Welcome to Prolink
We’re happy you’re here to start your journey with us!
The resources below are a helpful guide to answer questions you may have throughout your travels with Prolink. They will cover payroll and benefits questions — and everything in between.
The information below is intended as general guidance to address frequently asked questions. However, please note that you are also expected to follow all Prolink policies and procedures as set forth in the applicable Handbook, and any state addenda, which can be found:
If anything contained in the guidance below differs from or conflicts with state or local law, Prolink will follow the applicable law where you are employed. If you have any questions, feel free to ask your recruiter or contact Human Resources.
Now let’s get started on the path to sharing everything you need to know...
Onboarding Information
Bullhorn is where you will complete your pre-employment paperwork and upload the compliance items required for your position.
You will receive an email from talentonboarding@prolinkstaff.com. It will include login information for onboarding, as well as a list of required certifications/health records for your position.
Click here to access Bullhorn.
Below is a roadmap for successfully completing your compliance tasks, or click here to view the document.
If you're interested in watching a walkthrough of how to complete your compliance onboarding process in Bullhorn, click here.
- Start Smart
Being prepared by having what you need, will set you up for success with this process and the rest of your assignment experience.- Get your immunization records ready! For example: Hep B, MMR, TDAP, TB
- Your recruiter will upload your references, EV, NURSYS, resume, offer letter, and prophecies once completed.
- First Advantage (Background and Drug Screen)
Complete form to initiate background check and submit your consent for background and drug screening.- First Advantage will send an email for drug screen with lab locator—FADVREPORTS will be the sender. Print out form.
- You are required to complete the drug screen within 48 hours.
- Bullhorn Electronic Onboarding
Electronically fill out and submit all required paperwork.- Locate electronic onboarding access in an email from talentonboarding@prolinkstaff.com
- Upload immunization and physical test records, and legal documents such as I-9. If anything is missing, it will need to be submitted prior to your start date.
- Workday Onboarding
Complete all HR information in Workday. This includes pay, benefits, tax elections, emergency contacts and personal information.- Ensure all personal information is correct and completed. There will be notification badges in the upper-right corner for any remaining unfinished actions.
Workday is where you will complete your onboarding, make benefits elections, update your personal and pay information, and much more.
An email will be sent to you from prolinkstaff@myworkday.com for your initial login. Once logged in, check your Workday inbox for onboarding tasks. Once your onboarding tasks are complete, you will receive a benefits enrollment to-do in your Workday inbox.
You must update your personal information, payment elections and tax elections by the end of your first week to complete your onboarding in Workday. You must complete your benefits elections within 30 days of your first day on assignment.
Please click here to watch this short video on how to navigate Workday once your onboarding is complete.
Helpful Materials:
- Please click the below videos to learn how to complete each onboarding task and how to change your information within Workday after you have already been on assignment with us.
Tips and Best Practices:
- Clear your browsing history.
- Use the most recent versions of Google Chrome, Safari or Firefox to search.
- To log into Workday, click here.
- If after clicking on the link above, you notice the URL in your browser does NOT include “prolinkstaff”, you may need to hand key in the link above into your browser.
- If you have a pre-existing Workday account, YOU MUST USE THIS LINK to access your Workday account with Prolink. Your existing Workday account will not merge with your Prolink Workday account
- You are not able to update either your payment elections or benefits using phone or tablet versions of Workday
Login/Password Reset:
Workday Link: please click here.
Your username is your email address you use to communicate with your recruiter. Instructions to reset password: please click 
here
You can also download the mobile version of Workday. When you first login, it will ask for an organizational ID: prolinkstaff You will then enter the same userID and password as the desktop login.
- Click the following link to log into Workday: https://www.myworkday.com/wday/authgwy/prolinkstaff/login.htmld?redirect=n
Tips & Best Practices:
- Clear your browsing history.
- Use the most recent versions of Google Chrome, Safari or Firefox to search.
- If after clicking on the link above, you notice the URL in your browser does NOT include “prolinkstaff”, you may need to hand key in the link above into your browser.
- If you have a pre-existing Workday account, YOU MUST USE THIS LINK to access your Workday account with Prolink. Your existing Workday account will not merge with your Prolink Workday Account.
- Select the Talent & Client Login option (NOT Corporate Login), if you are asked to make a selection.
- Do NOT enter a username or password on the next screen. Instead click the "Forgot Password?" link beneath the sign in box.
- On the next screen, enter your primary email address in both the Username and the Email fields. These fields must match. You should enter the email you use to communicate with Prolink. If you have used multiple emails to communicate with Prolink, you can test all emails OR reach out to your recruiter to confirm which email is listed in our system (Bullhorn).
- Click Submit.
- Check your email for the reset password link. Search prolinkstaff@myworkday.com. Be sure to check your junk or spam folder.
If you are still unable to access your account after using these steps, reach out to workday@prolinkstaff.com. Use “Login” as the subject line of your email.
