-term assignments as well as regular, full-time (executive search and placement) opportunities, so MCDA can assist you at every stage of your professional career – whether it be now or a year from now.

You were interviewed by a staffing specialist when you signed up to become a MCDA associate. This person is considered your MCDA supervisor and is here to help you. The policies, practices and benefits described herein are summarized. If you need additional information about any items covered in this handbook or about your job, you are encouraged to contact your MCDA supervisor or any other MCDA staff member.

We wish you success and hope that your employment relationship with MCDA will be a rewarding experience.

The MCDA Pledge

The MCDA Pledge is a Total Accountability Guarantee all associates are asked to make when they start working with MCDA. This pledge acknowledges that you understand you work with MCDA in a 50/50 partnership to place you in a position that will benefit both you and our client. Taking the MCDA Pledge does not guarantee MCDA will find a job position for you, but it does guarantee you will do your part in the search for one. In short, we seek job candidates that truly want to work and do not wish to waste anyone’s time – yours or ours.

  1. I believe in personal accountability and taking responsibility for my own actions.
  2. I will demonstrate a good attitude, be passionate and enthusiastic about work.
  3. I will behave ethically, act honestly, and demonstrate integrity.
  4. I will be coachable by listening and following directions, and not lead with arrogance and/or defensiveness.
  5. I believe any job is an opportunity; it’s up to me to make it a great situation.
  6. I understand recruiters are not job-finders, rather they are people-finders.
  7. I understand that timing is everything. I understand that not hearing from MCDA means they do not have an opportunity or update for me. They will contact me as soon as they have an update.
  8. I understand MCDA and their business clients do not guarantee anyone a job, ever.
  9. I will report to work on time in spite of hardships; I have back up plans for the unexpected such as illness, transportation issues, etc.
  10. I will communicate with everyone in a professional and courteous manner.

Your Assignments

A MCDA representative will contact you when we have an assignment that matches your skills and job preferences. In preparing for your new assignment, make sure you receive the following information from us:

  • The name of the company
  • The name of the person you will be reporting to
  • The location, hours and length of assignment
  • A good understanding of your responsibilities
  • The hourly pay rate
  • Proper dress
  • Safety instructions

Although you will likely be working for a variety of MCDA clients, we are your employer. Your time sheets and paychecks are processed by MCDA and your MCDA supervisor is your contact for all work assignments. We are here to help solve any problems that might arise and answer any questions you may have.

If you are going to be late to an assignment or have an emergency or illness that prevents you from going to work, please call us as soon as possible. We will contact our business client and explain the situation. MCDA offers 24-hour messaging so you can leave a message at any time – day or night.

Failure to go to work without notifying MCDA in advance may result in disciplinary action up to and including termination.

Tips for success

Tips for success while on assignment:

  • Remember your time sheet. Let us know if you don’t have one and we will provide one for you.
  • Be on time. In fact, being early on your first day is a good idea.
  • Be friendly. Introduce yourself to your co-workers. Having a warm, professional attitude is the best way to fit in.
  • Be flexible. Do your best to adapt to the environment and procedures of the assignment.
  • Dress appropriately for each assignment. Your MCDA supervisor will tell you what to expect.
  • Be considerate of co-workers, customers, and associates. Good personal hygiene is a must.
  • Ask questions! If you’re unsure of something, check with the client supervisor.
  • Always maintain a high level of confidentiality. Don’t discuss the specific details of your work with anyone but the client supervisor.
  • Do not make personal calls unless it is an emergency. If you need to make a personal call, do so during a break or during your lunch period. Making long distance calls while on an assignment is never allowed.
  • Stay in communication with your MCDA supervisor; respond to emails, phone calls, voice mails and text messages you receive from MCDA.
  • Please do not approach the client about full-time employment. If you have an interest in a position, let your MCDA supervisor know.

We want you to be successful – we’re here to help!

