Employee Merchandiser

Handbook

Welcome

to

Match Marketing!

We believe that our

employees play a major

role in our company’s

success. Our goal is to

support the personal and

professional growth of our

employees.

7361A Coca Cola Drive

Hanover, MD 21076

443-688-5100

www.convergencemktg.com

www.matchmg.com

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ACKNOWLEDGMENT AND RECEIPT

OF EMPLOYEE HANDBOOK

This employee handbook supersedes all previous employee handbooks.

I have received a copy of the employee handbook. I understand that I am to read and become

familiar with the contents. If I have questions, I understand that I should talk to my Supervisor or

the Human Resources Manager.

Further, I understand that:

This handbook is not intended to, nor does it create promises or representations of continued

employment. Every employee has an At-Will relationship with the Company. This means that I

am free to terminate my employment, just as the Company is free to terminate my employment,

for any or no reason, with or without cause, or the use of progressive discipline, and with or

without notice at any time.

This handbook represents a summary of the more important Company guidelines at the time of

publication, and it not intended to be all inclusive. Apart from our policy of At-Will employment

and those policies required by law, the Company may change its policies or practices at any time

without prior notice.

Further, I understand that this document will become part of my personnel file.

Employee Signature_________________________________________Date________________

Employee MC ID Number________________________________________________________

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About Match Marketing

Welcome to Match Marketing! Here you will be part of a staff of over 5,000 employees across the United States and Canada. We have developed a reputation for helping our clients implement great merchandising programs. We care about the end result and that means earning our place as a trusted partner. Our wholly owned resources integrated with our advanced technology are delivering solutions that sell and programs that work. Our mission is to provide a one-stop source of best-in-class assistance to our clients and our employees.

Company Overview Back in 2001, our unit was known as Convergence Marketing . When the organization first began there were 4 employees. Since this humble beginning, the company has now grown and expanded to over 5000 employees across the United States and Canada. In September 2013, Convergence Marketing partnered with Match Marketing. We are really excited to be part of the acquisition with Match Marketing as we are now part of a $200M entity with strong financial stability. We have a whole new host of clients that are bringing more merchandising work and consistency. Our business unit is now referred to as Match Marketing. For those interested in other types of in-store work including: Brand Ambassadors, Mobile Tours and Events there are also opportunities available to you. Please feel free to check out our parent company, Match Marketing at www.matchmg.com. Match has developed a reputation for helping our clients implement great merchandising programs. We care about the end result and that means earning our place as our client’s trusted partner. Our wholly owned resources integrated with our advanced technology are delivering solutions that sell and programs that work. We are glad you are now part of the Match Marketing team and want to share the company handbook with you to provide an overview of our services, policies, and procedures as we believe that our employees play a major role in our Company’s success. We seek to create an atmosphere within the Company that will allow all employees to feel a genuine sense of accomplishment. We are committed to maintaining a working environment that is

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respectful and free of discrimination toward any employee because of age, sex (including pregnancy ), race, color, religion, national origin, disability, sexual orientation, marital status, veteran/military status, or any other personal characteristic protected by law. Through the contribution of our employees and the recognition of their efforts, we believe that the Company can achieve a level of performance, which will provide each of us with a sense of pride. We hope that you will enjoy working for our Company. Questions regarding the guidelines should be directed to your immediate supervisor, or to the Human Resources Department.

Why you are important to our Team You are the first step in assuring we meet our client’s expectations. Your hard work is what makes us look good to our client! Again, we welcome you and encourage you to ask your questions, learn by them and become an integral part of our Company.

Our Unit’s Services

Merchandising Services

Certified employee retail organization with full time management and supervision across the U.S. and Canada. Centralized web based technology, deployment and advanced data retrieval. Three powerful divisions are providing the best in retail merchandising services.

PROJECTS AND SERVICES

Retail program solutions for retailers and brands

Planogram and Department Resets Product Launches Service Continuity and Detailing POP Placements and Display Set-ups Reset Ready™ Cosmetics Programs

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WALL TO WALL/REMODEL

Expert total store and major project teams

New Stores Refresh and Remodel Stores Banner Conversions Technical Installations

OVERNIGHT

Overnight field force brings a new meaning to: Speed to Market

Reset Teams Pack-out Store Programs Major Installations Store In Store Programs

BRAND AMBASSADOR PROGRAMS

In store product representation

Demonstrations

Consumer education __________________________________________________________________________________________________________________

Equal Employment Opportunity Statement

erge provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to age, sex (including pregnancy ), race, color, religion, national origin, disability, sexual orientation, marital status, veteran/military status, or any other personal characteristic protected by law in accordance with applicable federal, state and local laws. Convergence Marketing complies with applicable federal, state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. Match Marketing expressly prohibits any form of unlawful employee harassment based on age, sex (including pregnancy), race, color, religion, national origin, disability, sexual orientation, marital status, military status, or any other personal characteristic protected by law. Improper interference with the ability of Convergence Marketing employees to perform their expected job duties is absolutely not tolerated.

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Americans with Disabilities Act (ADA) and the ADA Amendments Act (ADAAA) It is the policy of Match Marketing to comply with all federal and state laws concerning the employment of persons with disabilities, including the Americans with Disabilities Act, as amended. . Furthermore, it is our company policy not to discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training or other terms, conditions and privileges of employment. The company will reasonably accommodate qualified individuals with a disability so that they can perform the essential functions of a job unless doing so causes a direct threat to these individuals or others in the workplace and the threat cannot be eliminated by reasonable accommodation and/or if the accommodation creates an undue hardship to Match Marketing Contact the Human Resource department with any questions or requests for accommodation.

Harassment and Discrimination

Match Marketing has a “zero tolerance policy” regarding any type of discrimination or harassment in the workplace or in any situation that is work related (such as at off-site meetings, work sites, customer premises, and the like). We prohibit discrimination and harassment on the basis of age, sex (including pregnancy ), race, color, religion, national origin, disability, sexual orientation, marital status, military status, or any other personal characteristic protected by law. Prohibited discrimination and harassment is considered to be a serious act of misconduct and grounds for disciplinary action, up to and including discharge. Harassment Generally

Harassment is defined as unwelcome or unsolicited comments or conduct that target a person based on his/her protected characteristic and that is so severe or so pervasive that it interferes with an employee's job performance or creates an intimidating, hostile or offensive working environment. Some examples of what may be considered harassment, depending on the facts and circumstances, are the following:

Verbal Harassment -- Derogatory or vulgar comments regarding a person's age, sex (including pregnancy ), race, color, religion, national origin, disability, sexual orientation, marital status, military status, or any other personal characteristic protected by law. Verbal harassment also includes threats of physical harm.

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Distribution of written or graphic material which relates to race, age, gender, disability or other protected characteristic and which could be viewed as offensive, vulgar or derogatory may also constitute harassment.

Physical Harassment -- Hitting, pushing or other aggressive physical contact, touching or threats to take such action may constitute harassment where such actions are based on an individual’s age, sex (including pregnancy ), race, color, religion, national origin, disability, sexual orientation, marital status, military status, or any other personal characteristic protected by law.

