EMPLOYEE HANDBOOK

A GUIDE FOR OUR EMPLOYEES

 

Notice of Proprietary Information   This Employee Handbook revised and effective November 2012, is the property of XXXXXXXXXXXXXXXXXXXXXX (Business Name). The information contained herein is proprietary to Business Name and may not be copied or reproduced physically or electronically without the express written permission of the Owner. This Handbook has been prepared for the express use of personnel employed by Business Name.

WELCOME MESSAGE

 

On behalf of everyone at Business Name, we would like to welcome you to the team!  We strive to have a workplace that is both rewarding and challenging. We sincerely hope you will find a great deal of satisfaction working here. Because our success depends upon the dedication of our employees we are highly selective in choosing new members of our team. You are now an important member of that team. We also know that individuals like you are our most important assets. We look to you, and your new co-workers, to make a meaningful contribution to the success of our Company.

 

Business Name recognizes that its growth and profitability are determined in large measure by your contribution to the organization. In support of this belief, all of us give primary consideration to the well-being of each employee. We believe in providing good working conditions and fair treatment. Equally important is the opportunity for everyone to contribute and provide input to obtain a sense of accomplishment and pride in the work done by each and every person working with us.

 

This Employee Handbook is intended to explain the terms and conditions of employment of all full-, part-time, and temporary employees. It is designed to acquaint you with the Company, and to help you effectively and efficiently operate within the Company’s policies. Written employment contracts between Business Name and some individuals may supersede some of the provisions of this Handbook.

 

Your supervisor or manager will be happy to answer any questions you may have.

 

Once again, welcome aboard!

 

 

Management Team

Business Name

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

TABLE OF CONTENTS

 

Introduction……………………………………………………………………………………………………………………… 01

About Us…………………………………………………………………………………………………………………….. 01

Mission Statement…………………………………………………………………………………………………………. 01

Credo………………………………………………………………………………………………………………………………………………………..01

Service Values…………………………………………………………………………………………………………………………………………..01

Co-Employment with Business Name and XXXX……………………………………………………………………… 01

Statement of At-Will Employment……………………………………………………………………………………… 01

Right to Revise………………………………………………………………………………………………………………. 02

Non-Discrimination Policy………………………………………………………………………………………………… 02

Disability Accommodation……………………………………………………………………………………………….. 02

 

Employment……………………………………………………………………………………………………………………… 03

Immigration Law Compliance……………………………………………………………………………………………. 03

Introductory Period………………………………………………………………………………………………………… 03

Categories of Employment……………………………………………………………………………………………….. 04

Working Hours……………………………………………………………………………………………………………… 04

Meal/Rest Periods…………………………………………………………………………………………………………. 05

Job Duties and Responsibilities………………………………………………………………………………………….. 05

Outside Employment………………………………………………………………………………………………………. 05

Performance Evaluations…………………………………………………………………………………………………. 05

Employment Records……………………………………………………………………………………………………… 06

Access to Personnel Files…………………………………………………………………………………………………. 06

Conflicts of Interest………………………………………………………………………………………………………… 07

Non-Disclosure/Confidentiality………………………………………………………………………………………….. 07

Non-Solicitation and Distribution of Literature………………………………………………………………………. 07

 

Compensation……………………………………………………………………………………………………………………. 08

Timekeeping Requirements………………………………………………………………………………………………. 08

Overtime for Nonexempt employees………………………………………………………………………………….. 08

Deductions for Exempt Employees……………………………………………………………………………………… 09

Payment of Wages…………………………………………………………………………………………………………. 10

Payroll Deductions and Setoffs………………………………………………………………………………………….. 10

Payment Options…………………………………………………………………………………………………………… 10

Administrative Pay Corrections………………………………………………………………………………………….. 11

 

On-the-Job……………………………………………………………………………………………………………………….. 11

Punctuality and Attendance……………………………………………………………………………………………… 11

Inclement Weather………………………………………………………………………………………………………… 12

Open Door Policy…………………………………………………………………………………………………………… 12

Internal Complaint Procedures………………………………………………………………………………………….. 13

Use of Company Equipment and Vehicles…………………………………………………………………………….. 13

Use of Email and Computer Equipment……………………………………………………………………………….. 14

Cell Phone/Smart Phone Usage…………………………………………………………………………………………. 15

Social Media Policy………………………………………………………………………………………………………… 16

Workplace Violence……………………………………………………………………………………………………….. 17

Security Inspections and Personal Property…………………………………………………………………………… 19

Smoke-Free Workplace…………………………………………………………………………………………………… 19

Attire and Grooming………………………………………………………………………………………………………. 19

Prohibited Conduct………………………………………………………………………………………………………… 20

Discipline Policy…………………………………………………………………………………………………………….. 21

 

Time Off…………………………………………………………………………………………………………………………… 21

Vacation Time………………………………………………………………………………………………………………. 21

Holidays………………………………………………………………………………………………………………………. 22

Bereavement Leave……………………………………………………………………………………………………….. 22

Military/Reserve Leave……………………………………………………………………………………………………. 23

Jury and Witness Leave…………………………………………………………………………………………………… 23

Family Medical Leave……………………………………………………………………………………………………… 23

Unpaid Leave of Absence…………………………………………………………………………………………………. 27

Religious Observances Leave and Accommodation Policy…………………………………………………………. 28

Leave for Emergency Response Services………………………………………………………………………………. 28

 

Benefits……………………………………………………………………………………………………………………………. 28

Disclaimer……………………………………………………………………………………………………………………. 28

Benefit Offerings…………………………………………………………………………………………………………… 28

Open Enrollment…………………………………………………………………………………………………………… 30

Special Enrollment…………………………………………………………………………………………………………. 30

 

Health and Safety……………………………………………………………………………………………………………….. 30

Safety Policy…………………………………………………………………………………………………………………. 30

Workers’ Compensation………………………………………………………………………………………………….. 31

Emergency Evacuation Plan……………………………………………………………………………………………… 32

 

Leaving the Company………………………………………………………………………………………………………….. 33

Employee References……………………………………………………………………………………………………… 33

Voluntary Resignation…………………………………………………………………………………………………….. 33

Involuntary Termination………………………………………………………………………………………………….. 33

Return of Property…………………………………………………………………………………………………………. 33

 

Exhibit I……………………………………………………………………………………………………………………………. 35

Anti-Harassment Policy……………………………………………………………………………………………………. 35

 

Exhibit II…………………………………………………………………………………………………………………………… 37

Alcohol/Drug Use, Abuse and Testing………………………………………………………………………………….. 37

 

Acknowledgements and Receipts…………………………………………………………………………………………… 39

Acknowledgement of Anti-Harassment Policy……………………………………………………………………….. 39

Acknowledgement of Receipt of the Alcohol/Drug Use, Abuse and Testing Policy……………………………. 40

Acknowledgement of Receipt of Employee Handbook……………………………………………………………… 41

 

 

 

 

 

 

 

 

 

 

INTRODUCTION                                                                                                                                                                

 

ABOUT US

 

Carefree Boat Club was founded in Woodbridge, VA in 2002 and has been thriving ever since. The boat club concept is simple. All families need a way to spend quality time together away from the distractions of daily life, video games, cell phones and TV. There is no better way for family and friends to connect than to spend time together on the water. The memories created on a boat are as durable as those created on the best family vacation; they will be remembered for many years to come. In fact, most of our members have told us that they hope to re-create the experiences they remember of boating with their parents or grandparent growing up. The main problem with boating for most busy families is that they don’t have the time or the inclination to deal with boat ownership. We hope to get many more individuals and families on the water who might not consider buying a boat but who still want to experience the freedom and thrill that comes with boating.

 

Since our inception, Carefree Boat Club has become the premier boat club operator in the U.S. and has locations nationwide. Everything we do is based on operating at the highest standards in the industry. Our active membership ratios are strictly maintained, as is the quality and upkeep of our boats. Our goal is to provide our members with the highest quality boating experience, to provide a safe and easy introduction into boating for new boaters, and to offer the best variety of boats and ports possible.

 

MISSION STATEMENT

 

Mission Statement: The mission of Carefree Boat Club is to create lifelong memories for our member’s families and friends by providing a boating experience that is fun, easy, safe and hassle free primarily through professional boat safety training, quality maintenance, excellent customer service, and unsurpassed industry knowledge.

 

CREEDO

 

At Carefree Boat Club we understand that our purpose is to help members create fun lifelong memories, by exceeding expectations and anticipating their needs and wishes.

 

SERVICE VALUES

 

1. I build strong relationships and create carefree boat club members for life
2. I am always responsive to expressed and unexpressed wishes and needs of our members
3. I am empowered to create unique, memorable and personnel experience for our members
4. I understand my role in achieving the key success factors, embracing community footprints and creating the Carefree Boat Club Dream
5. I continuously seek opportunities to innovate and improve the Carefree Boat Club experience
6. I own and immediately resolve members problems
7. I create a work environment of teamwork and lateral service so that the needs of members and each other are met
8. I have the opportunity to continuously learn and grow
9. I am involved in the planning of work that effects me
10. I am proud of my professional appearance, language and behavior
11. I protect the privacy and security of our members, my fellow employees the companies confidential information and assets
12. I am responsible for uncompromising levels of cleanliness, and creating a safe and accident free environment

 

 

CO-EMPLOYMENT WITH BUSINESS NAME AND XXXX

 

Business Name has contracted with XXXXXXXXXXXXXXXXXXX (XXXX) to perform selected employer responsibilities on behalf of Business Name. XXXX is a Professional Employer Organization (PEO) and administers payroll, benefits, safety and risk management services and other human resources management functions for Business Name, as well as other companies.

 

Business Name is your primary employer and supervises and directs your day-to-day work activities and determines your work hours, schedule and rate of pay. As the worksite employer, Business Name maintains the direct supervision and care, custody, and control of the workforce and worksite.

 

XXXX will be considered your employer of record for payroll processing and other functions involving employer-related administration.  If you have questions regarding payroll, benefits or other obligations while you are employed, please contact your immediate supervisor or XXXX representative.

 

STATEMENT OF AT-WILL EMPLOYMENT

 

Employment with Business Name is strictly at-will, which means that employees are free to leave the Company’s service at any time and that any employee can be terminated at any time with or without notice and with or without stated cause or reason, except as prohibited by law. No person other than the Owner has the authority to grant an employee any contractual rights of employment or to enter into a binding agreement with the employee regarding his or her employment, whether oral or written.

 

The policies and procedures contained in this Handbook are guidelines to employment with Business Name, but they do not create contractual rights or obligations.

 

RIGHT TO REVISE

 

This Handbook contains the employment policies and practices of Business Name in effect at the time of publication. All previously issued handbooks and any inconsistent policy statements or memoranda are superseded. Business Name reserves the right to revise, modify, delete, or add to any and all policies, procedures, work rules, or benefits stated in this Handbook or in any other document, except for the policy of at-will employment. However, any such changes must be in writing and must be approved by the Owner. Any written changes to this Handbook will be distributed to all employees so that employees will be aware of the new policies or procedures. No oral statements or representations can in any way alter the provisions of this Handbook.

 

This Handbook sets forth the entire agreement between you and Business Name as to the duration of employment and the circumstances under which employment may be terminated. Nothing in this Handbook or in any other personnel document creates, or is intended to create, a promise or representation of continued employment for any employee.

 

NON-DISCRIMINATION POLICY

 

Business Name provides equal employment opportunity to all qualified employees and applicants without unlawful regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, or any other status protected by applicable federal, state, or local law. This EEO policy applies to all aspects of the employment relationship – including but not limited to, recruitment, hiring, training, compensation, promotion, demotion, transfer, disciplinary action, suspension, layoff, recall, and termination.

