Previous Projects

Contact Us

About Us





What Now


Frequently Asked Questions

What does it mean to be Employed with TRC?
Does TRC Offer any Employee employment Benefits?
What does TRC Expect of me as an Employee?
Is there a Probation Period while Employed with TRC?
Are there Standard Rules of Conduct that TRC Employees must adhere to?

What does it mean to be Employed with TRC?
The only things we require for employment, compensation, advancement, and benefits are performance and a good team attitude; however, all employment at Technology Resource Center, Inc. is "at will." No one will be denied opportunities or benefits on the basis of age, sex, color, race, creed, national origin, religious persuasion, marital status, political belief, or disability that does not prohibit performance of essential job functions; nor will anyone receive special treatment for those reasons. At the time you are hired, you are classified as either full-time, part-time or temporary and are also told whether you qualify for overtime pay. Unless otherwise specified, the benefits described in this Manual apply only to full-time employees. All other policies described in this Manual and communicated by Technology Resource Center, Inc. apply to all employees, with the exception of certain wage, salary and time off limitations applying only to "non-exempt" (see the definition that follows) employees. If you are unsure of which job classification your position fits into, please ask your manager.

Full-Time Employees

  • An employee who has successfully completed the Introductory Period (see the Employment Policies section for definition) of employment and who works at least forty (40) hours per week is considered a full-time employee.
  • If you were a full-time employee and were laid off, you will be considered a full-time employee upon return to work, provided that you were not on layoff for longer than one (1) year.
  • If you were a full-time employee and have been on an approved leave of absence, upon return you will be considered a full-time employee, provided you return to work as agreed in the provisions of your leave.

Part-Time Employees

  • An employee who works less than a regular forty (40) hour workweek is considered a part-time employee. If you are a part-time employee, please understand that you are not eligible for benefits described in this Manual, except as granted on occasion, or to the extent required by provision of state and federal laws.

Temporary Employees

  • From time to time, Technology Resource Center, Inc. may hire employees for specific periods of time or for the completion of a specific project. An employee hired under these conditions will be considered a temporary employee. The job assignment, work schedule and duration of the position will be determined on an individual basis.
  • Normally, a temporary position will not exceed six (6) months in duration, unless specifically extended by a written agreement. Summer employees are considered temporary employees.
  • If you are a temporary employee, please understand that you are not eligible for benefits described in this Manual, except as granted on occasion, or to the extent required by provision of state and federal laws. Those temporary employees classified as "non-exempt"(see the definition that follows) who work more than eight (8) hours in one day or more than forty (40) hours during any work week will receive overtime pay.

"Non-Exempt" And "Exempt" Employees

  • At the time you are hired, all employees are classified as either "exempt" or "non-exempt." This is necessary because, by law, employees in certain types of jobs are entitled to overtime pay for hours worked in excess of eight (8) hours per day or forty hours (40) per work week. These employees are referred to as "non-exempt" in this Manual. This means that they are not exempt from (and therefore should receive) overtime pay.
  • Exempt employees are managers, executives, supervisors, professional staff, technical staff, outside sales representatives, officers, directors, owners and others whose duties and responsibilities allow them to be "exempt" from overtime pay provisions as provided by the Federal Fair Labor Standards Act (FLSA) and any applicable state laws. If you are an exempt employee, you will be advised that you are in this classification at the time you are hired, transferred or promoted.


Does TRC Offer any Employee employment Benefits?
You may not have thought about it, but the value of your benefits amounts to a considerable sum each year in addition to the wages or salary you earn.
These are just some of the benefits Technology Resource Center, Inc. provides for eligible employees each year:
  • Education Assistance
  • Funeral (Bereavement) Leave
  • Paid Holidays
  • Paid Vacations
  • Personal Leave Of Absence
  • Service Awards
  • Sick Leave
  • Social Security
  • Unemployment Compensation Insurance
  • Workers' Compensation Insurance


What does TRC Expect of me as an Employee?
Your first responsibility is to know your own duties and how to do them promptly, correctly and pleasantly. Secondly, you are expected to cooperate with management and your fellow employees and maintain a good team attitude. How you interact with fellow employees and those whom Technology Resource Center, Inc. serves, and how you accept direction can affect the success of your department. In turn, the performance of one department can impact the entire service offered by Technology Resource Center, Inc.. Consequently, whatever your position, you have an important assignment: perform every task to the very best of your ability. The result will be better performance for the company overall, and personal satisfaction for you.


Is there a Probation Period while Employed with TRC?
Your first ninety (90)] days of employment at Technology Resource Center, Inc. are considered an Introductory Period, and during that period you will not accrue benefits unless otherwise required by law. This Introductory Period will be a time for getting to know your fellow employees, your manager and the tasks involved in your job position, as well as becoming familiar with Technology Resource Center, Inc.'s services. Your manager will work closely with you to help you understand the needs and processes of your job. This Introductory Period is a try-out time for both you, as an employee, and Technology Resource Center, Inc., as an employer. During this Introductory Period, Technology Resource Center, Inc. will evaluate your suitability for employment, and you can evaluate Technology Resource Center, Inc. as well. At any time during this ninety (90) days], you may resign without any detriment to your record. If, during this period, your work habits, attitude, attendance or performance do not measure up to our standards, we may release you. If you take approved time off in excess of five workdays during the Introductory Period, the Introductory Period may be extended by that length of time.

