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Disclosure Statement Regarding Handbook Writer - California

Introduction:
The handbook writer provided by EngageAlign is designed to assist you in creating an employee handbook tailored to your organization's needs. It is important to understand that while the handbook writer offers valuable guidance, it is not a substitute for legal advice.

Disclaimer:
1. EngageAlign does not assume any responsibility for errors, omissions, or inaccuracies that may occur in the handbook writer.
2. The handbook writer is intended to serve as a starting point for drafting your employee handbook and should be reviewed and customized by legal experts to ensure compliance with applicable laws and regulations.

Legal Review:
1. It is strongly recommended that you consult with your attorney or legal counsel to review the content of the handbook writer before finalizing and publishing it to your employees.
2. Your attorney can provide legal guidance and ensure that the policies and procedures outlined in the employee handbook are legally sound and appropriate for your organization.

Final Product:
1. The handbook writer is not the final product and should be used as a guide to help you create a comprehensive and legally compliant employee handbook.
2. Your organization is solely responsible for the content and accuracy of the final employee handbook, including any revisions or modifications made to the content provided by the handbook writer.

Acknowledgment:
By utilizing the handbook writer provided by EngageAlign, you acknowledge that you have read and understood the disclaimer regarding its use, and you agree to seek legal review and advice before finalizing and disseminating to your employees.






INSTRUCTIONS

Click on each policy to view. Delete policies not applicable. "Copy Handbook" will copy the remaining polices. Paste into MS Word, and make your edits. For each topic, highlight and select Heading 2. This will allow you to create the Table of Contents and page numbers.

Downloading to Word.doc does not download Company Logo, but Copy and Paste does.






Name and Co. Logo Upload






- - - - - - - Policy Begins Here - - - - - - -









Uploaded Image







Disclaimer

This handbook is intended only to outline the employment policies, procedures and benefits of . This manual is not intended to be all–inclusive and should not be considered to be an employment contract. reserves the right to change employment policies, procedures, benefits or this manual at any time without notice. It is the responsibility of the employee to stay abreast of policy. will make every effort to notify employees of any policy changes, additions or deletions. Said changes will immediately become a part of this manual.

If you have questions or need assistance reviewing this document, please contact: _______________ at _____________.

Office hours are:

Monday through Friday: _______ am to ________ pm.

Saturday: ________ am to ________ pm.

Sunday: Closed

Our main phone number is _______________.

For life threatening emergencies call 911.

For facility emergencies call ____________.

Welcome to !

We are delighted to have you as a part of our team. This employee handbook will serve as your guide to understanding our company, its culture, policies, and the resources available to you as an employee. Whether you are new to the company or a long-standing member, this handbook is designed to help you navigate your journey with us.



Mission Statement

At , we pride ourselves on being an industry leader in [industry/field]. Founded in [year], our company has grown from humble beginnings to become a respected and innovative force in the market. Our success is built on the principles of integrity, excellence, and a relentless pursuit of customer satisfaction.

Our mission is to [briefly describe the company’s mission, e.g., "deliver high-quality products and services that exceed our customers' expectations"]. We strive to achieve this by fostering a culture of collaboration, innovation, and continuous improvement.

We envision a future where [describe the company's vision, e.g., "our solutions set the standard for the industry and contribute to a better, more sustainable world"]. This vision guides every decision we make and every action we take.

As a member of the team, you can expect a supportive and dynamic work environment. We believe in investing in our employees’ growth and development. Through ongoing training, mentorship, and career development opportunities, we aim to help you reach your full potential.

Every employee at plays a crucial role in our success. We encourage you to bring your unique talents and perspectives to the table. Your contributions are valued, and your commitment to excellence will be recognized and rewarded.

We are excited to have you join us on this journey. Together, we will continue to build a company that not only leads the industry but also makes a positive impact on the world. Welcome to – we are glad you are here!

If you have any questions or need assistance, please do not hesitate to reach out to your manager or the Human Resources department. Here's to your success and a rewarding career with !



AT-WILL NOTICE

The At-Will Employment Notice of serves to inform employees of the at-will nature of their employment relationship with the company. This notice outlines the rights and responsibilities of both the employer and the employee under California's at-will employment doctrine.

This notice applies to all employees of and emphasizes the principles of at-will employment, including the employer's right to terminate employment at any time, with or without cause, and the employee's right to resign from employment at any time, with or without notice.

Your employment with is at-will, which means that either you or the company may terminate the employment relationship at any time, for any reason or no reason, with or without cause or advance notice.

This notice supersedes any prior representations, agreements, or understandings, whether oral or written, regarding the terms and conditions of your employment, including any implied contracts or promises of job security.

This notice may be modified or altered only in writing by the mutual agreement of both the employee and an authorized representative of . No other representations or assurances regarding employment terms are valid or binding.

The at-will nature of your employment with does not alter or diminish the company's rights or obligations under applicable federal, state, or local laws, including antidiscrimination laws, wage and hour laws, or other employment-related statutes or regulations.

As an at-will employee, you are expected to comply with all company policies, procedures, and standards of conduct, as well as perform your job duties satisfactorily, regardless of the at-will nature of your employment.



Equal Opportunity

We are committed to providing equal employment opportunities to all employees based on their qualifications, skills, and performance, without discrimination based on race, color, religion, gender, sexual orientation, national origin, age, disability, or any other protected characteristic.

Internal Job Postings: All job openings and career advancement opportunities will be posted internally to provide employees with equal access to information about available positions. Employees are encouraged to review internal job postings regularly and apply for positions that match their skills, qualifications, and career aspirations. Qualifications and Selection Process:

Selection for internal job postings will be based on qualifications, skills, performance, and potential for success in the position. Employees who meet the qualifications for the position and demonstrate the required skills and competencies will be considered for promotion or transfer. Development Opportunities:

We provide various development opportunities, including training programs, workshops, seminars, mentorship programs, and educational assistance, to support employees' professional growth and advancement. Employees are encouraged to take advantage of these development opportunities to enhance their skills, knowledge, and capabilities for career advancement. Career Planning and Guidance:

Employees may request career planning and guidance sessions with HR or their manager to discuss their career goals, aspirations, and development needs. HR and managers will provide support, guidance, and resources to help employees create a career development plan and identify opportunities for growth within the organization. Succession Planning: We maintain a succession planning process to identify and develop internal talent for future leadership and critical roles within the organization.



Open Door Policy

The Open Door Policy of establishes an environment of open communication, accessibility, and transparency between employees and management. This policy encourages employees to freely express their concerns, ideas, and feedback, and ensures that their voices are heard and respected at all levels of the organization.

This policy applies to all employees of , including managers and supervisors, and emphasizes the importance of fostering a culture of trust, collaboration, and mutual respect in the workplace.

