POLICY MANUAL EMPLOYEE HANDBOOKTabl

POLICY MANUAL




EMPLOYEE HANDBOOK
Table of Contents


1.0 Handbook Purpose 5.0 Workplace Safety Policies
2.0 General Policies 5.2 General Harassment Policy
2.1 Employment At-Will 5.3 Sexual Harassment Policy
2.2 Introductory Period 5.4 Workplace Violence Policy
2.3 Personnel Administration 5.5 Substance Abuse Policy
3.0 Compensation 5.6 EEOC Policy
3.1 Employee Status 5.7 ADA Policy
3.2 Pay Periods/Pay Days 5.8 ADEA Policy
3.3 Overtime Pay 5.9 COBRA Policy
3.4 Rest and Meal Periods
3.5 Holidays Policy 6.0 Company & Personal Property Policies
3.6 Jury Duty Policy 6.1 Company Property Use Policy
3.7 Sick Leave Policy 6.2 Company Email/Web Access Policy
3.8 Vacation Leave Policy 6.3 Use of Electronic Devices Policies
3.9 Health Insurance 7.0 Security Policies
3.10 Family Care Leave Policies 7.1 Identification Badge Policy
4.0 Workplace Standards 7.2 Security Badge Policy
4.1 Dress/Appearance Policy 7.3 Weapons Policy
4.2 Attendance Policy 7.4 Surveillance Policy
4.3 Insubordination Policy 7.5 Search Policy
4.4 No Smoking Policy
4.5 Termination of Employment Policy Appendices
4.6 Employee Performance Policy Employee Acknowledgement of Receipt
4.7 Confidentiality Policy
4.8 Personnel Files Policies


MISSION STATEMENT

We are a company dedicated to providing our clientele with excellent customer service, while providing high quality workmanship using industry professionals.


1. Handbook Purpose
We welcome you as an employee! We hope that your employment will be a positive and rewarding experience.
This Handbook was developed to provide our employees with an overview of the policies and rules that JD & Co. uses to assure a safe and productive workplace. This Handbook is not an employment contract. JD & Co. is an At-Will Employer and reserves the right to add, delete, modify or otherwise change these policies at any time and without prior notification. Violation of any policy or rule stated in this Handbook may result in termination of employment.


2. General Policies

2.1 Who is covered by this Handbook? The policies contained in this Employee Handbook (Handbook) apply to all company employees unless specifically exempted as provided in this Handbook or by written contract. As used in this Employee Handbook the term “you” or “your” refers to you as a JD & Co. employee.

2.2 Employment At-Will. Your employment with JD & Co. is at-will. This means that you are free to terminate your employment at any time, and JD & Co. is free to terminate your employment at any time. Termination of employment may be done with or without cause.

2.3 Introductory Period. You will have a 3 month (90 calendar days) introductory period. During the Introductory Period, your performance will be evaluated to determine whether you will continue as a regular employee of the company.

2.4 Personnel Administration. The Company’s V-P of Operations is responsible for managing all administrative functions of JD & Co., including personnel. The V-P of Operations may designate a designee, or designees, to fulfill management/supervisory roles within the company. Upon employment, you will be assigned a direct supervisor/manage to whom you will directly report to for the purposes of supervision, evaluation and employee-related issues.

3. Compensation and Benefits

3.1 Employee Status. The company employs exempt and non-exempt staff. Full-time employees are those who work 32 hours per week. Employees who work fewer than 32hours per week are considered part-time employees.

3.1.1 Exempt Employee An Exempt Employee is one who does not qualify for overtime. It is the policy of the company to classify an employee as ‘exempt’ when they are a manager-level employee and meet the criteria for ‘exempt’ based on IRS rules.

3.1.2 Non-Exempt Employee All employees not classified by the company as ‘exempt’ are classified as non-exempt and there are eligible for overtime pay, as per the Fair Labor Standards Act (FLSA). (See Policy 3.3 for Overtime Pay Policy)

3.1.3 90-Day Introductory Status. All employees, regardless of Exempt/Non-Exempt Status must successfully complete a 90-Day Introductory status before becoming a ‘regular’ full-time or part-time employee of the company.