Technology Usage

Technology may be provided to you while on assignment to assist you in carrying out the assigned company’s business, therefore the following technology usage policies have been adopted:

Company Equipment
  • Equipment, supplies, pagers, telephones, computers, and all materials purchased by MCDA and/or MCDA’s business client are to be used for business purposes only.
E-mail, Texting & Instant Messaging
  • MCDA associates accessing the Internet and using e-mail while on an assignment are representing MCDAand our business client.
  • All Internet and e-mail usage should be for professional reasons.
  • MCDA associates are responsible for seeing that e-mail is used in an effective, ethical and lawful manner.
  • The e-mail system is not to be used to send jokes, “chain mail”, or other mass e-mails that are not work-related.
  • MCDA associates have no right of personal privacy in any matter stored in, created, received, or sent over the MCDA or MCDA client e-mail system.
  • Instant messaging and text messaging is not to be used while on assignment unless prior approval is granted for business purposes.
  • All blogging activity is prohibited relating to any MCDA work assignments and/or MCDA.
Internet & Social Media

MCDA respects the right of employees to use social media for self-publishing and self-expression on personal time. However, unless specifically authorized by the company to do so as part of the associate’s position, associates are not permitted to use forms of social media or internet technology during working hours or at any time on MCDA or MCDA client computers or devices.

Social media includes all means of communicating or posting information or content of any sort on the Internet, including to a blog, personal website, social network or affinity web site, web bulletin board or a chat room, as well as any other form of electronic communication.

Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow associates who work on behalf of MCDA’s or our business client interests may result in disciplinary action up to and including termination.

  • MCDA associates are prohibited from accessing the Internet for any unethical purposes, including pornography, violence, gambling, racism, harassment or any illegal activity.
  • You are personally responsible for your online content. You can be held personally liable for content that is considered defamatory, obscene, proprietary or libelous by any offended party, not just MCDA.
  • You cannot post the name, trademark, or logo of MCDA or our business client, or any privileged information, including copyrighted information or company-issued documents.
  • You cannot post photographs of other associates, clients, vendors, suppliers, or company products, nor can associates post photographs of persons engaged in MCDA or our business client’s business or at company sponsored events.
  • Maintain the confidentiality of trade secrets and private or confidential information. Trade secrets may include information regarding the development of systems, processes, products, know-how and technology. Do not post internal reports, policies, procedures or other internal business-related confidential communications.
  • Never represent yourself as a spokesperson for MCDA or our business client. If either party is a subject of the content you are creating, be clear about the fact that you are an associate and that your views do not represent those of MCDA, our business client, or fellow associates.
  • If you post complaints or criticism, avoid using statements, photographs, video or audio that reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparage customers, associates or suppliers, or that might constitute harassment or bullying. Examples of such conduct might include offensive posts meant to intentionally harm someone’s reputation or posts that could contribute to a hostile work environment on the basis of race, sex, disability, religion or any other status protected by law or company policy.
  • Do not use company email addresses to register on social networks, blogs or other online tools utilized for personal use.

Failure to abide by these policies will result in disciplinary action up to and including termination.

When to contact MCDA

The following are examples of when to contact us:

  • If you cannot make an assignment for any reason, call MCDA prior to your assignment start time.
  • If you are requested to perform any duties other than the ones described to you by your MCDA supervisor.
  • If you have any safety concerns or suggestions.
  • If you are injured while on assignment.
  • If you have completed or are nearing completion of an assignment.
  • If you are available for work. Check in ‘available’ online or by phone (no more than once per week is recommended).
  • If a client offers you a regular, full-time position, remind them that you are employed by MCDA. You may accept the offer, but you must discuss it first with your MCDA supervisor.
  • If you change your contact information (name, telephone number or address).
  • If you have direct deposit/paycard account changes, MCDA must receive account information changes by 4:00 pm Wednesday to ensure no interruption with your pay. Changes submitted after this deadline may result in a delay of your pay.

Additionally, contact us immediately if you believe you are experiencing any type of harassment while on an assignment.

Attendance Standard

  • Regular attendance and punctuality are part of your job responsibility when employed by MCDA. You are expected to be present and on time for every scheduled workday.
  • When unexpected situations prevent you from doing this, notify your MCDA supervisor at least one (1) hour before the start of your shift.
  • Failure to provide advance notice or show for work without advance notice may result in disciplinary action up to and including termination. Additionally, failure to provide advance notice or show for scheduled work-related appointments, including coaching and/or corrective action meetings, without advance notice may result in disciplinary action up to and including termination.
  • Approved absences will not be used for disciplinary purposes.