You must submit your consent and authorization for a background screening within 72 hours. You will receive an email link directly from First Advantage to complete your background consent. Once your background check has been submitted, you will receive an additional email directly from First Advantage with the information to complete your drug screen.
If you need assistance with resetting password for the First Advantage background check website, please call 1-800-888-5773. Our Compliance team is not able to reset passwords.
Relias is designed to evaluate nurses for clinical, situational and behavioral competencies that matter most to a clinician's success.
- Testing is required and can be completed by clicking here and using the credentials provided by Prolink.
- Here's a helpful Q/A
- For questions on login or site navigation you can email relias@prolinkstaff.com
Important Contacts:
HR Related Questions (Benefits, PTO, 401k, etc): hr@prolinkstaff.com
Payroll Related Questions: payroll@prolinkstaff.com
Submit Timesheet: timesheets@prolinkstaff.com
General Questions: workday@prolinkstaff.com
Important Links:
This directory was designed to help guide you through questions you may have. It is important to remember that your Recruiter is your first point of contact, but for specialized assistance, please refer to the contacts listed in the directory here:
Prolink Directory
Bullhorn (Compliance): Click Here
Workday (Onboarding): Click Here
Background Check: Click Here
Relias: Click Here
Payroll Resources and Information
We are paid weekly on Fridays for the previous workweek. For example, if you begin your assignment on Monday August 1, your first paycheck will be paid to you the following Friday, August 12.
Your compensation is set forth in your offer letter. The amount and types of compensation offered differ by assignment. Just because you received a particular form of compensation for one assignment does not mean you will qualify for the same compensation on a subsequent assignment.
Additionally, not all assignments are eligible for a retention bonus, so be sure to review your offer letter and reach out to your recruiter if you have any questions. You can find additional information on retention bonuses, such as terms, conditions, and payouts indicated, on your offer letter, if applicable.
To view your paystubs:
- From your homepage, select the Pay app.
- Under “View,” click the “Payslips” button.
- Scroll to the week you’d like to view. Click “View” button. If you are accessing from mobile, you will need to scroll over the paystub week to see the “View” button.
How do I Update my Direct Deposit Information?
If you are using Workday on a mobile or tablet device, you will NOT be able to update your direct deposit information. This feature is not currently available for mobile devices.
If you are using desktop Workday, please click here for step-by-step visual instructions.
- Click “Pay” within your listed apps.
- Enter the “Payment Elections” section.
- You can edit or add payment elections.
- To edit your Account Information:
- Select the “edit” button and make any applicable changes.
- Ensure to press the “OK” button in orange at the bottom of the page or else your edits will not be saved.
- To add your Account Information:
- Select the “add” button and enter all applicable information marked.
- Ensure to press the “OK” button in orange at the bottom of the page or else your edits will not be saved.
- To edit your Account Information:
- Click the “Submit” button at the bottom of the page.
- WARNING: If you do not select the “Submit” button, your information will NOT be saved.
- Ensure that you have received the “Success! Event submitted” pop up before exiting the page. This ensures that all information has been appropriately processed.
*If you are editing an existing account from mobile, you must scroll in the white row of your bank table to view the "Edit" and "Remove" buttons. See the screenshot below.
How do I Update my Tax Elections?
You need to wait until your assignment start date in order to update your tax elections. On your start date, your work information will update in your profile. On or after your assignment start date and once your other onboarding tasks are complete, you should be able to then make your tax elections. You can update your tax elections on the desktop or mobile version of Workday.
For desktop Workday, please click here for step-by-step visual instructions.
For mobile Workday, please click here to watch this 30-second video for instructions.
If you would like to CHANGE your tax elections, you can resubmit your forms at any time by clicking the "Continue to Forms" button from the Paperless Employee website.
Any updates made to tax elections will be reflected in the following week’s pay period.
How can I access my W-2s?
If you need your W-2 prior to 2021, you can email hr@prolinkstaff.com. All W-2s from 2021 forward are now available in Workday.
To access Workday, click here. We recommend using the most recent versions of Google Chrome, Safari, or Firefox to search. You may experience issues with other browsers or old browser versions. For step-by-step instructions in how to access your W-2 documents, review the links below:
How do I access W-4/state tax forms:
- Log into Workday
- Click on “Pay.”
- Under “External Links,” click on “Tax Withholding Forms.” We recommend that you complete this step on a laptop/desktop.
Does Prolink offer 1099 contracts?
No. Prolink talent on assignment with clients, including RNs, are employees of Prolink and not independent contractors. You will receive a W-2 for your work, not a 1099.
How do I submit my time?
If you are required to use Workday to enter your time:
- For desktop, watch our how-to video here.
- For mobile app, watch our how-to video here.
- For a visual step-by-step guide on entering time, please click here.
PLEASE NOTE: For time submission within Workday, record all time as an AM to PM shift.