All employees are encouraged to approach any member of management, including supervisors, managers, or HR representatives, with questions, concerns, or feedback without fear of reprisal or retaliation. Managers and supervisors are expected to maintain an open-door policy, making themselves available and approachable to employees during regular business hours.

Discussions between employees and management under the open-door policy will be treated with confidentiality and respect. Information shared during these discussions will not be disclosed to others unless necessary for resolution or as required by law. Both parties are expected to engage in open and honest communication, listening actively and without judgment, and addressing issues constructively and professionally.

Management will make every effort to address employees' concerns or issues raised under the open-door policy promptly and effectively. Employees will receive acknowledgment of their concerns, followed by appropriate action or resolution within a reasonable timeframe, as determined by the nature and complexity of the issue.

prohibits retaliation against any employee who raises concerns or provides feedback under the open-door policy. Retaliation in any form, including but not limited to harassment, intimidation, or adverse employment actions, will not be tolerated and may result in disciplinary action, up to and including termination of employment.

The open-door policy encourages employees to provide constructive feedback, suggestions, and ideas for improving work processes, policies, and the overall work environment. Management will consider and evaluate employee feedback and suggestions, implementing changes or initiatives as appropriate to promote employee engagement, satisfaction, and organizational effectiveness.



BACKGROUND CHECKS

The Background Checks Policy of outlines the procedures and guidelines for conducting background checks on job applicants as part of the pre-employment screening process. This policy aims to verify the accuracy of applicant information, assess eligibility for employment, and mitigate potential risks to the company by ensuring the suitability of candidates for specific roles.

This policy applies to all job applicants being considered for employment with and specifies the types of background checks that may be conducted, the process for obtaining applicant consent, and the handling of sensitive information obtained during background checks.

may conduct various types of background checks on job applicants, depending on the nature of the position and applicable legal requirements. These may include, but are not limited to:

Prior to initiating any background checks, will obtain written consent and authorization from job applicants. Consent forms will inform applicants of the types of checks being conducted and the purposes for which the information will be used. Job applicants will have the opportunity to review and sign the consent form before background checks are initiated. Refusal to consent to background checks may result in disqualification from employment consideration.

may engage third-party screening services to conduct background checks on its behalf. These service providers will be selected based on their reputation, expertise, and compliance with applicable legal standards for data protection and privacy.

All information obtained during background checks will be treated with the utmost confidentiality and used solely for employment-related purposes. Access to background check reports and sensitive applicant information will be restricted to authorized personnel involved in the hiring process and handled in accordance with company policies and applicable privacy laws.

If adverse information is revealed during a background check that may impact an applicant's eligibility for employment, will follow established procedures for notifying the applicant and providing an opportunity to review and respond to the findings. Adverse action, such as withdrawing a job offer or disqualifying an applicant from further consideration, will be taken in accordance with applicable laws and regulations, including the Fair Credit Reporting Act (FCRA) and state-specific requirements.



Drug Screening

The purpose of this policy is to ensure a safe and drug-free work environment by implementing procedures for drug testing under specific circumstances, such as after accidents or in cases of reasonable suspicion.

This policy applies to all employees of , including full-time, part-time, temporary, and contract workers.

Drug Testing Procedures

Post-Accident Testing

Employees involved in a workplace accident or incident that results in injury to themselves or others, damage to company property, or significant disruption to operations may be subject to post-accident drug testing. Drug testing will be conducted as soon as possible following the accident or incident, but no later than [insert timeframe] after the event.

Reasonable Suspicion Testing

If a supervisor or manager has reasonable suspicion to believe that an employee may be under the influence of drugs or alcohol while on duty, the employee may be subject to drug testing. Reasonable suspicion may be based on observable behaviors such as slurred speech, impaired coordination, erratic behavior, or the presence of drugs or drug paraphernalia. Drug testing will be conducted promptly after the observation of behavior indicating reasonable suspicion.

Types of Drug Tests

Drug testing may include urine, blood, saliva, or breathalyzer tests, depending on the circumstances and the availability of testing facilities. Testing will be conducted by trained professionals in accordance with applicable laws and regulations.

Confidentiality and Privacy

All drug testing procedures and results will be handled confidentially and with utmost respect for employee privacy. Access to drug test results will be limited to individuals with a legitimate need to know, such as HR personnel and management involved in the investigation.

Consequences of Positive Test Results

Employees who test positive for drugs or alcohol may be subject to disciplinary action, up to and including termination of employment, in accordance with company policies. Employees who test positive may be provided with resources for substance abuse treatment and rehabilitation, depending on the circumstances and company resources.



ANNIVERSARY DATE AND SENIORITY

The Anniversary Date and Seniority Policy of outlines the guidelines and procedures for determining employees' anniversary dates and seniority within the organization. This policy aims to establish consistency and transparency in recognizing employees' length of service and providing associated benefits and privileges.

This policy applies to all employees of and specifies how anniversary dates and seniority are calculated, recorded, and utilized for various employment-related purposes.

Anniversary Date

An employee's anniversary date is the calendar date on which they started their employment with . It marks the beginning of each year of service and is used to determine eligibility for certain benefits, including vacation accrual, performance reviews, and service awards. The anniversary date does not change, regardless of any breaks in employment or changes in job roles or departments within the company.

Seniority

Seniority refers to an employee's length of service with and is typically measured from the employee's initial date of hire. It is used to recognize employees' tenure and experience within the organization and may be a factor in decisions related to promotions, layoffs, and other employment matters. Seniority is calculated based on the total duration of continuous service, including any periods of leave or temporary absence that do not constitute a termination of employment.

Record Keeping

will maintain accurate records of employees' anniversary dates and seniority in the company's HRIS (Human Resources Information System) or other designated systems. Managers and HR personnel are responsible for updating and maintaining employee records to ensure accuracy and consistency in tracking anniversary dates and seniority.

Benefits and Privileges

Eligibility for certain benefits and privileges, such as additional vacation days, milestone awards, or preferential consideration for internal job opportunities, may be based on employees' length of service and seniority within the organization.

Communication

will communicate the criteria and requirements for accessing these benefits and privileges to employees in a clear and transparent manner.



INTRODUCTORY PERIOD

The Introductory Period Policy outlines 's procedures for evaluating and onboarding new employees during their initial period of employment. This policy aims to establish clear expectations, provide guidance and support to new hires, and assess their performance and suitability for continued employment.

Purpose

The introductory period serves as a trial period for both and the new employee. During this time, new hires have the opportunity to familiarize themselves with the company culture, job duties, and performance expectations, while the company evaluates their skills, performance, and fit within the organization.

Duration

The duration of the introductory period is typically [specify duration], starting from the employee's hire date. However, the duration may vary depending on the employee's job role, level, or other factors determined by the company.

