Docstoc, Inc. Employee Handbook 10162012
User Manual: Employee-Handbook-10162012
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Habey USA Inc. Employee Handbook Effective October 16, 2012 This manual is merely a summary of current policies of Habey USA Inc.. nothing in this manual alters the fact that all employees of the company are employed “at will”. Employment may be terminated with or without cause or notice at the will of either the employee or company. Neither this manual nor any of its contents is an employment contract, an offer to enter an employment contract, or provides employees with any contract rights. tered document propr, copy not 1 WELCOME TO Habey USA Inc. Welcome to Habey USA Inc.. At Habey, we are optimistic about the future and hope that your employment with us will be mutually rewarding. We look forward to an enjoyable and productive working relationship with you. It is our goal at Habey to outperform the competition in the areas of employment, service and safety. Pursuant to this goal, we strive to provide high quality products and services to our clients and customers. The work and attitude of our employees is important to the success of our company. This handbook has been prepared for employees of Habey. As an employee of Habey, you should review the handbook and become familiar with all of the policies. Following your review of the handbook, you are to sign and return an Acknowledgement Form that will be provided to you. (A copy of the form can be found at the last page of this handbook.) This handbook is only a summary of current personnel policies of Habey compiled for convenient reference. Neither the handbook nor any policy set forth herein is a contract of employment, an offer to enter into a contract of employment, or provides employees any contract rights. No contract of employment is being offered or implied. No contract of employment is valid and binding on the Company unless it is in writing and signed by the CEO. The employees of Habey are “at will” employees. This means that Habey may terminate the employment of any employee at any time for any reason, or no reason at all, and the employee may terminate their employment at any time for any reason, or no reason at all. Employment is for an indefinite period and is subject to change in conditions, benefits, and operating policies. The information contained in this document is in summary form and is intended to give you an overview of what is expected. Many items covered here may be covered in more detail in other company documents, which documents are controlling. Habey reserves the right to at any time supplement, revise, revoke or rescind any part or all of this handbook or any or all of the benefits or policies set forth herein. Habey reserves sole discretion to interpret this handbook or any policy or benefit contained in this handbook. tered document propr, copy not 2 EMPLOYMENT POLICIES Statement of Equal Opportunity Habey is an equal opportunity employer and will not discriminate in recruiting, hiring, training, promotion, transfer, discharge, compensation or any other term or condition of employment on the basis of race, religion, color, age (over age 39), sex, national origin, or on the basis of disability if the employee can perform the essential functions of the job, with a reasonable accommodation if necessary. Any employee who is aware of discriminatory conduct or who has any concern about a possible violation of this policy should immediately report the conduct or concern to his or her supervisor, designated human resource personnel or any corporate officer. Discrimination and Harassment Habey disapproves of and strictly prohibits comments or actions by anyone that may create an offensive or hostile work environment for any employee because of the employee’s race, color, religion, age, sex, marital status, national origin, disability, ancestry, or medical condition. This policy extends not only to prohibiting unwelcome sexual advances and offensive sexual jokes, innuendos, or behaviors, but also prohibits offensive conduct related to or based upon factors other than sex. Employees who believe themselves to be victims of harassment or who are aware of harassment should immediately report the situation to a supervisor, the director of human resources, a designated human resources representative or any manager or corporate officer. An employee who thinks he or she is a victim of harassment may discuss the offensive conduct with the offender(s) before reporting it to management, but is not required to do so. Habey will promptly investigate complaints or reports of harassment. The investigation will be conducted, and complaints will be handled in a confidential manner to the extent realistically feasible. When warranted by the investigation, Habey will take immediate and appropriate corrective action. Such action may include disciplinary action against the offender(s), which may range up to and include dismissal, depending on the severity of the conduct as assessed by Habey. No retaliation will be permitted against an employee who registers a complaint or reports a harassment incident, or against any employee who provides testimony as a witness or who otherwise provides assistance to any complaining or reporting employee, or who provides assistance to Habey in connection with the investigation of any complaint or report. After Habey has taken appropriate corrective action to resolve a complaint or report of harassment, Habey will make follow-up inquiries after an appropriate interval to insure that the harassment has not resumed and retaliation has not been suffered. However, victims and witnesses are not required to wait for follow-up. If harassment resumes or retaliation occurs, the victim or witness is encouraged to contact an appropriate Habey supervisor, human resources tered document propr, copy not 3 representative, officer or other company manager immediately