Your Salary

  • At MCDA, the key to our success is the quality of our people. You are our No. 1 asset. In order to attract and retain top quality people, we offer our associates competitive pay rates for every assignment.
  • You’ll be paid an hourly wage for each assignment, determined by our clients’ work requirements, your skills and the prevailing rates in your local area.
  • Your hourly wage may vary from job to job. Your MCDA supervisor will inform you of how much each job will pay before you accept an assignment.
  • Be willing to adjust your hourly pay requirements, as this demonstrates your willingness to make the process work for everyone and may lead to additional opportunities.
  • Your pay information, including your hourly wage, is confidential and should not be discussed with your co-workers.

Procedures for Payment

When you will get paid is one of the most important things to know when you’re about to start a new job. All MCDA Associates are paid weekly, on the Friday following each pay period. Below is some helpful information regarding our process.

One Week Delay Payroll Method
  • MCDA uses a One Week Delay Payroll Method. By using this method, payroll is ran/processed after all hours worked have been reported for the entire pay period. Your pay schedule is a combination of two pieces of information:
  1. Pay period – The pay period timeframe is the defined work week during which employees work. MCDA pay periods begin every Monday and end every Sunday and paydays are the following Friday.
  2. Pay date – The pay date is the day employees receive their wages for the associated pay period. At MCDA, your pay will be deposited into your designated account on the Friday following the pay period, so long as your hours are reported accurately, on time, and approved by your client supervisor.

    Following is an illustration of the One Week Delay Payroll Method:


  • Work hours/time is due by 10:00am on Monday for all hours worked in the pay period. The following Friday is the scheduled pay date for each pay period.
  • Blue Friday is the associated pay date for the previous light blue pay period.
  • Green Friday is the associated pay date for the previous green pay period.
Work Hours/Time Sheet Deadline
  • Time sheets for hours worked Monday through Sunday should be submitted to our office by 10:00 a.m. every Monday. If you work more than one assignment during the week, please complete one time sheet for each job assignment. Please see the “Your Time Sheet” section for step-by-step instructions on correctly completing your time sheet. Some business clients may submit your time for you. Your MCDA supervisor will explain these details to you when and if necessary.
After Hours Drop Box
  • MCDA offers an after hours drop box for your convenience if you are unable to stop by during normal business hours. Your MCDA supervisor can provide you with the drop-box location.
  • All overtime hours (any hours worked in excess of 40 hours in a work week) will be verified with our business client prior to payment.
Direct Deposit/Paycard Account Changes
  • If you make changes to your designated direct deposit payment account (paycard/checking account/saving account), MCDA must receive account information changes by 4:00 p.m. on Wednesday to ensure no interruption regarding your pay. Changes submitted after this deadline may result in a delay of your pay.

Your Paycheck

Pay Information
  • MCDA offers direct deposit to the financial institution and account of your choice as well as a paycard option for employees that do not have an existing relationship with a financial institution or simply prefer to use a paycard as your ACH payroll option.
  • On payday you can access a non-negotiable pay voucher through MCDA Web which displays the same information as a paycheck stub. Your net pay will be deposited into your desired bank account.
  • Although we make every effort to pay employees the correct amount each payday, an error may occur. You are responsible for verifying the net pay amount shown on your pay voucher before you make withdrawals or write checks against the account to which your net pay is directly deposited. You are responsible for any overdraft or other service charges resulting from incorrect net pay being directly deposited.
  • If you are overpaid or underpaid, you are to immediately notify your MCDA Staffing Specialist. In the case of an overpayment, you must follow all instructions for returning the excess funds to Company.
  • Depending on the cut-off date for each payday, there will be a lag of at least one (and perhaps, two) paydays until your pay is directly deposited to the account you designate.
  • Your direct deposit instructions will remain in effect until you change them. You must complete a new form to change any part of the direct deposit instructions you have previously provided. If you close your financial account or change your mind about where you want your net pay directly deposited, remember to allow for the lag between when you provide direct deposit instructions and when those will take effect. If your pay is deposited to a closed account, you must deal with that financial institution in order to recover funds. Be aware that it can take as long as ten days for you to recover those funds.
Pay Advances
  • MCDA does not offer any advancement of pay not yet earned. Earned pay will be paid out on the next scheduled pay period. Pay periods run from Monday through Sunday and paydays are the following Friday.
Payroll Deductions
  • All deductions from an employee’s wages shall be in accordance with applicable law and, when required, with the employee’s consent.
  • Deductions will be made from employees’ wages in the following sequence:
  • Social Security and Medicare taxes
  • Federal and state income taxes
  • Child support
  • Garnishment
  • Amounts owed to the company
Form W-2 Wage and Tax Statement
  • W-2s for the previous calendar year will be mailed on January 31. You can access and print your form W-2 Wage and Tax Statement(s) through MCDA Web prior to January 31.
  • Access step-by-step instructions for logging in and find your W-2 online.
  • Any address changes received after December 31 will not be reflected on your W-2.
  • Mailed copies of your W-2 will be mailed once; returned W-2s will not be mailed again.
  • If you have moved, you will need to access your W-2 online or pick it up after it is returned to our office.