Sexual Harassment Unwelcome sexual advances, requests for sexual favors, and other physical, verbal, or visual conduct based on gender constitutes sexual harassment when 1) submission to such conduct is an explicit or implicit term or condition of employment; 2) submission to or rejection of the conduct is used as the basis for an employment decision; or 3) the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. This can include threats that are not carried out. A sexual advance is not needed for conduct to constitute sexual harassment. Threats, harassing remarks, insults, and demeaning behavior on the basis of gender are considered sexual harassment. Sexual harassment may also include explicit sexual propositions, sexual innuendo, suggestive comments, gender-based slurs, sexually oriented or gender-based “kidding” or “teasing,” “practical jokes,” jokes about gender-specific traits, and improper physical contact, such as patting, pinching or brushing against another’s body. Sexual harassment may include verbal or physical conduct of a sexual or gender-based nature engaged in by a person of the same sex as well as of the opposite sex. Sexual harassment does not refer to occasional compliments of a socially acceptable nature or welcome social relationships.

Sexual Harassment Education Laws vary from state to state. The Human Resources Department will inform you of state or federal guidelines as they change in regard to employers training their employees on sexual harassment.

Steps to Take & Frequently Asked Questions Pertaining To Harassment or Discrimination 1. What to do if you believe you have been discriminated against or harassed.

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If you believe you have been the subject of any form of discrimination or harassment, whether by a supervisor, a co-worker, an employee of another merchandising company, a vendor, or a customer, you should immediately bring the subject to the attention of your Convergence Marketing supervisor, or the Convergence Marketing Human Resources Department at 443-688-5124.. If your manager or a Human Resources representative is the source of the harassing conduct, or if for some reason you feel uncomfortable discussing the matter with them, you should contact any member of management, including the President. 2. What the Company will do about complaints of discrimination and harassment. The Company will investigate all claims of discrimination and harassment, and determine the appropriate remedy. Disciplinary action, up to and including termination, may be taken where an individual has been found to have engaged in harassment in violation of this policy. In conducting an investigation, the Company will respect the privacy of all concerned, however, complete confidentiality may not always be possible because of the need to conduct an investigation and take steps necessary to eliminate the problem. 3. There will be no retaliation for complaints. This policy prohibits any retaliation against any employee for raising a good faith complaint of harassment, for participating in the investigation of a complaint, or for providing information concerning an alleged violation of this policy. ______________________________________________________________________________________________________

Progressive Discipline Every employee has the duty and the responsibility to be aware of and abide by existing rules and policies. Employees also have the responsibility to perform his/her duties to the best of his/her ability and to the standards as set forth in his/her job description or as otherwise established. Match Marketing supports the use of progressive discipline when deemed appropriate to address issues such as poor work performance or misconduct. Our progressive discipline policy is designed to provide a corrective action process to improve and prevent a recurrence of undesirable behavior and/or performance issues. Our progressive discipline policy has been designed consistent with our organizational values, HR best practices and employment laws. Outlined below are the steps that generally make up our progressive discipline policy and procedure. Match Marketing reserves the right to combine or skip steps in this process or forego the process entirely depending on the facts of each situation and the nature of the offense. The level of disciplinary intervention may also vary. Some of the factors that may be considered are whether the offense is repeated despite coaching, counseling and/or training; the employee's work record; and the impact the conduct and performance issues have on our organization. The following outlines Match Marketing’s progressive discipline process:

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Verbal warning: A supervisor verbally counsels an employee about an issue of concern; a

written record of the discussion may be placed in the employee's file for future reference. Written warning: Written warnings are used for behavior or violations that a supervisor

considers serious or in situations when a verbal warning has not helped change

unacceptable behavior or is determined to be inadequate as a first step. Written warnings are placed in an employee’s personnel file.

Disciplinary Suspension: A suspension from work without pay of a day or more for violations of Company policy may be imposed, particularly where verbal or written warnings have proved ineffective or management determines in its sole discretion that the nature of the violation warrants a suspension from work.

Final warning/Performance improvement plan: In instances in which an individual’s

performance or behavior has not improved and additional corrective action is determined to be warranted, the employee may be given a final warning or placed on a performance improvement plan (PIP). A final warning or PIP also may, in some instances, be initiated without being preceded by an oral or written warning. PIP status will last for a predetermined amount of time, which generally will not exceed 90 days. Within this time period, the employee must demonstrate a willingness and ability to meet and maintain the conduct and/or work requirements as specified by the supervisor and the organization. At the end of the performance improvement period, the performance improvement plan may be closed or, if established goals are not met, dismissal may occur.

Match Marketing reserves the right to determine the appropriate level of discipline for any inappropriate conduct, including oral and written warnings, suspension with or without pay, demotion and discharge.

Employment Verification

Employment Verifications are conducted through the ADP The Work Number Service. The Work Number can be reached at 866-604-6572. Please give the employer code 16482. Match Marketing will not provide references and will only confirm dates of employment, job title, and wage rate when requested by another employer in writing.

New Hire Orientation

Please be sure that you attend the new hire orientation teleconference. If you have not yet completed your new hire orientation, please call us at 866-249-6128 and we will be sure to invite you to the next scheduled call. During this call you will learn how to report your first shift.

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Dress Code

It is important to us and our clients that you dress professionally and safely for each and every

job you accept and complete for Match Marketing.

Permitted

Attire: When calling on stores appropriate attire will consist of:

◦ The MatchConverge logo shirt (OR a neat blue or black shirt that has a collar)

◦ Khaki or slacks (black jeans are permitted, however, they must be clean and neat)

◦ Both the shirt and slacks should be pressed, clean and durable. Shirt must be

tucked in at all times.

Shoes: Should be safe, comfortable, and of a material that will support a shine.

◦ Opened toe sandals are not permitted.

Hair: Hair is to be neat and well groomed.

Jewelry: Jewelry which is excessive or jewelry that impedes work performance will not

be permitted.

Not Permitted

Jeans (unless otherwise specified-ALWAYS ASK YOUR SUPERVISOR FIRST)

Sweatshirts or Hoodies

T-shirts

Ball Caps or other head coverings (such as bandanas)

Open-toed shoes

Excessive jewelry *If you have questions regarding dress code, please contact your Area Manager.

You may also view suggested dress photos in your web portal. Dress Code is reviewed also on

the new hire orientation teleconference.

Also don’t forget, the following is not permitted when in the stores:

Headphones, MP3 players

Cell Phones (Must be placed on vibrate and only used on breaks)

Food or Drinks

◦ All items must be paid for before eating

◦ Keep your receipts (a good rule of thumb is to tape your

receipt to food and drink items)

Remember… You are representing Match Marketing to our clients!

Put your best foot forward!