Expectations

During the introductory period, new employees are expected to:

Evaluation

At the end of the introductory period, the employee's performance and suitability for continued employment will be evaluated based on factors such as:

Outcome

Based on the evaluation results, may:

Contact Information

For questions or assistance regarding the introductory period or onboarding process, new employees can contact the HR department or designated HR representative for guidance and support.



Reasonable Accommodation Policy

The Reasonable Accommodation Policy outlines 's commitment to providing reasonable accommodations to employees with disabilities to ensure equal employment opportunities. This policy aims to comply with applicable disability discrimination laws and promote an inclusive work environment where all employees can perform their job duties effectively.

Scope

This policy applies to all employees, including full-time, part-time, and temporary employees, as well as applicants for employment, who request accommodations for disabilities covered under relevant disability discrimination laws.

Requesting Accommodations

Employees or job applicants who require accommodations due to a disability should:

Types of Accommodations

Reasonable accommodations may include, but are not limited to:

Confidentiality and Privacy

respects the privacy and confidentiality of individuals requesting accommodations and their medical information. Information related to disability and accommodation requests is kept confidential and shared only with individuals involved in the accommodation process on a need-to-know basis.

Compliance

complies with all applicable disability discrimination laws, including the Americans with Disabilities Act (ADA) and state disability rights laws. The company will make reasonable accommodations unless doing so would impose undue hardship on business operations or create an undue burden.

Contact Information

For questions or assistance regarding reasonable accommodations, employees can contact the HR department or designated HR representative for guidance and support.



EMPLOYMENT CLASSIFICATIONS

The Employment Classifications Policy outlines 's procedures for categorizing employees into different employment classifications based on their job roles, duties, and employment status. This policy aims to establish clear guidelines for managing and compensating employees according to their classification and complying with applicable labor laws and regulations.

Types of Employment Classifications

uses the following employment classifications:

Classification Criteria

The classification of employees is based on factors such as:

Classification Changes

reserves the right to change an employee's classification based on changes in job responsibilities, work schedule, or employment status. Employees will be notified of any changes in their employment classification and the impact on their benefits or entitlements, if applicable.



EMPLOYEE REFERENCES

The purpose of this policy is to establish guidelines and procedures for providing employee references at . This policy aims to ensure consistency, accuracy, and fairness in the provision of employee references while protecting the privacy and confidentiality of current and former employees.

This policy applies to all employees of who are involved in providing or requesting employee references on behalf of the company.

Employee references may only be provided by authorized representatives of , such as HR personnel or designated managers. Employee references will be provided in writing upon request from a verified third party, such as a prospective employer or background screening agency.

Employee references provided by will be factual, objective, and based on documented performance evaluations and records. References will focus on job-related qualifications, skills, performance, and conduct, and will not include personal opinions or subjective assessments.

Employee references will be provided in compliance with applicable privacy laws and regulations, including the protection of sensitive personal information. Information provided in employee references will be limited to what is necessary and relevant for the purpose of the reference request.

Requests for employee references will be verified to ensure they are legitimate and come from authorized sources, such as prospective employers or background screening agencies. Employees may be required to provide consent or authorization for the release of their employment information to third parties.

Employee references will be provided in a timely manner, typically within [insert timeframe] of receiving a verified request. If is unable to provide a reference for a current or former employee, a standard response acknowledging the request and the company's policy on references will be provided.

Internal reference checks may be conducted by as part of the hiring process for internal candidates or for other legitimate business purposes. Internal reference checks will be conducted in compliance with applicable privacy laws and company policies.



COMPLAINT PROCEDURE

The Complaint Procedure Policy outlines 's procedures for addressing and resolving employee complaints and grievances in a fair, impartial, and timely manner. This policy aims to provide employees with a mechanism to voice their concerns, seek resolution, and maintain a positive work environment.

Reporting Procedure

Employees who have a complaint or grievance should follow these steps:

Investigation Process

Upon receiving a complaint, HR or the designated representative will:

Resolution and Follow-Up

Once the investigation is complete, HR or the designated representative will:

Non-Retaliation

prohibits retaliation against employees who file complaints or participate in complaint investigations in good faith. Retaliation against individuals who raise concerns or report misconduct will not be tolerated and may result in disciplinary action.



Corrective Action Policy

The Corrective Action Policy outlines 's procedures for addressing employee performance or behavior issues in a constructive and consistent manner. This policy aims to provide employees with clear expectations, support, and opportunities for improvement while ensuring accountability and maintaining a positive work environment.

Performance or Behavior Issues

Performance or behavior issues that may warrant corrective action include, but are not limited to:

Progressive Discipline

follows a progressive discipline approach, which may include the following steps:

Investigation and Documentation

Before taking corrective action, HR or management will:

Appeals Process

Employees who disagree with corrective action decisions may have the right to appeal through established company procedures or grievance mechanisms. Appeals will be reviewed objectively and impartially by appropriate management or HR personnel.



Code of Conduct

The Code of Conduct outlines 's expectations for employee behavior and conduct to ensure a respectful, ethical, and professional workplace. This policy provides guidelines for acceptable behavior, promotes a positive work environment, and helps maintain the company's reputation and integrity.

Professionalism

Employees are expected to conduct themselves in a professional manner at all times, including:

Integrity

Employees must act with integrity and honesty in all business dealings, including:

Accountability

Employees are accountable for their actions and responsibilities, including:

Safety

Employees are expected to contribute to a safe and healthy work environment, including:

Respect for Company Property

Employees must respect and protect company property and resources, including:

Compliance and Enforcement

Failure to adhere to the Code of Conduct may result in disciplinary action, up to and including termination of employment. Employees are encouraged to report any violations of the Code of Conduct to HR or management for investigation and resolution.



Family Employment Policy

The Family Employment Policy outlines 's guidelines for the employment of relatives within the company. This policy aims to prevent conflicts of interest, favoritism, and ensure a fair and professional work environment for all employees.

Employment of Relatives

permits the employment of qualified relatives of employees as long as such employment does not, in the opinion of the company, create actual or perceived conflicts of interest. For the purposes of this policy, a "relative" is defined as a spouse, domestic partner, parent, child, sibling, grandparent, grandchild, in-law, or any other close familial relationship.

Guidelines and Restrictions

The following guidelines and restrictions apply to the employment of relatives:

Disclosure Requirements

Employees are required to disclose any familial relationships with other employees or applicants. This includes disclosing the relationship during the hiring process or if a relationship develops during employment. Failure to disclose such relationships may result in disciplinary action.

Conflict Resolution

In cases where a conflict of interest or potential conflict arises due to the employment of relatives, will take appropriate measures to resolve the issue. This may include reassignment, transfer, or other actions to ensure compliance with this policy and maintain a fair work environment.