If you are NOT required to use Workday to submit your time, you must accurately record your time on a paper timecard and have the timecard signed by your Facility Timekeeper/Supervisor. You MUST ensure you email your signed timecard to timesheets@prolinkstaff.com no later than 8:00 AM ET each Sunday. As a best practice, we ask that you send your completed timesheet as soon as possible or after your last day worked, as you do not need to wait until Sunday to submit. If you submit your timecard after the deadline, depending on state and local law, your payment may be delayed to the following pay period. Payroll will be issued each week as one check; we do not have the ability to split checks.
Tips and Best Practices:
- Double check to make sure your timecard is attached to the email you send to timesheets@prolinkstaff.com.
- Ensure you are filling out your timecard completely including your full name, dates, signature (in and out punches, marking line through lunches or writing no lunch if you didn’t take a lunch).
- If you are working in the state of California, ensure you are logging any missed meals or break times on your timesheet in accordance with your meal and break waiver. If your facility submits your time on your behalf you can submit your missed rest breaks to timesheets@prolinkstaff.com; be sure to include the dates you missed your rest breaks in this email.
- Ensure your timesheet reflects the correct work week. This can range depending on your facility’s work week; the work week may have different start and end days.
- Ensure you record your “in” and “out” times, not just total hours worked in a day.
- Ensure you include on call and call back “in” and “out” times on your timesheets, not just your total hours on call or worked, since we need the specific breakdown of each, including when each started/ended.
- For any missed shifts, indicate on your timesheet if the facility called you off or if you called off voluntarily.
- Time corrections or modifications prior to the submission deadline should be made on your timesheet, such as the wrong date/times. Both you and your facility supervisor should initial the corrections.
- Ensure your time reporting – in whatever form – is accurate. If you identify any errors after your time has been submitted or your pay has been issued, please notify Payroll and/or Human Resources immediately.
Meal Periods
If you take a meal or lunch break and use Workday as your timeclock method, you will need to enter it into Workday. For example, if you work 8:00am - 5:00pm and take a 30-minute lunch break at 12:00pm, here is how you would enter your time:
- Clock In: 8:00am / Clock Out: 12:00pm / Out Reason: Meal
- Clock In: 12:30pm / Clock Out 5:00pm / Out Reason: Out
California Meal and Rest Break
Prolink encourages the use of meal and rest breaks, refer to your “Meal Period Waiver Agreement” provided in your onboarding information packet. If you have voluntarily waived one of your two (2) meal periods you must ensure to document on your timecard “missed meal break” and the reason for missing the meal break.
Rest breaks are not eligible to be waived, as such Prolink encourages and expects that you take your 10-minute rest periods pursuant to Company policy.
Expected Pay vs. Guaranteed Hours
Terms and compensation vary based on assignment. If your offer letter does not state the word “Guaranteed,” the number of hours you work in any given week while on assignment may vary. You will be paid for the number of hours you work.
If your offer letter states “Guaranteed,” this means the client and Prolink have both agreed you will be working at least the minimum number of hours indicated in your offer letter, as long as you are ready and available to work. If you voluntarily call off for a shift or part of a shift, you will only be paid for the hours you actually worked that week. If you are called off by the facility, you may be eligible to receive pay depending on the reason for the call off. Reference your offer letter and reach out to your recruiter if you have any questions regarding hours.
Per Diem
Per diem reimbursements are offered for some assignments to eligible employees, as set forth in your offer letter and the “Per Diem Policy.” Per diem payments are intended to reimburse you for your lodging, meals, and/or incidental expenses for each day of your assignment while you are duplicating your everyday expenses while on assignment.
The expenses, and the reimbursements, are not based on the number of hours you work; instead, they are based on the days you are on assignment. While you may only work 3 or 4 shifts per work week, you are receiving 7 days’ worth of per diems for the work week in which you are on assignment. This is because Prolink does not expect you to return to your permanent home between shifts. If you do not work all the shifts that you agreed to work, Prolink prorates the per diems so that you are only reimbursed for duplicating expenses that incurred on behalf of Prolink while you are on assignment.
Reimbursements
If you are required to gain additional licensures or testing while on assignment or for an upcoming assignment, you may be eligible to be reimbursed for some or all the associated cost; for example, if you are required to gain a certification such as ACLS. If approved, reimbursement processing and payment takes 4-6 weeks.
Please contact your recruiter for additional information.
We believe referrals are the best source for recruiting new Prolink employees. Our Referral Bonus Policy allows the company to reward individuals when they refer qualified candidates for assignments.
What is a referral?
A referral is an individual that is employed due to their direct connection with another current Prolink external talent or a Non-Contractor. All referrals must be contacted by their referrer regarding the assignment. They must also have knowledge of the assignment and job duties in which they are being referred.
How to receive a referral bonus?