The Match Merchandising online store is now available. A variety of logo items will be available for purchase. Please visit the store’s website at

http://www.promoplace.com/37633/stores/convergence

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Safe Work Environment

Employees should be alert to any possible threats to the safety or health in the work environment and should report any possible hazards to their Match

Marketing Supervisor or Human Resources promptly. For more information on workplace safety and Convergence Marketing’s expectations, please consult the Merchandising Employees Safety Manual. The possession or use of dangerous substances on

Company premises, including weapons, firearms or explosive devices, violates Company policy and will not be tolerated. Such actions will result in disciplinary action up to and including dismissal and may subject an employee to prosecution. ALL EMPLOYEES are encouraged to participate in our Paid Safety Certification Program. The certification may be accessed at www.convergenceuniversity.com. If you have questions on how to take the online safety certification, please contact your Area Manager.

Workplace Injuries

If you or someone you witness is hurt on assignment, please contact your manager immediately.

If it is a medical emergency, please seek medical attention. If you are unable to reach your

supervisor, please contact the Human Resources Department at 866-249-6128. ALL INJURIES

AND INCIDENTS ARE TO BE REPORTED WITHIN 24 HOURS!

We recognize that a safe work environment can only be established and sustained through a

united effort by all employees. Your cooperation in the program is vital and will help

MatchConverge achieve our goal: “No One Gets Hurt!”

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Safety is as EASY AS A-B-C

Always Be Careful. Match Marketing expects that all employees will practice good safe work

habits and follow all safety mandates, company expectations, and regulations.

a. Immediately report all injuries and incidents to your supervisor.

i. If medical attention is necessary, go se a doctor first and then contact your

area manager.

b. Do not lift awkward or heavy materials alone. If in doubt, get someone to help or

contact your supervisor.

c. When lifting, use your legs, not your back. If something weighs over 30 pounds,

ask for assistance.

d. Clean up spills immediately and use caution signs to let people know the floor is

unsafe.

How to Safely Remove Fixtures from a Wall

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When removing fixtures from a wall, make sure you have a stable footing and place to set the

fixtures once they are off the wall.

Never stack anything too high to where it may be considered unstable.

How to Safely Open Boxes and Cartons

When opening boxes, RAZOR BLADES ARE TOO NEVER BE USED. You must utilize a

box cutter when opening boxes and cartons.

For additional safety tips, please visit the Safety Section in your web

portal at www.convergencemktg.com

Attendance

Match Marketing is depending upon you to complete accepted work assignments and to perform

them ON TIME AND WITH QUALITY!

If you cannot complete your assignments on time, you must contact your area manager

immediately.

◦ Preferably at least 24-hour notice so we can reassign the work

If you don’t notify your Area Manager that you will be unable to complete an

assignment, your MCID may be inactivated.

Discuss with your manager if the project you are assigned requires a daily call into an

electronic or IVR system.

Match Marketing has zero tolerance for NO CALL NO SHOWS.

Anyone who does not contact their manager in the appropriate manner, places themselves in

a position for disciplinary action, up to termination, and having their merchandiser account

profile deactivated.

Workplace Safety

Drug Free Work Place-SUBSTANCE ABUSE & DRUG SCREENS

Appearing for work under the influence of alcohol, illegal drugs, or illegally-used drugs violates Match Marketing policy. Possession, use or sale of controlled substances while you are engaged in work on behalf of Match

Marketing including at a worksite to which you are sent on behalf of Match

Marketing, or during work-related events, whether during or after working hours, is a violation of Match Marketing policy. Except at authorized Company sponsored activities, the sale or use of alcohol during working hours or on Company premises violates Match Marketing policy.

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Violators of this policy will incur disciplinary action up to and including dismissal from employment. Employee Assistance and Drug-Free Awareness Illegal drug use and alcohol misuse have a number of adverse health and safety consequences. Information about those consequences and sources of help for drug/alcohol problems is available from the Human Resource department. Match Marketing will in appropriate cases assist and support employees who voluntarily seek help for such problems before becoming subject to discipline and/or termination under this or other policies. Such employees may be allowed to use accrued paid time off, placed on leaves of absence, referred to treatment providers and otherwise accommodated as required by law. Such employees may be required to document that they are successfully following prescribed treatment and to take and pass follow-up tests if they hold jobs that are safety sensitive or that require driving or if they have violated this policy previously. Employees should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol. This policy does not prohibit employees from the lawful use and possession of prescribed medications. Employees must, however, consult with their doctors about the medications’ effect on their fitness for duty and ability to work safely and promptly disclose any work restrictions to their supervisor. Employees should not, however, disclose underlying medical conditions unless directed to do so.

Workplace Bullying Match Marketing expects individuals whom it employs to behave in a courteous and professional manner. Behavior that is disrespectful, threatening, and intimidating – including bullying behavior – will not be tolerated. Match Marketing defines bullying as “repeated inappropriate behavior, either direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment.” Such behavior violates the company Code of Ethics, which clearly states that all employees will be treated with dignity and respect. The purpose of this policy is to communicate to all employees, including supervisors, managers and executives, that the company will not tolerate bullying behavior. Employees found in violation of this policy will be subject to appropriate discipline, up to and including termination where warranted. Convergence Marketing considers the following types of behavior examples of bullying:

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Verbal bullying: Slandering, ridiculing or maligning a person or his/her family; persistent name calling that is hurtful, insulting or humiliating; using a person as the butt of jokes; abusive and offensive remarks.

Physical bullying: Pushing, shoving, kicking, poking, tripping, assault or threat of physical

assault; damage to a person’s work area or property.

Gesture bullying: Nonverbal threatening gestures or stares that convey threatening

messages.

Exclusion: Socially or physically excluding or disregarding a person in work-related

activities. If you believe you have been the subject of bullying, you should immediately bring the subject to the attention of your Convergence Marketing supervisor, or the Convergence Marketing Human Resources Department at 443-688-5124 so that appropriate action can be taken.

Violence in the Workplace

All employees, customers, vendors and business associates must be treated with courtesy and respect at all times. Employees are expected to refrain from conduct that may be dangerous to others.

Conduct that threatens, intimidates, or coerces another employee, customer, vendor or business associate will not be tolerated. Match Marketing resources may not be used to threaten, stalk or harass anyone at the workplace or outside the workplace. Match

Marketing treats threats coming from an abusive personal relationship as it does other forms of violence.

Indirect or direct threats of violence, incidents of actual violence and suspicious individuals or activities should be reported as soon as possible to a supervisor or Human Resources member or any member of senior management. When reporting a threat or incident of violence, the employee should be as specific and detailed as possible. Employees should not place themselves in peril, nor should they attempt to intercede during an incident.

Employees should promptly inform the Human Resource department of any protective or restraining order that they have obtained that lists the workplace as a protected area. Match Marketing will not retaliate against employees making good-faith reports.

Match Marketing will promptly and thoroughly investigate all reports of threats of violence or incidents of actual violence and of suspicious individuals or activities. The identity of the individual making a report will be protected as much as possible. Match Marketing will not retaliate against employees making good-faith reports of violence, threats or suspicious individuals or activities. In order to maintain workplace safety and the integrity of its investigation, Match Marketing may suspend employees suspected of workplace violence or threats of violence, either with or without pay, pending investigation.

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Anyone found to be responsible for threats of or actual violence or other conduct that is in violation of these guidelines will be subject to prompt disciplinary action up to and including termination of employment.