Exceptions

Any exceptions to this policy must be approved by HR and senior management. Requests for exceptions will be reviewed on a case-by-case basis, considering the specific circumstances and potential impact on the company and its employees.



HIPAA Notice and Privacy Practices Policy

is committed to protecting the privacy and security of our employees' health information. This HIPAA Notice and Privacy Practices Policy outlines our practices and legal obligations regarding the handling of Protected Health Information (PHI) in compliance with the Health Insurance Portability and Accountability Act (HIPAA).

Protected Health Information (PHI)

PHI refers to any information that can be used to identify an individual and relates to their past, present, or future physical or mental health condition, the provision of healthcare, or payment for healthcare services.

Uses and Disclosures of PHI

may use or disclose PHI without employee authorization for the following purposes:

Employee Rights

Employees have the following rights regarding their PHI:

Safeguards

implements appropriate administrative, physical, and technical safeguards to protect the privacy and security of PHI. These measures include access controls, encryption, and regular training for employees on HIPAA compliance.

Complaints

Employees who believe their privacy rights have been violated can file a complaint with 's Privacy Officer or with the U.S. Department of Health and Human Services. will not retaliate against any employee for filing a complaint.

Contact Information

For questions or assistance regarding HIPAA compliance or to exercise your rights, please contact 's Privacy Officer:

[Privacy Officer Name]

[Address]
[City, State, Zip Code]
[Phone Number]
[Email Address]



California Consumer Privacy Act (CCPA) Policy

is committed to protecting the privacy and personal information of our customers and employees. This California Consumer Privacy Act (CCPA) Policy outlines our practices regarding the collection, use, and disclosure of personal information in compliance with the CCPA.

Definitions

Under the CCPA, the following definitions apply:

Categories of Personal Information Collected

We may collect the following categories of personal information from consumers:

Purposes for Collecting Personal Information

We collect personal information for the following purposes:

Consumer Rights under CCPA

Consumers have the following rights under the CCPA:

Exercising Consumer Rights

To exercise any of the rights described above, consumers can submit a verifiable request to us by:

Email: [Email Address]
Phone: [Phone Number]
Address: [Physical Address]

We will respond to verifiable consumer requests in accordance with the CCPA's requirements.

Changes to This Policy

We may update this CCPA Policy from time to time to reflect changes in our practices or for other operational, legal, or regulatory reasons. We will notify consumers of any material changes to this policy by posting the updated policy on our website.

Contact Information

If you have any questions or concerns about this CCPA Policy, please contact us at:


[Address]
[City, State, Zip Code]
[Phone Number]
[Email Address]



Moving Expense for Relocation Policy

recognizes that relocating for a new position can be a significant expense for employees. To assist with this transition, offers a Moving Expense for Relocation Policy to eligible employees. This policy outlines the types of expenses that are reimbursable and the process for claiming reimbursement.

Eligibility

This policy applies to employees who are required to relocate more than [X miles] from their current residence for a position at . Eligibility for relocation assistance must be approved by HR and the employee’s department head.

Reimbursable Expenses

The following expenses may be eligible for reimbursement under this policy:

Non-Reimbursable Expenses

The following expenses are not eligible for reimbursement:

Reimbursement Process

To claim reimbursement for eligible moving expenses, employees must follow these steps:

HR will review the submitted forms and documentation and process approved reimbursements within [X days].

Tax Implications

Employees should be aware that relocation expense reimbursements may be considered taxable income by the IRS and state tax authorities. Employees are encouraged to consult with a tax advisor to understand the tax implications of their relocation benefits.

Repayment Agreement

Employees who voluntarily terminate their employment within [X months] of receiving relocation assistance may be required to repay all or a portion of the reimbursed expenses. The repayment amount and terms will be outlined in a Relocation Repayment Agreement signed by the employee prior to receiving benefits.



Employment of Minors

The Employment of Minors policy outlines 's commitment to complying with applicable labor laws and regulations regarding the employment of minors. The policy aims to ensure the safety, well-being, and legal compliance of minors employed by the company.

Minimum Age Requirements

Minors may be employed by only if they meet the minimum age requirements established by federal, state, and local laws. The minimum age for employment may vary depending on the type of work and industry.

Work Hour Restrictions

Minors are subject to work hour restrictions as mandated by labor laws to ensure they receive adequate rest and do not work during school hours. adheres to these restrictions and schedules work hours for minors accordingly.

Prohibited Work Activities

Minors are prohibited from engaging in certain hazardous or dangerous work activities as outlined by federal and state regulations. ensures that minors are not assigned tasks or responsibilities that pose a risk to their health or safety.

Work Permits

In jurisdictions where work permits are required for the employment of minors, obtains and maintains all necessary permits before hiring minors. Work permits may include restrictions on work hours, prohibited activities, and parental consent requirements.

Supervision and Training

Minors are supervised closely and provided with appropriate training and guidance to perform their job duties safely and effectively. Supervisors and managers are responsible for ensuring that minors understand workplace safety rules and procedures.

Parental Consent

For minors under the age of 18, may require parental consent or involvement in the hiring process and may communicate with parents or guardians regarding their child's employment, work schedule, and performance.

Recordkeeping

maintains accurate records of minors' employment, including proof of age, work permits, and parental consent forms as required by law. Records are kept confidential and stored securely.



Minimum Wage

The Minimum Wage Policy outlines 's commitment to complying with federal, state, and local minimum wage laws and regulations. The policy ensures that all employees are paid at least the applicable minimum wage rate for their jurisdiction and classification.

Minimum Wage Rates

adheres to minimum wage rates as mandated by federal, state, and local governments. Minimum wage rates may vary depending on factors such as location, industry, and employee classification (e.g., tipped employees).

Classification and Exceptions

Employees are classified appropriately based on their job duties and responsibilities to determine their eligibility for minimum wage rates. Certain exceptions or exemptions to minimum wage laws may apply to specific industries, occupations, or types of employment.

Notification and Compliance

notifies employees of their applicable minimum wage rate and ensures compliance with minimum wage laws through accurate recordkeeping, payroll practices, and regular reviews of wage rates to reflect changes in regulations.

Adjustments and Increases

adjusts employee wages as necessary to comply with changes in minimum wage laws and regulations. Wage increases are communicated to employees in advance, and adjustments are made promptly to ensure continued compliance.

Penalties for Non-Compliance

Non-compliance with minimum wage laws may result in penalties, fines, or legal action against . Therefore, takes proactive measures to ensure compliance with minimum wage laws and regulations.



Criminal Convictions Policy

is committed to providing a safe and secure workplace for all employees, clients, and stakeholders. This Criminal Convictions Policy outlines our approach to the consideration of criminal convictions in California, ensuring compliance with state and federal laws.