Violation of this policy will result in disciplinary action up to and including termination.

Your Time Sheet

At the end of your work week, you must complete a MCDA time sheet for all hours worked. It is your responsibility to complete the time sheet fully and accurately before providing it to the client for approval and signature. If the time sheet is incomplete or has an error, your paycheck may be delayed.

A signed time sheet must be presented in order for you to receive your paycheck unless prior arrangements are made with our business client(s).

Ensure the following items are completed on each time sheet you submit:
  • The week-ending date (Sunday) for the hours being reported.
  • The last four (4) of your Social Security Number.
  • Your name (print)
  • The client company name and department.
  • Check the appropriate assignment status box.
  • Remember to sign your time sheet.
  • Total all hours for the week. Round to the nearest 1/4 hour (1/4, 1/2 or 3/4).
  • Obtain the client supervisor’s printed name, phone number, extension, verified total hours and their signature in the space provided.

A properly completed time sheet ensures that you will be paid weekly without delay.

Different MCDA clients use different of timekeeping tracking systems(standard and military time.) If you work at a MCDA business client with an integrated, badging timekeeping system (punch in/out) – the MCDA business client will submit all hours worked to MCDA.

  • If you work at a MCDA business client without an integrated, badging timekeeping system (punch in/out) – you will use MCDA Time Sheets (paper time sheets) to submit all hours worked to MCDA.
  • In these instance, please use the following chart to assist with converting hours and minutes to Decimal Hours.  Example, 15 mins. = .25, 30 mins. = .50, 45 mins. = .75, and so forth.
Hours:Minutes VS Decimal Hours

Confused about hours/minutes (4:15) and decimal hours (4.25)? Here is a quick overview on performing the decimal to hours/minutes conversion and the reasons why the conversion is important. The big thing to look for is a decimal point(.) or colon(:)

Our time cards requests time worked be reported in the decimal hours format. Decimal hours can sometimes cause a bit of confusion for people who are used to looking at hours in the hh:mm format. Here are a few examples of decimal hours and how to interpret them.

  • 8.00 hours – this is exactly 8 hours OR 8:00 in the hh:mm format – note colon, not a decimal point
  • 8.25 hours – this is 8 and 1/4 hours, or 8 hours and 15 minutes OR 8:15 (hh:mm again), again note the colon
  • 8.50 hours – here we have 8 and ½ hours or 8 hours and 30 minutes OR 8:30
  • 8.75 hours – 8 hours and 45 minutes OR 8:45
  • Here are a few examples which are commonly confused.
    • 8.20 hours – you may read this as 8 hours and 20 minutes, but notice the decimal point, it is actually 8 hours and 12 minutes. 8:12 should be reported on your MCDA Time Sheet as 8.25 hours (all MCDA Time Sheet time/minutes should be rounded to the nearest ¼ hour).
    • 8.45 hours – this one is 8 hours and 27 minutes, again notice the decimal point, it is actually 8 hours and 27 minutes. 8:27 and should be reported on your MCDA Time Sheet as 8.50 hours (all MCDA Time Sheet time/minutes should be rounded to the nearest ¼ hour).
Why use decimal hours?