Match Marketing encourages employees to bring their disputes to the attention of their supervisors or Human Resources before the situation escalates. Match Marketing will not discipline employees for raising concerns in good faith.

______________________________________________________________________

Changing Your Personal Information

Address, phone, and email changes can be made by submitting a “Change of Information Form”

to the Human Resources Department via:

◦ Fax: 443-688-5083

◦ payrollquestions@matchconverge.com

o Name changes must go through HR and you will need to submit a copy of your new

Social Security card and an information sheet

o Banking changes must go through Payroll

◦ You will need to resubmit the direct deposit information with either avoided

check or letter from the financial institution including routing and account

numbers.

If you should have any questions regarding your payroll, please contact the Payroll

Department at 866-249-6128.

Payroll Cycle and Information

We process payroll 26 times each year – Please review a copy of

the payroll calendar located in your merchandiser web portal.

It is estimated that you should receive your paycheck approximately

13-20 days after completing an assignment provided you follow all

proper steps in reporting. However, please realize that MatchConverge

is not responsible for post office activities and WE STRONGLY ENCOURAGE YOU

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TO SIGN UP FOR THE ADP ALINE CARD OR DIRECT DEPOSIT TO PREVENT

ANY DELAYS.

Your 1st Check

◦ Your first pay check will be a live check mailed to your residence address. Direct

Deposit set ups will take 2-3 payroll cycles as ADP performs required testing

to ensure the account and routing numbers provided are correct.

After you have completed your assigned work

◦ You must report your assignment in your web portal at

www.convergencemktg.com within 24 hours of completion

A copy of the payroll processing calendar can be located in your merchandiser web portal.

Direct Deposit

We encourage you not to have to wait for your live check. We offer a variety of options such as

free checking and Direct Pay Cards through our partnership with Wells Fargo Bank and ADP.

If you are interested in obtaining a free checking or savings account, complete the application in

your employment packet or download a copy from your web portal and fax to

Wells Fargo directly at (410) 576-0695. For more information, contact Wells Fargo at (410)

787-6180.

If you have a current banking account with another financial institution:

◦ Complete your information for Direct Deposit using the MatchConverge direct

deposit form. Be sure to attach a voided check or letter from your banking

institution outlining the routing and account number.

◦ Direct deposit forms without a voided check or letter indicating the routing and

account number will not be able to be processed.

◦ Send all completed documents to us at 443-688-5083 or

payrollquestions@convergencemktg.com

◦ Direct Deposit set ups will take 2-3 payroll cycles as ADP performs required

testing to ensure the account and routing numbers provided are correct.

Benefits of Utilizing the ADP Website & Payroll Services

Don’t have or want a checking account? Enroll in the ADP

Aline Card!! It is Super Easy!

The Aline Pay Card by ADP allows employees to now have

direct deposit placed electronically onto their cards and

eliminate our staff having to wait for checks in the mail and be

able to access their funds immediately. Enrollment forms can

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be located in your web portal or by emailing us at payrollquestions@convergencemktg.com

Accessing Your Pay Stub/Benefits of using the ADP website

In January 2014 we partnered with ADP for Payroll Services, a new benefit for all

associates. The ADP website and payroll services provide you with the ability to check

your information about your pay or benefits at any time of day or night, 24 hours per day,

7 days a week.

You will also be able to make changes to your W4 without ever having to pick up the

phone. For W4 changes, simply type in your changes, print the form, and forward the

completed form to us at payrollquestions@matchconverge.com or via fax to 443-688-

5083.

By using the ADP website you will be able to easily keep track of the amount you have

earned in a certain period of time.

The site is also useful to you when you prepare your income tax returns as you can get all

your payroll information. If you plan on applying for a loan the site will also help you get

all your information that the lender may require. By using this site it makes it much easier

for you to plan your finances by being able to have your payroll statements which let you

know exactly how much you have earned.

When Will My ADP Account Be Set Up

Setting up direct deposit for your paycheck is very convenient. For direct deposit set up,

please complete the payroll direct deposit form. The form can be located in your web

portal at www.convergencemktg.com. Complete the form and return to the Payroll

Department at payrollquestions@convergencemktg.com.

It will take 2 to 3 payroll cycles for your direct deposit account to be set up through

ADP as we will need to conduct a “test deposit”. Once the direct deposit is in place,

you do not have to worry about lost checks, stolen checks or other problems. You can

even set up your direct deposit to split your paycheck between two or more accounts.

How to use the ADP iPay login & Access Your Pay Stub

If you are using the ADP website for the first time you will need to register a new

account before you can log in.

In order to obtain a copy of your pay stub, please follow the directions below on how to Register on ADP iPayStatements

1. Go to https://ipay.adp.com/

2. Click on “Register Now”.

3. Click on “Register Now” again

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4. Enter the Self Service Registration Pass Code which is: MATCHMG-1234 and click on “Next”

5. Enter your Identity Information First Name

Last Name

Social Security Number

Date of Birth

(If the information above is not an exact match of our payroll records you will be prompted to enter additional information from your most recent pay statement.)

6. Click on “Next”

7. Enter Email Address (Phone Number is optional)

8. Enter Place of Birth

Next you will complete the registration process by selecting a few security questions and select a password. Your password must contain between 8 to 20 characters and at least one alpha and one numeric character. You will be assigned a system generated User ID. The security questions will be used to verify your identity if you ever forget your user ID or password.

Upon completing the registration process, you may access your pay statements at https://ipay.adp.com/

We hope you will enjoy this new feature. We appreciate the opportunity to provide you with this exciting new way of viewing your pay information.

Store Recap and Payment Forms

Your recap and payment forms will be required for client documentation purposes and

analysis. Recaps and payment forms must be submitted to the Match Marketing corporate office

within 48 hours after your store completion date.

Make a copy of all recaps for your records and either upload the documents in your web portal or

mail the originals to us at:

Match Marketing

7361A Coca Cola Drive

Hanover, MD 21076

Note: Individuals who neglect to send in their Recap and Payment forms may be

disciplined and/or terminated for not adhering to company policy and procedures.

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The fastest and easiest way to submit recap and payment forms is through scanning and

uploading. At times, if you receive an error message that you file is too large, your file will need

to be resized. Please visit www.zamzar.com to resize your file and then reupload your file.

Zamzar allows you to resize any file types (PDF, JPEG, etc.)

Employee Loyalty Programs

Merchandiser Referral Program

Merchandisers are able to refer individuals for employment to MatchConverge.

When the referred merchandiser reaches 20 completed shifts and is in good standing

with the company, the referring merchandiser receives $50.00. This program

provides us with great opportunity to expand our staffing database and provide coverage

nationwide with qualified individuals.

Refer your colleagues, family, and friends. Encourage them to learn new skill sets. Certifications

such as cosmetic reset certifications are available online to all new hires.

Merchandiser STAR Retention Program

This program is designed to recognize merchandisers for their tenure with the

company.

STARS are disseminated according to how many assignments each merchandiser

completes. As they complete assignments they advance to the next STAR level. Each

time an employee advances to the next STAR level, they are sent the appropriate color

of STAR for their achievement level.

