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  • CRAS Privacy Policy
  • CRAS Fraud Policy
  • CRAS Substance Abuse Policy

Sharing Your Personal Data

Construction Recruiters America Staffing may disclose your personal information to recruiters of the Construction Recruiters America Staffing team.

Construction Recruiters America Staffing operates a number of Web sites. Any data and information that you volunteer or that is otherwise collected on one of our sites may be sent electronically. This sharing of personal information with Construction Recruiters America Staffing affiliates may include combining the personal information gathered by certain Construction Recruiters America Staffing Web sites with information independently gathered on other Construction Recruiters America Staffing Web sites into one or more database(s) useable by Construction Recruiters America Staffing, including all of its affiliates. We safeguard your privacy interests by ensuring that this Construction Recruiters America Staffing site adheres to our data protection principles described in this statement. Such export is a requirement of providing the data to Construction Recruiters America Staffing.

Companies in Construction Recruiters America Staffing may use the information in connection with processing requests by potential customers or potential employers of contract workers or temporary employees. Construction Recruiters America Staffing may disclose personal data including character, job performance, and relevant previous employment, driving record, civil matters, educational background, professional licensing, prior work-related injuries and other experiences information.

Drug test results will be disclosed as negative or positive only. Disclosure of background checks are confidential and will not be provided to potential employers (direct placements) or potential customers unless it is a business necessity if you are a contract worker or temporary worker we are seeking to assign, or if you are a contract worker or temporary employee currently assigned to our customer.

We may respond to subpoenas, court orders, or legal process by disclosing your personal data and other related information, if necessary. We also may disclose your personal data when we choose to establish or exercise our legal rights or defend against legal claims.

We only provide these third parties with the minimum amount of personal data necessary to provide the services on our behalf, and the third parties are not permitted to use your personal data except for the limited purpose of completing the requested service or transaction.

We may collect and possibly share personal data and any other additional information available to us in order to investigate, prevent, or take action regarding illegal activities, suspected fraud, situations involving potential threats to the physical safety of any person, violations of Construction Recruiters America Staffing’s terms of use, or as otherwise required by law.

Construction Recruiters America Staffing will only share personal data about you that is relevant to our legitimate business purposes or as required to meet legal or regulatory requirements.

Your personal data is never sold, rented or leased to any external company, unless you have granted us permission to do so.

Construction Recruiters America Staffing does not disclose personal information about its employees without specific authorization from or notice to the employee, as provided in this statement, or as required by law. In addition, Construction Recruiters America Staffing does not collect more Personal information than is needed to fulfill the purposes set forth in this Statement, unless consented to by the data subject.

Should you withdraw consent to the use of your information for any of the above-identified purposes, we will stop using your information for such purposes as soon as it is reasonably possible to do so. Construction Recruiters America Staffing will also notify you if withdrawing consent affects our ability to service you.

As a part of our providing services to our customers, we may share personal data from our customers with other third parties as instructed by the customer. We may share the personal data with others solely for the purposes of managing the work we are contracted to manage and for no other reason and will abide by any contractual obligations contained in any customer agreement related to the sharing of personal data we receive from the customer.

Data Integrity

Construction Recruiters America Staffing takes reasonable steps to ensure that personal data is accurate, complete and current. All current and former employees of Construction Recruiters America Staffing, applicants for specific jobs within Construction Recruiters America Staffing and current and former contingent workers (including temps and other non-employees) of Construction Recruiters America Staffing, as well as individuals we may potentially employ, are asked to inform Construction Recruiters America Staffing immediately in the event of changes in personal information.

Security of Your Personal Data

Construction Recruiters America Staffing is committed to protecting the personal data you share with us. Construction Recruiters America Staffing uses a combination of industry-standard security technologies, procedures, and organizational measures to help protect your personal data from unauthorized access, use or disclosure. Construction Recruiters America Staffing supports online security using secure server technology because we want your data to be safe. There are state-of-the-art security arrangements and facilities on Construction Recruiters America Staffing sites to prevent abuse.

We bind our employees to observe your privacy and confidentiality rights.


Children’s Privacy

This site is not intended for use by children under the age of 13. Construction Recruiters America Staffing does not knowingly collect personal data from children under the age of 13. If we learn that we have collected personal data from a child under the age of 13, we will delete that data from our systems.


Construction Recruiters America Staffing conducts an annual self-assessment in order to verify that this Online Privacy Statement is published and implemented within the Company and that it conforms to federal and state laws.