 

All employees are expected to comply with all of Business Name’s EEO Policies.  Any employee’s failure to do so may result in discipline, up to and including termination of employment.

 

DISABILITY ACCOMMODATION

 

Business Name is committed to complying fully with the Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act, known as the ADAAA and XXXXXXXXXX’s disability discrimination laws. We are also committed to ensuring equal opportunity in employment for qualified persons with disabilities.

 

Accommodations – Business Name will make reasonable efforts to accommodate a qualified applicant or employee with a known disability, unless such accommodation creates an undue hardship on the operation of Business Name. Business Name is committed to complying fully with the ADA/ADAAA and XXXXXXXXXX disability discrimination accommodation laws.

 

Requesting an Accommodation – The ADA/ADAAA and XXXXXXXXXX’s disability discrimination laws provides protections to people with disabilities in employment. In recognition of the barriers to full participation faced by this group, and in compliance with the ADA/ADAAA and XXXXXXXXXX law, accommodations may be implemented to the extent that they are not an undue hardship for Business Name

 

A reasonable accommodation is any change or adjustment to a job or work environment that does not cause an undue hardship on the department or the Company and which permits a qualified applicant or employee with a disability to participate in the job application process, to perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities. For example, a reasonable accommodation may include providing or modifying equipment or devices, job restructuring, allowing part-time or modified work schedules, reassigning an individual, adjusting or modifying examinations, modifying training materials or policies, providing readers and interpreters or making the workplace readily accessible to and usable by people with disabilities.

 

Employees should request an accommodation as soon as it becomes apparent that a reasonable accommodation may enable the employee to perform the essential duties of a position or participate in the employment process. All requests for accommodation should be made with the employee’s supervisor or another member of management and should specify which essential functions of the employee’s job cannot be performed without a reasonable accommodation. In most cases, an employee will need to secure medical verification of his or her need for a reasonable accommodation.

 

EMPLOYMENT

 

IMMIGRATION LAW COMPLIANCE

 

Business Name is committed to employing only those who are authorized to work in the United States and does not unlawfully discriminate on the basis of citizenship or national origin. In compliance with the Immigration Reform and Control Act of 1986 and its amendments, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present proper documentation establishing identity and employment eligibility. If you at any time cannot verify your right to work in the United States within three days after beginning work, Business Name may terminate your employment.

 

Former employees who are rehired may also complete the form and provide the necessary documentation if they have not completed an I-9 with Business Name within the past three years, or if their previous I-9 or supporting documentation is no longer retained or valid.

 

INTRODUCTORY PERIOD

 

The introductory period is intended to give you the opportunity to demonstrate your ability to achieve a satisfactory level of performance and to determine whether the new position meets your expectations. Business Name uses this period to evaluate your capabilities, work habits, and overall performance.

All new and rehired employees work on an introductory basis for up to 90 calendar days after their date of hire. Employees who are promoted or transferred within Business Name may be required to complete a secondary introductory period of up to the same length with each reassignment to a new position.  Any significant absence will automatically extend an introductory period by the length of the absence. If Business Name determines that the designated introductory period does not allow sufficient time to thoroughly evaluate the employee’s performance, the introductory period may be extended for a specified period. Upon satisfactory completion of the introductory period, employees enter the “regular” employment classification.

Completion of the introductory period does not entitle you to remain employed by Business Name for any definite period of time. Your status as an at-will employee does not change and the employment relationship may be terminated with or without cause and with or without advance notice, at any time by you or Business Name. Benefit eligibility and employment status is not changed during the secondary introductory period that result from a promotion or transfer within Business Name.

 

CATEGORIES OF EMPLOYMENT

 

It is the intent of Business Name to clarify the definitions of employment classifications so that employees understand their employment status. These classifications do not guarantee employment for any specified period of time. Accordingly, the right to terminate the employment relationship at will at any time is retained by both the employee and Business Name.

 

Business Name classifies employees as follows:

 

• Introductory Employees – Employees whose performance is being evaluated to determine whether further employment in a specific position or with Business Name is appropriate. Employees who satisfactorily complete the adjustment period may be notified of their new employment classification.
• Regular Full-time – Employment in an established position requiring 30 hours or more of work per week. Generally, full-time employees are eligible to participate in Business Name’s benefit programs as outlined in this Handbook.
• Regular Part-time – Employment requiring less than 30 hours of work per week. Normally a part-time schedule, such as portions of days or weeks, will be established. Occasional workweeks of over 30 hours will not constitute a change in status from part-time to full-time. Regular, part-time employees are not eligible for all Company benefits including vacation, leaves or benefits except those specified in this Handbook or mandated by applicable law.
• Temporary – Employment in a job established for a specific purpose, for a specific period of time, or for the duration of a specific project or group of assignments. Participation in benefits programs for temporary employees is limited to eligibility for workers’ compensation. Temporary employment can either be full-time or part-time.

 

Additionally, all employees are defined as either “exempt” or “nonexempt,” which determines whether the employee is eligible for overtime. Employees will be instructed as to whether they are exempt or nonexempt at the time of hire or when a promotion or demotion occurs. All employees, regardless of employment classification, are subject to all Business Name rules and procedures.

 

WORKING HOURS

 

Employees are expected to be at their work area, ready to work, at their scheduled time, or one half hour prior to the first launch for vessel prep, (0730 during light activity or 0700 for heavy summer time usage). Management will advise employees of the times their schedules will normally begin and end or will post employee’s schedule as soon as schedule is completed for the following week.

 

Staffing needs and operational demands may necessitate variations in starting and ending times, as well as variations in the total hours that may be scheduled each day and week. If required, employees will be expected to work any additional time necessary as determined by business necessity.

 

MEAL/REST PERIODS

 

It is Business Name’s policy and practice to comply with state, federal, and local laws regarding meals/rest periods. The scheduling of meal/rest periods are set and communicated by the employee’s immediate supervisor with the goal of providing the least possible disruption to Company operations.

 

Failure of nonexempt employees to return and return on time from meal/rest periods may subject the employee to discipline, up to and including termination of employment.

 

JOB DUTIES AND RESPONSIBILITIES

 

Your supervisor will explain your job responsibilities and the performance standards expected of you upon hire. You may also be provided a job description that will assist in outlining your essential job duties and responsibilities. Be aware that the job description or oral representation of your role is not all-inclusive and that your job duties and responsibilities may change at any time during your employment.

 

From time to time, you may be asked to work on special projects/jobs, or to assist with other work necessary or important to the operation of Business Name. Your cooperation and assistance in performing such additional work is expected. Business Name reserves the right, at any time, with or without notice, to alter or change job duties and responsibilities, reassign or transfer job positions, or assign additional job duties and responsibilities.

 

OUTSIDE EMPLOYMENT

 

Employees are permitted to engage in outside work or to hold other jobs, subject to certain restrictions as outlined below. Activities and conduct away from the job must not compete with, conflict with or compromise Business Name’s interests or adversely affect job performance and the ability to fulfill all job responsibilities.

 

Employees are prohibited from performing any services for customers on nonworking time that are normally performed by Business Name This prohibition also extends to the unauthorized use of any Company property, tools or equipment and the unauthorized use or application of any confidential information. In addition, employees are not to solicit or conduct any outside business during paid working time.

 

Employees are cautioned to carefully consider the demands that additional work activity will create before accepting outside employment. Outside employment will not be considered an excuse for poor job performance, absenteeism, tardiness, leaving early, refusal to travel or refusal to work overtime or different hours. If Business Name determines that an employee’s outside work interferes with performance, the employee may be asked to terminate the outside employment.

 

PERFORMANCE EVALUATIONS

 

Employees may receive periodic performance evaluations conducted by his or her supervisor. Your first performance evaluation may take place after successful completion of your introductory period. Subsequent performance evaluations typically will be conducted annually. The frequency of performance evaluations may vary depending upon length of service, job position, past performance, changes in job duties, or recurring performance problems.

 

Your performance evaluations may review factors such as the quality and quantity of the work you perform, your knowledge of the job, your initiative, your work attitude, and your attitude toward others. The performance evaluations are intended to make you aware of your progress, areas for improvement, and objectives or goals for future work performance.

 

Favorable performance evaluations do not guarantee increases in salary or promotions. Salary increases and promotions are solely within the discretion of Business Name and depend upon many factors in addition to performance. After the evaluation, you will be required to sign the evaluation report simply to acknowledge that it has been presented to you, that you have discussed it with your supervisor, and that you are aware of its contents.

 

It is important to realize that, with or without an annual evaluation process, Business Name can issue a written performance evaluation at any time when the work performance of an employee is considered to be substandard or above standard. Business Name believes that a performance evaluation will correct detrimental behavior or reward above standard behavior or performance. However, this policy is not a guarantee that a substandard performance will be indicated or communicated by a written performance evaluation.

 

EMPLOYMENT RECORDS

 

Business Name maintains employment records on each employee, where it records information regarding hiring, promotions, transfers, leaves taken, awards or warnings received, etc.  When you were hired, you provided certain information to Business Name It is your responsibility to notify Business Name should there be any change in the information previously provided.

 

The following is a partial list of items that Business Name should be aware of, should they change:

 

• Name and/or marital status;
• Address and/or telephone number;
• # of eligible dependents;
• W-4 and Form XXXX deductions;
• Person to contact in case of an emergency;
• Changes in beneficiary.

 

ACCESS TO PERSONNEL FILES

 

Employee files are maintained in the main office and are considered confidential. Supervisors and managers may only have access to personnel file information on a need-to-know basis. A supervisor or manager considering the hire of a former employee or transfer of a current employee may be granted access to the file, or limited parts of it, in accordance with federal, state, and local laws.

 

Personnel file access by current employees and former employees upon request will generally be permitted within three business days of the request unless otherwise required under state law. Personnel files are to be reviewed in the main office.  Personnel file contents may not be taken outside the main office, photographed, scanned, faxed, photocopied, or transmitted in any form, including email.

 

Representatives of government or law enforcement agencies, in the course of their duties, may be allowed access to file information.

 

CONFLICTS OF INTEREST

 

Employees must avoid any relationship or activity that might impair, or even appear to impair, their ability to make objective and fair decisions when performing their jobs. At times, an employee may be faced with situations in which business actions taken on behalf of Business Name may conflict with the employee’s own personal interests. Company property, information, or business opportunities may not be used for personal gain.

 

Conflicts of interest could arise in the following circumstances:

 

• Being employed by, or acting as a consultant to, a competitor or potential competitor, supplier or contractor, regardless of the nature of the employment, while employed with Business Name
• Hiring or supervising family members or closely related persons.
• Owning or having a substantial interest in a competitor, supplier or contractor.
• Accepting gifts, discounts, favors or services from a customer/potential customer, competitor or supplier, unless equally available to all Business Name employees.

 

Employees with a conflict of interest question should seek advice from his or her supervisor. Before engaging in any activity, transaction or relationship that might give rise to a conflict of interest, employees must seek review from his or her supervisor.

 

NON-DISCLOSURE / CONFIDENTIALITY

 

During the course of your employment with Business Name, you may be exposed to confidential information regarding Business Name or its business (e.g., customer lists and requirements, sales figures, pricing, products, business systems, future plans, etc.). Maintaining the confidentiality of Business Name’s non-public information is extremely important to our competitive position in the industry and ultimately, to our ability to achieve financial success and provide employment stability.