Merchandisers can proudly display the STAR pins on their uniforms so that

everyone can see their achievements and dedication to the company.

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STAR LEVELS

STAR Color Shifts Worked Award Received

Bronze Star 500-999 STAR Pin + $10 Bonus

Silver 1000-2499 STAR Pin + Jacket

Gold 2500+

STAR Pin + Watch +

Enrollment in alumni club +

name on company plaque

Merchandiser of the Month

Merchandisers are selected by their Area Manager for this award by achieving the following

levels of service:

Adherence to Schedule (either day of or week of)

Time to Report (one day or less)

Percent Hours Used (hours reported versus hours allotted per store)

Satisfaction Rating (QC Calls placed to the stores)

Going above and beyond the call of duty

The program is designed to demonstrate our appreciation for all of the

merchandiser’s hard work and efforts. They are also honored with a

certificate of award, employee of the month pin, a $25 American Express Gift Card, and their

name announced on the web portals at www.convergencemktg.com

Wells Fargo/Wachovia At Work Program

We have partnered with Wachovia (Wells Fargo) to provide our employees with free checking

and savings accounts. The program does not require a credit check and enables those who could

not normally obtain banking accounts the opportunity to do so. In addition to providing a free

checking or savings account, Wachovia also offers assistance and education to employees on the

following:

Investments and Mutual Funds

Rollover of a 401 K into an IRA

Line of Credit

Home Equity Loan

Credit Card

Page 22

Auto Loans

Safe Deposit Box

Online Bill Pay

Mortgage Loans

College Savings

If you should have any questions pertaining to how to obtain a Wells Fargo Checking or Savings

account, please do not hesitate to contact our Payroll Department at 866-249-6128 ext 3. or

emails us at payrollquestions@matchconverge.com

Payroll Department hours of operations are Monday through Friday from 8:00 a.m. to 5:30 p.m.

EST.

For additional information on other Wells Fargo programs, please visit their website,

www.wellsfargo.com.

Compensation & Mileage Reimbursement

Most jobs will pay “direct hourly.” Direct hourly is your hired hourly wage rate. This wage rate

was outlined in your welcome letter you received from the recruiter who hired you.

There are jobs that may pay flat rate or project hourly. Please be sure to understand the rate of

pay before accepting assignments with Match Marketing.

Mileage is paid when:

a) An employee travels between stores that are mandated by the Area Manager to be completed

on the same day. This mileage reimbursement is not part of your wage reimbursement.

b) If an employee drives over 60 miles to and from a store assignment

c) If an employee drives to an assignment outside of the reasonable commute utilizing

their personal vehicle. (A reasonable commute in most cases is under 1 hour.)

Mileage Reimbursement

Calculation = Total miles driven

minus 60 miles (30 miles to store

and

30 miles back) x from store x 30

cents = Total Mileage

Reimbursement.

Mileage is entered into your web

portal in the mileage area.

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California Employees ONLY - Business Realted Use of Personal Technology Devices

Reimbursement for Business-Related Use of Personal Technology Devices.

For those employees who are required by the Company to use their personal

technology devices, e.g., cellular phones and iPads, for business-related purposes, the

Company will reimburse each such employee One Dollar ($1.00) per pay check. If there

is any month in which the employee believes that the business-related use of the

employee’s personal technology devices exceeds this amount, the employee should

promptly advise their Area Manager and submit an expense form for reimbursement. The

expense form must be accompanied with proof of utilization. The Area Manager will

submit the expense to the Finance Department for review and processing.

Join Us On Social Media

Page 24

Company News, Articles of Interest, and Good News Shout Outs

We are now on Facebook, Youtube,

Instagram, and Twitter!

Like our Facebook page and join in the

conversation with other employees just

like yourself. Read our articles of

interests, job announcements, industry

news and good news shout outs!

Follow us on Twitter for up-to-the-minute

job postings and more!

Help Us Reach 10,000 Likes On Our

Facebook Fan Page.

Be our 10,000th Fan and receive special

recognition.

LinkedIn and YouTube are soon to come!

Match Marketing

7361 A Coca Cola Drive

Hanover, Maryland

21076

Find us on Facebook and the other sites above! Share your tips and tricks, team and individual

photos, and GOOD NEWS SHOUT OUTS from the field. We love hearing from you.

Page 25

Family and Medical Leave Act Overview

The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave

for specified family and medical reasons with continuation of group health insurance coverage

under the same terms and conditions as if the employee had not taken leave. Eligible employees

are entitled to:

Twelve workweeks of leave in a 12-month period for:

the birth of a child and to care for the newborn child within one year of birth;

the placement with the employee of a child for adoption or foster care and to care for the

newly placed child within one year of placement;

to care for the employee’s spouse, child, or parent who has a serious health condition;

a serious health condition that makes the employee unable to perform the essential

functions of his or her job;

any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter,

or parent is a covered military member on “covered active duty;” or

Twenty-six workweeks of leave during a single 12-month period to care for a covered

servicemember with a serious injury or illness if the eligible employee is the

servicemember’s spouse, son, daughter, parent, or next of kin (military caregiver leave).

The Family and Medical Leave Act (FMLA) is a federal law that provides job protected leave for

Associates who meet certain qualifications. An FMLA Leave may be for one’s own medical

condition or it may be to care for a qualified family member. The FMLA Leave is an unpaid

leave that can last up to 12 weeks (or up to 26 weeks in the event of military care giving). FMLA

Leaves that are related to one’s own medical condition may run intermittently and/or may run

concurrently with a Medical Leave, which may include Short Term Disability Pay, if eligibility

requirements are met. This policy is to advise you of the manner in which FMLA is applicable

within the Match Marketing Leave of Absence process. In addition to this policy, the Associate

handbook, the Family Medical Leave Notice, and the FMLA poster on the web portal address

your rights under FMLA. Some states have leave laws that differ from the FMLA. When state

law differs from the FMLA, the company will abide by both laws and provide the benefits, pay,

leave, and protections most favorable to the Associate under the applicable laws.

If you are, or will be on, a FMLA Leave, contact the Human Resources Department for the

appropriate forms: Family Medical Leave (FML) Policy Medical Leave Policy (if applicable,

for a Leave for your own medical condition) Continuing Your Benefits While on Leave Policy

Sick Time Pay Policy Eligibility To qualify for a FMLA job-protected Leave, you must have:

Completed a minimum of 12 months of cumulative service with the Company (periods of

reinstatement/rehire can be counted as long as the break in service does not exceed 7 years; and

Worked at least 1,250 hours with the company during the 12-months preceding the first day of

absence of the FMLA Lexave If a Military Leave occurred during the qualification period, the

time spent during the Military Leave shall count as time worked for FMLA eligibility purposes

(for both months of service and total hours worked) as if the Associate was working for the

Company during such leave. The following are examples of acceptable reasons for requesting

FMLA Intermittent time or FMLA Leave: your own serious health condition to care for a

seriously ill spouse, child or parent, or birth of a child and/or to care for a newborn placement