To be compensated for a referral, the referred talent must be put in direct contact with a recruiter by the referrer and/or the referrer must provide the referral's contact information to their recruiter on behalf of the referred talent. To receive the referral bonus, the referred candidate must be successfully hired and complete an average of 30 hours per week for their first assignment within 365 days of receiving the referral. The recruiter will submit a payout request for their talent to receive a referral bonus, which will be eligible for payout once the referred talent successfully completes their first assignment for Prolink and the submission has been approved for meeting all requirements.
End of assignment Pay
Once your assignment has ended, wages will be paid on the next pay cycle or as required by state law.
Your login for Workday does not change after you end employment. You will have access to Workday to view and print paystubs and tax forms.
Our separation letters are designed to provide final pay and benefits information, so please reference them for additional information.
- To submit timesheets email timesheets@prolinkstaff.com no later than 8:00 AM ET each Sunday.
- For payroll questions, contact payroll@prolinkstaff.com.
- To contact the Covid team, email covid@prolinkstaff.com.
Note: When reaching out to Payroll, we are only able to share information with the employee and not others, including partners, children, etc.
The Work Number can help! When applying for things such as jobs, mortgages, or loans, you can share the following information with the party requesting employment verification.
The Work Number Contact:
www.theworknumber.com
800-367-5690 M-F 8:00 am to 8:00 pm (ET)
member@equifax.com
Employer Code: 29425
Benefits
Welcome to Prolink’s benefits! Whether this is your first assignment with us or your tenth, we’re ready to help you learn more about Prolink’s benefits.
The link below will take you to the Prolink Total Rewards Microsite. Please take the time to review the site and browse any additional links, as the site shares a summary of all the benefits Prolink has to offer, including medical, dental, vision, and voluntary benefits.
Prolink Total Rewards Microsite.
Password: Staffing123
Benefits Overview
Benefits eligibility is controlled by the plan documents that can be seen at the Prolink Total Rewards Microsite. Please refer to the plan documents or contact Human Resources if you have any questions.
Continental United States: Employees working in the continental United States (Mainland) are eligible for insurance if you work an average of 30 hours per week. Mainland New Hire Benefit Enrollment must be completed in Workday within 30 days of your first day on assignment or coverage will be waived.
Hawaii: Employees actively working in Hawaii are eligible for insurance if you work an average of 20 hours per week. If you have an assignment in Hawaii, you will be automatically enrolled in benefits and will have 30 days from your start date in Hawaii to waive coverage.
Benefit coverage will continue with no interruptions if there is a 30 day or less gap between assignments. If you do not return to work within 30 days, benefit coverage will terminate at the end of the calendar month of the last day you worked on assignment. Once coverage has been terminated, COBRA information will be mailed to your home address on file from Chard Snyder.
If you return on assignment after 30 days, you will have 30 days from your start date to re-enroll in benefits. If you waive benefits coverage, your next available enrollment time will be Open Enrollment. Open Enrollment benefits take affect January 1 of the following plan year.
Coverage Start Dates:
- Medical: Effective first day of assignment, regardless of enrollment date.
- All Other Benefits: Effective first day of the month following your assignment start date, regardless of when you enroll. (Example: If your assignment begins on October 6, any additional benefit elections will be effective on November 1).
The Hawaii Department of Labor requires that employees living and/or working in the state of Hawaii be covered under a Hawaii-Specific healthcare care plan.
- You may choose to waive coverage by completing the “HC-5 Form” within 30 days of your hire date in Hawaii. If you have not received this form, but would like to waive coverage, please email Human Resources at at hr@prolinkstaff.com.
Other benefits coverage such as
H
- Coverage under the HMSA (Hawaii-Specific) medical plan will remain effective through the end of the month of the employee’s final date worked in Hawaii. Employees will receive a
- For example, Ashley will complete her assignment in Hawaii on March 16, and will begin her assignment in New Mexico on March 21. Her Hawaii HMSA coverage will end on March 31, and her Mainland coverage will begin on April 1.
Continental United States (Mainland) to Hawaii Benefits Changes:
- Coverage under the Mainland plan will remain effective through the end of the month of the employee’s final date worked on the Mainland. Employees will r
- For example, Rebecca will complete her assignment in New Mexico on July 16 and will begin her assignment in Hawaii on July 21. Her Anthem BCBS coverage will end on July 31, and her Hawaii HMSA coverage will begin on August 1.
Your insurance cards will be mailed to your home address on file and can take up to 30 days from your benefit enrollme
If you need to go to the doctor before you receive your physical cards, Human Resources can email digital copies of your insurance cards upon request as soon as Anthem publishes your enrollment.
For Continental United States (Mainland):
To
If you have appointments before you
If you
For Hawaii:
Your insurance cards will be mailed directly from the carrier to your home address on file and may take up to 30 days from your benefit effective date. Prolink is unable to access your electronic cards. However, you can either contact Anthem HMSA directly or reach out to Prolink via hr@prolinkstaff.com to request your subscriber ID. This will allow you to go to the HMSA website and obtain
Call HMSA at 948-6565 on Oahu or 1-800-720-1344 toll-free on the Neighbor Islands, from Monday through Friday, 8 am to 5 pm local time.