Imagine trying to multiply 8:12 (which is 8 hours and 12 minutes) by an hourly rate.  It’s much easier to multiply 8.25 (or 8 hours and 12 minutes) by an hourly rate to calculate payroll.

Holiday Pay

MCDA’s holiday benefits are designed to reward associates who make an extended work commitment to our company as well as to our clients.

MCDA offers six (6) paid holidays per calendar year:
  • New Year’s Day
  • Memorial Day
  • Independence Day
  • Labor Day
  • Thanksgiving Day
  • Christmas Day

Holiday pay will be capped at eight (8) hours, maximum, of your regular and current hourly rate. Holiday pay will be pro-rated for part-time assignments. If qualified, you will receive your holiday pay within three weeks following the holiday.

To qualify for holiday pay benefits, you must:
  • Work the scheduled day before and the scheduled day after the holiday, no exceptions.
  • Work 1,600 hours, including straight and overtime hours between the same holiday from the previous year to current year.
  • Examples of hours worked between:
    • New Year’s Day 2017 and 2018 = 455.50 hours = Not Qualified
    • Memorial Day 2017 and 2018 = 1,255.25 hours = Not Qualified
    • Independence Day 2017 and 2018 = 1,655.00 hours = Qualified
    • Labor Day 2017 and 2018 = 1,705.50 hours = Qualified
    • Thanksgiving Day 2017 and 2018 = 1,637.50 hours = Qualified
    • Christmas Day 2017 and 2018 = 1,525.50 hours = Not Qualified
    • New Year’s Day 2018 and 2019 = 1,605.25 hours = Qualified

Client referred associates are not eligible for paid holiday benefits.

Vacation Pay

MCDA’s vacation benefits are designed to reward associates who make an extended work commitment to our company as well as to our clients.

Annual Vacation Pay Benefit Awards are limited to a single payout after 12 months from the associate’s first assignment or most recent vacation pay benefit award date. If qualified, vacation pay will be awarded in a check for twenty-four (24) hours of pay, at your regular and current hourly rate.

To qualify for vacation pay benefits, you must meet the following requirements:
  • Must be on an active assignment at the time of the payout.
  • Work 1,600 hours, including straight and overtime hours, within your Standard or Alternative Vacation Pay Benefit Award Year as defined below:
    • Standard Year – a recurring 12-month period beginning on the date of the associate’s first assignment.
    • Alternative Year – a recurring 12-month period beginning on the initial/most recent vacation pay benefit award date.
    • Examples:
      • If the MCDA associate’s first assignment date is June 1, 2017, the first eligible vacation pay award date is June 1, 2018.
      • If the first vacation pay benefit is awarded on August 10, 2018 based on 1600+ hours worked between August 11, 2017 and August 10, 2018, then the Alternative Pay Benefit Award Year starts on August 10, 2018.
      • The next eligible pay benefit award date is August 10, 2019 pending 1600+ hours are accrued before August 10, 2019 and after August 10, 2018.

Vacation pay awards may not be taken as actual days off. It is your responsibility to keep track of your hours and advise MCDA when you qualify. Hours earned do not carry over… once you have been awarded vacation pay, your hours revert back to zero and new twelve (12) month period begins.

Client referred associates are not eligible for paid vacation benefits.

Additional Benefits

MCDA offers additional benefits and incentive programs for our associates. Please contact your MCDA supervisor for more information regarding these benefits.

Associate Referral Bonus

MCDA will provide a gift card to you for each individual you recommend who completes a 40-hour assignment.

  • $25 for each successful associate referral
  • $50 for every fifth (5th) successful associate referral

To qualify, you must currently be on an assignment with MCDA.

Business Client Referral Bonus

MCDA would like to reward you for referring new business clients to us. We will provide you with a gift certificate for each business client you recommend once their initial order is completed.

  • $25 for each successful business client referral
  • $50 for every fifth (5th) successful business client referral
Medical Insurance

MCDA provides Health Care insurance options to all active associates. If you would like information regarding health insurance coverage, please contact your MCDA supervisor.

Safety is Our Priority

You, as our employee, are MCDA’s most important asset. We choose our clients carefully to ensure you have a safe workplace. If you are asked to perform work which was not part of your initial job description or you are injured while on assignment, call your MCDA supervisor immediately.