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of a child with the Associate for adoption or foster care and/or to care for the newly placed child

to care for a spouse, child, parent or next of kin who is a member of the Armed Forces and who

incurred a serious injury or illness during active duty to care for a spouse, child, parent or next

of kin who is a veteran of the Armed Forces and who is undergoing medical treatment,

recuperation or therapy, is otherwise in outpatient status, or is otherwise on the temporary

disability retired list, for a serious injury or illness that was incurred or aggravated while on

active duty in the Armed Forces Family Medical Leave (FMLA) Policy Family Medical Leave

Policy to care for a spouse, child, parent or next of kin who is a veteran of the Armed Forces

and was a member of the Armed Forces within the preceding 5 years before he or she began

treatment, recuperation or therapy for a serious injury or illness a qualifying exigency related to

a spouse, child or parent’s active duty in the National Guard or Reserves, and, in certain

circumstances, deployment to a foreign country due to active duty in the Armed Forces. See the

Match Marketing Military Leave Policy for additional information. Note: Any misrepresentation

by you to obtain any form of leave may be grounds for disciplinary action up to and including

termination of your employment. Duration Generally, eligible Associates are entitled to a total

of 12 weeks of FMLA Leave during any rolling 12-month period, counted backwards from the

date the leave starts. In the event FMLA Leave is necessary for military care giving, eligible

Associates are entitled to a total of 26 weeks of FMLA Leave in a single 12-month period. This

12-month period begins on the first day you take FMLA Leave to care for a covered service

member and ends 12 months later. This leave entitlement is applied on a per-covered service

member and perinjury basis, except that no more than 26 weeks of leave may be taken in a single

12-month period. If you are eligible for FMLA Leave for your own medical condition, such

leave will run concurrent with a Medical Leave, if applicable. In other words, FMLA Leave for

your own health condition also counts as Medical Leave. Your Responsibilities when Requesting

a Family Medical Leave Inform Your Manager When the need for continuous or intermittent

FMLA Leave is foreseeable, you must inform your Manager of the need for the leave. You

should report the FMLA Leave approximately 30 days prior to the start of the leave, if possible.

In situations where the need for leave cannot be anticipated 30 days in advance, you must

inform your Manager of the need for FMLA Leave as soon as practicable after you learn of the

need for leave. When planning non-emergency and non-critical medical treatment, you should

attempt to schedule the treatment so as to minimize the impact of your absence on company’s

operations. Associates seeking to use military caregiver leave must provide 30 days advance

notice of the need to take FMLA Leave for planned medical treatment for a serious injury or

illness of a covered service member. If leave is foreseeable but 30 days advance notice is not

practicable, the Associate must provide notice as soon as practicable – generally, either the same

or next business day. An Associate must provide notice of the need for foreseeable leave due to a

qualifying exigency as soon as practicable. When the need for military family leave is not

foreseeable, the Associate must provide notice as soon as practicable under the facts and

circumstances of the particular case. Contact the Leaves Administrator The same day you

inform your Manager of the need for FMLA Leave, contact the Human Resources Department to

request your leave by either completing an online application at aetnadisability.com or calling

toll-free (866) 249-6128. As a best practice, you should report your need for leave to the HR

Department approximately 30 days before your first day of absence. Family Medical Leave

(FMLA) Policy Family Medical Leave Policy FMLA Leaves reported to the Leaves

Administrator more than 14 calendar days after your First Day of Absence are subject to denial

for “late reporting.” Within 15 calendar days from the date of your request for a FMLA Leave,

you must supply the Leave Administrator with the required documentation to qualify your leave.

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Such documentation includes: A Healthcare Provider Certification Form and the Leave

Administrator request for medical information form. For FMLA Leave related to an Associate’s

own serious health condition or to care for the Associate’s seriously ill spouse, child or parent,

the U.S. Department of Labor Certification of Health Care Provider Form (for Employee’s

Serious Health Condition or for Family Member’s Serious Health Condition, as applicable) and

an Authorization to Release Protected Health Information form (Medical Release Form). (The

Certification of Health Care Provider Form can also be obtained from the Leaves Administrator

or the U.S. Department of Labor web site www.dol.gov). For a leave to care for a newborn,

the newborn’s birth certificate or appropriate hospital records reflecting the birth. For a leave

related to the placement of a child with the Associate for adoption or foster care, appropriate

adoption/court papers. For leave to care for a covered service member with a serious injury or

illness incurred in the line of duty, an Invitational Travel Order or Authorization or, in the

absence of such a document, the U.S. Department of Labor Certification for Serious Injury or

Illness of Covered Service member for Military Family Leave form and Medical Release Form.

For leave related to a qualifying military exigency, the U.S. Department of Labor Certification

of Qualifying Exigency for Military Family Leave. If your FMLA Leave is Denied Your

FMLA Leave may be denied for the following reasons: If you do not report your FMLA Leave

within 14 calendar days of your First Date of Absence If you do not provide the required

documentation to the Leaves Administrator within 15 calendar days after your FMLA Leave was

reported, or If your documentation does not support your requested Leave. If the company

has reason to question the validity of a Medical Certification provided by your health care

provider, the company may require you to obtain a second opinion, at the company’s expense,

from a health care provider designated by the company. In the event the second opinion differs

from the first, the company may require you to obtain a third and final opinion, again at the

company’s expense, from a health care provider jointly approved by the company and you. A

leave denial for failure to provide proper documentation and/or having 3 or more consecutive

days of absence associated with an unapproved leave of absence may result in disciplinary action

up to and including termination. Job Protection under the FMLA is not eligible for appeal.

Therefore, an appeal request applies only to your Medical Leave and Short-term Disability pay,

if applicable. Your Responsibilities while on FMLA Leave You may have to provide medical

re-certification in the following circumstances: Every 30 days At any point in which you

request an extension of leave When circumstances described in the original certification have

changed significantly, or When the company receives information which casts doubt on the

continuing validity of the certification. Family Medical Leave (FMLA) Policy Family Medical

Leave Policy When on an approved intermittent FMLA Leave, you are required to report your

FMLA related absences to your Manager and to the Leaves Administrator. You must provide

your Manager and the Leave Administrator with your FMLA Leave schedule in advance of the

time needed, whenever possible. When intermittent time is not foreseen, you must report the

FMLA-related time off as soon as possible, but no later than 2 days following your return to

work. You may be responsible for reporting your hours away from work to the Leaves

Administrator for the duration of your intermittent FMLA Leave. Detailed information related to

reporting your time can be obtained through the Aetna Leaves Administrator. If your FMLA

Leave eligibility expires and additional time-off from work is needed, you may request a

Personal Leave from your Manager. Please refer to the Personal Leave Policy for specific

eligibility information. Your Compensation while on FMLA Leave FMLA Leave is unpaid.