Policy Overview

In accordance with California law, will not inquire into or consider an applicant's criminal history until after a conditional offer of employment has been made. The consideration of criminal convictions will be conducted in a manner that is consistent with the California Fair Chance Act and other applicable laws.

Criminal History Inquiry Process

Once a conditional offer of employment has been made, may conduct a background check, including a review of criminal convictions. The following steps will be taken:

Individualized Assessment

If a criminal conviction is revealed, will conduct an individualized assessment to determine whether the conviction has a direct and adverse relationship to the specific duties of the job. Factors considered will include:

Applicants will be provided the opportunity to present evidence of rehabilitation or mitigating circumstances before a final employment decision is made.

Notification of Adverse Action

If decides to take adverse action based on the criminal conviction, the applicant will be notified in writing. The notification will include:

The applicant will have at least five business days to respond before the final decision is made.

Confidentiality and Privacy

All information obtained during the background check process will be kept confidential and used solely for the purpose of determining the applicant's suitability for employment. will comply with all applicable privacy laws and regulations in handling this information.

Equal Employment Opportunity

is an equal opportunity employer and is committed to providing equal employment opportunities to all qualified individuals, regardless of their criminal history, in accordance with applicable laws and regulations.



Workplace Violence Policy

is committed to maintaining a safe and secure workplace for all employees, clients, and visitors. This Workplace Violence Policy outlines our zero-tolerance approach to violence in the workplace and provides guidelines for preventing and responding to incidents of workplace violence.

Policy Overview

strictly prohibits any form of workplace violence, including but not limited to threats, intimidation, physical attacks, or property damage. All employees, contractors, visitors, and clients are expected to conduct themselves in a manner that promotes a safe and respectful work environment.

Definitions

For the purposes of this policy, workplace violence is defined as any act or threat of physical violence, harassment, intimidation, or other threatening behavior that occurs at the workplace or during work-related activities. This includes but is not limited to:

Prevention and Awareness

is dedicated to preventing workplace violence through the following measures:

Reporting Procedures

All employees are required to report any incidents or threats of workplace violence immediately to their supervisor, HR, or designated safety officer. Reports can be made confidentially and anonymously if desired. will take all reports seriously and conduct a thorough investigation.

Response to Incidents

In the event of a workplace violence incident, will take immediate and appropriate action, which may include:

Support for Employees

is committed to supporting employees affected by workplace violence through the following resources:

Zero Tolerance

maintains a zero-tolerance policy towards workplace violence. Any employee found to have engaged in workplace violence will be subject to disciplinary action, up to and including termination of employment.



Weapons

OPTION 1

Weapons are generally defined as guns, knives and other objects universally considered a weapon by the vast majority of society. A ”weapon” can also be any object which would do harm to another when used as such. shall deem any such object a ”weapon” for the purpose of enforcing of this policy.

Possession of weapons is prohibited on company property and while on duty performing company business at any location. Any employee on duty or on company premises in possession of a weapon will be subject to appropriate disciplinary action, up to and including termination. Report any weapon possession to your immediate supervisor or the Human Resources department.

OPTION 2

Weapons are generally defined as guns, knives and other objects universally considered a weapon by the vast majority of society. A ”weapon” can also be any object which would do harm to another when used as such. shall deem any such object a ”weapon” for the purpose of enforcing of this policy.

Due to the nature of the business activities of , certain employee job functions mandate possession of approved weapons. These employees are required to be duly licensed and carry only properly registered weapons, and only at the direction of .

Other than as described above, possession of weapons is prohibited on Company property and while on duty performing company business at any location. Any employee on duty or on company premises in possession of an unauthorized weapon will be subject to appropriate disciplinary action, up to and including termination. Report any weapon possession to your immediate supervisor or the Human Resources department.



Alcohol, Drugs & Illegal Substances

is committed to providing a safe, healthy, and productive work environment for all employees. The use of alcohol, drugs, and illegal substances can impair judgment, productivity, and safety. This policy outlines our standards and procedures regarding the use, possession, and distribution of alcohol, drugs, and illegal substances in the workplace.

This policy applies to all employees, contractors, and visitors of while on company premises, during work hours, or while representing the company in any capacity.

The use, possession, sale, distribution, or being under the influence of alcohol, illegal drugs, or controlled substances on company premises or during work hours is strictly prohibited. The misuse of prescription or over-the-counter medications that impair an employee’s ability to perform their job safely and effectively is also prohibited.

Alcohol consumption is not allowed on company premises except during authorized company events where alcohol may be served. In such cases, employees are expected to drink responsibly and not to exceed legal limits. Employees are prohibited from reporting to work or being on duty under the influence of alcohol.

The use, possession, sale, or distribution of illegal drugs or controlled substances is strictly prohibited on company premises or during work hours. Employees are prohibited from reporting to work or being on duty under the influence of illegal drugs or controlled substances.

Employees must use prescription and over-the-counter medications responsibly and in accordance with their intended medical purpose. Employees should inform their supervisor if a prescribed medication may affect their ability to perform their job safely and effectively. Drug and Alcohol Testing:

reserves the right to conduct drug and alcohol testing under the following circumstances:

Employees who suspect or witness a violation of this policy should report it immediately to their supervisor or the Human Resources department. Employees struggling with substance abuse are encouraged to seek help. offers support through employee assistance programs (EAP) and may provide referrals to appropriate treatment and counseling services.

Violations of this policy may result in disciplinary action, up to and including termination of employment. The severity of the disciplinary action will depend on the nature of the violation, the employee’s history, and other relevant factors.

All information regarding an employee’s substance use or abuse will be treated confidentially and shared only with individuals who need the information to ensure compliance with this policy or to provide support to the employee.

will comply with all applicable federal, state, and local laws regarding drug and alcohol use in the workplace, including the Drug-Free Workplace Act.



Cannabis Use Away from the Workplace Policy

is committed to maintaining a safe, productive, and drug-free work environment. This policy outlines the guidelines and expectations regarding the use of cannabis by employees when away from the workplace.

Policy Overview

While the use of cannabis for recreational and medicinal purposes is legal in California, maintains specific guidelines regarding its use in relation to employment. Employees are expected to comply with this policy to ensure workplace safety and productivity.

Off-Duty Cannabis Use

respects employees' legal rights to use cannabis during non-working hours and away from company premises. However, the following conditions apply:

Safety-Sensitive Positions

Employees in safety-sensitive positions, such as those operating heavy machinery, driving company vehicles, or performing tasks that could endanger their safety or the safety of others, are subject to stricter regulations. Use of cannabis in these roles is prohibited if it impairs the employee's ability to perform their duties safely and effectively.