At the end of the Introductory Period, your manager will discuss your job performance with you. This review will be much the same as the normal job performance review that is held for regular full-time or part-time employees on an [annual/ semi-annual/ quarterly] basis. During the course of the discussion, you are encouraged to give your comments and ideas as well.

Please understand that completion of the Introductory Period does not guarantee continued employment for any specified period of time, nor does it require that an employee be discharged only for "cause."

A former employee who has been rehired after a separation from Technology Resource Center, Inc. of more than one (1) year is considered an introductory employee during their first ninety (90) days following rehire.


Are there Standard Rules of Conduct that TRC Employees must adhere to?
Whenever people gather together to achieve goals, some rules of conduct are needed to help everyone work together efficiently, effectively, and harmoniously. Some people have problems with "rules" and "authority figures," and past experience may have justified these thoughts and feelings; however, at Technology Resource Center, Inc., we hold ourselves to a high standard of quality where the rules and authority figures simply assure that quality is maintained.

By accepting employment with us, you have a responsibility to Technology Resource Center, Inc. and to your fellow employees to adhere to certain rules of behavior and conduct. The purpose of these rules is not to restrict your rights, but rather to be certain that you understand what conduct is expected and necessary. When each person is aware that he or she can fully depend upon fellow workers to follow the rules of conduct, then our organization will be a better place to work for everyone.

Generally speaking, we expect each person to act in a mature and responsible way at all times. However, to avoid any possible confusion, some of the more obvious unacceptable activities are noted below. Your avoidance of these activities will be to your benefit as well as the benefit of Technology Resource Center, Inc.. If you have any questions concerning any work or safety rule, or any of the unacceptable activities listed, please see your manager for an explanation.

Occurrences of any of the following violations, because of their seriousness, may result in immediate dismissal without warning:

• Willful violation of any company rule; any deliberate action that is extreme in nature and is obviously detrimental to Technology Resource Center, Inc.'s efforts to operate profitably.

• Willful violation of security or safety rules or failure to observe safety rules or Technology Resource Center, Inc. safety practices; failure to wear required safety equipment; tampering with Technology Resource Center, Inc. equipment or safety equipment.

• Negligence or any careless action which endangers the life or safety of another person.

• Being intoxicated or under the influence of controlled substance drugs while at work; use or possession or sale of controlled substance drugs in any quantity while on company premises except medications prescribed by a physician which do not impair work performance.

• Unauthorized possession of dangerous or illegal firearms, weapons or explosives on company property or while on duty.

• Engaging in criminal conduct or acts of violence, or making threats of violence toward anyone on company premises or when representing Technology Resource Center, Inc.; fighting, or horseplay or provoking a fight on company property, or negligent damage of property.

• Insubordination or refusing to obey instructions properly issued by your manager pertaining to your work; refusal to help out on a special assignment.

• Threatening, intimidating or coercing fellow employees on or off the premises — at any time, for any purpose.

• Engaging in an act of sabotage; willfully or with gross negligence causing the destruction or damage of company property, or the property of fellow employees, clients, suppliers, or visitors in any manner.

• Theft of company property or the property of fellow employees; unauthorized possession or removal of any company property, including documents, from the premises without prior permission from management; unauthorized use of company equipment or property for personal reasons; using company equipment for profit.

• Dishonesty; willful falsification or misrepresentation on your application for employment or other work records; lying about sick or personal leave; falsifying reason for a leave of absence or other data requested by Technology Resource Center, Inc.; alteration of company records or other company documents.

• Violating the non-disclosure agreement; giving confidential or proprietary Technology Resource Center, Inc. information to competitors or other organizations or to unauthorized Technology Resource Center, Inc. employees; working for a competing business while a Technology Resource Center, Inc. employee; breach of confidentiality of personnel information.

• Malicious gossip and/or spreading rumors; engaging in behavior designed to create discord and lack of harmony; interfering with another employee on the job; willfully restricting work output or encouraging others to do the same.

• Immoral conduct or indecency on company property.

• Conducting a lottery or gambling on company premises.
Occurrences of any of the following activities, as well as violations of any Technology Resource Center, Inc. rules or policies, may be subject to disciplinary action, including possible immediate dismissal. This list is not all-inclusive and, notwithstanding this list, all employees remain employed "at will."

• Unsatisfactory or careless work; failure to meet production or quality standards as explained to you by your manager; mistakes due to carelessness or failure to get necessary instructions.

• Leaving work before the end of a workday or not being ready to work at the start of a workday without approval of your manager; stopping work before time specified for such purposes.

• Excessive use of company telephone for personal calls.

• Smoking in restricted areas or at non-designated times, as specified by department rules.

• Creating or contributing to unsanitary conditions.

• Posting, removing or altering notices on any bulletin board on company property without permission of an officer of Technology Resource Center, Inc..

• Failure to report an absence or late arrival; excessive absence or lateness.

• Obscene or abusive language toward any manager, employee or client; indifference or rudeness towards a client or fellow employee; any disorderly/antagonistic conduct on company premises.

• Speeding or careless driving of company vehicles.

• Failure to immediately report damage to, or an accident involving company equipment.

• Soliciting during working hours and/or in working areas; selling merchandise or collecting funds of any kind for charities or others without authorization during business hours, or at a time or place that interferes with the work of another employee on company premises.

• Failure to maintain a neat and clean appearance in terms of the standards established by your manager; any departure from accepted conventional modes of dress or personal grooming; wearing improper or unsafe clothing.

• Failure to use your timecard; alteration of your own timecard or records or attendance documents; punching or altering another employee's timecard or records, or causing someone to alter your timecard or records.