At Community Marketing Partnership (CMP) you will earn an hourly wage based on the ACI pay scale (see ACI Hourly Pay Scale) that is managed through and paid by the Arizona Correctional Industries (ACI) and the Arizona Department of Corrections Rehabilitation & Reentry (ADCRR). Select employees will also have the opportunity to earn additional income in the form of a Hiring Bonus, paid to the employee, post release. This Hiring Bonus Program is managed and paid by CMP and is completely independent of the ACI Program. ACI and ADCRR staff have no involvement with, nor influence in, CMP’s Hiring Bonus Program.
The hourly wage that you earn will vary depending on the length of time (in days) that you have been employed. These rates are determined by ACI and not by CMP.
Current Pay Scale (as of 1/27/2023)
0 – 90 days $5.15
91 – 180 days $5.40
181 – 270 days $5.65
271 – 360 days $5.90
361 + days $6.15
Purpose
Drug abuse poses a threat to the health and safety of everyone at Community Marketing Partnership (CMPUSA) and to the security of the company’s equipment and facilities. People do really stupid things when abusing drugs and we are committed to the elimination of illegal drug use in the workplace, are you?
Scope
This policy applies to all employees, previously employed persons receiving commission payments, and any independent contractors of CMPUSA.
Employee Assistance
CMPUSA will assist and support employees who voluntarily seek help for drug or alcohol problems before becoming subject to discipline or termination under this or other CMPUSA policy. Employees will be allowed to use accrued paid time off, placed on leaves of absence, referred to treatment providers and otherwise accommodated as required by law. Employees may be required to document that they are successfully following prescribed treatment and to take and pass follow-up tests.
Employees must 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.
Work Rules
(1) Whenever employees are working, are operating any CMPUSA vehicle, are present on CMPUSA premises or are conducting company-related work offsite, they are prohibited from:
(a) Using, possessing, buying, selling, manufacturing or dispensing an illegal drug (to include possession of drug paraphernalia).
(b) Being under the influence of alcohol or an illegal drug.
(2) CMPUSA will also not allow employees to perform their duties while taking prescribed drugs that are adversely affecting their ability to safely and effectively perform their job duties.
Required Testing
Refusal of any test will result in immediate termination of employment and immediate forfeiture of all future commission payments.
New Employee On-boarding
All newly hired employees as well as employees who are relocating to a new office are subject to an initial drug screen.
Employee Resignation with Future Commission Payments
All former employees who participate in the extended commission payment program and receive a monthly payment will be subject to drug screening prior to receipt of their first post-employment commission payment, you may also need to be drug tested randomly. Drug testing will be at a facility near you at your expense, we can deduct the cost of the drug screening from your bonus check however that may delay payment if the testing facility does not send us payment information in a timely manner.
Randomly Selected
All employees, previously employed persons receiving commission payments, and independent contractors of CMPUSA are subject to random drug screens.
Reasonable Suspicion
Employees, previously employed persons receiving commission payments, and independent contractors are subject to testing based on (but not limited to) observations by members of management of apparent workplace use, possession or impairment. Examples include:
– Erratic behavior
– Excessive absences especially on Mondays
– Declining sales where no other explanation is apparent
– Work related accidents
When reasonable suspicion testing is warranted, management will meet with the employee to explain the observations and the requirement to undergo a drug and/or alcohol test.
Collection and Testing Procedures
Collected specimens may be tested for evidence of cocaine, opiates, amphetamines, PCP, benzodiazepines, methadone, methaqualone and propoxyphene use. (Where indicated, specimens may be tested for other illegal drugs). Plan language: there will always be a new drug of choice that introduced into the illegal drug use market, and we may test you for use of those drugs.
On Premises Employees
Employees who work and in one of the CMPUSA offices will be tested on site using over the counter saliva or urine specimen testing.
Remote Workers & Previously Employed Persons Receiving Commission Payments
Remote workers and any previous employee receiving commission payments will be required to submit a specimen to a local drug testing facility of Community Marketing Partnership’s choosing. All costs for the testing are the responsibility of the tester.
Consequences
Anyone who refuses to cooperate in required tests or who use, possess, buy, sell, manufacture or dispense an illegal drug in or around CMPUSA facilities in violation of this policy will be terminated and all future commission payments will be forfeited. Any positive test result will be subject to consequences based on the tier system of actions listed below.
Illegal drug use is the #1 reason that will lead you to return to prison. We don’t want that to happen, and neither do you. When your incarcerated, illegal drugs can result in the loss of your job and loss of your future hiring bonus. Upon release this policy still applies.
Our program has earned great respect by the large number of people whose lives have been changed, free of substance abuse and staying out of prison.
Upon release, the policy for anyone who test “dirty” is:
1st Relapse – Required AA/NA or equivalent meeting every day for 30 days. With signed attendance sheets to correlate attendance. Your scheduled bonus check is deferred, it will be paid 30 days after your normally scheduled last bonus check (but you must prove your attending AA/NA meetings).
2nd Relapse – Required, based on each person’s situation, at our discretion, to go to a halfway house and or inpatient treatment center for 90 days and or attending treatment meetings (AA/NA) attending 90 meetings in 90 days with signed attendance sheets to correlate attendance. The exact plan of action must be approved by Brian Baity or Scott Balsiger. Your next 3 scheduled bonus checks are deferred, they will be paid 30, 60 and 90 days after your normally scheduled last bonus check subject to review of your relapse.
3rd Relapse – Termination of employment and all of your remaining hiring bonus.
Drug testing is done randomly at our discretion
We may provide mouth swaps for drug testing and other tests for marijuana use (illegal to use during working hours). When using our testing devices you may disagree with the results and have the option to test at a private lab that we approve. We will pay for that test if the results prove you are not using illegal drugs. If you are out of the Phoenix/Tucson area, you must use a lab that we approve. We will pay for the testing, if you test positive the cost will be deducted from your hiring bonus.
Testing must be same day that we request unless a condition exists that we approve.
The hiring bonus program is composed of a standard bonus as well as promotional SPIFFs that vary month to month.
The standard bonus is based on the monthly revenue amount attributed to each agent. The percentage amount of the bonus increases the more revenue that is collected in the month.
SPIFFs change each month and can be either a flat bonus amount or a percentage of revenue for specific items sold. Agents will be made aware of the current SPIFFs at the beginning of each month. Agents will receive credit for their SPIFFs when the associated order is paid in full.
Current SPIFFs can be found on the home page at agent.cmpusa.org.
The following is the current Hire Bonus Disbursement Schedule. for all released agents who:
(1) DO NOT WORK FOR US:
– 1st Check – $1,000 or half of you Hiring Bonus Total (Whichever is Lower)
– Every Subsequent Monthly Payment will be $500
(2) ARE W2 EMPLOYEES:
– 1st Check – $5,000 or half of your Hiring Bonus Total (Whichever is Lower)
– Every Subsequent Monthly Payment will be up to $3,000
(3) ARE 1099/INDEPENDENT CONTRACTORS:
– 1st Check – $5,000 or half of your Hiring Bonus Total (Whichever is Lower)
– Every Subsequent Monthly Payment will be $500