Make safety a priority in your work environment.

Always exercise due care while working for MCDA. Because most accidents can be prevented with proper caution, MCDA has implemented the following general safety rules to be followed on any assignment you accept – whether it’s an office or industrial environment.

General Safety Rules
  • You are not expected to take risks – report any unsafe acts, conditions, or equipment to your client supervisor and MCDA supervisor.
  • When you don’t know, ask your client supervisor.
  • Know your area — each workplace is different and conditions can change. Become familiar with each client’s safety procedures and equipment.
  • Never operate any machine or equipment for which you have not received training.
  • Wear required personal protective equipment (PPE – hats, gloves, goggles and steel-toed shoes) at all times.
  • Obey all signs and labels as they alert you to hazards on the job.
  • Never start any hazardous job without being completely familiar with the applicable safety techniques.
  • If you are taking prescription medicines that cause fatigue or drowsiness, inform your supervisor.
Chemical Safety Rules
  • Become familiar with material safety data sheets (MSDS) that accompany the product. Learn where MSDS and related information concerning hazardous materials in the workplace are maintained in each department.
  • Proper care should be used when handling industrial chemicals to avoid damage to your health or the environment.
  • Wear suitable hand, face, and eye protection in well-ventilated areas when handling acid-based products.
  • Remove contaminated clothing immediately
  • Thoroughly flush area if a spill occurs.
Fire Safety Rules
  • Observe “No Smoking” signs.
  • Handle and store flammable liquids properly.
  • Know the location and use of fire extinguishers.
Hand Tool Safety Rules
  • Use the right tool, every time.
  • Keep tools in good condition.
  • Do not use broken hand tools.
Housekeeping Safety Rules
  • Keep storage and work areas orderly.
  • Put tools and equipment away when they are not in use.
  • Do not store materials in aisles or passageways.
  • Stack all materials neatly and make sure piles are stable.
  • Keep all aisles, stairways, and exits clear of skids, boxes, air hoses, equipment, and spillage.
  • Do not place equipment and materials so as to block emergency exit routes, fire boxes, sprinkler shutoffs, machine or electrical control panels, or fire extinguishers.
  • Be on the lookout for others.
Ladder Safety Rules
  • Inspect ladders before use to make sure they are in good condition.
  • Make sure the ladder is set on a firm, level base.
  • Set extension ladders against a wall at a one-to-four ratio. (The base should be one foot from the wall for every four feet of height.)
  • Allow only one person on a ladder at a time.
  • Never use metal ladders around electrical lines.
Machine Safety Rules
  • Use guards/bypassing guards on machines that require them.
  • Do not operate equipment while it is being serviced/cleaned.
  • Avoid wearing loose clothing and jewelry while operating machines or equipment.
  • Do not operate defective equipment.
  • Report defective or hazardous equipment to your supervisor.
  • Obtain full instructions before operating a machine with which you are not familiar.
  • Do not operate any machine or equipment unless you are specifically authorized to do so by your supervisor.
  • Shut off equipment that is not in use.
  • Never repair or adjust any machine or equipment unless you are specifically authorized to do so by your supervisor.
  • Never oil, clean, repair, or adjust any machine while it is in motion.
  • Do not operate machines or equipment if you are less than fully alert.
Material Handling Safety Rules
  • Stack materials safely.
  • Use wagons, lift trucks, carts, and dollies safely when moving large objects, even if you are only moving it a short distance.
  • Lift properly. Never lift with your back. Keep load close to your body. Your back should be as straight as possible. Bend your knees and lift with your leg muscles. Have a firm footing.
  • Wear a back brace when heavy lifting is part of your daily activity.
  • Do not lift items that are too bulky or too heavy to handled by one person. Ask for assistance.
  • Empty standing water out of any appliances before trying to move them.
Office Safety Rules
  • Do not stand on desks, chairs, or tables.
  • Open one file drawer at a time.
  • Close it immediately after use.
Protective Equipment Safety Rules
  • Use glasses, gloves, safety shoes, aprons, etc. where required.
  • Sandals or other open-toed or thin-soled shoes should not be worn.
  • Ask supervisors to supply or replace worn out protective equipment.
  • Remember that wire and metal can cut deeply if carelessly handled. The ends can be very sharp and can easily penetrate the skin.
  • Safety gloves should be worn when uncrating appliances or units, handling sheet metal or chemicals, or cutting lumber.
  • Eye protection should be worn when the duties of the job or the hazards of the environment require their use, such as welding, sawing, drilling, or using chemicals.
Personal Conduct Safety Rules
  • Horseplay is not allowed.
  • Do not run in your work environment.
  • Observe warning and caution signs.
Power Truck Safety Rules
  • Power truck operators must safeguard other workers at all times.
  • Only trained personnel are to operate power trucks.
  • Workers must show courtesy to power-truck operators.