so Habey may promptly and effectively act. Immigration Law Compliance Habey is required by federal immigration laws to verify the identity and work authorization of all new employees. In keeping with the obligation, documentation that shows each person's identity and legal authority to work must be inspected. Each new employee must also attest to his/her identity and legal authority to work on an I-9 Form provided by the federal government. This verification must be completed as soon as possible after an offer of employment is made and in no event more than three (3) business days after an individual is hired and before the individual begins work. A copy of this form will be provided to you for your completion. All offers of employment with Habey are conditioned upon furnishing evidence of identity and legal authority to work in the United States in compliance with the federal law. Providing falsified documents of identity and eligibility to work in the United States will result in cancellation of your consideration for employment or dismissal if employed. Every rehired employee must also satisfy this requirement. It is the employee's responsibility to ensure that the work authorization on file is current. The Department of Homeland Security recommendation is to apply for renewed authorization a minimum of ninety (90) days in advance of expiration. Inability to provide renewed authorization on or prior to the expiration date of the original document will result in the employee's immediate termination. Health Requirements All employees shall be of sufficient good health to properly discharge their duties. Employees who have an infectious disease shall not be permitted to work for the duration of communicability. If an employee becomes ill or injured while on duty, it is his/her responsibility to report such illness or injury to his/her supervisor immediately. Failure to do so may result in a loss of potential benefits for that illness or injury. If an employee has excessive absences from work due to illness, his/her physical condition may be reviewed to determine the ability to continue in that position, and a physician's release that he/she is able to work may be required. Smoking Smoking is only permitted in those places and at those times designated by Habey. Do not smoke near any area where flammable or combustible materials, such as solvents, are used or stored. Other rules regarding smoking may apply depending on your work location. If you have any questions, ask your supervisor. Employee Investigations tered document propr, copy not 4 Habey recognizes the importance of employees who are honest, trustworthy, qualified, and reliable. For purposes of furthering these concerns and interests, before hiring an individual, Habey reserves the right to investigate the individual's prior employment history, personal and/or business references, educational background, and or other relevant information that is reasonably available. In hiring for certain positions, Habey may review an applicant's credit report and criminal background, if any. Consistent with these practices, all job applicants will be asked to sign a Release of Information Authorization, which will include a release of liability for disclosure of information by a third party. To the extent permitted by law, Habey reserves the right to exclude any applicant from consideration for employment, where the applicant refuses to sign the Release of Information Authorization form as requested. In addition, Habey may find it necessary from time-to-time to investigate current employees, where behavior or other relevant circumstances raise legitimate questions concerning work performance, reliability, honesty, trustworthiness, or potential threat to the safety of coemployees or others. Where appropriate, these investigations may include credit reports and criminal records, including appropriate inquiries about any criminal investigation or arrest that is pending further proceedings. Employees subject to such investigations are required to reasonably cooperate with Habey to obtain relevant information, and may be subject to disciplinary action, up to and including termination, for failure to do so. All employees are strongly encouraged to immediately report any incidents of potentially threatening, harmful, or criminal behavior of co-employees, supervisors, customers, clients, vendors, or visitors. Workplace Violence The following are prohibited and will not be tolerated of any employee on Habey premises or while on Habey business: a. Any direct or indirect harassing, intimidating, abusive or threatening language, actions or behavior. b. Any direct or indirect plan, threat or act of violence, injury, death or property damage (including, but not limited to fistfights, wrestling or other forms of physical fighting with or without weapons). c. Possession, use or display of a weapon on company premises or while on company business. Any employee violating this policy will be subject to disciplinary action, up to and including termination of employment. Reporting Injuries To ensure that proper attention is given and appropriate action taken when an injury occurs within the workplace, please follow these procedures: tered document propr, copy not 5 1. Report the injury to your on-site supervisor immediately. If your supervisor is not immediately available, report to the manager or other authorized person. Seek or obtain medical attention if required. 2. Report the injury to your Habey supervisor and/or designated human resources representative within 24 hours, or as soon as practical. Worker’s Compensation laws require the processing of claims within reasonable time frames. All injuries/accidents MUST be reported promptly for claim submission. 