Please familiarize yourself with the Introduction to Contingent Worker Policies prior to referencing the Contingent Worker Engagement policy. The following content represents Intel's Contingent Worker Global Engagement Policy and, as a minimum requirement, should be followed at all times. There may be additional, more stringent, requirements and restrictions based on particular ...business group policies, as well as local country laws. However, at no time should business group or local country policy variations be any less stringent than the CW Engagement Policy. Failure to follow the entire or any part of the CW Engagement Policy may result in disciplinary action, up to, and including termination. Important Note: Contingent Worker guidelines may vary depending upon the country, so it is important you read and understand the general guidelines below as well as the country specific guidelines listed in the Geo section of this policy. Policy Index I. Engagement Policy Overall Requirements II. Specific Rules by Contingent Worker Classifications A. Outsourcing / Outsource Services Contingent Worker (OS CW) B. Staff Augmentation Contingent Worker (SA CW) C. Independent Contractor (IC) III. Other Overall Requirements A. Timecard Compliance B. Training C. Recognition D. Attending Intel Sponsored Events E. Compensation F. Performance Management G. Organization Charts H. Vacations I. Former Employees (BB, ICE or intern) Returning as Contingent Workers J. Intel Employees Providing Services as Contingent Workers K. Contingent Workers Hired by Intel as Employees L. Engagement of Family Members as Contingent Workers M. Contingent Workers Representing Themselves as Intel Employees: E-mail Signature, Business Cards and Other Communications N. Global Immigration Rules VI. GEO Requirements A. Latin America Region B. Greater Asia Region C. Greater European Region V. Matrices Time Away & Duration Matrix I. Engagement Policy - Overall Requirements Policy definitions/terminology can be found here. Overview: The Sponsors are assigned to help ensure contingent workers (CWs) are following Intel policies. Intel engages with third party companies, called Suppliers that employ individuals who are assigned to Intel as CWs to perform specialized services, temporarily augment Intel’s workforce or assist Intel with maintaining a flexible workforce where resource requirements fluctuate with demand. Typically there is a contract between Intel and the Supplier that describes the scope of work and services to be performed by the CWs. As the employer, the Supplier is responsible for paying the CWs their compensation, providing benefits, and withholding and paying taxes. The Supplier is also responsible for hiring, firing and managing CW performance and disciplinary issues, including those arising from Intel assignments. Intel may require the Supplier to remove a CW from an Intel assignment as long as this is specified in the contract between Intel and the Supplier. What is the risk associated with CWs engagement? According to legal principles, when certain factors are present in the working relationship between a contracting company such as Intel and a CW, the company can be at risk of being determined a legal employer. These factors can include integration in the Intel environment and level of control over the CW. When a company is found as the legal employer under these circumstances this is sometimes referred to as “co-employment” or “de facto” employment. The law imposes many obligations on companies found to be an employer of a CW. It is they obligation of all Intel employees to Read the full Contingent Worker Engagement Policy.