Associates on an FMLA Leave for his/her own illness may be eligible for Short Term Disability

pay, if you are also on an approved Medical Leave. Please refer to the Short Term Disability Pay

Page 28

Policy for specific information. Hourly and Commissioned Associates may request Sick Time

to cover any unpaid dates of leave. Please work with your manager, and refer to the Sick Time

Policy for additional information. Associates should not request Sick Time for approved leave

dates that are eligible for pay through the Short Term Disability Pay Policy. Your Benefits while

on Medical Leave If you are enrolled in any benefit plans that require premium payments or

contributions (e.g., Medical, Dental, Vision, Voluntary Life, LTD, FSA), you are still

responsible to pay any required premiums during your FMLA Leave. Please refer to the

“Continuation of Match Marketing Benefits While on Leave Policy” for additional information,

including when Benefits end. This policy is available on the Match Marketing Benefits website

at www.matchmg.com. Your Responsibilities at the End of Your Approved FMLA Leave You

should contact the Leaves Administrator and your Manager at least two calendar days prior to

your expected return to work to discuss your return. Upon a valid return from FMLA Leave,

you will be returned to the same position held before the leave or to an equivalent position with

equivalent pay and benefits. If you fail to return to work from an FMLA Leave, you may be

required to reimburse the company for the company’s cost of maintaining group health insurance

coverage for you and any dependents you have on the plan during the FMLA Leave. You will

not be required to reimburse the company for such costs if you did not return to work for reasons

beyond your control, such as the continuation, recurrence or onset of your own serious health

condition, or your spouse, parent, or child, or a serious injury or illness of a covered service

member, or other circumstances beyond your control. Manager Responsibilities When the

Associate requests a Leave Advise your Associate to report his/her FMLA Leave request to the

Human Resources through the on-line application process at aetnadisability.com or by calling

(866) 249-6128. Family Medical Leave (FMLA) Policy Family Medical Leave Policy If you

do not receive an email from the Leave Administrator confirming the Associate’s leave request

within three business days, you may review the Associate’s leave status on-line at

aetnadisability.com or contact the Leave Administrator directly. If your Hourly/Commissioned

Associate requests to use Sick Time for any unpaid dates of leave, enter the Sick Time into

Kronos. Sick Time will not automatically exhaust when the Associate initiates a leave. During

the Associate’s Leave You can view the status of any of your Associates out on a Leave of

Absence at any time by accessing the aetnadisability.com website or obtaining a report from the

location Management Assistant or HR representative. Remain in contact with your Associate

periodically throughout the leave. Periodic follow up helps to keep you and your Associate

engaged and helps keep you aware of his/her wellbeing. The Associate’s Return to Work You

should receive confirmation from both the Associate and the Leaves Administrator regarding the

Associate’s return to work within 5-7 days prior to the expected date of return. If you have not

received confirmation of the return to work, you should contact the Leaves Administrator to

verify the status of the Associate’s return to work. Once you have confirmed your Associate’s

ability to return to work, talk with the Associate about the specifics related to his/her return, such

as work schedules, arrival time, and any other pertinent information. If the Associate does not

return to work on the expected date of return and you have not received notification of the

Associate’s request to extend his/her FMLA Leave, contact your Human Resources

representative to determine the appropriate next steps. If the Associate advises you of work

restrictions upon his/her return to work, contact your Human Resources representative to

determine how to proceed. If you have any questions pertaining to Leaves of Absence policies

or processes, please contact the HR Department at 866-249-6128.

Page 29

Your Merchandiser Web Portal

Below are a few quick tips and tricks on how to utilize your merchandiser web portal. For a full

understanding and training, be sure to:

Attend the new hire orientation

Review the Web Portal Training at www.convergencemktg.com

Logging into your Web Portal

When you were hired, you were provided with your merchandiser identification number (MC ID

#). This is your unique identifier and is your log in to gain access to the web portal at

www.convergencemktg.com

Your password is always your first and last initial and the last four digits of your social security

number. If you are unable to log into your web portal, please call us at 866-249-6128 ext. 0.

Page 30

Portal Welcome Screen:

1. Select “Portal Help” to review instructions for using your Portal. Also be sure to attend the new

hire orientation.

2. View Frequently Asked Questions for general information about working for Convergence

3. Walk through all the portal navigation links

4. View Useful Information and Company Announcements

5. Read all the Front Page News

6. As always, please feel free to reach out to your manager with questions and/or concerns. You

may also call the Resolution Center at 866-249-6128 ext 0. We are here to assist you.

Page 31

Scheduled Shifts

1. This screen displays shifts either self-selected or assigned by your area manager

2. Displays important project documents, the project and activity numbers, activity name,

start and due dates, store number assigned, store name, and store address.

3. To report finished work, select “” for the completed shift. ALL SHIFTS

MUST BE REPORTED WITHIN 24 HOURS. Recap and Payment forms

are to be filled out and completed for each and every project.

4. To download required paperwork such as the store visit guidelines, recap and

payment forms, etc for each shift you are assigned, please select “Paperwork”

5. To report an issue with a shift, please contact your direct supervisor first. In addition, you

may use the issues button to record your store issues and alert us to any challenges you

may be experiencing on store level.

6. Please utilize the “print a week feature” This feature provides you with the opportunity

to both to view your weekly schedule and print in a take a long format.

7. OUR EXPECTATION: Complete the work you accept on time and with quality. If

you cannot complete the shift on time or don’t know how to complete it properly, please

contact your manager or call our toll free number at 866-249-6128.

Visit Guidelines

Each and every project will have a store visit guideline document. It is imperative that when

you arrive to the store that you read through the guidelines carefully and thoroughly. The visit

guidelines are provided to you in order for you to have a complete understanding of the client’s

expectations, serve as instructions on successful store completion, and completing store visits in

the time allotted.

Page 32

If after reading the visit guidelines should you have any questions, please be sure to review with

your manager and have all your questions answered before starting your assignment.

Your visit guidelines will include any pre or post activities that may be required. These activities

should be reported as part of your start and stop times.

If you have not been provided with a visit guideline in a store kit or do not see a visit guideline

document on your shift or any other necessary documents necessary for your store visit, please

be sure to contact your manager immediately. You may also contact our Resolution Center at

866-249-6128 ext. 0.

Attendance

Many projects will require that you call in for attendance. Please be sure to review all work

assignments and requirements with your manager before accepting assignments. Below are a

few simple instructions on our attendance process for projects that have mandatory

attendance call-ins.

Photos

Many projects will also require that you take photos while on store assignments. Please

also be sure to review all project guidelines with your manager and review the store visit

guidelines. Below is a sample document you will be required to acknowledge and sign before

working in stores that require taking and sending us your photos.

Sample

***FOR THIS PROJECT YOU ARE REQUIRED TO TAKE PHOTOS***

Use this guide for submitting photographs to MatchConverge.

Uploading Photos:

Upload 1 good-quality photo for each 4 foot section to your portal using the photo upload guide

below.

***Please contact your Area Manager immediately if you have any questions about this

project***

272-008 Pantry Candy Resets

TIPS FOR SUBMITTING YOUR PHOTOS: • Download the picture and save it to your IPAD, SMART PHONE, computer as a JPEG.

• Picture should be no larger than 2MB

• Go to www.zamzar.com for resizing help • Call the resolutions center for other assistance 1-866-249-6128 ext. 0

• When saving the pictures, name photos as follows:

• “Store Number_ Picture Number” be sure to include correct picture number (i.e. 001,

002, 003 etc.).