 

You must protect all confidential information of Business Name by safeguarding it when in use, maintaining it properly when not in use, and discussing or otherwise disclosing it only with or to those who have a legitimate need to know related to Business Name’s business. Employees may not post or disclose the information described in the first paragraph of this policy on the Internet. If you should be questioned about any aspect of Business Name that is not generally known to the public concerning Business Name’s products, sales, future plans, present technology, programs, agreements, or any other matter, and if you have not been specifically identified as a “Company spokesperson”, please refer the individual to the Operations Manager.

 

NON-SOLICITATION AND DISTRIBUTION OF LITERATURE

 

Business Name prohibits the solicitation, distribution and posting of materials on or at Company property by any employee or nonemployee, except as may be permitted by this policy. The sole exceptions to this policy are charitable and community activities supported by Business Name management and Company-sponsored programs related to Business Name’s products and services.

 

Provisions include, but are not limited to:

 

• Nonemployees may not solicit employees or distribute literature of any kind on Company premises at any time.
• Employees may only admit nonemployees to work areas with management approval or as part of a Company-sponsored program. These visits should not disrupt workflow. An employee must accompany the nonemployee at all times. Former employees are not permitted onto Company property except for official Company business.
• Employees may not solicit other employees during work times, except in connection with a Company-approved or sponsored event.
• Employees may not distribute literature of any kind during work times or in any work area at any time, except in connection with a Company-sponsored event
• The posting of materials or electronic announcements are permitted with approval from management.

 

COMPENSATION

 

TIMEKEEPING REQUIREMENTS

 

All nonexempt employees must accurately record time worked for payroll purposes. Salaried exempt employees also may be required to record their time. Time worked is defined as all the time actually spent on the job performing assigned duties. Employees are required to record their own time at the beginning and end of each work period, including before and after a meal break. Employees also must record their time whenever they leave the premises for any reason other than Business Name business.

 

Filling out another employee’s time record, allowing another employee to fill out your time record, or altering any time record will be grounds for discipline, up to and including termination of employment. An employee who fails to record his or her time may be subjected to discipline as well.

 

Any errors on your time record should be reported immediately to your supervisor, who will attempt to promptly correct legitimate errors.

 

OVERTIME FOR NONEXEMPT EMPLOYEES

 

It is Business Name’s policy and practice to compensate employees for all time worked and to do so in compliance with all applicable state, federal, and local laws.

 

Time-and-a-half – Business Name pays one and one-half times a nonexempt employee’s hourly rate for all hours worked over 40 in any workweek. Nonexempt employees are those who work in positions for which an overtime premium must be paid under the Fair Labor Standards Act or XXXXXXXXXX law.  Exempt employees may have to work hours beyond their normal schedules as work demands require. No overtime compensation will be paid to exempt employees.

 

Authorization – No overtime may be worked by nonexempt employees unless specifically authorized by management. It is a serious violation of Company policy for any employee, supervisor, or manager to instruct another employee to incorrectly or falsely report hours worked or to alter another employee’s time record to under- or over-report hours worked (or to fail to report any such misconduct). If any supervisor, member of management or employee instructs you to:

 

1. Incorrectly or falsely under- or over-report hours worked;
2. Alter another employee’s time records to inaccurately or falsely report that employee’s hours worked;
3. Conceal any falsification of time-records or to violate this policy, do not do so.  Instead, report it immediately to the appropriate level management.

 

You should not work any hours outside of your scheduled work day unless your supervisor has authorized the unscheduled work.  Do not start work early, finish work late, or perform any other extra or overtime work unless you are authorized to do so and that time is recorded on your time record. Employees are strictly prohibited from performing any “off-the-clock” work. “Off-the-clock” work means work you may perform but fail to report on your time record. Any employee who fails to report or inaccurately reports any hours worked will be subject to discipline, up to and including termination of employment.

 

DEDUCTIONS FOR EXEMPT EMPLOYEES

 

If you are classified as an exempt salaried employee, you will receive a salary which is intended to compensate you for all hours you may work for Business Name. This salary initially will be established at the time of hire or when you are classified as an exempt employee. While your base salary may be subject to review and modification from time to time, such as during salary review times, the salary will be a predetermined amount that will not be subject to deductions for variations in the quantity or quality of the work you perform.

 

Under federal law, your salary is subject to certain deductions.  For example, absent contrary state law requirements, your salary can be reduced for the following reasons:

 

• Full day absences for personal reasons, such as vacation or personal days.
• Full day absences for sickness or disability which may be reimbursed by the applicable supplemental benefit policies.
• Full day disciplinary suspensions for major safety violations or significant infractions of important written workplace conduct rules.
• To offset amounts received as payment for military pay.
• The first or last week of employment in the event you work less than a full week.
• Any full workweek in which you do not perform any work.

 

Your salary may also be reduced for certain types of deductions such as contributions toward supplemental insurance premiums; state, federal or local taxes, social security; or other voluntary contributions. In any workweek in which you performed any work, your salary will not be reduced for any of the following reasons:

 

• Partial day absences for personal reasons, sickness, vacation or disability (unless state or federal laws provides to the contrary).
• Your absence because the facility is closed on a scheduled work day.
• Absences for jury duty, attendance as a witness, or military leave in any week in which you have performed any work.
• Any other deductions prohibited by state or federal law.

 

It is not an improper deduction to require the use of your paid vacation for full or partial day absences for personal reasons, sickness, disability or other reasons. Pursuant to our vacation policy, employees who are absent for all or part of a work day must apply accrued vacation time to that missed work time. After all paid vacation is exhausted, no partial day deductions will be made from the salary of a salaried exempt employee unless permitted by law.

 

PAYMENT OF WAGES

 

You will be paid the 5^th and the 20^th of each month for all work performed through the end of the previous payroll period. Paychecks are distributed each payday at the Business Name facility. Typically, if a regular payday falls on a holiday, employees will be paid on the last work day before the holiday. It is the Company’s policy that employee paychecks will only be given personally to that employee or mailed to his/her home address.

 

If you lose your paycheck, notify your XXXX branch office immediately.  XXXX will replace the check only after we have received bank authorization.  You may be subject to a stop payment fee.

 

PAYROLL DEDUCTIONS AND SETOFFS

 

Business Name and XXXX are required by law to withhold certain deductions from your paycheck.  We will withhold the following taxes as prescribed by state, federal, and local laws:

 

• Federal Income Tax;
• Social Security Tax;
• Medicare Tax;
• State Income Tax (if applicable);
• Local Tax(es) (if applicable).

 

In addition, we are required to recognize court orders, liens and wage assignments.  If we receive notification that such payroll deductions are required, we will begin withholding immediately. You may request certain payroll deductions for medical insurance coverage, supplemental benefit coverage, etc. Please contact a XXXX Payroll Representative regarding any limitations on our ability to process these deductions.

 

PAYMENT OPTIONS

 

You may elect to receive your pay via the following options:

               

Direct Deposit – Your paycheck is electronically deposited into your bank account on the specified payday. There is no charge for this service.  Utilizing this convenient service eliminates:

 

• Waiting for U.S. mail delivery;
• The need to personally pick up your check;
• “Check cashing” fees or hassles;
• The possibility of your paycheck being lost or stolen.

 

Paycheck – You may receive your live paycheck by U.S. mail or work-site delivery. There is no fee or clearing period when cashed at any Wells Fargo Bank.

 

Pay Card – Your paycheck is electronically loaded onto your pay card on the specified payday. There is NO charge for this service.  Some of the benefits are:

 

• PaycheckPLUS! Visa Payroll Card (Debit)
• Cardholders have Free & Clear access to 100% of pay – No account management fees
• Allpoint ATM network – Largest in U.S. – 37,000 locations, no Fees
• Point of Service purchases at any Visa retailer – no Fees
• Over the Counter cash withdrawal – Any Visa financial institution , no Fees
• CheckToday convenience checks – Cash at Wal-Mart, no Fees
• USPS Money order purchase – 44,000 locations – 1st purchase of pay period free

 

Please speak with your supervisor or XXXX payroll representative for questions regarding wage payment options.

 

ADMINISTRATIVE PAY CORRECTIONS

 

Business Name takes all reasonable steps to ensure that employees receive the correct amount of pay in each paycheck and that employees are paid promptly on the scheduled payday. In the unlikely event that there is an error in the amount of pay, the employee should promptly bring the discrepancy to the attention of your supervisor so that corrections can be made as quickly as possible.

 

ON-THE-JOB

 

PUNCTUALITY AND ATTENDANCE

 

As an employee of Business Name, you are expected to be punctual and regular in attendance. Any tardiness or absence causes problems for your fellow employees and your supervisor. When you are absent, your assigned work must be performed by others.

 

Employees are expected to report to work as scheduled, on time, and prepared to start work. Employees also are expected to remain at work for their entire work schedule, except for meal periods or when required to leave on authorized Company business. Late arrival, early departure, or other unanticipated and unapproved absences from scheduled hours are disruptive and must be avoided.

 

If you are unable to report for work on any particular day, you must under all but the most extenuating circumstances call your supervisor at least two hours before the time you are scheduled to begin working for that day. If you call less than two hours before your scheduled time to begin work and do not arrive in time for your assigned shift, you will be considered tardy for that day. In all cases of absence, tardiness, or early departures, employees must provide their supervisor with an honest reason or explanation. Employees also must inform their supervisor of the expected duration of any absence. Excessive absenteeism, tardiness, or early departures, whether excused or not, will not be tolerated.

 

If you fail to report for work without any notification to your supervisor and your absence continues for a period of two consecutive days, Business Name will consider that you have voluntarily abandoned or quit your employment.

 

Absent any forms of protected leave required by federal, state, or local laws, excessive attendance issues may result in discipline, up to and including termination of employment.

 

INCLEMENT WEATHER

 

It is the policy of Business Name to remain open during most periods of inclement weather; however, where extraordinary circumstances warrant due to weather or other unforeseen business interruption, Business Name reserves the right to close the facility. Should this occur, employees will receive notice from their supervisor or another member of management as soon as a decision has been made.

Facility Closed – If the facility is announced to be closed on a given day, all exempt employees will receive regular pay for the day of closure. For nonexempt employees on a day of closure, the employee can elect to 1) use any accrued vacation time for the missed day or 2) the employee will not be paid for the day.

 

Facility Open – If the facility remains open on an adverse weather day, employees who report to work will receive their normal pay for the day, i.e., exempt employees will receive their regular salary and nonexempt employees will be paid at their base rate plus any incentives for all hours worked. If an employee elects not to report to work on a facility open day, the employee can elect to 1) use any accrued vacation time for the missed day or 2) the employee will not be paid for the day.

 

When severe or potentially dangerous weather develops or is anticipated to develop during the day and a decision is made by management to close, you will be compensated as if you had worked to the end of your regularly scheduled hours for that day. If you elect to leave prior to the time a decision is made by management to close early, you will be required to use accrued vacation time at the same rate as if you arrived after the scheduled start time.

Regardless of whether the facility remains open or closed on an inclement day, it is each employee’s decision to determine if they can safely arrive at work under the conditions. If an employee elects not to work on a given day, Business Name requires the courtesy of a phone call to your supervisor advising as to your status for the day, prior to the beginning of the work day per the Punctuality and Attendance Policy.

 

OPEN DOOR POLICY

 

Business Name promotes an atmosphere whereby employees can talk freely with all levels of Business Name and offer suggestions for improvement. Employees are encouraged to openly discuss with your supervisor and/or a member of management any problems in order for appropriate action to be taken if needed. Business Name is interested in all of our employees’ success and happiness with us. We, therefore, welcome the opportunity to help employees whenever feasible.