3. If you are involved in or are a witness to an incident, you should provide information in order for the appropriate report to be completed. Please be aware of the importance of immediate action in recording all details of the incident. Incident Reports An incident report must be filled out and signed by any employees who witness an incident or injury immediately following the occurrence. Failure to do so may result in disciplinary action. This policy is important to the safety and well being of all our employees. Hazardous Chemicals Introduction OSHA developed the hazard communication standard with the goal of reducing the chance of chemically caused illnesses and injuries to workers by providing you, as an employee, with information regarding the hazards or chemicals you may be exposed to in your work. The standard requires that we have a written hazard communication program, which includes information on container labeling, Material Safety Data Sheets (MSDS), and an employeetraining program. Although the standard uses the word ''Hazardous'' to describe the chemicals in question, it also includes items we use everyday that many of you would not consider hazardous such as: motor oil, coolants, paint, solvents, and glues. These items are commonly used, sometimes daily, and rarely with any problems. However, they should be treated as hazardous chemicals. Knowing more about chemicals we use will make you aware of potential problems and help reduce or eliminate health and safety problems when you use these chemicals. There are three areas you should be familiar with about chemical products to which you may be exposed: - Container Labeling - Listing of Chemical Products in Use - Material Safety Data Sheets (MSDS) Container Labeling Chemical containers cannot be shipped from the manufacturers or distributors unless they are properly labeled with the identity of the chemical. The label should tell you what chemical is in the container, what hazard that chemical may present and name and address of the manufacturer. Labels should not be defaced or removed and no chemical shipments should be accepted, even on a trial basis, without the proper label. tered document propr, copy not 6 When transferring chemicals from large containers to a smaller container a label should be applied to the new container, unless the product is to be immediately and completely used by the person who transferred the chemical, and he or she knows the new container’s content and that the transfer to the new container is appropriate. The basic purpose of labeling requirements are to give an immediate warning of the chemical inside the container and to remind you that more detailed information is available from Material Safety Data Sheets. If a chemical container has no label, immediately inform your supervisor so that the contents can be labeled appropriately. Do not use the contents of any container that does not have a label. Chemical Product List Each jobsite and office location has a list of chemical products used in our company's operation. This list is alphabetized by product name and also by manufacturer’s name. Should you have questions on any of the chemicals on this list, you can request a copy of the Material Data Safety Sheet for your information. Make your request through your supervisor. Material Safety Data Sheets (MSDS) These are technical bulletins prepared by companies who make chemicals. They should contain the following information: - The identity of the chemical, including the chemical and common names. - Physical and chemical characteristics of the chemical. - Known acute and chronic health effects and related health information on the chemical. - Exposure limit. - Whether chemical is considered carcinogenic. - Precaution measures to take when using the product. - Name and address of the person who prepared the information. - Emergency and first aid procedures. The safe use of chemicals depends on: - Recognizing the hazard: Know the product you are using, read the MSDS, become familiar with precautions to be taken, and heed warnings by the manufacturer. Use only in accordance with label instructions. - Evaluating your use: Look at yourself and what you are trying to accomplish with the chemical. - Controlling your exposure: Personal protection should be used as recommended, proper ventilation is required, and follow appropriate storage requirements. Always consider these three elements when working with any chemicals. Chemical Exposure The MSDS should provide information on chemical exposure threshold limits and routes of entry, as these terms are described below. tered document propr, copy not 7 Threshold limits - How much of a product you can be exposed to without it being hazardous. Example: fumes from solvents, adhesives, welding, etc. A small amount of fumes inhaled over a short period of time may or may not affect you. A small amount breathed continually for 8 hours a day or a 40-hour week will increase the overall dose and could have ill effects. On the other hand, a large amount of fumes for a few minutes may be irritating and may or may not have lasting effects. Routes of entry - How chemicals get into our system: inhalation (breathing fumes or vapors), absorption (through skin pores after handling or getting on clothing), ingestion (swallowing or eating). Though you would not think of eating a chemical product, if you eat lunch, a snack at break time, or smoke a cigarette without washing your hands, you may be eating the chemical that is on your hands. Types of Chemicals - Some examples and how they can affect us: Corrosives - Such as battery acid and sulfuric acid, corrode or eat away at metals and steel and can do the same to your hands and face. Irritants – Such as solvents, do as they say, they irritate the skin or membranes and can cause a rash or dermatitis. Sensitizers – Such as epoxy and lacquers, affect the nervous system, coordination, muscle control, and thinking (brain). Toxins – Such as carbon monoxide, enter the blood stream and are carried to the brain and nervous system. In excessive amounts, will shut them down. Carcinogens – Such as asbestos fibers, are proven cancer causing to lungs and cell tissue. Conclusion Hazard communication is common sense thinking about what you are doing, informing yourself, preparing for the task, and taking the necessary precautions. What you do not know CAN HURT YOU. By knowing, checking the MSDS, evaluating your use, and controlling your exposure you can make chemical products work for you successfully and safely. During Work Activities You must observe and comply with the following: Fire Emergency Procedures The most frequent causes of fires are chemicals, grease, and careless smoking. In these conditions, a major fire can be only three minutes away from the ''flashover'' It is vital that you utilize the three major tactics: RESCUE, CONFINE, AND ALERT! - First, RESCUE anyone in the immediate path of a fire. Second, CONFINE the fire. Shut doors and/or windows in the room or area where the fire is erupting. This will keep it from spreading into other areas, etc. tered document propr, copy not 8 - Third, ALERT. Utilize your fire alarm system to tell the fire department about the fire. After you have completed the above steps, only then can you consider fighting the fire. Make sure you use the correct extinguisher for the type of fire that you are fighting. Do not place your safety in jeopardy. If you cannot RESCUE, CONFINE or ALERT without unreasonable danger or risk, then don’t! tered document propr, copy not 9 EMPLOYEE RESPONSIBILITIES Hours of Work Schedule The hours of your scheduled work shift will largely be determined by the operational needs of the department in which you are assigned. Some departments will have regular schedules, which rarely change from week to week, and other departments will have schedules that vary to meet the needs of the department or Habey. If an employee has a specific schedule request, efforts may be made to accommodate that request, taking into account the operational needs of the department or Habey as a whole. However, in all events, work schedule and schedule changes are determined at the sole discretion of the Habey. Every employee is responsible for knowing and following his or her work schedule, including, but not limited to, reading the schedule and schedule updates or changes, knowing start and end times or workdays, shifts, and breaks, complying with such times, and knowing when meetings are and attending such meetings on time. It is your responsibility to, if applicable, clock in and out at the designated times on your schedule. Any desired schedule changes must receive prior approval from your supervisor. Attendance and Punctuality When you accept a position with Habey you assume obligations. One of those obligations is to perform the duties of your position during the times specified. You are expected to be punctual and keep absences to a minimum. Failure to report, unjustified or excessive absence or tardiness may result in discipline, up to and including discharge from employment. Additionally, punctuality and attendance are factors that may be taken into account when determining promotions, salary increases and qualification for other benefits. Absenteeism Definition of Absence: Absence is any time (other than tardiness described below) that you are scheduled to work and you fail to be present at the designated work location for all of the scheduled time or shift or if you fail to report to your workstation more than thirdy (30) minutes late. It includes time off for sickness, but does not include pre-approved time off for vacation, or leaves of absence, or for designated holidays when you are not scheduled to work. Reporting Procedure: In case of an absence, you must first notify your supervisor, department manager or facility manager. Notification must be given each day you do not report to work at least one (1) hour prior to the beginning of your scheduled shift. If you must be absent after you report to work, notification must be given when you first learn that you must leave work, but (except in an emergency) no later than one hour before you must leave work. It is your responsibility to personally make the contact unless you are physically unable to do so, in which case, you should have someone else make the contact for you. You must give the reason for your absence and the expected date of your return. tered document propr, copy not 10 One or more unreported or unjustified absences within any 12-month period may result in disciplinary action, (up to and including termination of employment). If you are absent for three (3) consecutive days without reporting to work or contacting your supervisor, you will be considered to have voluntarily resigned without notice at the end of the third day and your position may be filled. Note: If you can provide an acceptable explanation, this policy may not apply. Such explanation may require substantiation and/or verification from sources other than you. Excessive Absenteeism: Even if an absence is reported, you may be subject to disciplinary action (up to and including termination of employment) if you miss work too often. Examples of excessive absenteeism include, but are not limited to: a. Twelve full or partial days absent, consecutive or not, in any 12-month period. b. Three full or partial days absent, consecutive or not, in a 30-day period. c. Five full or partial days absent, consecutive or not, in any 6-month period. Habey, in its sole discretion, will determine excessive absenteeism. Unless determined by Habey to be an abuse, time off for medical/dental appointments, school activities (for you or your children), or other personal business will not be counted as excessive absenteeism if your supervisor approves it at least three business days in advance. However, this time off will be documented as an absence. Tardiness Definition of Tardiness: You are tardy any time you arrive at your workstation, or are not appropriately groomed, dressed and ready