Visit the HMSA website for additional information.
Anthem’s Sydney app connects your questions to answers and connects you to the right resources.
- You get one-click access to benefits info, your Member ID card, and wellness resources.
- Sydney’s interactive chat feature can answer your questions in real time.
- You can also receive alerts, reminders, and tips from Sydney.
In the Sydney app you can:
- Find care, search for doctors, dentists, hospitals, labs, and other providers in your plan. You can search by name, location, and type of care.
- View claims such as medical, dental, and vision claims.
- View and use digital ID cards, which can be used just like a paper ID card when you visit the doctor.
- See your essential information, whether that’s an overview of your plan, health reminders, or suggestions for wellness programs. You also can find your deductible, copay, and share of costs.
Download the Sydney app for iPhone and Android at no charge.
Review our FAQ for more general questions and answers. Here are some highlights:
How do I Elect/View my Benefits?
For the Mainland plan, your benefits New Hire Event will show in your Workday inbox on your start date. Your new hire benefit elections can only be selected from your New Hire Event within Workday. Currently, benefit elections can only be selected via a computer. You have 30 days from your first day on your initial assignment with Prolink to complete your benefit elections.
Your New Hire Benefit Event will be in your inbox 2 weeks prior to your assignment start date. Log in to Workday and select the "Change Benefits - New Hire Benefits" task in your inbox. If you do not have this task, email hr@prolinkstaff.com for assistance.
You also may find the “How to Elect Benefits” document helpful. Click here to view.
If you are actively working in Hawaii for an average of 20 hours per week, you will be automatically enrolled in benefits and will have 30 days from your start date in Hawaii to waive coverage.
When are benefits active?
Medical benefits are active on your date of hire. Dental and vision benefits are active on the first day of the month following your hire date.
How long do I have to sign up for benefits?
If you are working within the Continental United States (Mainland), you have 30 days from your hire date to elect benefits. If you do not elect benefits within the 30-day timeframe, you will not be able to make changes unless you experience a qualifying life event.
If you have an assignment in Hawaii, you will be automatically enrolled in benefits and will have 30 days from your start date in Hawaii to waive coverage.
What are some examples of a Qualifying Life Event?
Qualifying Life Events are life changes such as marriage, divorce, legal separation, birth, adoption, death, or gaining/losing coverage elsewhere. Extending a contract is not considered a qualifying life event. Please remember, you have 30 days from the qualifying life event to make the request in Workday.
You can submit a Qualifying Life Event within Workday from the benefits icon on the home page and must upload supporting documentation of the change (proof of loss/gain of coverage and date it ended/began). You will enter the date the coverage was lost/gained as the event date so benefits will begin/end the following day. Once you upload the documentation, it will be sent to our benefits specialist for review.
Why are Premiums Withheld in Advance?
You will see a deduction on your payslip for benefits weekly and this is called a premium. Double deductions will occur for the first 4 paychecks after you enroll; the double deductions are needed as Anthem is paid one month in advance. For this reason, your benefit coverage will remain active through the end of the month of your assignment. Any unused premiums will be reimbursed after your assignment ends. This can take up to 2 weeks.
We encourage immediate enrollment to ensure you only pay for the premiums withheld in advance for the next month’s coverage. We offer retroactive enrollment during the first 30 days of your initial assignment with Prolink in the event you do not enroll immediately. If your enrollment is not immediate or changes to benefit elections are made after your first paycheck, the 4-week double deduction period may be extended.
- Example 1: Start date January 1; Enroll in benefits immediately; Double deductions occur for 4 weeks.
- Example 2: Start date January 1; Enroll in benefits on January 14; Double deductions occur for 6 weeks.
How Do I Make Changes to Benefits?
After the initial 30-day new hire enrollment period, changes to benefits can only be made during the annual Open Enrollment period (November enrollment with a January 1 effective date) unless a Qualifying Life Event occurs. A Qualifying Life Event can be a change in marital status, the birth or adoption of a child, a change in your dependent or spouse’s work status or coverage, etc. A Qualifying Life Event must be submitted in Workday within 30 days of the change in benefit status with proper documentation. Click here& to view a Workday tutorial on how to complete a Qualifying Life Event.
You can update or stop Health Savings Account (HSA) contributions at any time from the benefits application in Workday. HSA changes will be reflected on the following week’s check if they are entered by noon on Sunday. To request an HSA card, you can contact Health Equity 1-866-346-5800. Click here for a guide on how to update your HSA contributions.
Once your assignment has ended, the funds in your HSA account are yours to use and will still be available to you. You will receive a new card from Health Equity care upon your separation.
The HMSA (Hawaii-Specific) Plan does not offer the ability to contribute to a Health Savings Account (HSA) as it is not a high deductible health plan (HDHP). Any funds previously contributed to an HSA with Prolink will still be available to you to pay for qualified medical expenses.