Inquiries, Access and Updating Your Personal Data

Construction Recruiters America Staffing needs your help in keeping the personal data you have shared with us accurate and up to date. You may at any time make a written request for access to the personal information that Construction Recruiters America Staffing holds about you, in order to review its accuracy and completeness. You have the right to have your personal data amended as appropriate. All access requests are subject to relevant access rules and exceptions set out in the laws of the country in which the personal data is located.

Construction Recruiters America Staffing’s Fraud Policy

Any employee whom suspects workers’ compensation fraud is expected to notify his or her supervisor immediately. Supervisors whom receive information with reference to suspected workers’ compensation fraud are obliged to report such information to the CRAS Privacy Officer.

Examples of workers’ compensation fraud include, but are not limited to:

  • Making a false or misleading statement to receive workers’ compensation benefits (Example: reporting an injury that does not exist)
  • Misrepresenting or concealing a material fact to receive workers’ compensation benefits (Example: reporting an off-duty injury as a work-related injury)
  • Fabricating, altering, concealing or destroying a document to receive workers’ compensation benefits (Example: withholding a doctor’s release to return to work form)
  • Conspiring to commit an act described above (Example: helping another employee stage or fake a work-related injury)


The Privacy Officer may investigate potential worker’s compensation allegations. For this purpose, The Privacy Officer will have access to all company activities, records, property and personnel crucial to the alleged fraud investigation on a “need to know” basis, as determined by the President and Board Members and subject to applicable law.

Construction Recruiters America Staffing (CRAS) will cooperate fully with our Insurance Company, as well as federal, state and local law officials, to identify and prosecute any employee whom commits or conspires to commit workers’ compensation fraud.

CRAS’s general counsel or legal representative will provide legal guidance, advice, and counseling to the Privacy Officer in the use and enforcement of this policy.



Substance Abuse Policy:

Construction Recruiters America Staffing, Inc. instills a safe and constructive work environment for all employees. It is the policy of CRAS that employees shall not be involved with the unlawful use, possession, sale, or transfer of drugs or narcotics in any manner that may impair their ability to perform assigned duties or otherwise adversely affect CRAS’ business. Further, employees shall not possess alcoholic beverages in the workplace or consume alcoholic beverages in association with the workplace or during work time. The specific purpose of this policy is to outline the methods for maintaining a work environment free from the effects of alcohol/drug abuse or other substances that adversely affect the mind or body. If we are to continue to fulfill our responsibility to provide reliable and safe service to our customers and a safe work environment for our employees, employees must be physically and mentally fit to perform their duties safely and efficiently.


Employees are expected to report for work and remain at work in condition to perform assigned duties free from the effects of alcohol and drugs.     

  • Alcohol abuse or illegal drug use and its physiological effects represent a threat to the well-being and security of employees and could cause extensive damage to the CRAS’ reputation and community standing.    
  • Any involvement with alcohol/drugs that adversely affects the workplace or the work environment will not be tolerated.   
  • Off-the-job illegal drugs activity or alcohol abuse that could have an adverse effect on an employee’s job performance or that could jeopardize the safety of other employees, the public, Company equipment, or CRAS’ relations with the public will not be tolerated.

Illegal drugs are those drugs defined as illegal under federal, state, or local laws; they include, but are not limited to: Marijuana, Heroin, Methamphetamines, Hashish, Cocaine, Hallucinogens, Alcohol, Prescription drugs used in an unlawful manner. .

It is within CRAS’ policy that drug testing is used as a means of pre-employment screening. CRAS also reserves the right to conduct tests for reasonable suspicion and post-accident occurrences; therefore, random testing may be conducted at any time. An employee may be suspended pending the outcome of any drug test required. The use of drugs or alcohol during working hours is strictly prohibited.

Consequences of Alcohol/Drug Abuse:

The use, sale, or personal possession (e.g., on the person or in a desk/vehicle) of illegal drugs while on the job, including rest periods and meal periods, or on company property is a dischargeable offense that will be subject to disciplinary action, up to and including termination of employment, and may result in criminal prosecution. Any illegal drugs found will be turned over to the appropriate law enforcement agency. If tested positive for illegal drug use, CRAS employees will be subject to disciplinary action, up to and including termination of employment. For all employees, alcohol consumption is prohibited during the workday, including rest period and meal periods. The use or personal possession (on the person or in a desk/vehicle) of alcohol during work time or on company property is a dischargeable offense that will be subject to disciplinary action, up to and including termination of employment.