InfinityResources.jobs

FAQ

Questions

How quickly can you respond?

FAST! It all depend on the available candidates and their skill levels when employers call. Some positions, such as lab techs and medical assistants, may require advertising or additional networking. We can confidentially advertise on the employer's behalf to scout for uniquely qualified candidates.

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How do we get started?

It’s easy! One of our staff coordinators will take your order over the phone or schedule a visit to the client’s facility. After a comprehensive review, we recommend the best candidates for our clients to interview or place on assignment.

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How do you establish rates?

Rates vary depending upon several factors. Each job order is evaluated based upon complexity of the position, speed required to fill the order, estimated amount of recruiting needed, client history and commitment to Infinity, and number of candidates needed to fill the order. Clients with ongoing staffing needs and/ or needing several temporary staff members for a special project or expansion of their work force receive discounted rates.

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Do you only provide temporary workers?

No. Many of our candidates are ultimately seeking a job directly with our client. We are proud when our staffer moves from our payroll to our client’s payroll and find that this is our best advertising among job seekers. The most popular method of transferring an Infinity Staffer to the client payroll is after a short probationary period on the Infinity payroll. This period is traditionally 90 days. Clients wishing to hire early may do so at additional cost.

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Can you fill part-time assignments?

Yes! We welcome orders of one or one-hundred!

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Who pays the holidays?

During short temporary assignments or probations, candidates are not usually eligible for holiday pay. If the client wishes to pay for an unworked holiday during this period, the cost can be billed to the client. For long-term temporary employees, Infinity provides holiday pay after 1,500 hours worked (approximately 9 months of service ).

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Do you test prospective candidates?

Infinity uses a simple paper-pencil quiz to gauge basic reading and math skills as a standard procedure during the application process. We can administer any client required tests. Some special tests have been provided by previous clients and, with their permission, may be used for other clients with similar staffing needs.

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Who disciplines?

Assigned Infinity Staff are under the care, custody, and control of our clients. Management of daily work performance and quality of work is left to the client and their designated supervisors. At the client’s request, Infinity will add our support with verbal and written warnings and other human resource tools traditionally used to improve employee behavior.

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Who is responsible for workers' compensation coverage?

Infinity provides statutory worker’s compensation coverage for those injured on the job. Specialists at Infinity and at their insurance carriers interface with the client to investigate injuries and return injured staff to light and regular work as soon as possible after an injury. Our clients are expected to provide a consistently safe work place and to include Infinity staff in safety training to ensure a culture of safety in each place that we provide referrals.

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Who is responsible for unemployment insurance?

Infinity funds unemployment insurance for those staff who are displaced from their work through no fault of their own. Infinity risk specialists will work with clients to contest claims when a staff member has been terminated for cause or may have left the assignment of their own volition. With our client’s support, we are able to ensure that only those who deserve benefits receive those benefits.

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Does Infinity Resources bond their employees?

Yes, Infinity has insurance coverage which provides bonding coverage in some instances. We encourage a discussion with our insurance carriers and agents to answer specific questions but we maintain valuable insurance to protect our clients who suffer a loss despite employing their best loss prevention practices.

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After probation, what is the cost to transfer someone to our payroll?

Nothing. Typically, we ask that you transfer only after a probationary period of 90 days on the Infinity payroll. We are happy to discuss this policy and to work out any additional costs due should our client wish to hire prior to the end of the probation period.

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Can we transfer a person to our payroll ahead of conventional probation?

Yes, a Buy-Out or liquidated damages can be calculated. This is usually based on a percentage of annual salary or wage and, in some cases, can be prorated to reflect the already expended probation.

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What if we need to extend probation?

No Problem. Our clients drive the length of probation before hire and can terminate a staff member early or extend a staff member beyond the customary 90 days, depending upon circumstances.

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What if a candidate is not working out?

Let us know immediately if a candidate is not fulfilling your needs. While our goal is to find the best fit for each client, when this is not the case, we can release the Infinity staffer in a fair and kind manner as we handle the details of separation. Infinity can then replace the staff member if the client wishes or assist the client in analyzing what caused the failure of the assignment to ensure a better fit next time.

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What if we like the candidate, but there is a problem on the job?

The majority of our clients treat our staffer just as they would their own employees as they discipline sub-par work and reward exemplary work. We support this hands-on practice by our clients and are ready to support both fair corrective actions deemed necessary by our clients and congratulations on a job well done. We encourage our clients to communicate their concerns and impressions so that we are certain that they are receiving high value for their staffing dollars.

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Who pays for work boots, safety glasses, and other safety gear?

Safety is a partnership between the employer and the employee; between Infinity and our clients. Infinity can support our clients in many ways to foster a safety culture. Customarily, uniforms, job-specific safety wear, safety glasses, ear protection, respiratory protection and other specific safety gear is the responsibility of our clients.

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Who pays vacation pay?

Infinity staff members who work 1.500 hours (approximately 9 months ) receive one week’s average pay and are then eligible for six paid holidays. The staff member may take the week off with pay or receive ‘double pay’ should they no take time off. Time off from the assignment must be approved by our client. The paid holidays are Memorial, Independence, and Labor Days, Thanks Giving, Christmas, and New Year’s Days. The Infinity Paid Time Off bonus program is funded by Infinity.

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Who pays for health care benefits?

While on the Infinity payroll, staff members have several options to purchase health care. Currently, staff members may select coverage under a mini-medical plan known as Benefits-in-a-Card. This flexible plan is designed for the temporary industry and accommodates those who might switch assignments frequently. The cost of this plan is paid for by the staff member. All employers will be interested in changes required by current Obama Care legislation. As Infinity learns of the obligations of their clients and the temporary industry, we will communicate these to our clients.

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Are there other benefits available to the worker?

Yes! Through the Benefits-in-a-Card plan, all Infinity Staff have access to a variety of elective benefits including mini-medical health care, life insurance, eye and dental and more. This All-State program designed for the staffing industry provides ultimate flexibility allowing insured staff to come and go from the plan on a week-to-week basis. Immediately eligibility upon start of first assignment and pre-tax premium payment program make this a unique benefit.

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What sets Infinity Resources apart from the competition?

Many things, for starters, we are locally owned and operated. With owners and decision makers in easy reach, answers to client questions, resolution to employee concerns and issues, and the thoughtful administration of company policies and procedures is not a problem. Our local commitment extends to our involvement in local Chambers of Commerce, supporting local athletic teams and school events, and targeted charitable giving to worth hometown causes. Beyond all of these attributes is our integrity. Through clear and honest communication with our clients and our employees, we face challenges and problems head-on as we work toward fair resolutions of issues when our clients or our staff members have a problem. With the experience of over 50 years in the employment industry, we find integrity to be in short supply and one of our most valuable assets in pleasing and keeping clients and employees.

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Do you ever lease employees?

Infinity is not a leasing company or Professional Employer Organization. Should a client wish to transfer a group of employees or a division within their company to a third party employer or PEO, we will gladly put you in touch with one of our unrelated strategic partners who specialize in bring payroll, major medical, retirement plans, and other complex benefits that distinguish and define the PEO industry.

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Can your candidates work 3rd shift?

Absolutely. Many of our temporary staff members can work swing shifts which change from week-to-week or prefer to work on third shift. Typically, our client’s manager or supervisor has an informal chat with our staff member to discuss their scheduling needs in relation to our staff member’s availability. Infinity is always happy to facilitate this type of discussion if our client would like our help.

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