 

INTERNAL COMPLAINT PROCEDURES

 

To foster sound employee-employer relations through communication and reconciliation of work-related problems, Business Name provides employees with an established procedure for expressing employment-related concerns. In situations where employees feel a complaint is in order, the following steps should be taken:

 

1. If an employee believes that he or she has a legitimate, work-related complaint, the employee is encouraged to first attempt to resolve the issue through discussions with his or her supervisor.
2. If the situation is not resolved within five working days from the time the complaint is discussed with the employee’s supervisor, barring extenuating circumstances, it should be brought to the attention of the next appropriate level of management with written documentation.
3. If the situation is still not resolved within a reasonable amount of time the complaint is discussed with the next appropriate level of management, it should be brought to the attention of the Owner with written documentation.  The determination from the Owner will be final.

 

Business Name will attempt to resolve the complaint within a reasonable amount of time while preserving the privacy and confidentiality of those involved to the extent feasible.

 

USE OF COMPANY EQUIPMENT AND VEHICLES

 

Company equipment and vehicles essential in accomplishing job duties are expensive and may be difficult to replace.  When using Company equipment and property, employees are expected to exercise care, perform required maintenance and follow all operating instructions, safety standards and guidelines.

 

In order to be permitted to drive a Company vehicle, employees must have a current and valid State Driver’s License and an acceptable driving record. When driving a Business Name vehicle, employees must represent the Company properly and drive in a safe and courteous manner, abiding by all traffic laws.

 

Please notify your supervisor if any equipment, machine, tool or vehicle appears to be damaged, defective or in need of repair. Prompt reporting of damages, defects and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. Any questions about your responsibilities for maintenance and care of equipment or vehicles used on the job should be directed to your supervisor.

 

In order to operate a Business Name vessel the following criteria must be met:

 

• Completion of the XXXXXXXXXX State “Safe Boating Course”
• Completion of the Carefree Boat Club “On The Water” course must be completed
• Boat handling instructions must be made by the Carefree Boat Club Trainer or certified Instructor only.
• Check in and Check out procedures must be followed

 

In order to operate a Carefree Boat Club vessel for personal use the following criteria must be met:

 

• Must have successfully completed six months of employment
• The Operations Manager must give authorization for the outing.
• Completion of the XXXXXXXXXX State “Safe Boating Course”
• Completion of the Carefree Boat Club “On The Water Course”
• Boat handling instructions must be made by the Carefree Boat Club Trainer or certified Instructor only
• Check in and Check out procedures must be followed and boat cleaned after use
• The employee is solely responsible for the full cost of fuel used and damage during the outing

 

USE OF EMAIL AND COMPUTER EQUIPMENT

 

Business Name uses multiple types of electronic equipment, facilities and services for producing documents and communication including, but not limited to computers, email, telephones, voicemail, fax machines, online services, cell phones (including text messaging) and the Internet. This policy governs the use of such Company property.

 

Ownership – All information and communications in any format, stored by any means on Business Name’s electronic equipment, facilities or services is the sole property of Business Name.

 

Use – All of Business Name’s electronic equipment, facilities and services are intended to be used for Business Name business purposes only and not for personal matters. Access to the Internet, websites and other services paid for by Business Name are to be used for Business Name business only.

 

Scanning for Viruses – Viruses can be attached to any file including email attachments. All incoming documents and attachments (whether sent electronically or provided on disk or other electronic media) must be scanned with Business Name’s antivirus software.

 

Retention – In most cases, electronic communications should be deleted after they are read. When appropriate, electronic communications should be printed and placed in the files to which the communication relates.

 

Inspection and Monitoring – All information and communications in any format, stored by any means on Business Name’s electronic equipment, facilities or services are subject to inspection at any time without notice. Personal passwords may be used for purposes of security, but the use of a personal password does not affect Business Name’s Ownership of the electronic information or Business Name’s right to inspect such information. Business Name reserves the right to access and review electronic files, messages, email, voicemail and other such material to monitor the use of all of Business Name’s electronic equipment, facilities and services, including all communications and internet usage and resources visited. Business Name will override all personal passwords if it becomes necessary to do so for any reason.

 

Personal Hardware and Software – Employees may not install personal hardware and software on Business Name’s computer systems without approval from management. All software installed on Business Name’s computer systems must be licensed.

 

Unauthorized Access – Employees are not permitted unauthorized access to the electronic communications of other employees or third parties unless directed to do so by management. No employee can examine, change or use another person’s files, output or user name unless they have explicit authorization.

 

Security – Many forms of electronic communication are not secure. Employees who use cell phones, cordless phones, fax communications or email sent over the Internet should be aware that such forms of communication are subject to interception and these methods of communicating should not be used for privileged, confidential, trade secret or sensitive information unless appropriate encryption measures are implemented. Any information about Business Name, its products or services, or other types of information that will appear in the electronic media about Business Name must be approved by management before the information is placed on an electronic information source.

 

Inappropriate Web Sites – Business Name’s electronic equipment, facilities or services must not be used to visit Internet sites that contain obscene, hateful or other objectionable materials, or that would otherwise violate Business Name’s policies on harassment and discrimination.

 

CELL PHONE/SMART PHONE USAGE

 

This policy applies to employee use of cell phones, smart phones (including iPhones, Androids, BlackBerry® smartphones, and similar devices), PDAs, and similar telecommunication devices, all of which are referred to as “cell phones” in this policy.

 

Cell Phones in General (Both Company-Provided and Personal Cell Phones) – Employees are allowed to bring cell phones to work with them. During working hours, however, employees are not permitted to use their cell phones for personal use except in an emergency or during a meal/rest period. Employees who use personal or Company-provided cell phones to communicate with another Business Name employee for any reason may not violate Business Name’s policies against harassment. Thus, employees who use a cell phone to send a text or instant message to another employee (or to a customer) that is harassing or otherwise in violation of Business Name’s Anti-Harassment Policy will be subject to discipline, up to and including termination of employment.

 

Employee Use of Company-Provided Cell Phones – Cell phones may be made available to Business Name employees on a limited basis to conduct Business Name’s business. Determinations as to which employees receive Company-provided cell phones will be made on a case-by-case basis by management, but some factors that may weigh in favor of Business Name providing a cell phone to one of its employees include, but are not limited to:

 

• The employee spends a great deal of time out of the facility and immediate telephone;
• Contact is required to perform his/her work in an effective manner;
• An employee’s personal safety is enhanced.

 

Employees who receive a cell phone from Business Name must agree to not use the cell phone for personal use except in emergency situations and must abide by all aspects of this policy (including those policies applicable to personal cell phone use). Further, employees who receive a cell phone from Business Name must: 1) agree to abide by Business Name’s EEO Policies whenever the employee uses Company-provided cell phone, or whenever contacting an Business Name employee about Company business using a private cell phone; and 2) acknowledge and understand that because the cell phone is paid for and provided by Business Name, any communications (including text messages) received by or sent from the cell phone may be subject to inspection and review if Business Name has reasonable grounds to believe that the employee’s use of the cell phone violates any aspect of this policy.

 

Employee Use of Personal Cell Phones – Employees are allowed to bring cell phones to work with them. During working hours, however, employees are not permitted to use their cell phones for personal use except in an emergency or during a meal/rest period. Employees are also prohibited from using their cell phones during work hours to send text or instant message to anyone.

 

Employee Use of Cell Phones With Cameras – Cameras of any type, including cell phones with built-in cameras and video photography devices, may not be used during working hours, or at any Company-sponsored function.

 

Cell Phone Use While Driving – The use of a cell phone while driving may present a hazard to the driver, other employees and the general public. It is against XXXXXXXXXX law to text or send instant messages while driving.  This policy is meant to ensure the safe operation of Company vehicles and the operation of private vehicles while an employee is on work time. It applies equally to the usage of employee-owned cell phones and phones provided by Company.

 

Employees are prohibited from using hand-held cell phones for any purpose while driving on Company-authorized or Company-related business. This policy also prohibits employees from using a cell phone or other device to send or receive text or “instant” messages while driving on Company business. Should an employee need to make a business call while driving, the employee must locate a lawfully designated area to park and make the call. Employees may use hands-free cell phones or devices to make business calls. Such calls should be kept short and should the circumstances warrant (for example, heavy traffic, bad weather, etc.), the employee should locate a lawfully designated area to park to continue or make the call, even if the employee is using a hands-free device.

 

Violation of this policy will subject the employee to discipline, up to and including termination.

 

SOCIAL MEDIA

 

The Internet has become an accessible and powerful means of public communication, including through Social Media.  Social Media as used in this policy includes email, chat rooms, websites, blogs, and wikis (whether maintained by the employee or by a third party), and social networking sites like Facebook, Twitter, LinkedIn and others. Business Name respects the right of employees to use these vehicles of self-expression and communication.

 

We expect and insist, however, that our employees’ use of Social Media be confined to non-work time and to employees’ own electronic equipment. We do not permit employees to use Social Media during work time or on Business Name equipment. We also expect and insist that employees’ use of Social Media does not damage Business Name, its customers or our working environment. Employees should observe the following guidelines to ensure that their public activities on Social Media do not conflict with their responsibilities toward Business Name and its customers, including their duties of loyalty and confidentiality.

 

First and foremost, be thoughtful and exercise good judgment in how you present yourself online.  If you identify yourself as a Company employee or your affiliation with Business Name is well known, what you say will have an impact Business Name, our employees and customers. Be aware that posting inappropriate information or content on Social Media potentially brings disrepute either to Business Name or to you in your capacity as a Company employee.  Because Social Media typically is public space, we request that you be respectful to Business Name, our employees, our customers, our partners and affiliates, and others (including our competitors) as Business Name itself endeavors to be. Our strong preference is that you not discuss Business Name or Company-related matters in any Social Media. However, if you choose to do so note the following:

 

• If you choose to identify yourself as an Business Name employee in Social Media, you are expected to also make clear to your readers that the views you express do not necessarily reflect the views of Business Name, by posting a disclaimer in a prominent place (e.g., “The views expressed are mine alone and do not necessarily reflect the views of my employer.”)
• If you post any comment that promotes or endorses Company products or services in any way on any Social Media, the law requires that you disclose that you are employed by Business Name Again, we require the use of a disclaimer in that circumstance.
• You may not disparage Company products or services. To do so would violate your duty of loyalty as a Company employee.
• Respect your audience and your coworkers. If you have disagreements or problems with Business Name, your fellow employees, or our customers, partners, or vendors, we request that you not engage in personal attacks but instead respectfully disagree with them. Obviously, when referring to Company employees or our affiliates you may not post statements that are obscene, defamatory, profane, libelous, threatening, harassing, or abusive. Also prohibited are comments about your fellow employees that are derogatory with respect to race, religion, gender, sexual orientation, color, disability, or any other legally protected characteristic, or that are sexually suggestive, humiliating or demeaning. Such statements may not only expose you to liability, but violate Business Name’s Anti-Harassment Policy.
• Protect Business Name’s confidential, proprietary and trade information, and that of its customers, partners, and vendors. You have an obligation to maintain the confidentiality of this information per Company policy. Such information includes, but is not limited to, product, financial, marketing, performance and other business information. If you are unsure whether it is appropriate to post certain information, please check with a member of management.
• Be aware of and follow copyright and fair use laws. For your protection, as well as Business Name’s, you must comply with all laws governing copyright and fair use of copyrighted material owned by others. This means, for example, that you may not publish copyrighted material without the permission of the copyright owner, whether that is Business Name or a third party.

 

This policy is not intended to infringe in any way on Company employees’ legal rights to discuss the terms and conditions of their employment with other Company employees for their mutual aid and benefit. Instead, it seeks to balance Business Name’s legal duties and a legitimate business objective with employee’s protected rights in this regard.