Your MCDA supervisor will review detailed safety instructions and general precautions with you for each assignment offered to you. Failure to abide by these guidelines will result in disciplinary action up to and including termination.

Workers’ Compensation

Workers’ compensation is defined by a set of rules determined by each state which outlines benefits to employees who have sustained work-related injuries/illnesses. The laws provide for payment of medical bills for treatment due to such injuries and reasonable income benefits for employees who may lose time from work. Employees who are seriously injured on the job may be entitled to additional benefits.

Funds for these benefits are provided by MCDA through its workers’ compensation claims administrator, as required by law. If you should be injured on the job, or suffer a work related disability, certain procedures must be followed to ensure that you receive your benefits quickly. Contact MCDA immediately and follow the procedures outlined under the Injuries on the Job section within this handbook.

MCDA provides workers’ compensation benefits required by law to every injured employee. However, if we determine that any employee has provided falsified information to MCDA, to the physician, or to the claims administrator for the purpose of fraudulently obtaining workers’ compensation benefits, we will take the strongest possible action to prosecute that employee to the fullest extent of the law.

Injuries on the Job

To be covered by workers’ compensation, you must be an employee and be accidentally injured while doing your job. Should you be injured on the job, follow MCDA’s procedures for workplace injuries:

  • Notify your client supervisor and your MCDA supervisor immediately.
  • Obtain the name of the designated medical facility from your MCDA supervisor. Providers have been chosen because of the quality of care they provide as well as their familiarity with workers’ compensation requirements. You may jeopardize your benefits if initially treated by any other provider.
  • Complete MCDA’s Post Accident Report with your MCDA supervisor immediately after the accident or as soon as possible depending on medical treatment.
  • MCDA’s loss control specialist will contact you to monitor your progress and ensure you are receiving proper treatment and benefits.
  • Contact MCDA’s loss control specialist after each medical appointment to provide status reports on your progress.
  • Participate in MCDA’s Transitional Duty Program to facilitate your early return to work.
    • We make it a policy to return injured employees back to work, within their current physical capabilities, as soon as the doctor permits.
    • This also allows our injured employees to earn more money than they would receive from workers’ compensation insurance.
  • Please keep in mind, your claim may be denied if you fail to inform your MCDA supervisor within 10 days of the injury.

A few considerations to keep in mind if you incur a workplace injury:

You May Not Need an Attorney

States set workers’ compensation payouts, so there’s not a lot of leeway for you to get more (or less) than deserved. In California for example, a finger is worth 20 weeks of pay. If your finger is 10% disabled in a workplace accident, you get two (2) weeks of disability. The value system is automatically built into the law, and the doctor(s) decides the severity of an injury.

A workers’ compensation attorney will take 20-35% of any work comp settlement, so don’t hire one unless you think you’re being shortchanged over a permanent disability, have a complex claim or were unfairly denied coverage of your medical bills.

Even then, most states, including California, have a workers’ compensation ombudsman/claims advisory group who can offer assistant regarding work comp claims.

Big Payouts Are Rare

All states, including California, have pre-established formulas regarding minimum and maximum workers’ comp benefits for lost pay. Individual amounts are determined by pre-injury earnings and claim details.

Cheaters Eventually Get Caught

Cheating is so common in workers’ compensation that there’s a term for it: malingering, and fraud divisions look for it. It may take a while, but chances are pretty good malingers will get caught, and once caught, it can mean jail time.