Drug Testing

reserves the right to conduct drug testing in accordance with state and federal laws. Employees may be subject to drug testing under the following circumstances:

Reasonable Suspicion

If a supervisor has reasonable suspicion that an employee is under the influence of cannabis during work hours, the employee may be required to undergo a drug test. Reasonable suspicion may be based on observable signs such as impaired coordination, unusual behavior, or the smell of cannabis.

Consequences of Policy Violation

Violation of this policy may result in disciplinary action, up to and including termination of employment. Disciplinary actions will be based on the severity of the violation and the impact on workplace safety and productivity.

Medical Cannabis Use

Employees who are authorized to use medical cannabis must notify HR and provide appropriate documentation. will make reasonable accommodations for employees using medical cannabis, provided it does not interfere with job performance or safety.



Sexual and Other Unlawful Harassment

is committed to providing a work environment that is free from sexual harassment and other types of unlawful harassment. This policy outlines the procedures and guidelines for preventing and addressing harassment in the workplace.

Policy Overview

strictly prohibits any form of harassment based on sex, gender, race, color, religion, national origin, age, disability, sexual orientation, gender identity, or any other characteristic protected by law. Harassment is unacceptable in any form and will not be tolerated.

Definition of Sexual Harassment

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

Examples of Sexual Harassment

Examples of sexual harassment may include, but are not limited to:

Other Unlawful Harassment

Other unlawful harassment includes any unwelcome conduct based on an individual's protected characteristics that creates a hostile or offensive work environment or interferes with the individual's ability to perform their job. This can include verbal, physical, or visual harassment.

Reporting Procedures

Employees who believe they have been subjected to harassment or have witnessed harassment should report the incident immediately to their supervisor, HR, or a designated company representative. Reports can be made confidentially and without fear of retaliation.

Investigation and Response

will promptly investigate all reports of harassment in a fair and thorough manner. If harassment is found to have occurred, will take immediate and appropriate corrective action, which may include disciplinary measures up to and including termination of employment.

Retaliation Prohibited

prohibits retaliation against any individual who reports harassment or participates in an investigation. Retaliation is a serious violation of this policy and will result in disciplinary action.

Employee Responsibilities

All employees are responsible for creating a work environment free from harassment. Employees are expected to:



Domestic Violence Statement

is committed to supporting employees who are affected by domestic violence. This statement outlines our commitment to providing a safe and supportive workplace environment for those impacted by domestic violence.

Policy Overview

Domestic violence includes any form of abuse, whether physical, emotional, psychological, or financial, that occurs within a domestic setting such as marriage or cohabitation. recognizes that domestic violence can have a significant impact on an employee’s well-being and work performance.

Support and Resources

is committed to providing support and resources to employees affected by domestic violence. This includes:

Reporting Domestic Violence

Employees who are experiencing domestic violence or who know of a colleague experiencing domestic violence are encouraged to seek help and report the situation. Reports can be made confidentially to the HR department or a designated company representative.

Confidentiality

All reports of domestic violence will be handled with the utmost confidentiality. will only disclose information on a need-to-know basis to protect the safety and privacy of the employee involved.

Non-Retaliation

prohibits retaliation against any employee who reports domestic violence or seeks assistance. Employees can report domestic violence without fear of losing their job or facing other forms of retaliation.

Employee Responsibilities

All employees are encouraged to support a colleague who may be experiencing domestic violence by:



Job Postings

provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In accordance with applicable laws, prohibits discrimination based on any of these protected characteristics in all aspects of employment, including job postings.

Policy Overview

is committed to attracting a diverse pool of qualified candidates for employment opportunities. This policy outlines the guidelines for creating and posting job openings to ensure fairness, transparency, and compliance with applicable laws.

Job Posting Procedure

All job postings at will adhere to the following procedure:

Selection Process

will evaluate candidates based on their qualifications, skills, and experience relevant to the job requirements. Hiring decisions will be made without regard to race, color, religion, sex, national origin, age, disability, or any other protected characteristic.



Credit Union

The Credit Union Policy outlines 's relationship with the affiliated credit union and the benefits available to employees through membership. The policy encourages employees to take advantage of the financial services and resources offered by the credit union to support their financial well-being.

Membership Eligibility

All employees of are eligible for membership with the affiliated credit union, regardless of their job title, position, or employment status. Spouses and immediate family members of employees may also be eligible for membership in some cases.

Financial Services

The affiliated credit union offers a variety of financial services and products, including:

Benefits for Employees

Employees who become members of the credit union may benefit from:

Enrollment Process

Employees interested in joining the credit union can contact the HR department or visit the credit union's website to complete the membership application process. Proof of employment with may be required for membership eligibility.



Probationary Period Policy

The probationary period is an initial period of employment during which both the employee and have the opportunity to assess whether the employee is suitable for the position. This policy outlines the guidelines and expectations regarding the probationary period.

Policy Overview

All new employees, unless otherwise specified, will be subject to a probationary period upon commencement of their employment with . The probationary period serves as an introductory period during which the employee's performance, conduct, and overall fit within the organization will be evaluated.

Duration of Probationary Period

The duration of the probationary period may vary depending on the position and specific circumstances. Typically, the probationary period will last [insert duration, e.g., 90 days] from the employee's start date.

Performance Evaluation

Throughout the probationary period, the employee's performance will be evaluated by their supervisor or manager. Performance evaluations may include:

Extension or Termination of Probationary Period

At the end of the probationary period, the employee's performance will be reviewed to determine whether they will:

Communication

Employees will receive feedback and guidance from their supervisor or manager throughout the probationary period. If there are any concerns or issues regarding performance or conduct, employees are encouraged to discuss them with their supervisor or HR representative.



Bonus Checks

The Bonus Checks Policy outlines 's procedures for distributing bonuses to eligible employees and the criteria for determining bonus amounts. Bonuses are provided as a form of recognition, incentive, and reward for employee performance and contributions to the company's success.

Eligibility

Employees may be eligible to receive bonuses based on criteria such as:

Types of Bonuses

The types of bonuses offered by may include:

Disbursement

Bonuses are typically disbursed through bonus checks or direct deposits to employees' designated bank accounts. Bonus payments are typically processed according to a predetermined schedule, such as quarterly, semi-annually, or annually.

Taxation

Bonus payments are subject to federal, state, and local taxes, and appropriate tax withholding is deducted from bonus amounts in accordance with tax laws and regulations. Employees may receive a separate earnings statement or tax form reflecting bonus payments.

Communication

communicates bonus eligibility criteria, timing, and amounts to employees through various channels, such as employee handbooks, company intranet, or direct communication from management or HR personnel.



Stock Options

The Stock Options Policy outlines 's procedures for granting stock options to eligible employees as part of their compensation package. Stock options provide employees with the opportunity to purchase company stock at a predetermined price within a specified period, offering potential financial benefits and aligning employees' interests with those of the company.

