Relations between Recruiters and Candidates

1. Candidates shall be referred to employer/clients for interviews only on job openings for which at least verbal authority has been given by the employer/client.
   
2. Representations made to candidates about the duties, probable length of employment, hours, benefits and salary of prospective positions shall be in conformance with the best knowledge of the recruiter.
   
3. Precaution shall be taken against referring any candidate to employer/clients who are known to engage in illegal or questionable business practices which might jeopardize the safety of the candidate.
   
4. Information about a candidate will be used only for the purpose of finding employment for that candidate. Confidential information shall be treated accordingly.
   
5. A candidate shall be aware of charges, if any, before being permitted to incur any obligation for services rendered. Any monetary obligations, including interest charges, shall be fully disclosed in a written agreement, a copy of which shall be provided to the candidate, and it shall set forth any circumstances in which a candidate must pay for services.
   
6. No candidate shall be referred to any employer where a strike or lockout exists or is impending (according to the best knowledge of the recruiter) without being notified or such condition.
   

CLOSE

• No client/candidate shall be obligated for a contingency service charge until after an acceptance has been made between the client and the candidate.
• In the instance of company-paid fees, no candidate shall be obligated for contingency charges.
• Retained search agreements will be given to clients prior to the initiation of the search.
• Adjustments and refunds of service charges that are mutually agreed upon shall be made promptly.

CLOSE

1. Positions listed by placement firms in newspapers or other media shall be factual and refer to bona fide openings available at the time that copy is given to these publications.
2. All advertising promotion of announcements regarding certification must conform to the standards and format of the NAPS Certification Program.
   
3. Temporary assignments listed in newspapers or other media shall be representative of the types of openings actually available through the temporary service.

CLOSE

1. Anyone who has a complaint about a personnel service should be directed to file the complaint with the Chairperson of the Ethics Committee of NAPS Headquarters in Alexandria, VA.
   
2. NAPS provides adequate means for assuring adherence by members to its Standards of Ethics. To further the effectiveness of these procedures, each member shall be responsible for bringing to the attention of the Association's Ethics Committee any violations of these standards. The Ethics Committee shall process any such complaint in accordance with its usual procedure, and, where the facts warrant it, the Ethics Committee shall bring the matter to the attention of the appropriate government authority for its action.
   
3. A member shall not in the course of advertising, public relations efforts, or any other activity engage in untrue, unfair or misleading criticism of any other personnel service firm.
   
4. All personnel service firms shall commit to ensure that the workplace is free from discrimination based upon sex, race, age, religion, national origin, non-job-related disability, veteran's status, or membership in any other protected class. Members of the association shall not knowingly violate any law prohibiting discrimination upon the basis of sex, race, age, religion, national origin, or non-job-related disability.
   
5. Placement firms which enter into cooperative placement relationships with other placement firms shall comply in all respects with the terms of their agreement. Disputes between member firms arising out of cooperative placements shall be resolved by final and binding arbitration before the Association, in accordance with the NAPS Rules for Final and Binding Arbitration then in effect. Each party to the arbitration shall comply in full with the decision of the arbitrators.

CLOSE

1. A temporary employee's experience and qualifications shall be stated as accurately and fully as possible to the extent requested.
2. A temporary employee shall be referred to the client for work assignment only with the prior verbal or written authorization of the client unless other specific arrangement has been made.
   
3. Confidential information relating to the business policy of the client, which is imparted as an aid to the effective fulfillment of the job requirements, shall be treated accordingly.
   
4. Communications, written or verbal, with clients regarding temporary workers shall represent bona fide temporary employees and their qualifications.
   
5. A temporary service firm shall not induce a client company to breach any terms of any contract it might have with another temporary service. A temporary service firm shall not induce an employee or prospective employee to breach any terms of any contracts he or she might have with another temporary service.

CLOSE

1. Employees shall be assigned to client companies for which a written or verbal job assignment has been given by the client company's representative.
   
2. Representations to employees about the duties, probable length, hours, salary, bonus, overtime and working conditions of temporary assignments shall be in conformance with the best knowledge of the service.
   
3. Precautions shall be taken against referring temporary employees to any client who is known to engage in illegal or questionable business practices which might jeopardize the safety of the temporary employee.
   
4. Information about temporary employees shall be used only for the purpose of assigning the employee for temporary work. Confidential information shall be treated accordingly.
   
5. A temporary employee shall be aware of charges, if any, before being permitted to incur any obligation to the temporary service.
   
6. No temporary employee shall be referred to any client where a strike or lockout exists (according to the best knowledge of the temporary service) without being notified of such condition.
   