In Workday, you can enroll or make changes to your 401(k) contribution amounts at any time during your employment. For a step-by-step guide, click here.
You can view your 401(k) account through our retirement vendor APB. To access your plan or view your account balance, visit www.yourbenefitaccount.com/apb or call 1-800-480-5190. You can access your account 24 hours a day, 7 days a week. To directly log in to your 401(k) account, manage investment options, and/or view performance, click here.
- Your initial Username: your social security number (no dashes)
- Your initial Password: last 4 digits of your social security number
You will then be directed to Security Set up. You must answer four different Alternate Verification Questions and submit. Then you will be prompted to change your User ID and password. You can keep the same User ID, but you cannot keep the assigned password; this must be changed to continue.
If you forget your username or password, click “Forgot User ID or Password?” on the login screen. After answering a couple of questions, you will be sent an email with instructions on how to retrieve your User ID and password. Also, for security
Any changes you request to future or existing investments that are made after 4pm EST will be processed on the next business day. Only the first change request made each day will be processed. Any additional requests must be submitted again the next business day. It may take up to 3 business days to see confirmation of your change.
For more information on your 401(k), such as match and rollover information, click here for plan highlights. If you have additional questions, please email hr@prolinkstaff.com.
Prolink Savings Marketplace at Work
We’re here to support your personal and financial well-being through exclusive deals and limited time offers on the products, services, and experiences you want and love. Including exclusive deals on hotels and car rentals, unforgettable travel experiences, discounts on home goods and appliances, admission to theme parks, memberships, and more, Prolink’s Savings Marketplace has you covered!
Start saving on:
- Electronics
- Appliances
- Apparel
- Cars
- Flowers
- Fitness Memberships
- Gift Cards
- Groceries
- Hotels
- Movie Tickets
- Rental Cars
- Special Events
- Theme Parks
- And Much More!
Access the Employee Savings Marketplace today! Click here or call 1-800-565-3712.
Housing savings
Save on housing while on assignment with our partners, click here.
Benefit coverage will continue with no interruptions if there is a 30 day or less gap between assignments. If you do not return to work within 30 days, benefit coverage
I need a termination letter showing my last day worked. How can I get that?
After your final day on
How can I access my W-2s?
If you need your W-2 prior to 2021, feel free to email hr@prolinkstaff.com; however, all other W-2s are now available in Workday.
To access Workday, click here. We recommend using the most recent versions of Google Chrome, Safari, or Firefox to search. You may experience issues with other browsers or old browser versions.
- To view your W-2, click on the “Pay” icon on the Workday home page. Under “View,” click on “My Tax Documents.”
- Under the “Employee Copy” section, select “View/Print” to view and download your W-2.
Can I Select Benefits When I Start a New Assignment?
Starting a new assignment, extending an assignment, or moving to a new facility are not qualifying events to elect/change benefit coverage if you have less than a
How can I update my name due to a name change?
You can update your name in
I submitted a name change request in Workday. How can I get new benefit cards?
After your name change request has been approved, your change will be automatically sent to the providers. They will issue you updated cards reflecting the name change.
How can I update my address in Workday?
To change your address, login to Workday, click on “View Profile” in the top right corner, then select “Contact” on the left side, and click on “Edit Home Contact” information.
If you are having trouble accessing your account, visit the above section entitled “Workday login issues.” If you are still experiencing difficulty logging in, email workday@prolinkstaff.com for assistance.
To show our commitment to you as a part of our Prolink Family, we are constantly monitoring CDC guidelines to update our company policies and procedures. This is to ensure we are proactively addressing safety provisions and industry best practices.
Our ultimate priority is to support you and your health. Should you be placed in a facility where you are exposed to the Covid-19 virus and placed on a facility-mandated quarantine due to facility exposure, you may receive the hourly wages and stipends outlined in your offer letter. Eligibility for quarantine pay occurs if the client in which you are working offers payment for quarantine time off or if otherwise required by state of local law.
Paid sick leave may be utilized if you work in a state and/or municipality that mandates paid sick leave provided you are out of the waiting period and have a previously accrued balance available. To qualify, you must also meet Prolink’s Multistate Paid Sick Leave guidelines as indicated in the policy. The use of paid sick leave is not required.
Return to work timing is dictated by the facility. Testing as a condition to return to work may or may not be required.
If you miss work due to a positive test result or Covid symptoms due to facility exposure, ensure you notify your recruiter and the Prolink team of the exposure at covid@prolinkstaff.com.
If you have any questions, please reach out to your recruiter.
Company Policies and Best Practices
Attendance
Being on time is essential. You must be prepared to start work and remain at work throughout your scheduled shift unless otherwise directed by your facility supervisor or Prolink. Arriving late or being absent is disruptive and must be avoided when possible.
Your work hours and work schedules are set forth in the offer letter; these hours and schedules will be communicated by your recruiter and defined by the facility in which you are assigned. Adjusting workdays or hours may only be done with prior approval from your facility supervisor. If you must call in, call off, use sick time, or utilize other time off, you should communicate to the facility and your recruiter as soon as possible, or in advance if you aware of the need.