3.2 Pay Periods and Pay Days. JD & Co. pay dates are every-other-week. All non-exempt employees are paid based on the hours they have worked and documented through the company’s biometric time clock. It is imperative that every employee clock into work and out of work using the company’s biometric time clock. Failure to accurately and consistently time in and out of work will result in discipline up to and including termination. No advances will be made against pay.

3.3 Overtime Pay. Exempt employees are not entitled to paid overtime. Non-exempt employees are eligible for paid overtime at the rate of one-and-a-half times the employee’s hourly rate for each hour of work over 40 hours per week. Overtime must be approved in advance by the V-P of Operations or his designee. On occasion, employees may be asked to work beyond their regularly-scheduled hours. The V-P of Operations, or his designee will let you know in advance what those changed hours will be and you are expected to adhere to the changes.

3.4 Rest and Meal Periods. You are entitled to a ten-minute paid break for every four hours worked during a shift. All employees are entitled to a minimum lunch break of 30-minutes which is unpaid. The purpose of the break is to allow you to visit the restroom, grab a snack or coffee, make brief personal calls, or just take a few minutes of quiet time. Longer personal calls must be placed and taken during your lunch break.





3.5 Paid Holiday Policy. All ‘regular employees’ (those employees who have successfully completed their 90-Day Introductory Period) and who work a full shift the day prior to and the day following a holiday will be eligible for Holiday Pay. The Holidays which employees are eligible for pay are:

New Year’s Day Memorial Day
Independence Day (4th of July) Labor Day
Thanksgiving Day Christmas Day

All other Holidays are non-paid time off.

3.6 Jury Duty. By law, the company must allow you to leave when summoned for jury duty, Jury duty is a non-paid leave of absence. It is the responsibility of the employee to inform their direct supervisor/manager within five days of receiving your jury duty notice. This will allow management to appropriate plan for your absence. Failure to comply with this policy will result in disciplinary action up to and including termination.

3.7 Sick Leave Policy. Employees must be ready and able to work when in the work place. Management reserves the right to send an employee home should they be deemed too ill to work. The company recognizes that illness does occur and provides sick leave pay to its employees. Sick leave pay is based on a minimum of 555 hours of work during the previous trimester. The rate of accrual for sick leave is one (1) day per trimester. Sick leave is capped at a maximum of 3 days. Upon separation from the company, no buyout of existing sick leave will be made to the employee. The trimesters are:

* January 1st - April 31st * May 1st – August 1st * September 1st – December 31st

3.8 Vacation Policy. All full time employees, who have worked one calendar year are eligible for vacation pay. Vacation leave may be requested only during the time period of: April 1st through October 31st. All vacation requests must be made at least two weeks prior to the date of the vacation leave requested.

Employees, who separate from the company due to resignation, will be eligible for vacation pay buyout. All employees terminated from the company will not be eligible for vacation leave buyout.

The following is the calculation for the accrual of paid vacation leave annually. NO vacation leave can be carried over into the next calendar year.

Year 1 0 Days
Year 2 3 Days
Year 3 5 Days
Years 4 - 11 1 Additional Day per Year of Work
Years 12 and above 14 Days


3.9 Medical Insurance. All full-time employees are eligible for medical insurance following successful completion of their 5 months Introductory Period. For specific information regarding the current medical insurance offered by the company and the enrollment procedures, it is the responsibility of the employee to speak with the benefits manager of the company.

3.10 Family Care Leaves Policy*. This policy will be provided and implemented consistent with both Washington State and Federal Regulations for a company our size.

*Please note that eligibility for and the terms of these leave benefits are established by state and/or federal law. The general description of these leaves as contained in this policy is for informational purposes and employees are encouraged to contact the Human Resources Specialist if they have questions regarding these leave benefits.

3.10.1 Family and Medical Leave Act (Federal Law)
The federal Family and Medical Leave Act (FMLA) entitles eligible employees of covered employers to take job-protected, unpaid leave for specified family and medical reasons. Eligible employees are entitled to:

1. Twelve (12) workweeks of leave in any 12-month period measured backward from the date leave is first used for one or more of the following:
a) Birth and care of an employee’s child, within one year of birth (may not be used intermittently);
b) Placement with the employee of a child for adoption or foster care, within one year of placement (may not be used intermittently);
c) Care of an immediate family member (spouse, child, parent) who has a serious health condition;
d) For the employee’s own serious health condition that makes the employee unable to perform the essential functions of his or her position;
e) Any qualifying exigency arising out of the f

