Diversified Sourcing Solutions began operations in April of 1990, led by four partners with extensive backgrounds in the staffing industry. Since the beginning, our attitude has been to offer the best staffing solutions possible in the shortest amount of time possible. Our sense of urgency and strong desire to help our customers and candidates end their staffing and employment pains enabled Diversified Sourcing Solutions to develop a strong customer base across 4 states: GA, FL, AL, and TX.

OUR PURPOSE, CORE VALUES, AND CODE OF ETHICS

Our corporate culture empowers, encourages and rewards our employees creative thinking and complex problem solving. Our clients benefit from personal attention, relentless customer service and immediate satisfaction. DSS is committed to providing timely, cost-efficient staffing solutions that are always in our client’s best interest.

Our Core Values embody two simple concepts: (1) Encourage every employee to take ownership of our company and our actions, and (2) help people.

Take Ownership:

  1. Treat the business as if it were your own and treat every customer and employee with respect.

  2. Feel empowered to take risks and learn from failure.

  3. Think creatively and be innovative.

  4. Make the company the best it can be by driving growth, providing excellent service and maintaining a healthy
    company culture.

Help People:

  1. Help our customers and employees. Feel their pain, solve their problems and always make them happy!

  2. Help your colleagues be the best that they can be.

  3. Be real. Always be honest in your communication and act with integrity.

  4. Help the community. Give back. Volunteer. Be of value to the community.

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As members of the American Staffing Association we abide by their Code of Ethics and Good Practices. You can view a copy of the ASA’s Code of Ethics and Good Practices below. 

ASA Code of Ethics and Good Practices

As a condition of membership in the American Staffing Association, each member pledges its support of, and adherence to, the principles and practices set forth below. ASA members acknowledge that such compliance is in the best interests of the staffing services industry, its clients, and its employees. ASA members agree to always strive

  • To comply with all laws and regulations applicable to their business, and to maintain high standards of ethical conduct in the operation of that business and in their dealings with employees, clients, and competitors.

  • To treat all applicants and employees with dignity and respect, and to provide equal employment opportunities, based on bona fide job qualifications, without regard to race, color, religion, national origin, sex, age, disability, or any basis prohibited by applicable law.

  • To maintain high standards of integrity in all advertising, and to assign the best qualified employees to fill clients’ needs.

  • To determine the experience and qualifications of applicants and employees as the staffing firm deems appropriate to the circumstances, or as may be required by law.

  • To explain to employees prior to assignment their wage rate, applicable benefits, hours of work, and other assignment conditions—and to promptly pay any wages and benefits due in accordance with the terms of their employment and applicable legal requirements.

  • To encourage employee efforts to upgrade their skills.

  • To satisfy all applicable employer obligations, including payment of the employer’s share of Social Security, state and federal unemployment insurance taxes, and workers’ compensation—and to explain to employees that the staffing firm is responsible for such obligations.

  • To ascertain that employees are assigned to work sites that are safe, that they understand the nature of the work the client has called for and can perform such work without injury to themselves or others, and that they receive any personal safety training and equipment that may be required.

  • To take prompt action to address employee questions, concerns, or complaints regarding unsafe work conditions, discrimination, or any other matter involving the terms and conditions of their employment.

  • To confirm their temporary employees’ periods of service upon request by a subsequent employer and with the consent of the employee.

  • To observe the following guidelines to ensure an orderly transition when taking over an account being serviced by another staffing firm:

    • The outgoing firm and its employees should, whenever feasible, be given reasonable prior notice that the account is being transferred.

    • Assigned employees of the outgoing firm should, whenever feasible, be allowed to continue working on the payroll of the outgoing firm for some reasonable transition period; thereafter, they should be given the choice of accepting an assignment with another client of the outgoing firm if one is available, or applying to stay on their current assignment with the new staffing firm.

  • These guidelines are subject to enforceable contracts between staffing firms and their clients, employees, and other parties, and are not intended to prohibit or discourage any other provisions or arrangements, agreeable to the parties, that achieve an orderly transfer of accounts. ASA members are encouraged, whenever feasible, to specifically address the terms and conditions relating to the transfer of accounts in written agreements with their clients.

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