All suspected fraudulent activity will be investigated and prosecuted to the fullest extent of the law.

Unemployment Insurance

Unemployment insurance is a temporary financial benefit to employees who have lost their jobs due to no fault of their own until they are recalled by the employer or until they find jobs for which they are reasonably suited in terms of training, past experience and past wages. The amount of the benefit is based on past work and earnings. Each state has its own set of rules which outline eligibility criteria and benefit amounts

When your assignment ends:
  • When your assignment ends and you wish to be considered for a future assignment through MCDA, you must notify your MCDA branch/supervisor within 24 hours of your assignment end date and check in as available for work. Check in ‘available’ online or by phone weekly – no more than once per week is recommended.
Upon separation, MCDA will:
  • Notify your claims administrator of the reason for leaving.
  • Provide documentation as needed.
  • Respond to claim forms and requests for information from each state through our claims administrator.

If you decide to resign prior to your assignment ending, you may become ineligible for unemployment insurance benefits.

Unemployment insurance is designed to pay only those claimants who meet the requirements of the law. It is not a handout to individuals who have not worked or are unwilling to do so.

Equal Opportunity Employer

MCDA offers fair and equal employment opportunities for everyone– including protection from workplace harassment– regardless of race, color, sex, age, national origin, religion, or disability. We recruit, process, and assign all applicants on the basis of their qualifications for the particular job, and we do so without regard to any factor unrelated to their ability to fulfill job requirements. MCDA offices may only accept customer requests for staffing assistance that meet these standards.

To comply with applicable laws and ensure equal employment opportunities to qualified individuals with a disability, we will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or an employee, unless undue hardship would result.

Prohibition of Harassment

It is MCDA’s policy that all employment relationships shall be conducted in an environment that is not hostile or offensive. Harassment based on an individual’s age, race, creed, color, religion, national origin, sex, disability, marital status, veteran status, or any other basis prohibited by applicable local, state or federal law will not be tolerated at MCDA. Harassment of any sort, including sexual harassment, is strictly prohibited.

Sexual harassment is defined as “unwelcome sexual advances, requests for sexual favors and other verbal or physical contact of a sexual nature where such conduct is made explicitly or implicitly a term or condition of employment, is used as a basis for employment decisions, or has the purpose or effect of interfering with work performance or creating an otherwise hostile or offensive environment.”

Offensive conduct (in general or directed at one person) may include such things as making jokes of a sexual nature, suggestive comments, unsolicited gifts of a sexual nature and physical contact.

Complaint Procedure

If you believe you have been subjected to harassment by a supervisor, fellow employee, client or any other person in connection with your employment at MCDA, you should immediately bring the matter to the attention of your MCDA supervisor.

If the complaint involves your MCDA supervisor or you feel uncomfortable discussing the matter with him or her, please call (714) 872-2393 and report the matter to CEO of MCDA Directly.

All complaints of harassment will be investigated promptly. Investigation of complaints will be treated confidentially within the bounds of the law and the investigation. No employee will suffer adverse employment action by MCDA as a result of bringing any good faith harassment complaint to the company’s attention.

If MCDA determines that harassment has occurred, effective remedial action will be taken. MCDA will not retaliate against any employee who complains of sexual harassment or who participates in an investigation process. Any employee who is found to have engaged in harassment or retaliation against an employee for exercising rights protected by this policy will be subject to appropriate discipline, up to and including termination.

If investigation results in a finding that a person who has accused another of harassment has maliciously or recklessly made false accusations, the accuser will be subject to appropriate sanctions up to and including termination. 


The policies and guidelines in this handbook have been adopted voluntarily by MCDA and are not intended to give rise to contractual rights or obligations, nor to be construed as a guarantee of employment for any specific period of time or any specific type of work.

I understand this handbook is not intended to cover every situation that may arise during my employment, but is simply a general guide to MCDA’s goals, policies, practices, benefits and expectations. I understand I am an “at will” employee, meaning that my employment is for no definite period of time and may be terminated with or without cause by myself or by MCDA at any time.

I also understand that, except for the at-will status, MCDA reserves the right to interpret, amend, modify or cancel and withdraw any or all sections or provisions of this handbook at any time with or without notice.