 

To summarize, when you use Social Media, use good judgment. Be aware that there may be consequences to what you post or publish online. These consequences may include discipline, up to and including termination of employment if the conduct violates Company policy or if Business Name determines that your posting or publication is not legally protected and harms (or has the potential to harm) Business Name’s legitimate business interests and obligations toward its employees and affiliates.

 

WORKPLACE VIOLENCE

 

Business Name has adopted the following workplace violence policy to ensure a safe working environment for all employees. Business Name has a zero tolerance for acts of violence and threats of violence. Without exception, acts and threats of violence are not permitted. 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.

 

Possession of non-work related weapons on Company premises and at Company-sponsored events shall constitute a threat of violence.

 

It is every employee’s responsibility to assist in establishing and maintaining a violence-free work environment. Therefore, each employee is expected and encouraged to report any incident which may be threatening to you or your co-workers or any event which you reasonably believe is threatening or violent. You may report an incident to any member of management. 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 member of 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. A threat includes, but is not limited to, any indication of intent to harm a person or damage Company property. Threats may be direct or indirect, and they may be communicated verbally or nonverbally as illustrated below.

 

Example	Type of Threat
Saying, “Do you want to see your next birthday?”	Indirect
Writing, “Employees who kill their supervisors have the right idea.”	Indirect
Saying, “I’m going to punch your lights out.”	Direct
Making a hitting motion or obscene gesture	Nonverbal
Displaying weapons	Extreme
Stalking or otherwise forcing undue attention on someone, whether romantic or hostile	Extreme
Taking actions likely to cause bodily harm or property damage	Acts of violence

 

Conduct that threatens, intimidates, or coerces another employee, customer, vendor or business associate will not be tolerated. Business Name resources may not be used to threaten, stalk or harass anyone at the workplace or outside the workplace. Business Name treats threats coming from an abusive personal relationship as it does other forms of violence.

 

Employees should promptly inform management of any protective or restraining order that they have obtained that lists the workplace as a protected area.  Employees are encouraged to report safety concerns with regard to intimate partner violence. Business Name will not retaliate against employees making good-faith reports.

 

Business Name 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. Business Name 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, Business Name may suspend employees suspected of workplace violence or threats of violence, either with or without pay, pending investigation.

 

Business Name encourages employees to bring his or her disputes to the attention of their supervisor or any member of management before the situation escalates. Business Name will not discipline employees for raising such concerns.

 

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 discipline, up to and including termination of employment.

 

SECURITY INSPECTIONS AND PERSONAL PROPERTY

 

Business Name specifically reserves the right to carry out reasonable searches of personal effects and vehicles when individuals are entering, while on, and leaving Company premises including, but not limited to, all occupied or vacant, land, buildings, structures, installations, automobiles, trucks, boats, and all other Company owned or leased property. Employees should have no expectation of privacy in any of these areas. Submission to such a search is voluntary; however, refusal may be cause for expulsion from premises and discipline, up to and including termination of employment.

 

Employees provided with lockers are to keep their locker combination confidential and not change or share lockers with other employees without management approval. Business Name assumes no responsibility for the loss of, or damage to, any employee personal property.

 

SMOKE-FREE WORKPLACE

 

It is the policy of Business Name to prohibit smoking on all Company premises in order to provide and maintain a safe and healthy work environment for all employees. The law defines smoking as the “act of lighting, smoking or carrying a lighted or smoldering cigar, cigarette or pipe of any kind.”

 

The smoke-free workplace policy applies to:

 

• All areas of Company buildings.
• All Company boats, docks, breezeways, and gazebos.
• All Company-sponsored off-site conferences and meetings.
• All vehicles owned or leased by the Company.
• All visitors (customers and vendors) to the Company premises.
• All contractors and consultants and/or their employees working on the Company premises.
• All employees, temporary employees and student interns.
• In the presence of Business Name members.

 

Employees who violate the smoking policy will be subject to discipline, up to and including termination of employment.

 

ATTIRE AND GROOMING

 

It is important for all employees to project a professional image while at work by being appropriately attired.  Business Name employees are expected to be neat, clean, and well groomed while on the job. Clothing must be consistent with the standards for a service environment and must be appropriate to the type of work being performed.

 

Business Name will provide you with a Company tee shirt, collared shirt, coat or jacket to be worn while on duty. You are required to wear Tan or Khaki shorts in the warmer months and Blue jeans in the colder months. The wearing of flip-flops, open toed sandals, cut-off shorts, any sort of camouflaged items (Top or Bottoms) halter tops, sheer garments, T-shirts with sayings/slogans on them and other informal casual attire is considered inappropriate.

 

All employees must be covered from shoulders to knees at all times (no see-through or sleeveless clothing is permitted at any time). Natural and artificial scents may become a distraction from a well-functioning workplace and are also subject to this policy.  Employees must avoid clothing that can create a safety hazard.

 

Business Name is confident that employees will use their best judgment regarding attire and appearance. Any employee who is improperly dressed will be counseled or in severe cases may be sent home to change clothes. Employees who do not meet an appropriate standard may be sent home to change and nonexempt employees will not be paid for that time off. As always, please use common sense in your choice of attire. Management may exercise good discretion to determine appropriateness in appearance. Continued disregard of this policy may be cause for discipline, up to and including termination of employment.

 

Where necessary, Business Name will make reasonable accommodations for dress or grooming directly related to employee’s religion, ethnicity, or disabilities.

 

PROHIBITED CONDUCT

 

The following conduct is prohibited and will not be tolerated by Business Name. Violations may result in discipline, up to and including termination of employment. This list of prohibited conduct is illustrative only and is not all-inclusive; other types of conduct injurious to security, personal safety, employee welfare and Business Name’s operations may also be prohibited.

 

• Falsification of employment or other Company records.
• Recording of work time of another employee of allowing any other employee to record your work time, or allowing falsification of any time sheets, either yours or another employee’s.
• Theft or the deliberate or careless damage or destruction of any Company property, or the property of any other employee or customer.
• Unauthorized use of Company equipment, materials or facilities.
• Provoking a fight or fighting during work hours or on Company property.
• Carrying firearms or any other dangerous weapon on Company premises at any time regardless of carry permits.
• Engaging in criminal conduct while at work.
• Causing, creating or participating in a significant or substantial disruption of work during working hours on Company property.
• Insubordination, including but not limited to failure or refusal to obey the orders or instructions of a supervisor or member of management, or the use of abusive or threatening language toward another Business Name employee, customer or vender.
• Failure to notify a supervisor when unable to report to work, or when leaving work during normal working hours without permission from a supervisor to do so.
• Failure to observe work schedules, including meal/rest periods.
• Failure to provide a physician’s certificate when requested to do so.
• Sleeping or malingering on the job.
• Excessive personal telephone calls during working hours.
• Unauthorized overtime or refusing to work assigned overtime.
• Unprofessional appearance during normal business hours.
• Violation of any safety, health, security or Company policy, rule or procedure.
• Unlawful harassment or discrimination, or harassment or discrimination that violates Company policy.

 

This statement of prohibited conduct does not alter Business Name’s policy of at-will employment. Either you or Business Name remains free to terminate the employment relationship at any time, with or without reason or notice.

 

DISCIPLINE POLICY

 

Employees are expected to perform to the best of their abilities at all times. There will be occasions, however, where employees perform at an unsatisfactory level, violate a policy, or commit an act that is inappropriate. When performance or conduct does not meet Company standards, Business Name will endeavor, when it deems appropriate, to provide the employee a reasonable opportunity to correct the deficiency. This can be accomplished through forms of discipline short of termination, such as verbal warnings, written warnings, suspensions, performance improvement plans, and demotions (in no particular order).

 

Note that all rule violations are cumulative. In all cases, Business Name retains sole discretion to determine the nature and extent of any discipline based upon the circumstances of each individual case. Accordingly, Business Name reserves the right to proceed directly to a written warning, demotion, suspension, or termination for misconduct or performance deficiency, without any prior disciplinary steps, when Business Name deems such action appropriate. And at all times, Business Name retains the right to terminate any employee’s employment at any time and for any reason, with or without advance notice or other prior disciplinary action.

 

TIME OFF

 

VACATION TIME

 

Business Name recognizes the importance of vacation time in providing rest, recreation, and personal enrichment. Business Name provides its regular full-time employees with paid vacation time on the anniversary of his or her hire date. For regular full-time employees who have completed one year of continuous employment, vacation time becomes available according to the following schedule:

 

Years of Continuous Service	Amount  Available Per Year
1 year but less than 2 years	5 days / 40 hours
2 years but less than 5 years	10 days / 80 hours
5 years but less than 10 years	15 days / 120 hours
10 years and beyond	20 days / 160 hours

 

Vacation is to be taken in a minimum of eight hour increments and must be scheduled 30 days in advance and approved by your supervisor. Vacations must be taken on or before the 101 days of summer starts or any time after the end of the season due to high demand of employees. Requests will be reviewed and approved or denied based on a number of factors, including business needs and staffing requirements. Any conflict in multiple employee vacation requests will be decided based on a first-come-first-serve basis.

 

Vacation time is paid at an employee’s current base salary or hourly wage. Vacation time will not be considered as time worked for the purpose of computing overtime. There are no “rollovers” for unused vacation time. Thus, any vacation time not used in the anniversary year it is available is deemed unearned and forfeited. Because the Company feels it is important for all employees to enjoy some time off for rest and relaxation, pay is not given in lieu of vacation time.

 

Employees will be paid for the value of earned but unused vacation only if he or she voluntarily resigns, giving a minimum of two weeks’ notice, or is laid off due to lack of work and after all Company property and/or items previously issued by Business Name has been returned. If an employee is terminated from Business Name for any other reason, the value of earned but unused vacation will not be paid.

 

HOLIDAYS

 

Business Name is typically closed for the following recognized Company holidays:

 

Closed half days, unless the date falls on a Monday, 8:00 PM – 12:00 PM

 

• Christmas Eve
• New Year’s Eve

 

Closed full days

 

• Easter Sunday
• Day after Memorial Day (for fleet recovery)
• Day after July 4th (for fleet recovery)
• Day after Labor Day (for fleet recovery)
• Thanksgiving Day
• Christmas Day
• New Year’s Day

 

Nonexempt employees are not paid for observed holidays when Business Name is closed for business.

 

BEREAVEMENT LEAVE

 

Bereavement leave will be granted to regular full-time employees in the event of absence necessitated by the death of an immediate family member. In the unfortunate event of the death of an employee’s spouse, child, parent, sibling, grandparents, in-laws (if legally married), the employee will be granted three days off work with pay.

 

At management discretion, you may be eligible for a maximum of five days off without pay. Vacation time may be used if bereavement leave is needed or the time may be taken as unpaid. Requests for bereavement leave should be made to the employee’s immediate supervisor as soon as possible before the leave is to begin.

 

MILITARY / RESERVE LEAVE

 

Business Name is committed to protecting the job rights of employees absent on military leave. In accordance with federal and state law, it is Business Name’s policy that no employee or prospective employee will be subjected to any form of discrimination on the basis of that person’s membership in or obligation to perform service for any of the Uniformed Services of the United States. Specifically, no person will be denied employment, reemployment, promotion or other benefit of employment on the basis of such membership. Furthermore, no person will be subjected to retaliation or adverse employment action because such person has exercised his or her rights under applicable law or Company policy. If any employee believes that he or she has been subjected to discrimination in violation of Company policy, the employee should immediately contact the Owner.