Kết quả (Anh) 1:

POLICY MANUAL




EMPLOYEE HANDBOOK Table of Contents 1.0



Handbook Purpose 5.0 Workplace Safety Policies
2.0 General Policies 5.2 General Harassment Policy
2.1 Employment At-Will 5.3 Sexual Harassment Policy
2.2 Introductory Period 5.4 Workplace Violence Policy
2.3 Personnel Administration 5.5 Substance Abuse Policy
3.0 3.1 Compensation EEOC Policy 5.6 5.7

3 ADA Policy and Employee Status.2 Pay Periods/Pay Days 5.8 ADEA Policy
3.3 Overtime Pay 5.9 COBRA Policy
3.4 Rest and Meal Periods
3.5 Holidays Policy 6.0 Company & Personal Property Policies
3.6 Jury Duty Policy 6.1 Company Property Use Policy
3.7 Sick Leave Policy 6.2 Company Email/Web Access Policy
3.8 Vacation Leave Policy 6.3 Use of Electronic Devices Policies
3.9 Health Insurance 7.0 Security Policies
3.10 Family Care Leave Policies 7.1 Identification Badge Policy
4.0 Workplace Standards 7.2 Security Badge Policy
4.1 Dress/Appearance Policy 7.3 Weapons Policy
4.2 Attendance Policy 7.4 Surveillance Policy
4.3 7.5 4.4 Insubordination Policy Search Policy No Smoking Policy

4.5 Termination of Employment Policy Appendices
4.6 Employee Performance Policy Employee Acknowledgement of Receipt
4.7 Confidentiality Policy
4.8 Personnel Files Policies


MISSION STATEMENT

We are a company dedicated to providing our clientele with excellent customer service, while providing high quality workmanship using industry professionals.


1. Handbook Purpose
We welcome you as an employee! We hope that your employment will be a positive and rewarding experience.
This Handbook was developed to provide our employees with an overview of the policies and rules that JD & co. uses to assure a safe and productive workplace. This Handbook is not an employment contract. JD & co. is an At-Will Employer and reserves the right to add, delete, modify or otherwise change these policies at any time and without prior notification. Violation of any policy or rule stated in this Handbook may result in termination of employment.


2. General Policies

2.1 Who is covered by this Handbook? The policies contained in this Employee Handbook (Handbook) apply to all company employees unless specifically exempted as provided in this Handbook or by written contract. As used in this Employee Handbook the term "you" or "your" refers to you as a JD & co. employee.

2.2 Employment At-Will. Your employment with JD & co. is at-will. This means that you are free to terminate your employment at any time, and JD & co. is free to terminate your employment at any time. Termination of employment may be done with or without cause.

2.3 Introductory Period. You will have a 3 month (90 calendar days) introductory period. During the Introductory Period, your performance will be evaluated to determine whether you will continue as a regular employee of the company. 2.4

Personnel Administration. The company's V-P of Operations is responsible for managing all administrative functions of JD & co., including personnel. The V-P of Operations may designate a designee, or designees, to fulfill management/supervisory roles within the company. Upon employment, you will be assigned a direct supervisor/manage to whom you will directly report to for the purposes of supervision, evaluation and employee-related issues.

3. Compensation and Benefits

3.1 Employee Status. The company employs exempt and non-exempt staff. Full-time employees are those who work 32 hours per week. Employees who work fewer than 32hours per week are considered part-time employees.

3.1.1 Exempt Employee An Exempt Employee is one who does not qualify for overtime. It is the policy of the company to classify an employee as ' exempt ' when they are a manager-level employee and meet the criteria for ' exempt ' based on IRS rules.

3.1.2 Non-Exempt Employee All employees not classified by the company as ' exempt ' are classified as non-exempt and there are eligible for overtime pay, as per the Fair Labor Standards Act (FLSA). (See Policy 3.3 for Overtime Pay Policy) 3.1.3

90-Day Introductory Status. All employees, regardless of Exempt/Non-Exempt Status must successfully complete a 90-Day Introductory status before becoming a ' regular ' full-time or part-time employee of the company.

3.2 Pay Periods and Pay Days. JD & co. pay dates are every-other-week. All non-exempt employees are paid based on the hours they have worked and documented through the company's biometric time clock. It is imperative that every employee clock into work and out of work using the company's biometric time clock. Failure to accurately and consistently time in and out of work will result in discipline up to and including termination. No advances will be made against pay.