Be sure to check with your facility supervisor on their preferred method of reporting time off and follow the guidance they provide.
Unplanned Absences
If you will be absent or late to work for any reason, you must call both your facility supervisor and recruiter as soon as you are aware of the situation and in all cases before your normal starting time. If you are unable to reach either the facility supervisor and/or recruiter, you must leave a voicemail message, email, or text message noting the absence. You should follow this procedure for every absence unless you have previously made your facility supervisor aware that you will be out for a longer period and have been expressly excused from calling every day.
See the Handbook’s Attendance and Work Schedules for additional information.
Bereavement Leave
While Prolink does not offer formal bereavement leave while on assignment unless otherwise required by state or local law,
It is important to remember that you must have approval from your facility supervisor and recruiter in advance of any scheduling changes and/or accommodations, as an absence from work without communication may be interpreted as job abandonment.
Time Off (Unpaid)
When on assignment, you are not eligible for paid time off (PTO) unless indicated otherwise by state requirements. Time off work is unpaid and must be approved by your facility supervisor and recruiter. Time off should be reported as soon as possible, and no less than two hours prior to your next scheduled shift. Check with your facility on their preferred method of reporting time off.
See the Handbook’s Attendance and Work Schedules for additional information.
Paid Sick Leave
Prolink provides paid sick leave in compliance with the applicable laws of the state and locality in which you are assigned to work.
During an assignment with Prolink, you may use previously accrued, but unused paid sick leave from previous assignments. However, you will not accrue any additional paid sick leave during any assignment that is in a state and/or locality that does not have a paid sick leave law or ordinance.
Although the paystub may list “available” sick time, paid sick leave is only available for use once the waiting period has passed. In addition, paid sick leave is available only for days in which you would have been scheduled to work but were unable to work because of a reason outlined in Prolink’s Multistate Paid Sick Leave Policy.
If you have questions after reading Prolink’s Multistate Paid Sick Leave Policy, ensure see the below policy section and contact Human Resources.
Covid Pay
To show our commitment to you as a part of our Prolink Family, we are constantly monitoring CDC guidelines to update our company policies and procedures. This is to ensure we are proactively addressing safety provisions and industry best practices.
Our ultimate priority is to support you and your health. Should you be placed in a facility where you are exposed to the Covid-19 virus and placed on a facility-mandated quarantine due to facility exposure, you may receive the hourly wages and stipends outlined in your offer letter. Eligibility for quarantine pay occurs if the client in which you are working offers payment for quarantine time off or if otherwise required by state of local law.
Paid sick leave may be utilized if you work in a state and/or municipality that mandates paid sick leave provided you are out of the waiting period and have a previously accrued balance available. To qualify, you must also meet Prolink’s Multistate Paid Sick Leave guidelines as indicated in the policy. The use of paid sick leave is not required.
Return to work timing is dictated by the facility. Testing as a condition to return to work may or may not be required.
If you miss work due to a positive test result or Covid symptoms due to facility exposure, ensure you notify your recruiter and the Prolink team of the exposure at covid@prolinkstaff.com.
If you have any questions, please reach out to your recruiter.
Prolink is committed to your wellbeing and safety while on assignment. Every employee at Prolink has the important role to ensure they comply with and assume the responsibility of their specified duties as outlined by Prolink as well as those provided to you by the client at each facility assignment site.
In the event of an emergency, be sure to get to a safe space and call 911 for emergency assistance when needed.
To see Prolink’s workplace safety guidelines related to violence, health illness prevention, fire and safety prevention, emergency closures, adverse weather action plans, and active attached preparedness and responses, see Prolink’s Handbook, Injury and Illness Prevention Program (IIPP) and Prolink’s Employee Health and Safety Action Plan.
Steps to Filing a Worker’s Compensation Claim:
As soon as an injury occurs follow the below steps:
- Employee should send an email with the following parties included giving a brief explanation of what happened: facility direct supervisor, Prolink Recruiter and Prolink Human Resources (hr@prolinkstaff.com). Employees should provide the following personal information:
- Full Name of the injured employee
- Cell phone number
- Personal e-mail
- Social Security Number
- Date, time, and location of accident or Injury
- Detailed description of accident or incident
- Name of anyone who may have witnessed the accident/injury
- Date and time when employee began losing time from work (if applicable)
- Prolink’s HR team will send the employee a workers compensation form with contact information to connect with Prolink’s’ workers compensation vendor if appropriate. The vendor and the employee will connect in regards to next steps.
- If applicable, the vendor will submit the claim information to insurance and the employee may be assigned a claim number that will be provided. The injured worker may then share the claim number with the treating / billing entity and have them include that number with their invoice.
- A claims adjuster may be assigned to the case, if assigned they will reach out to the injured employee with next steps. They will be the employees’ primary point of contact regarding the claim.