to work, at the beginning of your scheduled shift. Tardiness also includes returning late from breaks or meal periods. If you are more than thirdy (30) minutes late, it will be considered an absence. Reporting Procedure: If you must be late for work, it is your responsibility to personally contact your supervisor at least one (1) hour prior to the beginning of your scheduled work shift unless you are physically unable to do so. If you cannot call, have someone call for you. Failure to report your tardiness will count toward excessive absenteeism or excessive tardiness, as the case may be. Excessive Tardiness: Even if tardiness is reported, excessive tardiness will result in disciplinary action, up to and including termination. Examples of excessive tardiness include, but are not limited to: a. Any tardiness on any three days in any 30-day period. b. Any tardiness on any five days in any 3-month period. c. Any tardiness on any twelve days in any 12-month period. tered document propr, copy not 11 Conduct The maintenance of extremely high standards of honesty, integrity, performance and conduct is essential to the proper performance of our business, the satisfaction of our clients and the maintenance of our clients’ trust. Habey expects its employees to have careful regard for our standards and avoid even the appearance of dishonesty or misconduct. Our employees are expected to conduct themselves at all times in a professional and courteous manner, to exercise good judgment in the discharge of their responsibilities, and to conduct themselves in a manner that can be supported by management. Any misconduct or violation of the policies in this handbook or otherwise of Habey may result in disciplinary action up to and including termination of employment. Following are examples of conduct that may result in such disciplinary action: 1. Unsatisfactory or careless performance or neglect of duties. 2. Failure to use or maintain Habey or client property in a proper manner. 3. Altering, removing or destroying Habey or client records and/or property. 4. Deliberate or careless damage to Habey or client property. 5. Inappropriate, malicious, disparaging or derogatory oral or written statements concerning Habey, or any of its clients, employees or representatives. 6. Falsifying personal, client or Habey records, including any employment application or other employment information, or any other records or documents related to the Habey, its business or any of it clients, employees or representatives. 7. Excessive tardiness, absenteeism or abuse of any paid time off policy. 8. Failure to give proper notice of an expected absence. 9. Dishonesty of any kind, including theft or misappropriation of property of Habey, its employees, or past, current or prospective clients or representatives. 10. Possession, use or display of any weapon on Habey premises or while on Habey business. 11. Possession, use or being under the influence of drugs or alcohol on the premises or while on Habey business. 12. Any conduct endangering, or any verbal or nonverbal threat to endanger, property, life, safety or health. 13. Disrespect for management, or any supervisor or employee or client of Habey, including insubordination, failure to perform any reasonable assignment, or obscene or abusive language or behavior. 14. Willful violation of HIPAA privacy laws. 15. Violations of Habey harassment policy or any other form of unlawful or unethical conduct, harassment or discrimination. 16. Off-duty or pre-employment conduct that reflects or may adversely reflect on Habey if the employee were to remain employed. These examples are not all-inclusive, but merely illustrate the kind of conduct that may be detrimental to Habey, its clients or employees. Employees may be discharged or disciplined for tered document propr, copy not 12 conduct not specifically mentioned in this handbook, as determined in the sole discretion of the Habey. Customer Relations As an employee, you make a major contribution to our business growth. Your honesty, integrity, and competence in performing your job are necessary for customer satisfaction. Your ability to develop positive customer relations is essential to our job performance. If your duties include a support role, other employees should be treated as customers. Appearance Your personal appearance is an important part of the way you represent Habey to the public. Customers form an opinion of Habey from your appearance and attitude. Neat and conservative attire creates a favorable impression. Please refrain from eating, smoking, or chewing gum in the presence of customers. Such actions may be offensive to customers and portray an unacceptable image. These are the factors you should consider: 1. Maintaining the highest standards relating to personal hygiene, including regular bathing and use of deodorant, brushing of teeth and using mouthwash as necessary, maintaining clean hands and fingernails at all times and the moderate use of cosmetics. 2. The nature of the work. 3. Safety considerations, such as necessary precautions when working near machinery. 