 

Employees taking part in a variety of military duties are eligible for benefits under this policy. Such military duties include leaves of absence taken by members of the uniformed services, including Reservists and National Guard members, for training, periods of active military service and funeral honors duty, as well as time spent being examined to determine fitness to perform such service. Subject to certain exceptions under the applicable laws, these benefits are generally limited to five years of leave of absence.

 

Employees requesting leave for military duty should contact his or her supervisor to request leave as soon as they are aware of the need for leave.

 

JURY DUTY AND WITNESS LEAVE

 

Business Name cooperates fully with federal, state, and local laws and grants employees’ time off for mandatory jury duty and/or jury duty orientation and encourage employees to fulfill his or her civic responsibilities by serving jury duty when required. After successfully completing six months of continuous employment, regular full- and part-time employees are eligible for jury duty pay. A copy of the court notice must be submitted to the employee’s supervisor to verify the need for such leave. To receive the jury duty pay difference, you must provide your supervisor with the receipt of your juror’s pay.  If you are required to serve jury duty beyond the period of paid jury duty leave, you may use any available vacation time or take the additional time as unpaid.

 

The employee is expected to report for work when doing so does not conflict with court obligations or applicable federal, state, or local law. It is the employee’s responsibility to keep his or her supervisor informed about the amount of time required for jury duty.

 

Jury duty pay is calculated based on the employee’s base pay rate at the time of absence less the amount of the fee paid for each day of jury service up to a maximum of three working days per year. Jury duty pay does not include any special forms of compensation, such as incentives, commissions, or bonuses.  In addition, jury duty pay is not counted as hours worked for the purposes of determining whether overtime pay is owed.

 

FAMILY MEDICAL LEAVE

 

Business Name will administer this Family Leave policy in accordance with all legal requirements under federal law. In the event that any part of this policy is in conflict with current federal law, the federal law takes precedence over the conflicting provision of this policy (but all other non-conflicting provisions of this policy will remain in full force and effect).

 

Employees seeking further information should contact their immediate supervisor. Please also refer to the “Employee Rights and Responsibilities” notice posted in the office, which is incorporated here by reference.

 

Definitions

 

• Eligible Employee: Employees are eligible for Family Medical Leave if they have worked for a covered employer for at least one year (which may be based on separate stints of employment), for 1,250 hours during the 12 months preceding the date leave is to begin, and if they are employed at a worksite where 50 or more employees are employed by the employer within 75 miles of that worksite.
• Family Medical Leave: This includes all of the types of leave identified in the section below, entitled “Reasons for Taking Leave,” unless otherwise specified.
• Family Member: For purposes of FMLA, “family member” is defined as a spouse, parent (biological, adoptive, step, foster, or in loco parentis), or child under the age of 18, or over the age of 18 if he/she is incapable of self-care (includes biological, adopted, step, foster, or in loco parentis). A different definition of “child” and “son or daughter” applies to Federal “qualifying exigency” and “military caregiver” leaves of absence – please see your supervisor for more information.
• Serious Health Condition: “Serious health condition” is defined under FMLA as an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities.

 

Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than three consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment; please see your supervisor for more information. The common cold, flu, earaches, upset stomach, minor ulcers, headaches other than migraine, routine dental or orthodontia problems, periodontal disease, and cosmetic treatments (without complications), are examples of conditions that are not generally defined as serious health conditions.

 

Reasons for Taking Leave – Family Medical Leave may be taken under any of the following circumstances:

 

1. Pregnancy Leave:  For incapacity due to pregnancy, prenatal medical care or birth.
2. Parental Leave: For the birth of a child or for the placement of a child under 18 years of age for adoption or foster care. Parental leave must be completed within 12 months of the birth of a newborn or placement of an adopted or foster child.
3. Family Member’s Serious Health Condition Leave: To care for a family member with a serious health condition.
4. Employee’s Serious Health Condition Leave: To recover from or seek treatment for an employee’s serious health condition, including pregnancy-related conditions and prenatal care.
5. Call to Active Duty Leave: Eligible employees with a spouse, son, daughter or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement to address certain “qualifying exigencies.” “Qualifying exigencies” may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings.
6. Servicemember Family Leave: Eligible employees may take up to 26 weeks of leave to care for a “covered servicemember” during a single 12-month period. A “covered servicemember” is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the servicemember medically unfit to perform his or her duties for which the servicemember is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list.  Under some circumstances, a veteran will be considered a “covered servicemember “– please see your supervisor for more information.

 

Length of Leave – In any one-year calculation period, eligible employees are entitled to up to 12 weeks of unpaid leave for the following reasons:

 

• For incapacity due to pregnancy, prenatal medical care or child birth;
• To care for the employee’s child after birth, or placement for adoption or foster care;
• To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition;
• For a serious health condition that makes the employee unable to perform the employee’s job; or
• “Qualifying exigencies” (see “Call to Active Duty Leave,” above).

 

When leave is taken for Servicemember Family Leave, an eligible employee may take up to 26 weeks of leave during a single twelve-month period to care for the servicemember. During the single 12-month period in which servicemember family leave is taken, an eligible employee is entitled to a combined total of 26 workweeks of leave for purposes of parental leave, serious health condition leave, or call to active duty leave.

 

One-Year Calculation Period – The “twelve month period” during which leave is available (also referred to as the “one-year leave calculation period”) will be determined by a rolling twelve-month period measured backward from the date an employee uses any Family Medical Leave. Each time an employee takes Family Medical Leave, the remaining leave entitlement would be any balance of the twelve weeks which has not been used during the immediately preceding twelve months.

 

Intermittent Leave – Intermittent or reduced schedule leave may be taken when medically necessary due to the serious health condition of a covered family member or the employee or the serious injury or illness of a covered servicemember. Additionally, leave due to a qualifying exigency may be taken on an intermittent or reduced leave schedule basis. An employee may be temporarily reassigned to a position that better accommodates an intermittent or reduced schedule. Employees must make reasonable efforts to schedule planned medical treatments so as to minimize disruption of Business Name operations; including consulting management prior to the scheduling of treatment in order to work out a treatment schedule which best suits the needs of both Business Name and the employee. Intermittent leave for parental leave is not available.

 

Employee Responsibilities: Notice – Employees must provide at least 30 days’ advance notice before Family Medical Leave is to begin if the reason for leave is foreseeable based on an expected birth, placement for adoption or foster care, planned medical treatment for a serious health condition of the employee or of a family member, or the planned treatment for a serious injury or illness of a covered servicemember. If 30 days’ notice is not practicable, such as because of a lack of knowledge of approximately when leave will be required to begin, a change in circumstances, or a medical emergency, notice must be given as soon as practicable.

 

For Call to Active Duty Leave, notice must be provided as soon as practicable, regardless of how far in advance such leave is foreseeable. Whether leave is to be continuous or is to be taken intermittently or on a reduced schedule basis, notice need only be given one time, but the employee shall advise their supervisor as soon as practicable if dates of scheduled leave change or are extended, or were initially unknown.

 

If circumstances change during the leave and the leave period differs from the original request, the employee must notify their supervisor within three business days, or as soon as possible. Further, employees must provide written notice within three days of returning to work.

 

Regardless of the reason for leave, or whether the need for leave is foreseeable, employees will be expected to comply with Business Name’s normal call-in procedures. Employees who fail to comply with Business Name’s leave procedures may be denied leave, or the start date of the employee’s Family Medical Leave may be delayed.

 

Certification – Generally speaking, employees must provide sufficient information for Business Name to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for either Call to Active Duty or Servicemember Family Leave.

 

Employees also must inform Business Name if the requested leave is for a reason for which FMLA leave was previously taken or certified. Additionally, employees requesting serious health condition leave for themselves or to care for a covered family member will be required to provide certification from the health care provider of the employee or the covered family member to support the request.

 

Employees must furnish Business Name’s requested medical certification information within 15 calendar days after such information is requested by Business Name In some cases, Business Name may require a second or third opinion, at Business Name’s expense. Employees also may be required to submit subsequent medical verification.

 

Employees will not be asked for, and they should not provide, any genetic information about themselves or a family member in connection with a FMLA medical certification.

 

Fitness-for-Duty Certification – If Family Medical Leave is for the employee’s own serious health condition, the employee must furnish, prior to returning to work, medical certification (fitness-for-duty certification) from their health care provider stating that the employee is able to resume work.

 

Substitution of Paid Leave for Unpaid Leave – Employees are required to use any available vacation pay and personal leave while on approved Family Medical Leave. If the employee’s vacation pay and personal leave time is exhausted, the leave will be unpaid.

 

Holiday Pay While on Leave – Employees receiving short- or long-term disability will not qualify for holiday pay. Employees using vacation pay or personal leave during a portion of approved Family Medical Leave in which a holiday occurs will qualify to receive holiday pay. Employees who are on unpaid leave during a holiday will not qualify to receive holiday pay.

 

On-the-job Injury or Illness – Periods of employee disability resulting from a compensable on-the-job injury or illness will qualify as FMLA leave if the injury or illness is a “serious health condition” as defined by applicable law.

 

Benefits While on Leave – If an employee is on approved FMLA leave, Business Name will continue the employee’s health coverage under any “group health plan” on the same terms as if the employee had continued to work.

 

Job Protection – Employees returning to work from FMLA leave will be reinstated to their former position. If the position has been eliminated, the employee may be reassigned to an available equivalent position. Reinstatement is not guaranteed if the position has been eliminated under circumstances where the law does not require reinstatement.

 

Employees are expected to promptly return to work when the circumstances requiring Family Medical Leave have been resolved, even if leave was originally approved for a longer period. With the exception of employees on leave as the result of an on-the-job injury or illness or otherwise required by law, reinstatement shall not be considered if the leave period exceeds the maximum allowed.

 

The use of Family Medical Leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave.

 

Employees who work for other employers during a “serious health condition” leave may be subject to discipline, up to and including termination. Additionally, all employees who use Family Medical Leave for reasons other than the reason for which leave had been granted may be subject to discipline, up to and including termination of employment.

 

UNPAID LEAVE OF ABSENCE

 

There may be the rare occasion when an employee is faced with an emergency or special circumstance and needs to take an unpaid personal leave of absence. The employee’s supervisor may grant a personal leave of absence without pay. Each request for a leave of absence will be evaluated on an individual basis, taking into consideration length of service, work record, staffing needs, and reason and length of the leave.  Personal leaves of absence will be granted sparingly and only under extenuating circumstances.

 

In order to qualify for a personal leave of absence, the employee must be classified as a regular full-time employee and must have completed at least six months of continuous full-time service at the time of the request. Employees may apply for a personal leave by submitting a request to their supervisor at least two weeks prior to the start date of the leave requested describing the nature of the leave, the dates the employee expects to be away from work and the date the employee intends to return. If the leave is the result of a true emergency, this two week period may be waived by Business Name in its sole discretion.

 

Generally, a personal leave of absence shall not exceed two calendar weeks.  A longer personal leave of absence may be granted only under extreme circumstances. Failure to report back to work on the first day after expiration of the leave of absence will be considered a voluntary resignation of employment.

 

Employees who are granted personal leaves of absence are expected to exhaust any available paid vacation time they have accrued before their leave status changes from paid to unpaid. Unless required by applicable law, employees will not accrue additional paid vacation time while on an unpaid leave of absence. If an employee is granted and takes a personal leave of absence, his or her other benefits may be affected.

 

Employees who return to work at the end of a personal leave of absence will normally be restored to their former position if an opening exists. If there is no such opening, they will be considered for a comparable position if one is available when they return.

