U.S. Specific Requirements
U.S. Specific Access/Pre-Assignment Requirements:
Apply to All Contingent Workers
Suppliers must verify with their contingent worker that the worker is 18 years of age or older; note that the worker's age should not be requested as part of this verification. Sample method for verification would include verbally asking the worker, "Are you 18 years of age or older?" and request a yes or no answer.
In order to ensure the safety and security of 3M employees, contingent workers, data and premises, suppliers of contingent workers are required to review the following five 3M policies with their contingent worker: Drug and Alcohol, Electronic Resource, Ethical Business Conduct, Violence Prevention and Harassment. The worker should then sign the attached 3M Contingent Workforce Policies Acknowledgement form. All of these policies and the attached form are located within the 3M Contingent Workforce Policies (PDF, 126k) document.
Additional U.S. Specific Access/Pre-Assignment Requirements:
Apply to All Contingent Workers With Noted Exceptions
Suppliers of contingent workers will perform the background screening per 3M's background screening requirements. A third party supplier will perform this service for independent contingent workers. Only contingent workers who meet 3M's background screening requirements are eligible for assignment. A new background screening will be completed for contingent workers with a lapse in assignment of greater than 6 months.
Suppliers will verify that the contingent worker's social security number is both valid and active as defined by the U.S. Social Security Administration.
Suppliers will utilize results from the verified social security number to conduct both a national and county-specific criminal background search for the previous seven years for any convictions described in the Contingent Workforce Solutions Scoring Matrix (PDF, 100k). County searches must include all counties in which the contingent worker lived during the immediately preceding seven years. If contingent worker has lived in a non-US jurisdiction at any time during the immediately preceding seven years, Seller will also conduct criminal background checks in those jurisdictions to the extent the law in such jurisdictions allows and will determine eligibility for 3M Assignment based on convictions or violations comparable to those set forth in the Contingent Workforce Solutions Scoring Matrix.
If a conviction falls within the DECISIONAL conviction category, Seller should make the first attempt at qualifying or disqualifying the contingent worker. If Seller reviews the circumstances of the conviction(s) and position being considered for, and still wishes to consider the contingent worker, 3M CWS must make the final decision. Seller will then provide a copy of the candidate background report and position being considered for to CWSAdmin@mmm.com.
NOTE: If the conviction(s) fall within the DECISIONAL category and Seller objects to providing the background report information to 3M CWS, Seller should disqualify the contingent worker from consideration. Any DECISIONAL convictions must be reviewed and approved by 3M CWS before candidates may be approved for 3M assignment.
ADDITIONAL NOTE: Seller should remove identifying information (e.g., date of birth and/or Social Security Number) from the candidate background report prior to sending to CWS for review.
After initial review of background report and position being considered for, 3M CWS may request additional information to be gathered from the candidate. Among other things, this may include the contingent worker's explanation of the conviction(s) from their personal perspective, as wel as any steps the contingent worker has taken to address underlying issues related to the conviction(s).
3M CWS will provide a determination regarding contingent worker eligibility after final review. This determination will be communicated to Seller via CWSAdmin@mmm.com. If DECISIONAL review has been performed, a copy of this determination from 3M CWS should be retained by Seller in the event of an audit.
Contingent workers in Delivery Driver, Offsite Third Party Worker and Volunteer assignments may be exempt if their access to 3M facilities or corporate systems is limited.
Process updated September 2013; contact CWSAdmin@mmm.com with questions.
Suppliers of contingent workers will perform the drug screening per 3M's drug screening requirements (PDF, 20k). A third party supplier will perform this service for independent contingent workers. Only contingent workers who meet 3M's drug screening requirements are eligible for assignment. A new drug screening must be completed for contingent workers with a lapse in assignment of greater than 6 months. A drug screen is required for on-site contingent workers with a non-escort (i.e. yellow) badge. Off-site contingent workers who are granted systems access only are not required to complete a drug screening. Contingent workers in Delivery Driver, Offsite Third Party Worker and Volunteer assignments may be exempt if their access to 3M facilities or corporate systems is limited.
Selective U.S. Access/Pre-Assignment Requirements:
Apply to Contingent Workers Based on the Role Performed
3M Manufacturing Qualification Test
All contingent workers in a manufacturing or warehouse assignment must meet requirements for the 3M Manufacturing Qualification Test to be eligible for assignment. Suppliers of contingent workers are required to administer this test to their contingent workers and deliver the results to the 3M location’s HR Representative. If a passing score is achieved, the worker is eligible for assignment. If a passing score is not achieved, a six-month waiting period is required before the worker can re-take the test.
Food and Drug Administration
If an assignment is subject to Food and Drug Administration (FDA) requirements, suppliers of contingent workers must verify that the worker is not on the FDA Debarment List. Contingent workers listed on the FDA Debarment List are ineligible for assignments subject to FDA requirements.
A third party supplier will perform this service for independent contingent workers.
Specific baseline medical surveillance exams may be required for contingent workers in a manufacturing or warehouse role prior to assignment at a 3M facility.
3M will notify suppliers of contingent workers that medical surveillance is needed and will provide the following information:
List of what medical surveillance programs are needed
Copy of medical surveillance protocols and test instructions if needed
Suppliers must provide all medical surveillance required by governmental agencies or 3M. It is the responsibility of the suppliers to arrange for needed medical surveillance and to ensure the evaluations are completed. Once the exams are completed, suppliers must provide 3M location’s HR Representative with a Medical Surveillance Certificate for each contingent worker.
Mine Safety and Health Administration (MSHA)
Additional location specific MSHA access/pre-assignment requirements may be required. Please contact your 3M location’s HR Representative for applicable location specific requirements.
Occupational Safety and Health Administration (OSHA)
Additional location specific OSHA pre-assignment requirements may be required. Please contact your 3M location’s HR Representative for applicable location specific requirements.
Note: 3M may periodically request copies of documentation for audit purposes, but unless otherwise noted, suppliers should not send copies of the documentation to the 3M requesters or locations. Documentation should be retained for seven years.
Contact 3M's Contingent Workforce Solutions Relationship Manager via this link or phone (855) 240-2556.