4. The nature of the employee's public contact, if any, and the normal expectations of outside parties with whom the employee will work. 5. The prevailing practices of other workers in similar jobs. 6. The requirement of the Habey’s management that all employees are expected to exercise good judgment and dress appropriately for their jobs. 7. Any bandage worn must be kept clean and changed as often as necessary or appropriate. An employee with an open sore or wound is not permitted to handle any food products and may be restricted from other activities, especially in the health care area. Please note: Your particular job may include more specific requirements, which will be provided by your supervisor. Telephone Courtesy and Usage A large portion of Habey business is conducted over the telephone. All telephone calls, whether from customers, fellow employees, or outside business associates should be handled promptly and courteously. tered document propr, copy not 13 You may make necessary local personal telephone calls during the workday as long as they do not interfere with daily business or your performance of your work. Personal calls must be short in duration and very limited in number. Personal long distance telephone calls generally are not permitted. Your supervisor must approve long distance telephone calls in advance and payment arrangements must be made prior to placing the call. Please make note that all telephone calls are subject to monitoring for training, or other Habey purposes. Use of Habey Equipment Equipment and resources such as copier, fax, computers, laptops, smart phones, postage machines, e-mail, internet access, telephone, pagers, and voice mail systems are in place to facilitate effective day-to-day business operations. Employees may not use Habey equipment or resources for personal use or benefit without prior supervisor approval. Desks, Lockers, and File Cabinets The Habey or its clients may from time to time provide office space, desks, computers or file cabinets for employee use in the performance of employment responsibilities, or locker space for employee use while at work. Habey does not guarantee the security of any locker and employees are responsible for furnishing their own locks. Any lock will be voluntarily and immediately removed at the direction of Habey. Habey is not responsible for any article or item placed in any office space, locker, desk, file cabinet or computer, or otherwise brought on Habey or client premises or on Habey business, that is lost, damaged, stolen or destroyed. Weapons, explosives, alcohol and drugs are prohibited on Habey premises, client premises or Habey business and may not be placed in any office space, locker, desk or file cabinet. Employees have no privacy rights in any office space, locker, desk, file cabinet or computer (or their contents) on Habey or client property, or provided by the Habey or a client of the Habey, for or on Habey business. The Habey reserves the right to inspect any such office space, locker, desk, file cabinet, computer, and their contents, and any other place or item on Habey or client property, with or without advance notice or consent of any employee. Any person designated by the company or client may conduct such an inspection. Any employee who, upon request, fails or refuses to cooperate with any such inspection may be subject to disciplinary action, up to and including termination of employment. Personal Property All employees are cautioned not to bring valuables or large amounts of cash to work. Purses and wallets should be kept with you or stored in a locked place at all time. Habey is not responsible for personal property that is lost, stolen, damaged, or destroyed; this includes your personal vehicle or other means of transportation. If you ride a bicycle to work, be sure to securely lock it in the designated space. Employees are responsible for providing their own locking devices. tered document propr, copy not 14 Gifts To avoid a conflict of interest between what's good for our customers and what might be personally advantageous for an employee, we have set the following policy on accepting gifts: 1. Samples, T-shirts, hats, and desk accessories may by accepted, up to a total estimated value of all gifts from a particular customer or vender at one time of $15.00 without prior approval of your supervisor. You must report all such gifts to your supervisor. 2. All other vendor or customer gifts, including activities, travel, merchandise, and contests, must be approved by your supervisor through use of a special form provided by him or her. Oral pre-approval is acceptable for meals only. 3. Solicitation of vendors or customers for any gift or money is not allowed. Acceptance of any non-approved or non-qualifying vendor or customer gift may result in disciplinary action, up to and including immediate termination of employment. Outside Employment Subject to other policies, including Conflict of Interest below, Habey has no objection to an employee holding another job (in addition to his or her employment with Habey) as long as he or she can effectively meet the performance standards for his or her position with Habey. However, we ask employees to think seriously about the effects that another job may have on their endurance, personal health and well being, performance, and effectiveness with Habey. Employees holding another job must remember that Habey is the primary employer and is entitled to the loyalty and primary efforts of the employee while employed with Habey. All employees will be held to the same scheduling demands and standards of performance. We cannot make exceptions for those who also hold outside jobs. If an outside position interferes with the employee's ability to work for this Habey, that employee will be subject to disciplinary action for tardiness and unsatisfactory attendance or work performance in accordance with normal disciplinary policy. Conflict of Interest During your employment with Habey, you are prohibited from directly or indirectly competing with Habey, including, but not limited to, providing, owning an interest in, or assisting any other person or entity that is in competition with Habey or that provides any product, service or offering of a type that is the same or similar to that provided by Habey from time to time. Additionally, during your employment with Habey, you are prohibited from at any time directly or indirectly working for, assisting or owning an interest in any business or venture that constitutes a conflict of interest. Habey will determine in its sole discretion whether any work or interest constitutes a violation of this policy. Before you begin to directly or indirectly work for, assist or own an interest in any other business or venture other