TNG POLICIES AND PROCEDURES
TNG Policies for CSPs
Who we are
We are Top Notch Global Enterprises, Inc. a marketing and staffing firm established to assist entrepreneurs, consumers and business owners with marketing, staffing and entertainment purposes. This site is assigned to our staffing and entrepreneur start up divisionn. Our website address is: https://topnotchnews.com/staffing. Below are our policies and guidelines available to assist while working for or With Top Notch Global.
Course Attendance
No certification course absences will be permitted. If the CSP misses a day of the certification course, then they are placing themselves at risk to be dropped from the course and will be required to retakethe entire course again in order to obtain certification.
If the CSP is more than 15 minutes late to a scheduled course meeting, they will be marked as tardy. Being tardy twice will equal one absence and the CSP shall be removed from the course. The tardy CSPmay retake the entire course again in order to obtain certification. In order to register for the courseagain, attempt to sign up in your portal and if there are any issues, visit the admissions department viaAVA the Arise Virtual Assistant.
No credit or refund shall be issued to any CSP must retake the course. The CSP will be responsible for payment of the second certification course.
All CSP’s must contact their trainer and/or TNG Representative before the date of the missed class.
Attendance
Commitment- All CSP’s must commit to the hours that they post via starmatic. Follow Commitment Adherence & Sow Guidelines. Failure to follow these guidelines will result in loss of incentives &uptoloss of sow.
Extended Leave of absence- All CSP’s must provide a written notice to their team leader/Liason if timeoff needed exceeds a week.
Refund
∙ The following schedule applies for all cancellations:
∙ No refund requests will be honored after the IBO/CSP has “enrolled” in a certification course. ∙ Once enrolled, fees paid cannot be transferred between opportunities for sponsorship of another CSP from the same Independent Business.
∙ All IB should be aware of the Arise policy before one of their CSPs enrolls in a programcertification course.
∙ No refunds will be given if the IBO/CSP is not able to complete certification or fails to certify.
Sponsorship
TNG sponsors are available on a selected basis and all TNG representatives are eligible to receive sponsorship for the clients offered by TNG at that time.
∙ CSP’s that has their registration fees covered by TNG, are responsible for completing the coursein its entirety.
∙ Fees will taken from first full pay period.
∙ Any CSP that does NOT complete their certification course will not be eligible for sponsorshipwithin TNG until initial registration has been fully reimbursed.
CSP Must:
∙ Apply for course within 48 hours of registration OR time offered to existing representative. ∙ Not already be enrolled in a existing course
Cancellation
Arise reserves the right to cancel any certification course or any course meeting for any reason at anytime. For courses cancelled for insufficient enrollment, all certification fees shall be refunded totheCSPs. Every effort will be made to reschedule a course meeting.
If CSP SOW is cancelled and/or terminated due to CSP’s work ethic, CSP will not be eligible to enroll inany new courses for a minimum of 6 months from the termination date.
Agent Drop Request & Fees
If the CSP decides to drop from Top Notch Global Enterprises as an agent, they must send a drop request via email to TNG Business team at tngbusinessbasics@gmail.com and pay applicable administration & drop fees of $200 to be paid online via invoice that will be sent by TNG Business team. All agents must wait up to 2 weeks after drop approval to confirm TNG has released their ID from the portal and they can move forward and enroll as a CSP for any other business through the Arise platform. Please be aware that agents or IBO’s are not permitted to compete or cross promote their business to agents that are currently represented by companies under the Arise platform. Legal action can be taken by Top Notch Global Entertprises for Misrepresentation of Right to Compete by other businesses, especially prior agents working under the TNG umbrela.
Misrepresentation
There is an expectation that CSPs enrolled in a client certification course will attend as scheduled, perform their own work on all assignments and take exams with honor, integrity, and professionalism. TNG has a “zero tolerance” for misrepresentation and unethical behavior. Misrepresentation includes but is not limited to (1) someone other than the enrolled IBO/CSP attending a certification course onbehalf of the CSPs; (2) publishing, in any manner, whether written or oral, course materials, work, assignments, projects, exam questions, or results; and (3) the performance or submission of assignments or exams that is not the work of the CSP. (4) No personal contact made to TNGrepresentatives/clients that is not business related. Failure to comply with company’s policies will result in an investigation and can lead to termination.
The decision as to whether an CSP has engaged in misrepresentation is at the sole discretion of TNG. Upon determination of misrepresentation, TNG shall immediately expel the CSP from the client certification course and terminate any and all statements of work (SOWs) between CSP and the IB under whom services are performed.
Any acts of misrepresentation are deemed grounds for permanent removal from the TNG network and a $200 admin and drop fee will be required to be paid by the CSP.
Course Drop
If the CSP decides to drop from a certification course after enrolling in the course, the IB will forfeit the applicable course fees paid and must wait a period of four weeks before enrolled IBO/CSP may express interest in any other opportunity.
Course Transfer
An CSP enrolled in a certification course may not transfer to another course schedule or alternate opportunity without the express written approval of Arise and TNG.
SexualHarassment
CSP should not partake or be a part of any form of sexual harassment to any client, teammember and/or customer.
Sexual harassment at work is defined as any unwanted conduct of a sexual nature in the workplace or in connection with work, which, in the reasonable perception of the person concerned, is:
(a) used as a basis for a decision which af ects that person’s employment or professional situation, or
(b) creates an intimidating, hostile or humiliating work environment for that person. The Department’s
Responsibilities Under This Policy
If the Department receives an allegation of sexual harassment, or has reason to believe sexual harassment is occurring, it will take the necessary steps to ensure that the matter is promptly investigated and addressed. If the allegation is determined to be credible, the Department will take immediate and effective measures to end the unwelcome behavior. The Department is committed to take action if it learns of possible sexual harassment, evenif the individual does not wish to file a formal complaint. The Department will seek to protect the identities of the allegedvictim and harasser, except as reasonably necessary (for example, to complete an investigation successfully). TheDepartment will also take the necessary steps to protect from retaliation those employees/CSP who in good faithreport incidents of potential sexual harassment. It is a violation of both federal law and this policy to retaliate against someone who has reported possible sexual harassment. Violators may be subject to discipline.
Employees’ Rights and Responsibilities Under This Policy
Any CSP/ Employee who believes he or she has been the target of sexual harassment is encouraged to informtheoffending person orally or in writing that such conduct is unwelcome and offensive and must stop. If the CSP/Employee does not wish to communicate directly with the offending person, or if such communication has beenineffective, the CSP/Employee has multiple avenues for reporting allegations of sexual harassment and/or pursuingresolution. Employees are encouraged to report the unwelcome conduct as soon as possible to a responsible Department official. It is usually most effective — although it is not required–that the official be within the employee’s supervisor chain.
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