7. Employer financial and legal responsibilities to temporary employees shall be met in a timely manner.
   
8. Temporary services shall not tolerate harassment of their temporary employees based upon an employee's sex, race, age, religion, national origin, disability, veteran's status or membership in any other protected class, whether the harassment is by coworkers, employees of clients or third parties. No retaliation shall be taken against any temporary employee who makes a complaint based upon a reasonable belief that any such harassment has occurred. When a temporary employee complains about any such harassment, the temporary service shall promptly investigate the complaint, and take all reasonable steps to protect the employee from further harassment.
   

CLOSE

1. A candidate's employment record, education, qualification and salary requirements shall be stated to the employer/client as accurately and fully as possible. Clients shall be advised by the recruiter if the recruiter disclaims liability for the accuracy of any information it transmits to the client.
   
2. A candidate shall be referred to the employer/client for interview only with prior authorization of the employer/client, which may be given verbally.
   
3. Confidential information relating to the business policy of employer/clients, which is imparted as an aid to the effective handling of their job requirements, shall be treated accordingly.
   
4. In the absence of an agreement to the contrary, a recruiter shall not attempt to recruit candidates for placement who are still employed by the company with whom they have been placed by the recruiter's firm, unless the candidates directly request the recruiter's assistance in seeking new employment.
   
5. Direct mail, bulletins and resumes of candidates presented to employer/clients shall represent bona fide candidates.
   
6. In the absence of an agreement to the contrary, a recruiter shall not attempt to recruit for placement candidates employed by a client company within one year of the most recent placement with that client company at the same location, unless the candidates directly request the recruiter's assistance in seeking new employment.
   

CLOSE

1. No candidate shall be obligated for a placement fee until an offer and acceptance has been made between employer and candidate.
   
2. Adjustments and refunds of candidate or client fees shall be made promptly, in accordance with the agreement between the personnel service firm and its client or candidate.
   

CLOSE

Positions listed in newspapers or other media shall be factual and refer to bona fide openings available at the time that copy is given to these publications.

CLOSE

Members shall not, in the course of advertising, public relations efforts, of any other activity, permit the criticizing in any manner whatsoever of any other personnel consulting firm.

CLOSE

• A member shall not participate in ruse calls, whether to an employer or another recruitment firm.
• A member firm shall not misrepresent their client relationships to candidates (ie., claim exclusive or retained agreements where none exists, etc.)
• When fee disputes or other conflicts arise, member firms will accurately and fully explain to clients, and candidates, to the best of their knowledge, the rules and regulations governing the recruitment industry.

CLOSE

• Candidates shall be referred to clients for interviews only on job openings where at least verbal authority has been given by the client.
• Representations made to candidates about the duties, probable length of employment, hours and salary of perspective positions shall be in conformance with the best knowledge of the consultant.
• Precautions shall be taken against referring any candidate to employers who are known to engage in illegal, immoral, or any questionable business practices.
• Information about a candidate will be used only for the purpose of securing employment for that candidate and/or screening for client's position. Confidential information shall be treated accordingly.
• Prior to accepting a position, if any fee obligation is incurred by the candidate, that obligation shall be disclosed in written agreement, a copy of which shall be provided to the candidate, and it shall set forth any circumstances meriting adjustments.
• No candidate shall be referred to any employer where a strike or lockout exists or is impending (according to the best knowledge of the consultant) without being notified of such condition.
• No candidate shall be referred to potential employers without that candidate's prior knowledge and approval.

CLOSE

• Candidate employment records, qualifications, and salary requirements shall be stated to the client as accurately and fully as possible or requested.
• Candidate shall be referred to clients for interview only with prior authorization of the client, which may be given verbally.
• Confidential information relating to the client's business, which is imparted as an aid to the effective handling of job requirements, shall be treated accordingly.
• Candidates placed by a member firm shall not be solicited for other positions while still in the employ of clients with whom they have been placed.
• Member firms shall not solicit, as candidates, any employees of the member's client firms.
• Direct mail, bulletin, and resumes of candidates that are presented to clients shall represent bona fide candidates.

CLOSE

STANDARDS OF ETHICAL PRACTICES

Members of the Minnesota Association of Personnel Services (MAPS) are committed to providing high-quality and ethical search, employment, and temporary services to the clients and candidates they represent. The MAPS Ethics Committee maintains Grievance and Arbitration procedures. To obtain a list (hard copy) of member firms, or to inquire about these procedures, contact a member of the MAPS Board of Directors.

CLOSE

Members shall cooperate with and permit, at any time, a complete and through investigation of any alleged violation of ethics and standards that tends to reflect on the business practices of the individual service by the elected officers or duly appointed committee and shall abide by decisions of the investigative committee.

CLOSE