than Habey, you must notify your supervisor. tered document propr, copy not 15 Supervisors Questions about your job, pay, benefits, relations with your co-worker, policies and procedures or Habey in general should be directed to your supervisor. Look to your supervisor for guidance and seek his/her assistance when you encounter difficulties. Cooperation and communication with your supervisor will promote a mutually beneficial work environment. Each employee must follow the directions of his/her supervisor. Your supervisor is responsible for directing your work throughout your shift; evaluating your performance, providing instruction and guidance in your job, and taking any disciplinary action that may be necessary; though others at Habey from time to time also may exercise one or more of these responsibilities. Disrespect of management or a supervisor, or disregard of the authority of either, will not be tolerated and may result in disciplinary action, up to and including termination of employment. tered document propr, copy not 16 GENERAL PAYROLL INFORMATION Employment Categories and Classifications Each employee is categorized as either exempt or non-exempt. Ask your supervisor if you are not certain of your classification. Non-Exempt employees are entitled to overtime pay. Overtime pay is paid to non-exempt employees at the rate of one and one-half times the employee’s regular hourly rate of pay for each hour or portion of an hour (rounded to the nearest tenth of an hour) worked in excess of . For this purpose, the workweek begins at 12:01 a.m. Sunday and ends at 11:59 p.m. Saturday. Overtime must be authorized and approved by your supervisor in advance. Exempt employees are not entitled to overtime pay. In addition, each employee is classified as either a full-time or part-time employee. A full-time employee is defined as a common law employee employed in a category designated by management and scheduled to work at least 35 hours per week, or 1,820 hours per year. Fulltime classification does not include part-time, temporary or occasional employees. A part-time employee is defined as a common law employee employed in a category designated by management and scheduled to work less than 35 hours per week, normally averaging 18-25 hours per week. Part-time classification does not include full-time, temporary or occasional employees. Time Cards Certain employees must record their time on time cards. Your supervisor will provide you with timecards for you to keep a current record of your time at work. You are responsible for maintaining an accurate current record of your working hours. Accordingly, you must use the timecard to record the time you begin and end work each day, and the beginning and end of any split shift. You also must record on your timecard when you are absent from work, for any reason whatsoever. Your timecard is the record on which you (and in some cases Habey) are paid. Consequently, it is important that your timecard be accurate and complete and not be lost, falsified, or mutilated. If your timecard is lost you may not be paid. If you become aware of a mistake on your timecard, you must immediately inform your supervisor and/or the payroll liaison with the necessary correction. Falsification of your timecard (including, but not limited to, hours) will result in immediate termination. tered document propr, copy not 17 Payroll Different categories of employees are paid on different schedules. Most Habey employees are paid on a weekly basis every . In addition, direct deposit of your payroll check is available and is strongly suggested. Please contact your supervisor with any questions concerning the payroll process and your pay. Payroll Deductions Certain deductions are required by law to be taken from everyone’s pay while others are employee authorized. Deductions required by law include federal withholding tax, social security and Medicare contributions, and in most states, state withholding tax. Deductions from pay also will be made in accordance with any legally binding order or garnishment. Employees also may voluntarily elect to make certain deductions from pay for certain employee benefits offered from time to time by Habey. Employee authorized deductions are those which may include premium payments for benefits. Performance Reviews Your performance is reviewed in writing by your supervisor at least annually. It may also be reviewed at any time at your supervisor’s discretion or upon your request. The reviews are designed to provide an opportunity to discuss your position, review performance, and set goals and objectives for future performance. Any adjustments to compensation are made based on a number of considerations, including performance. Generally, your compensation is reviewed in conjunction with your annual review. More frequent evaluations do not include a review of, or adjustments to, compensation. Change of Personal Status Notify your supervisor or Client Support Department of any changes in your name, address, telephone number, or marital status. This insures your benefit and employment records are current. tered document propr, copy not 18 BENEFITS NOTE: Any benefits or benefit plans described in these policies are convenient summaries only. An employee’s eligibility for or rights to any benefits will be subject to and governed by the governing benefit plan documents and applicable law, as either may be amended from time to time. Habey reserves to itself and to any administrator or fiduciary of any benefit or benefit plan described or referred to in this handbook (or any other benefit or benefit plan of Habey), the discretionary authority to determine eligibility of any employee or claimant for or under any such benefit or plan, pursuant to the terms of the relevant plan document and applicable law, as either may be amended from time to time, and to interpret and construe the terms of any such benefit or plan. Habey further reserves