3.3 Overtime Pay. Exempt employees are not entitled to paid overtime. Non-exempt employees are eligible for paid overtime at the rate of one-and-a-half times the employee's hourly rate for each hour of work over 40 hours per week. Overtime must be approved in advance by the V-P of Operations or his designee. On occasion, employees may be asked to work beyond their regularly-scheduled hours. The V-P of Operations, or his designee will let you know in advance what those changed hours will be and you are expected to adhere to the changes.

3.4 Rest and Meal Periods. You are entitled to a ten-minute paid break for every four hours worked during a shift. All employees are entitled to a minimum lunch break of 30-minutes which is unpaid. The purpose of the break is to allow you to visit the restroom, grab a snack or coffee, make brief personal calls, or just take a few minutes of quiet time. Longer personal calls must be placed and taken during your lunch break.





3.5 Paid Holiday Policy. All ' regular ' employees (those employees who have successfully completed their 90-Day Introductory Period) and who work a full shift the day prior to and the day following a holiday will be eligible for Holiday Pay. The Holidays which employees are eligible for pay are:

New year's Day Memorial Day
Independence Day (4th of July) Labor Day Thanksgiving Day Christmas Day


All other Holidays are non-paid time off.

3.6 Jury Duty. By law, the company must allow you to leave when summoned for jury duty, Jury duty is a non-paid leave of absence. It is the responsibility of the employee to inform their direct supervisor/manager within five days of receiving your jury duty notice. This will allow management to appropriate plan for your absence. Failure to comply with this policy will result in disciplinary action up to and including termination.

3.7 Sick Leave Policy. Employees must be ready and able to work when in the work place. Management reserves the right to send an employee home should they be deemed too ill to work. The company recognizes that illness does occur and provides sick leave pay to its employees. Sick leave pay is based on a minimum of 555 hours of work during the previous trimester. The rate of accrual for sick leave is one (1) day per trimester. Sick leave is capped at a maximum of 3 days. Upon separation from the company, no buyout of existing sick leave will be made to the employee. The trimesters are:

* January 1st-March 31st * May 1st-August 1st * September 1st-December 31st

3.8 Vacation Policy. All full time employees, who have worked one calendar year are eligible for vacation pay. Vacation leave may be requested only during the time period of: April 1st through October 31st. All vacation requests must be made at least two weeks prior to the date of the vacation leave requested.

Employees, who separate from the company due to resignation, will be eligible for vacation pay buyout. All employees terminated from the company will not be eligible for vacation leave buyout.

The following is the calculation for the accrual of paid vacation leave annually. NO vacation leave can be carried over into the next calendar year.

Year 1 Year 2 Days 3 Days
0
Year 5 3 Days
Years 4-11 1 Additional Day per Year of Work
Years 12 and above 14 Days
3.9

Medical Insurance. All full-time employees are eligible for medical insurance following successful completion of their 5 months Introductory Period. For specific information regarding the current medical insurance offered by the company and the enrollment procedures, it is the responsibility of the employee to speak with the benefits manager of the company.

3.10 Family Care Leaves Policy *. This policy will be provided and implemented consistent with both Washington State and Federal Regulations for a company our size.

* Please note that eligibility for and the terms of these leave benefits are established by state and/or federal law. The general description of these leaves as contained in this policy is for informational purposes and employees are encouraged to contact the Human Resources Specialist if they have questions regarding these leave benefits.

3.10.1 Family and Medical Leave Act (Federal Law)
The federal Family and Medical Leave Act (FMLA) entitles eligible employees of covered employers to take job-protected, unpaid leave for specified family and medical reasons. Eligible employees are entitled to:

1. Twelve (12) workweeks of leave in any 12-month period measured backward from the date leave is first used for one or more of the following:
a) the Birth and care of an employee's child, within one year of birth (may not be used intermittently);
b) Placement with the employee of a child for adoption or foster care, within one year of placement (may not be used intermittently);
c) Care of an immediate family member (spouse, child, parent) who has a serious health condition;
d) For the employee's own serious health condition that makes the employee unable to perform the essential functions of his or her position;
e) Any qualifying exigency arising out of the f