For questions on worker's compensation, please see Prolink's Worker's Compensation Policy.
Prolink offers equal opportunity to all qualified employees and applicants for employment without regard to race, color, religion, national origin, sex, pregnancy, sexual orientation, gender identity or expression, age, marital status, military or veteran status, physical or mental disability, genetic information, or any other category protected by applicable federal, state or local laws.
Prolink also will not discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
It is also Prolink’s policy not to discriminate because of a person’s relationship or association with a protected veteran. This includes spouses and other family members. Prolink will safeguard the fair and equitable treatment of protected veteran spouses and family members with regard to all employment actions and prohibit harassment of applicants and employees because of their relationship or association with a protected veteran.
This policy is applicable to recruitment, hiring, rates of pay, job assignments, promotion, training, discipline, and all other terms and conditions of employment. All employees, including but not limited to supervisors and co-workers, and third parties are expected to comply with this policy. Supervisors who are responsible for meeting business objectives are expected to cooperate fully in meeting our EEO objectives.
If you believe, are aware of, or have been subject to conduct that violates this policy, you must immediately report the concern to Human Resources. Once a complaint is received, Human Resources or another appropriate individual will begin a prompt and thorough investigation. You will not be retaliated against for making complaints or participating in an investigation. Violations of Prolink’s policy against discrimination will result in discipline up to and including termination.
Prolink maintains a working environment free from all harassment and intimidation based on any category protected by applicable federal, state, or local laws. Harassment in any manner or form is expressly prohibited and will not be tolerated. Prolink is committed to vigorously enforcing this policy.
Prolink will not condone or tolerate harassment of employees by coworkers, talent, supervisors, contractors, clients, vendors, suppliers, or other third parties in the workplace or at any job site. Consequently, any employee who engages in such conduct will be subject to discipline up to and including discharge.
Prolink will not tolerate retaliation against any employee for making a complaint under the policy or for cooperating in an investigation of any complaint under this policy.
If you feel that you have been a victim of some form of workplace harassment, discrimination, or conduct that otherwise violates this policy, you must immediately report the incident to your facility supervisor and your recruiter, Human Resources, or another member of Prolink management. Reports can also be made by submitting a ticket to Human Resources or emailing hr@prolinkstaff.com. All reports of harassment will be treated seriously and, to the greatest extent practicable, confidentiality will be maintained consistent with a fair and thorough investigation.
Please see the full policy in the handbook for more information including definitions, examples and how to report harassment and discrimination.
Employees are prohibited from smoking in Prolink or client facilities. Additionally, smoking and the use of tobacco products is banned while on company business or events, while in transit on company assignments, and within 50 feet of any buildings, which includes the parking lots or outdoor areas surrounding the workspace. The Company does not allow smoking breaks off premises. Smoking breaks must occur in designated areas and during designated times. No additional breaks beyond those allowed under the Company’s break policy may be taken for the purpose of using tobacco products. Employees must not have the smell of smoke or tobacco products on their person during working hours.
Here at Prolink, we understand social media is a fun way to share your life and opinions with family, friends, and co-workers. However, the use of social media presents certain risks and responsibilities. To assist you in making responsible decisions when using social media, please see the Social Media Acceptable Use Policy in Prolink’s Handbook.
Problems, misunderstandings, and frustrations may arise in the workplace. It is Prolink’s intent to be responsive to its employees and their concerns. Conflict resolution is a broad term covering informal and formal procedures for hearing and resolving employee complaints. Therefore, an employee who is confronted with a problem may use the procedure described below to resolve or clarify his or her concerns.
Initially, employees should bring their concerns or complaints to their facility supervisor and their recruiter, who may work with the client, facility, or with other Prolink employees to resolve the issue. If the initial discussion does not resolve the problem, if the employee is uncomfortable reporting to their recruiter, or if the recruiter is unable to respond to the complaint, the employee should contact Human Resources. No Prolink employee will be subject to retaliation for filing a complaint under this procedure.
Prolink reserves the right to impose appropriate disciplinary action for any conduct it considers to be disruptive or inappropriate. Prolink may impose discipline based on information shared by the facility or client to whom an employee is assigned. The circumstances of each situation may differ, and the level of disciplinary action may also vary, depending on factors such as the nature of the offense, whether it is repeated, the employee’s work record and the impact of the conduct on the organization.
Clink the below hyperlink to acess additional Prolink Policies
- Employee Health and Safety Action Plan
- Employee Personnel Records Policy
- External Referral Bonus Policy
- External Talent Travel Reimbursement Policy
- Fair Competition and Anti-Corruption Policy
- Incident Response Plan
- Infectious Disease Control Policy
- Injury and Illness Prevention Program (IIPP)
- Multistate Paid Sick Leave Policy
- Per Diem Policy
- Social Media Acceptable Use Policy
- Social Responsibility Policy
- Worker's Compensation Policy
- Workplace Violence Policy