 

RELIGIOUS OBSERVANCES LEAVE AND ACCOMMODATION POLICY

 

Business Name respects the religious beliefs and practices of all employees. Business Name will make, upon request, an accommodation for such observances when a reasonable accommodation is available that does not create an undue hardship on Business Name’s business. Employees may use paid vacation time or unpaid time for religious holy days or to participate in a religious observance or practice.

 

LEAVE FOR EMERGENCY RESPONSE SERVICES

 

Employees who are members of a civil air patrol, civil defense, volunteer fire department, or volunteer rescue squad and who are called to duty in response to an emergency declared by the governor may take paid vacation time or unpaid leave if the employee submits written proof that participation was required.

 

BENEFITS

 

DISCLAIMER

 

This portion of the Handbook contains a very general description of the benefits to which you may be entitled as an employee of Business Name. Please understand that this general explanation is not intended to, and does not, provide you with all of the details of these benefits. Therefore, this Handbook does not change or otherwise interpret the terms of the official plan documents. Your rights can be determined only by referring to the full text of the official plan documents. To the extent that any of the information contained in this Handbook is inconsistent with the official plan documents, the provisions of the official documents with govern in all cases.

 

Please note that nothing contained in the benefit plans described herein shall be held or construed to create a promise of employment or future benefits, or a binding contract between Business Name and its employees, retirees or their dependents, or benefits or for any other purpose. All employees shall remain subject to discipline, up to and including termination of employment to the same extent as if these plans had not been put into effect.

 

As in the past, Business Name reserves the right, in its sole discretion, to amend, modify or terminate, in whole or in part, any or all of the provisions of the benefit plans described herein. Further, Business Name reserves the exclusive right, power and authority, in its sole and absolute discretion, to administer, apply and interpret the benefit plans described herein, and to decide all matters arising in connection with the operation and administration of such plans.

 

BENEFIT OFFERINGS

 

Eligible employees are provided a wide range of benefits. A number of the programs (such as Social Security, workers’ compensation, and unemployment insurance) cover all employees in the manner prescribed by law. Benefits eligibility is dependent upon a variety of factors, including employee classification and length of service.

 

The following benefit programs are available to eligible employees:

 

• Wireless Service Plan and Equipment Discounts – All Business Name regular full- and part-time employees are able to receive AT&T, Sprint, and Verizon wireless service plan and equipment discounts through XXXX immediately upon hire. Please see your immediate supervisor for more details.

• Voluntary Supplemental Benefits – Business Name offers a variety of supplemental benefits through XXXX to all eligible employees and their eligible dependents following 30 days of employment. These voluntary supplemental benefits generally include:

 

• Medical coverage
• Prescription drug discounts
• Hospital indemnity
• Vision care
• Dental coverage
• Short-term disability (STD)
• Term life insurance and accidental death insurance

 

Any employee contribution(s) for coverage will be deducted from your paycheck based upon your benefit selection(s) and the current contribution amounts (if applicable). Supplemental benefits may be deducted on a pre-tax or post-tax basis.  Please see your immediate supervisor if interested.

• Legal Services Plan – All Business Name employees are able to take advantage of Legal Shield at group discounted rates immediately upon hire. Once enrolled, this service provides protection of your legal rights, security for your family, and the peace of mind knowing that you have access to an experienced AV-rated, provider law firm that addresses many types of legal issues.

 

In addition, you are protected from identity theft, which is the fastest growing crime today.  Please see your immediate supervisor for more details.

• Member Referral Bonus – Business Name highly encourages employees to refer prospective members to the Company. If you refer a member, you will be awarded a one-time bonus of $300.
• Employee Suggestion Program – Business Name believes that listening to employees’ ideas and suggestions is essential to the success of the Company. The suggestion program is designed to make it easier for you to share your ideas and to ensure those ideas are heard by management. Suggestions of all kinds are welcome; even complaints can be turned into opportunities for improvement. Suggestions should contain a description of the problem or condition to be improved, a detailed explanation of the solution or improvement, the reasons why it should be implemented, and relate to the mission and corporate goals of Business Name. Special recognition will be given to employees who submit a suggestion that is implemented.

 

You are an expert at your job. By sharing your ideas, you can make a difference! Employee suggestions can be submitted to any member of management.

 

OPEN ENROLLMENT

 

The Open Enrollment Period allows employees to add or change their benefits coverage. Changes, additions, and other elections made during Open Enrollment will take effect on the effective date following the Open Enrollment period. Once you have made a change, you cannot change that selection until the next Open Enrollment period (except in the case of a major life status change; see Special Enrollment).

 

SPECIAL ENROLLMENT

 

A Qualifying Event, such as certain life status changes such as marriage, birth or adoption of a child, involuntary loss of coverage, etc. allows entry into certain plans as long as application for coverage is made within 30 days of the Qualifying Event. For specific details regarding Special Enrollment, please refer to your Summary Plan Description.

 

HEALTH AND SAFETY

 

SAFETY POLICY

 

All employees are responsible for their own safety, as well as that of others in the workplace. To help us maintain a safe workplace, everyone must be safety-conscious at all times. It is important to report all work-related injuries or illnesses immediately to your supervisor or another member of management.

 

Employee Rights

 

1. You have the right to know what chemical and physical hazards you are working around and how to safeguard against them.
2. You have the right to have the proper personal protective equipment and/or request it if needed.
3. You have the right to file a complaint, concerning the safety and health of the job site location and/or processes. The steps to be followed are:

Step 1: Notify Business Name of the concerns and/or hazards.  If complaints aren’t being addressed then;

Step 2: Notify XXXX immediately of all safety concerns; all complaints or concerns are immediately investigated.

Step 3: Notify OSHA (Occupational Safety and Health Administration) if your complaints have not been addressed to your satisfaction.

4. You, as an employee, have the right to work in a safe work environment free of hazards that could result in serious harm and/or death.

 

Employee Responsibilities

 

1. As an employee, you will comply with all occupational safety standards, rules and regulations while on the job.
2. You will also adhere to all Business Name policies and procedures including the job site location rules and regulations regarding safety and health policies.
3. You will not work outside the scope of your experience or assignment, including areas that are not authorized by Business Name
4. You are to report all unsafe acts, assignments, injuries and complaints to Business Name immediately.

 

WORKERS’ COMPENSATION

 

You are protected by Workers’ Compensation Insurance under state law. This insurance covers you in case of occupational injury or illness by providing, among other things, medical care and compensation and temporary or other disability benefits.

 

Steps to Take if You are Injured on the Job – To ensure that you receive any workers’ compensation benefits to which you may be entitled, you must do all of the following:

 

1. Immediately report any work-related injury to your supervisor. You must report the injury at the time it happens, not several days later.
2. Seek medical treatment and follow-up care if required.
3. Promptly complete a written injury or illness report and return it to your immediate supervisor.

 

Failure to timely follow these steps may negatively affect your ability to receive benefits. 

 

Stay at Work – Business Name will strive to provide suitable, stay at work assignments when an employee sustains a work-related injury or illness that is compensable under the Workers’ Compensation Act and results in the temporary inability to perform normal job duties, as certified by a physician.

 

Stay at work assignments are temporary in nature and do not constitute a guarantee of continued employment or alteration of the inherent “at-will” employment doctrine. Stay at work assignments may result in a change of job duties, compensation and hours as consistent with statutory and federal allowances.  Such assignments will be based on Business Name needs, the medical restrictions of the candidate, and the duration of any expected return to pre-injury physical status or a medically authorized finding of a maximum medical improvement status.  All other employment obligations remain unchanged during the assignment period.

 

Return to Work – If you require workers’ compensation leave, you will – under most circumstances – be reinstated to the same position that you held at the time your leave began, or to an equivalent position, if available. However, you must first submit an approved medical certificate demonstrating your ability to return to work.

 

When returning from a workers’ compensation leave you have no greater right to reinstatement than if you had been continuously employed rather than on leave. For example, if you would have been laid off had you not been on leave, or if your position is eliminated, and no equivalent or comparable positions are available, then you may not be entitled to reinstatement. These are only examples. Business Name does not discriminate against employees who suffer a workplace injury or illness.

 

Overlap With Other Laws – Business Name will account for other leave laws and workplace disability laws that might also apply to your situation, such as the ADA/ADAAA and FMLA. If, after returning from a workers’ compensation leave, it is determined that you are unable to perform the essential functions of your position because of a qualifying disability, you may be entitled to a reasonable accommodation, as governed by the ADA/ADAAA and/or applicable XXXXXXXXXX laws covering disabilities in the workplace.

 

EMERGENCY EVACUATION PLAN

 

In the event that an emergency announcement is made, all employees are to evacuate the facility by following the procedures:

 

• In the event of an emergency alarm test or emergency drill, an appropriate announcement will be made prior to the test/drill.
• If no announcement was made, you must assume the alarm was sounded for an actual emergency. In the event of an actual emergency, everyone should immediately stop whatever they are doing, remain calm, and leave their work area. If possible, turn off all electrical equipment before leaving your work area and secure any personal valuables.  Under any and all circumstances, please remember that safety to life always comes first.

 

The Operations Manager will serve as the primary Safety Coordinator and supervisors will serve as the alternate Safety Coordinators whose responsibility it will be to see that all employees leave the building promptly and safely.

 

• All employees should exit the facility by way of the nearest exit door marked with a lighted red exit sign and follow these signs exiting to the outside of the facility. If the nearest exit door is blocked by smoke, use the other exit door.
• It is the responsibility of all able staff to assist any persons with disabilities (that adversely impact their ability to exit the facility) in exiting the facility. Business Name will have made every attempt, however, to make prior arrangements with a safety coordinator or other staff for these individuals to have assistance in evacuating the facility in the event of an emergency.
• Once you have exited the building, quickly proceed away from the facility. Employees who exit the facility first must position themselves far enough away from the facility to enable everyone to stand clear of the emergency vehicles. The parking lot must be kept clear at all times, so as not to hamper the movement of emergency vehicles into the area.
• Before leaving the facility, the Safety Coordinator or his/her designate(s), if possible, will call the Fire Department and/or Police Department (dial 911) and leave all doors unlocked to allow easy access.

 

Once outside the facility, the Safety Coordinator should designate someone to:

 

• Confirm that the Fire Department and/or Police Department has been called (dial 911).
• If you are not formally trained in proper fire extinguisher usage, please do not attempt to extinguish a blaze.
• Congregate all employees in the pre-determined meeting place in the parking lot and perform a headcount to confirm that all employees and visitors are out of the facility.
• Designate someone to meet the Fire Department and/or Police Department at the front entrance to provide additional information.
• Employees trained in CPR and rescue breathing should survey the individuals outside to determine if anyone is in need of first aid. Appropriate aid should then be given.
• Once outside, do not re-enter until the facility is declared safe by the Fire Department and/or Police Department and you are informed to do so by the Safety Coordinator.

 

LEAVING THE COMPANY

 

EMPLOYEE REFERENCES

 

All requests for references or recommendations must be directed to the Operations Manager. No manager, supervisor or employee is authorized to release references for current or former employees. Managers and supervisors are expressly prohibited from providing LinkedIn “recommendations” or using the internet to discuss a former employee’s performance.

 

By policy, Business Name discloses only the dates of employment and position(s) held of former employees. Former employees who authorize additional disclosures must make a request to do so in writing.

 

VOLUNTARY RESIGNATION

 

Voluntary resignation results when an employee voluntarily quits his or her employment at Business Name, or fails to report to work for three consecutively scheduled workdays without notice to, or approval by, his or her supervisor. If you choose to terminate your employment, it is anticipated that you will give your supervisor as much notice as possible – preferably a minimum of two weeks. When giving your two-week notice, vacation time or personal leave should not be used in lieu of notice. If you do not give two-week notice of your intent to leave Business Name, you will not be eligible for re-employment at a later date.