the right to at any time add, amend, modify, supplement or terminate any benefit, benefit plan or employee benefit. For answers to any questions you may have regarding any benefit or benefit plan, first refer to the applicable plan documents. For additional assistance, you may contact the plan administrator listed in the plan documents. Medical Insurance All full-time employees become eligible to participate in Habey’s group health plan on the first day of the month following ninety (90) days of consecutive employment and satisfaction of any eligibility or other requirements of the group health insurance policy in effect at the time. Upon qualification for health insurance benefits you will be given the applicable documentation and details of what options are available to you. Dental Insurance All full-time employees become eligible to participate in Habey’s dental plan on the first day of the month following ninety (90) days of consecutive employment and satisfaction of any eligibility or other requirements of the applicable dental policy in effect at the time. Upon qualification for dental insurance benefits you will be given the applicable documentation and details of what options are available to you. Life Insurance Habey provides Life and Accidental Death and Dismemberment Insurance to all full-time employees in the amount of $250,000 to full-time employees upon completion of ninety (90) consecutive days of employment. Retirement Plan (401k) Habey has established a 401k Retirement Plan in which eligible employees can participate after six months of employment. Detailed plan information will be provided. Paid Time Off tered document propr, copy not 19 Habey provides forty (40) of paid time off (PTO) to employees who can use the time for personal needs such as vacation, illness, doctor’s appointments or for any other personal reason. Each full time employee will accrue PTO every pay period in hourly increments with the total prorated over a twelve month period. These hours will be added to the employees PTO account and will be subtracted from this account when used. Part-time and contract employees are not eligible for PTO. PTO is accrued based on a 40 hour work week, and is prorated based on the number of hours worked. PTO will not accrue in the case where the employee takes unpaid leave, is on disability, or worker’s compensation leave. Time that would not qualify under the definition of PTO would include jury duty, bereavement leave, mandatory jury duty, and any paid company holiday. In order to take PTO, a minimum of 48 hour notice must be given to the employee’s supervisor, unless it is an emergency. Either way, the PTO must be approved by the employee’s supervisor in advance. It is encouraged to give as much notice as possible when you are scheduling your PTO. Holidays The following holidays are observed by Habey and its offices and work-sites will be closed: New Year’s Day Memorial Day Independence Day Labor Day Thanksgiving Friday after Thanksgiving Christmas Day Full-time employees will be paid for a full eight (8) hour workday on such holidays. Holidays falling on a Saturday or Sunday will be observed on either the preceding Friday or following Monday as directed by management. If a recognized holiday falls during an employee’s paid time off, holiday pay will be provided in place of the paid time off that would otherwise have applied. Paid time off for holidays will not be counted as hours worked for the purpose of determining overtime. tered document propr, copy not 20 EMPLOYEE HANDBOOK ACKNOWLEDGEMENT FORM By my signature below, I acknowledge that I have received and read the Employee Handbook for Habey, that I have been given the adequate opportunity to ask questions and receive clarification, regarding the policies and procedures set forth in the Employee Handbook, and that I understand its contents. I understand that I am required to abide by, and agree to abide by, Habey’s policies as set forth in the Handbook or as otherwise adopted or implemented by “company” from time to time. I understand that there may be other policies or procedures in effect at Habey from time to time that are not included in the Employee Handbook, and I agree to abide by those policies and procedures. Unless otherwise agreed in writing by the Chief Executive Officer, Chief Operating Officer, or Chief Financial Officer of Habey (or a designee of any such Officer), I understand that I have no contract of employment with Habey for any definite period of time, either oral or written, and that either I or Habey may terminate my employment at any time with or without cause or notice. I understand that I am an “at will” employee of Habey and that no agent or employee of Habey, other than the officers listed in the preceding sentence has any authority to alter or make any agreement other than the “at will” relationship. I understand that neither this handbook nor any provision herein constitutes an employment contract, an offer to enter a contract of employment or part of an employment contract, or confers any contract rights. I understand that Habey may rescind, modify, change, or deviate from the Employee Handbook or any of its policies or procedures at any time, and any such rescission, modification, change, or deviation may become effective regardless whether the Employee Handbook has been revised or I have been notified. I understand that this signed acknowledgement will be inserted in my personnel file. __________________________ Date ____________________________________ Print Employee Name Employee Signature ALL INFORMATION, INSTRUCTIONS, TIPS, COMMENTS, AND FORMS ARE PROVIDED "AS IS" WITHOUT ANY EXPRESS OR IMPLIED WARRANTY, INCLUDING AS TO LEGAL EFFECT OR COMPLETENESS. They are for guidance and should be modified by you or your attorney to meet your specific needs and the laws of your state. Use at your own risk. 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