Page 33

o NAMING CONVENTION EXAMPLES: 1084-001

PROCESS FOR SUBMITTING YOUR PHOTOS:

Uploading your photos through the MC Web Portal:

• Log into your web portal and proceed to the scheduled shifts tab.

• Find your store that you would like to upload a photo against in the list of your scheduled

shifts.

• Under the Reporting Header for your store you will find a link that says “Upload

Images”; click on this link to upload all of your photos for this store.

• Once complete, you will have to go back to the main menu, scheduled shifts tab, and then

report your time.

• Please DO NOT load your photos into you past work history tab as we cannot

retrieve them

• Follow instructions on screen.

• Follow instructions on screen.

Page 34

Upcoming Work Assigned by Area

Managers

Page 35

This screen displays shifts that are available for assignment.

1. Displays the:

• project and activity numbers

• Activity name

• start and end dates

• number of available shifts in your area.

2. To view the project requirements, select “Proj. Specs.”

3. If you are interested in a shift, email your Area Manager.

4. Area Mangers will determine if the shift in question is a good match to your abilities.

5. If so, they will assign you for the shift.

Page 36

Locating and Being Scheduled Into Assignments

First and foremost, remember that being scheduled into new and upcoming

assignments is your responsibility. It is important that your log into your

web portal twice per week to review available assignments and

communicate your availability to your Area Manager.

All assignments should be discussed with your Area Manager. To locate new assignments, take

the following steps:

1. Log into your web portal at www.convergencemktg.com at least twice a week

2. Contact your manager weekly to discuss

a. What is available and up and coming

b. Update your skill sets

c. Your availability

Note: Wall to Wall/Remodel Merchandisers: For those individuals who typically

work in our remodel division, you must also log into the web portal twice a week and contact

the local area manager for available work. The local Area Manager is different than your Field In

Store Operations Manager. Be sure to develop a rapport with the local Area Manager and

communicate your availability to them.

Training opportunities on resets and other work are available when you are not traveling for

remodels.

__________________________________________________________________________

Be sure to learn more about our Boots on the Ground Trainings! Ask

your Managers for more details.

For other areas of business trainings (ex: communication,

leadership), you may want to review this free site,

www.lynda.com

___________________________________________

How to View and Schedule Self Selected Shifts A shift is a merchandising assignment at a specific store location.

Login to Merchandiser Portal

Go to the “Available Shifts” tab

If shifts eligible for self-selection and available in your area, they will be displayed

View project requirements to ensure you are able to complete the assignment on time and

with quality by selecting “Proj. Specs.”

Schedule Shifts

Page 37

◦ Terms must be accepted before you can select specific shifts. To do so, select

“Accept Terms”

◦ After accepting terms, select the shifts you will be able to complete on time and

with quality

If done properly, stores will then appear under “Scheduled Shifts”.

REMEMBER… Only select those shifts you will be able to complete by the due date with

quality. If you are unable to complete a job or are unsure how it should be completed,

immediately contact your Area Manager.

NO SHOWS ARE NOT ACCEPTABLE AND MAY RESULT IN TERMINATION

Contacting Your Area Manager

Phone is the preferred method of communication but emails are also accepted as Area

Managers are in the field and spend quite a bit of time on the phone. Please feel free to

follow up your phone calls with email communications.

Also use our Frequently Asked Questions section in your web portal

Recommendations

Use both phone and email to contact your Area Manager

◦ Always sign your full name and include your MCID

◦ Make sure you include a subject for the email

Remove the Junk Mail filter to ensure your receive all job announcements and messages

from Area Managers

If you are not able to reach your Area Manager, please call us at 866-249-6128 ext. 0

Reporting Your Assignments

For each shift/job you complete, you MUST RECORD YOUR HOURS. PLEASE ALSO

COMPLETE A RECAP AND PAYMENT FORM for our records. The forms are to be

signed by the store manager or authorized store personnel.

Be sure to do the following before leaving your store assignment:

Review your work with store management

Answer any and all questions the store management may have

Bring any issues to the attention of your manager or team leader

Ensure the store management that we will work with them to resolve any

and all issues

Obtain the store stamp and store management signature on ALL YOUR

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RECAP AND PAYMENT FORMS!

Recap and payment forms without the store stamp and store management signature will

be investigated

Completed recap and payment forms will have the following information completed:

o Your First and Last Name

o Your MC ID Number

o The store number

o The store’s complete address

o And your PA #

This number is obtained after reporting your work in your web portal at

www.convergencemktg.com. BE SURE THAT YOUR FORMS HAS

THE PA # written clearly and legibly.

Forms are not permitted to be faxed. All recap and payment forms can be

uploaded in your web portal or mailed to the corporate address at 7361A

Coca Cola Drive, Hanover, MD 21076

If for some reason you experience difficulty uploading your recap and payment forms, more

than likely the file size is too large. Files can be resized at www.zamzar.com and then uploaded

in your web portal in the PAST WORK HISTORY tab.

Please be sure to view the online merchandiser web portal training and to attend the new hire

orientation to answer all your questions.

Glossary/Terms to Know

Activity number: Each project has a 4 digit activity number. (Example: 1124)

End Date: The last day a merchandiser can complete a shift and MUST REPORT their

work in the portal.

Kit: For some assignments, merchandisers will receive a kit including project

description, instructions, and supplies for completing the shift.

Merchandiser ID (MCID): Six digit identification number that begins with “1”; used to

uniquely identify each merchandiser (Example: 101010)

Merchandiser Portal: Web site that merchandisers use to report time, view project

requirements, and view pay status

Orientation Teleconference: Led by Regional and Area Managers for new

merchandisers and includes information about company policies and an overview of the

Web Portal.

PA #: Received after a merchandiser reports their work online in the Merchandiser

portal

Project number: All project numbers are 6 digits. (Example: 111-001)

Shift Id number/Attendance ID Number: The shift id # is often referred to as the

attendance id number & will be required for projects where you will have to dial in your

attendance in an IVR system

Project Requirements: Vary by project; include guidelines for how the shift should be

completed, what tools may be needed, and expected length of time to complete.

Recap and Payment Form (Time and Attendance): Each merchandiser must have a

recap and payment form signed by store management or their team leader for every shift

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they work. Recap and Payment forms CAN NOT BE FAXED. They must be mailed to

our Corporate office for documentation purposes.

Self-Selected: Shifts that are assigned by the merchandiser themselves. All auto

assigned shifts must be verified by the scheduling team and/or Area Manager before

packages are shipped.

Shift: A task to be completed and assigned to a specific store

Start Date: First day a merchandiser can begin work on a project. Note: There are times

when a merchandiser can start work once their kits are received.

Tracking Number: Many projects will have packages shipped to a store location or the

merchandiser’s residents. Be sure to check your shifts for tracking links and delivery

details. We will utilize FEDEX, UPS, and the United States Postal Service.

Welcome to the Team!!!!! Again, thank you for choosing MatchConverge! We look forward to working with you soon!

Be sure to complete the acknowledgment and receipt page and return to the Human Resources

Department at 443-688-5083 or hr@matchconverge.com.