Code of Ethics
Nycor's commitment to unyielding ethical standards has been a constant
throughout our history. The links below list the codes of ethics we support.
MAPS State Codes of Ethics
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.
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.
- 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.
- 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.
- 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.
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.
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.
- 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.
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.
NOTE: These Standards of Ethical Practices are in no way to supersede or replace
the requirements of local ordinances.
NAPS National Codes of Ethics
As a condition of membership in the NAPS, each member pledges its support of,
and adherence to, the principles set forth below. Through their voluntary
compliance with these principles, NAPS members acknowledge that such compliance is
in the best interests of the personnel services profession, its customers, and its
employees.
- 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.
- 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.
- 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.
- Information about a candidate will be used only for the purpose of finding
employment for that candidate. Confidential information shall be treated
accordingly.
- 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.
- 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.
- 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.
- A candidate shall be referred to the employer/client for interview only with
prior authorization of the employer/client, which may be given verbally.
- 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.
- 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.
- Direct mail, bulletins and resumes of candidates presented to
employer/clients shall represent bona fide candidates.
- 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.
- Employees shall be assigned to client companies for which a written or verbal
job assignment has been given by the client company's representative.
- 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.
- 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.
- Information about temporary employees shall be used only for the purpose of
assigning the employee for temporary work. Confidential information shall be
treated accordingly.
- A temporary employee shall be aware of charges, if any, before being
permitted to incur any obligation to the temporary service.
- 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.
- Employer financial and legal responsibilities to temporary employees shall be
met in a timely manner.
- 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.
- A temporary employee's experience and qualifications shall be stated as
accurately and fully as possible to the extent requested.
- 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.
- 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.
- Communications, written or verbal, with clients regarding temporary workers
shall represent bona fide temporary employees and their qualifications.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- 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.
- All advertising promotion of announcements regarding certification must
conform to the standards and format of the NAPS Certification Program.
- Temporary assignments listed in newspapers or other media shall be
representative of the types of openings actually available through the temporary
service.
- No candidate shall be obligated for a placement fee until an offer and
acceptance has been made between employer and candidate.
- 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.