Eligibility

Employees may be eligible to receive stock options based on criteria such as:

Granting of Options

grants stock options to eligible employees based on predetermined criteria and guidelines established by the company's board of directors or compensation committee. The number of options granted and the exercise price are determined at the time of grant.

Vesting Schedule

Stock options typically vest over a specified period, during which employees must fulfill certain conditions, such as continued employment, to become eligible to exercise their options. Vesting schedules may vary depending on the terms of the stock option plan.

Exercise Period

Once vested, employees have the right to exercise their stock options within a specified exercise period, often ranging from several years to a decade. Employees may choose to exercise their options and purchase company stock at the predetermined exercise price.

Taxation

Stock option exercises and sales may have tax implications for employees, including potential taxes on the difference between the exercise price and the fair market value of the stock at the time of exercise. Employees should consult with a tax advisor for guidance on tax planning and implications.

Communication

communicates stock option grants, vesting schedules, and exercise periods to eligible employees through various channels, such as employee handbooks, stock option agreements, or direct communication from management or HR personnel.



Personnel File Policy

The personnel file is an official record of an employee's employment history and related documents. This policy outlines the guidelines and procedures for maintaining, accessing, and updating personnel files at .

Policy Overview

maintains personnel files for all employees to ensure accurate and organized record-keeping. Personnel files are confidential and will be stored securely to protect employee privacy and sensitive information.

Contents of Personnel Files

The following documents may be included in an employee's personnel file:

Access to Personnel Files

Access to personnel files is restricted to authorized individuals, including HR staff and management personnel with a legitimate need to access the information for business purposes. Employees may request access to their own personnel file in accordance with applicable laws and regulations.

Updating Personnel Files

Employees are responsible for providing accurate and up-to-date information to HR for inclusion in their personnel file. Any changes to personal information, such as address, contact information, or marital status, should be promptly reported to HR for updating in the personnel file.

Retention and Disposal

will retain personnel files in accordance with applicable legal requirements. When an employee separates from employment, their personnel file will be retained for the required retention period and then securely disposed of in compliance with data protection regulations.



Policies & Procedures



Coronavirus (COVID–19)

The Coronavirus (COVID-19) Policy outlines 's commitment to ensuring the health, safety, and well-being of employees, customers, and visitors during the COVID-19 pandemic. The policy aims to mitigate the spread of the virus and comply with relevant health guidelines and regulations.

Health and Safety Measures

implements the following health and safety measures to prevent the spread of COVID-19:

Workplace Protocols

Employees are required to adhere to the following workplace protocols:

Communication and Updates

communicates updates, changes, and important information regarding COVID-19 through various channels, such as:

Compliance and Enforcement

All employees are expected to comply with the COVID-19 Policy, and violations may result in disciplinary action, up to and including termination of employment, depending on the severity of the violation and its impact on health and safety.



Attendance

The attendance policy at outlines the expectations and guidelines for employees regarding punctuality, regular attendance, and reporting absences. Attendance is crucial for the efficient operation of our business and the achievement of our organizational goals.

Policy Overview

All employees are expected to report to work on time and maintain regular attendance during scheduled work hours. Punctuality and reliability are essential for meeting job responsibilities, serving clients, and collaborating with colleagues.

Attendance Expectations

Employees are required to:

Reporting Absences

Employees should notify their supervisor or manager as soon as possible if they are unable to report to work due to illness, personal reasons, or any other unforeseen circumstances. Absences should be reported using the designated company communication channels.

Consequences of Excessive Absences

Repeated or excessive absenteeism may result in disciplinary action, up to and including termination of employment. However, understands that occasional absences may be unavoidable due to illness or emergencies, and will assess each situation on a case-by-case basis.



Employee Parking Policy

The employee parking policy at outlines the guidelines and procedures for parking facilities available to employees. Parking facilities are provided to ensure convenient and safe parking for employees during work hours.

Policy Overview

provides parking facilities for employees who require parking during work hours. This policy applies to all employees and outlines the rules and regulations for using the designated parking areas.

Parking Regulations

Employees are required to:

Unauthorized Parking

Parking in unauthorized areas, blocking access points, or violating parking regulations may result in penalties, such as fines, towing, or loss of parking privileges. reserves the right to enforce parking regulations to ensure fair and equitable access to parking facilities for all employees.

Security Measures

may implement security measures, such as surveillance cameras or security patrols, to ensure the safety and security of parking facilities. Employees are encouraged to report any suspicious activity or security concerns to the appropriate authorities.



Work Schedule Requirements Policy

The work schedule requirements policy at outlines the expectations and guidelines for employees regarding their work schedules. Consistent work schedules are essential for operational efficiency and effective workforce management.

Policy Overview

All employees are required to adhere to the following work schedule requirements:

Scheduled Work Hours

Employees must adhere to their scheduled work hours as outlined in their employment contract or as communicated by their supervisor or manager. Any changes to the work schedule must be approved in advance by the supervisor or manager.

Attendance and Punctuality

Employees are expected to report to work on time and ready to perform their duties at the beginning of their scheduled shift. Punctuality is crucial for maintaining productivity and ensuring the smooth operation of business activities.

Shift Coverage

Employees are responsible for ensuring adequate coverage of their assigned shifts. In case of unforeseen circumstances or emergencies that prevent attendance, employees must notify their supervisor or manager as soon as possible to arrange for shift coverage.

Overtime and Flexibility

Employees may be required to work overtime or adjust their schedules as needed to meet business demands. Overtime compensation and scheduling flexibility will be handled in accordance with company policies and applicable labor laws.



Staff Meetings

The Staff Meetings Policy outlines 's procedures for conducting staff meetings to facilitate communication, collaboration, and decision-making among employees. Staff meetings provide an opportunity to discuss relevant topics, share updates, and address concerns in a structured and efficient manner.

Frequency and Schedule

Staff meetings are scheduled regularly to ensure consistent communication and engagement among employees. The frequency and schedule of staff meetings may vary depending on factors such as departmental needs, project timelines, and organizational priorities.

Agenda and Topics

Staff meetings have a predefined agenda and cover topics such as:

Attendance and Participation

All employees are expected to attend staff meetings unless excused due to scheduling conflicts or other valid reasons. Active participation in staff meetings is encouraged, and employees are encouraged to contribute ideas, ask questions, and provide feedback on agenda topics.

Facilitation and Moderation

Staff meetings are facilitated and moderated by designated individuals, such as department managers, team leads, or HR representatives. Facilitators ensure that meetings stay on track, agenda items are addressed, and discussions remain productive and respectful.