 

If your decision to terminate is based on a situation that could be corrected, you are encouraged to discuss it with your supervisor or another member of management before making a final decision. At the time of your employment termination, a member of management may meet with you to conduct an exit interview. At that time, the details of your leaving will be discussed, and information regarding your any information relative to your employment will be explained to you.

 

INVOLUNTARY TERMINATION

 

Violation of Business Name’s policies and rules may warrant discipline, up to and including termination of employment. Business Name has established a system of discipline as mentioned in this handbook. Business Name may, in its sole discretion, utilize whatever form of discipline is deemed appropriate under the circumstances, up to and including, termination of employment. Business Name’s policy of progressive discipline in no way limits or alters the at-will employment relationship.

 

RETURN OF PROPERTY

 

Employees are responsible for all property, materials, or written information issued to them or in their possession or control. Employees must return all Business Name’s property that is in his or her possession or control in the event of termination of employment, voluntary resignation, layoff, suspension or immediately upon management request. Where permitted by applicable laws or consent, Business Name may withhold from your check(s) or final paycheck(s) the cost of any item(s) that are not returned when required. Business Name may take all legal action deemed appropriate to recover or protect its property.

 

If Business Name issues you certain items, such as cellular phones, computers, keys, etc., you may be required to sign a Property Receipt Acknowledgment form. By signing this form, you are acknowledging the receipt of Company property, agreeing to return such property, and authorizing the cost of such property to be deducted from your paycheck(s) if the property is not returned as explained above.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

EXHIBIT I                                                                                                                                                             

 

ANTI-HARASSMENT POLICY

 

Business Name prohibits harassment of any kind in the workplace, or harassment outside of the workplace that violates its employees’ right to work in a harassment-free workplace.

 

Sexual Harassment — Sexual harassment has been defined as unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature (regardless of whether such conduct is “welcome”), when:

 

1. Submission to such conduct is made either implicitly or explicitly a term or condition of employment;
2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual;
3. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.

 

Some examples of conduct that could give rise to sexual harassment are unwanted sexual advances; demands for sexual favors in exchange for favorable treatment or continued employment; sexual jokes; flirtations; advances or propositions; verbal abuse of a sexual nature; graphic, verbal commentary about an individual’s body, sexual prowess, or deficiency; leering, whistling, touching, assault, sexually suggestive, insulting, or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; or discriminatory treatment based on sex. The foregoing list is not exhaustive.

 

Other Forms of Prohibited Harassment – Other forms of prohibited harassment under Business Name policy and Federal and XXXXXXXXXX law include harassment against an individual based on the individual’s race, color, religion, national origin, age, sexual orientation, genetic characteristics, marital status, disability, protected activity, or any other status protected by applicable law.

 

Such harassment may include verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of any protected status, such as epithets, slurs, negative stereotyping, or threatening, intimidating, or hostile acts that relate to a protected class or written or graphic material that denigrates or shows hostility or aversion toward an individual or group because of the protected status.

 

Complaint Procedure – Each member of management is responsible for creating an atmosphere free of discrimination and harassment, sexual or otherwise.  Further, all employees are responsible for respecting the rights of their coworkers and strictly adhering to the letter and spirit of this policy. All employees are encouraged to discuss this policy with their immediate supervisor, any member of management, or the Owner, at any time if they have questions relating to the issues of discrimination or harassment.

 

If you believe that you have experienced any harassment or discrimination, you are expected and required to bring the matter to the attention of your immediate supervisor as soon as possible. If you believe that it would be inappropriate to discuss the matter with your immediate supervisor or if you are uncomfortable discussing the issue with your supervisor, you may bypass your immediate supervisor and report the matter directly to any member of management, including the Owner.

 

In addition, any employee who observes any conduct that he or she believes constitutes harassment or discrimination, or who receives information about incidents of harassment or discrimination that may have occurred, must immediately report the matter to his or her supervisor, any member of management, or the Owner.

 

Investigation – All complaints and reports will be promptly and impartially investigated and will be kept confidential to the extent possible, consistent with Business Name’s need to investigate the complaint and address the situation. If discrimination or harassment in violation of this policy is found to have occurred, Business Name will take prompt, appropriate corrective action, and any employee found to have violated this policy will be subject to discipline, up to and including termination of employment.

 

Protection Against Retaliation – Business Name prohibits retaliation in any way against any employee because the employee has made a good-faith complaint pursuant to this policy, has reported harassing or discriminatory conduct directed at others, or has participated in an investigation of such conduct. Any employee who is found to have retaliated against another employee in violation of this policy will be subject to discipline, up to and including termination of employment.

 

Confidentiality – All complaints under this policy will be treated as confidentially as is possible under the circumstances and as is consistent with Business Name’s need to investigate and respond to the complaint.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

EXHIBIT II                                                                                                                                                            

 

ALCOHOL/DRUG USE, ABUSE AND TESTING

 

Business Name works to maintain a safe and efficient work environment for all individuals associated with Business Name Employees who misuse controlled substances, prescription or illegal drugs, or alcoholic beverages pose a risk both to themselves and to everyone who comes into contact with or depends upon them and risks damage to Business Name’s customer relationships.

 

This policy applies to all employees (except where noted in this policy or where it is inconsistent with applicable law) and applicants for employment. This policy revises and supersedes all previous drug and alcohol testing policies and practices.

 

The following conduct is strictly prohibited and will result in discipline, up to and including termination:

 

1. Possession, sale and/or use of drugs on Business Name premises, while in uniform, while on Company- or work-related travel, or while on Business Name business;
2. Failure to notify Business Name of a conviction under any criminal drug or alcohol statute within five days of the conviction;
3. Possession and/or consumption of alcoholic beverages or being under the influence of alcohol during work hours, while in uniform or on Business Name premises, or while operating an Business Name vehicle (or while operating a personal vehicle in connection with the performance of Business Name business), vessel, or while performing job functions other than at the employee’s home.
4. Being under the influence of drugs while on duty, on Business Name premises, on Company time, while in uniform, while on Business Name business, or while operating an Business Name vehicle (or while operating a personal vehicle in connection with the performance of Business Name business) or vessel;
5. Refusing to cooperate with any and all tests required by this policy. This includes, but is not limited to, tampering with, or attempting to tamper with, a specimen sample, using chemicals or other ingredients to mask or otherwise cover up the presence of metabolites, drugs or alcohol in a specimen, or providing a blood or urine specimen that was produced by anyone other than the employee being tested.

 

An employee who uses prescription or over-the-counter drugs that may impair the employee’s ability to safely perform the job, or that may affect the safety or well-being of others, must notify his or her supervisor of such use immediately before starting or resuming work.

 

Employees are asked to report when they observe or are informed, and have reasonable grounds to believe, that another employee is under the influence of alcohol or drugs while on duty, on Business Name or customer premises, on Company time, while in uniform, while on Business Name business, or while operating an Business Name vehicle (or while operating a personal vehicle in connection with the performance of Business Name business) or vessel.

 

In order to implement this policy, Business Name will:

 

1. Subject applicants to a pre-employment drug test;
2. Test employees reasonably suspected of using drugs or alcohol in violation of this policy;
3. Discipline or terminate employees who test positive or otherwise violate this policy;
4. Randomly or periodically test employees, where lawful; and
5. Test employees after an accident.

 

To enforce this policy, Business Name reserves the right to conduct searches of Business Name property or employees and/or their personal property, and to implement other measures necessary to deter and detect abuse of this policy. Any employee who refuses to consent to such searches may be expelled from the property and subjected to discipline, up to and including termination of employment. Failure to abide by any provision in this policy will result in discipline, up to and including termination.

 

Business Name will reasonably accommodate employees who voluntarily seek help with a drug or alcohol problem. Such employees will be granted time off without pay and/or allowed to use any accrued vacation time. Expenses not covered by the employee’s insurance benefits are the responsibility of the employee concerned.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

ACKNOWLEDGEMENT OF ANTI-HARASSMENT POLICY

 

I have read and understand the Business Name Anti-Harassment Policy. I have been given a copy of the policy and understand that:

 

1. Every employee has the right to work in an environment free from harassment, including sexual harassment;
2. I have a responsibility not to engage in behaviors that constitute harassment;
3. If I feel I am being harassed, I have the right and the responsibility to communicate this directly to the harasser, my immediate supervisor, any member of management, and/or the Owner.

 

 

Employee’s Signature: ______________________________________________

 

 

Employee’s Printed Name: __________________________________________________

 

 

Date: ____________________________

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

ACKNOWLEDGEMENT OF RECEIPT OF ALCOHOL/DRUG USE, ABUSE, AND TESTING POLICY

 

I have reviewed and understand Business Name’s Alcohol/Drug Use, Abuse and Testing Policy. I understand that the policy will apply to me if I am hired and that compliance with it is a condition of employment with Business Name.

 

I also understand that I will have to take and pass a drug or alcohol test for illegal or controlled substances such as (but not limited to) marijuana, cocaine, methamphetamines, amphetamines, and opiates if I want to be hired.  If I am hired, I understand that I will be subject to testing as set forth in the Drug and Alcohol Policy, including, but not limited to, testing on a random basis, after accidents, and if and when Business Name concludes that there is reasonable suspicion to believe that I am using, possessing or impaired by drugs or alcohol while I am working, present on Business Name premises or jobsites, on Company business, in Company uniform, or while on Company travel (including when I am driving a Company or personal vehicle or vessel for work-related purposes).

 

I understand that I will be subject to termination of employment if I refuse to cooperate in any of the tests identified in the Alcohol/Drug Use, Abuse and Testing Policy, fail sufficiently to explain any positive test result to designated Medical Review Officer, or otherwise violate the policy.  I also understand that I will not be eligible for hire if I refuse to sign this Acknowledgement Form.

 

If I am hired, I will abide by the terms of the Alcohol/Drug Use, Abuse and Testing Policy during my employment with Business Name

 

 

Employee’s Signature: ______________________________________________

 

 

Employee’s Printed Name: __________________________________________________

 

 

Date: ____________________________

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

ACKNOWLEDGEMENT OF RECEIPT OF EMPLOYEE HANDBOOK

 

I acknowledge that I have received and will read a copy of Business Name’s Employee Handbook. I also understand that a copy of this Handbook is available to me at any time to review in the Business Name facility.

 

I understand that Business Name has adopted this Handbook only as a general guide about policies, work rules and the work environment, and that they are subject to change at any time in Business Name’s sole discretion. I also understand that the Handbook policies control over any other contradictory statements. I acknowledge that the Handbook policies are not an employment contract and are not intended to give me any express or implied right to continued employment or to any other term or condition of employment.

 

I understand that either Business Name or I may terminate my employment relationship at any time, for any or no reason, with or without cause, and with or without advance notice. I acknowledge that no promises have been made to me that are inconsistent with this “at will” statement.

 

I understand that Business Name complies with all applicable laws regarding equal employment opportunity and provides a workplace free from unlawful harassment and discrimination. I will bring any questions or concerns I have regarding equal employment opportunities, discrimination, retaliation or harassment to my supervisor, or any trusted supervisor or member of management.

 

During my employment with Business Name, I understand that it is my responsibility to remain informed about the policies as revisions, updates and new polices as issued, and to ask questions about any interpretation of any of the policies.

 

I have read this acknowledgement carefully before signing.

 

 

Employee’s Signature: ______________________________________________

 

 

Employee’s Printed Name: __________________________________________________

 

 

Date: ____________________________