Documentation and Follow-Up

Meeting minutes or notes are taken during staff meetings to document key discussions, decisions, and action items. Follow-up tasks and responsibilities are assigned to relevant individuals, and progress is monitored until completion.

Feedback and Continuous Improvement

welcomes feedback from employees regarding the effectiveness of staff meetings and opportunities for improvement. Suggestions for agenda topics, meeting formats, or scheduling adjustments are considered to enhance the overall experience and value of staff meetings.

Contact Information

For questions, concerns, or assistance regarding staff meetings, employees can contact their department manager, team lead, or the HR department for guidance and support.



Bulletin Boards Policy

The bulletin boards policy at outlines the guidelines and procedures for the use of bulletin boards within company premises. Bulletin boards provide a platform for communication and sharing of information relevant to employees.

Policy Overview

Employees are encouraged to use bulletin boards to:

Guidelines for Posting

When using bulletin boards, employees should:

Approval Process

In some cases, postings may require approval from the HR department or management before being displayed on bulletin boards. Employees should follow any specific approval procedures outlined by for posting certain types of materials.

Monitoring and Maintenance

The HR department or designated personnel may monitor bulletin boards periodically to ensure compliance with company policies and remove any postings that violate the guidelines. Employees are responsible for contributing to the upkeep and organization of bulletin boards.



Suggestion Box Policy

The suggestion box at provides a channel for employees to submit ideas, feedback, or suggestions for improving workplace processes, products, or services. This policy outlines the guidelines and procedures for using the suggestion box.

Policy Overview

All employees are encouraged to contribute to the continuous improvement of by:

Confidentiality

All submissions to the suggestion box will be treated with confidentiality. Employees should feel comfortable sharing their ideas without fear of reprisal or judgment. Anonymous submissions are accepted, but employees are encouraged to include their contact information for follow-up or clarification if needed.

Review and Follow-Up

The HR department or designated committee will review suggestions submitted through the suggestion box regularly. Suggestions deemed feasible and beneficial to the organization may be implemented, and employees will be informed of the outcomes or decisions made regarding their submissions.



Time Cards Policy

The time card policy at outlines the guidelines and procedures for accurately recording and reporting work hours. Accurate timekeeping is essential for payroll processing, compliance with labor laws, and tracking employee attendance.

Policy Overview

All employees are required to:

Compliance

Employees must comply with all applicable federal, state, and local laws regarding timekeeping and overtime. Any violations of the time card policy may result in disciplinary action, up to and including termination of employment.

Training and Support

will provide training and support to employees on how to use the timekeeping system effectively and accurately. Employees should seek assistance from their supervisor or HR department if they encounter any issues or have questions about timekeeping.



Meal and Rest Break Policy

The meal break policy for California employees at adheres to the requirements outlined by the California Labor Code. This policy ensures that employees receive adequate meal breaks during their shifts to promote health, well-being, and compliance with state labor laws.

Policy Overview

All non-exempt employees working shifts of more than five hours are entitled to:

Recordkeeping

maintains accurate records of meal breaks provided to employees, including the time and duration of each break. Employees are required to record their meal breaks in the designated timekeeping system or logbook.



TIMEKEEPING

The timekeeping policy at outlines the guidelines and procedures for accurately recording and reporting work hours. Accurate timekeeping is essential for payroll processing, compliance with labor laws, and tracking employee attendance.

Policy Overview

All employees are required to:

Compliance

Employees must comply with all applicable federal, state, and local laws regarding timekeeping and overtime. Any violations of the timekeeping policy may result in disciplinary action, up to and including termination of employment.

Training and Support

will provide training and support to employees on how to use the timekeeping system effectively and accurately. Employees should seek assistance from their supervisor or HR department if they encounter any issues or have questions about timekeeping.



Workplace Dress Code

The workplace dress code at establishes guidelines for appropriate attire and grooming standards in the workplace. A professional appearance contributes to a positive work environment and reflects the company's values and image.

Policy Overview

All employees are expected to:

Examples of Acceptable Attire

Acceptable attire may include:

Grooming Standards

In addition to clothing, employees should maintain good grooming habits, including:

Exceptions

Some departments or job roles may have specific dress code requirements based on safety, hygiene, or customer-facing responsibilities. Employees should adhere to any additional dress code guidelines provided by their supervisor or HR department.



Personal Appearance and Hygiene

The Personal Appearance and Hygiene Policy at establishes guidelines for appropriate personal grooming and attire in the workplace. This policy aims to maintain a professional and hygienic work environment and uphold the company's image.

Policy Overview

All employees are expected to:

Grooming Standards

Employees should:

Compliance

All employees are expected to comply with the Personal Appearance and Hygiene Policy. Failure to adhere to this policy may result in disciplinary action, up to and including termination of employment.



California SB 142 Compliance Policy - Lactation

The California SB 142 Compliance Policy at ensures compliance with state law regarding lactation accommodation in the workplace. This policy aims to support breastfeeding employees by providing adequate lactation accommodations and promoting a supportive work environment.

Policy Overview

All lactating employees are entitled to:

Procedure

Employees should:

Privacy and Confidentiality

Lactating employees' privacy and confidentiality will be respected at all times. Discussions regarding lactation accommodations will be kept confidential, and lactation accommodations will be provided in a private location away from public view.



Medical Attention

The Personal Medical Attention Policy outlines 's procedures for employees seeking personal medical attention during working hours. The policy aims to balance the health and well-being of employees with the operational needs of the company.

Medical Emergencies

In case of a medical emergency requiring immediate attention, employees should:

Non-Emergency, Personal Medical Appointments

If an employee needs to attend a non-emergency medical appointment during working hours, they should:

Documentation and Reporting

Employees may be required to provide documentation, such as a doctor's note or appointment confirmation, for any medical absences during working hours. Employees should follow the company's standard procedures for reporting absences and submitting documentation.

Confidentiality and Privacy

respects the confidentiality of employees' medical information and ensures that personal medical matters are handled with discretion and sensitivity. Medical information shared with supervisors or HR personnel is kept confidential and used only for the purpose of managing work-related accommodations or absences.



Compensation

The Compensation Policy outlines 's approach to employee compensation, including salary, bonuses, benefits, and other forms of remuneration. The policy aims to attract, retain, and motivate employees by offering competitive and fair compensation packages.

Salary Structure

establishes salary ranges and structures based on factors such as:

Bonus and Incentive Programs

may offer bonus and incentive programs to reward employees for:

Benefits and Perks

In addition to salary and bonuses, employees may be eligible for a range of benefits and perks, including:

Compensation Review and Adjustments

conducts periodic reviews of employee compensation to ensure competitiveness and fairness. Compensation adjustments may be made based on factors such as performance evaluations, market trends, and changes in job responsibilities or qualifications.

Communication and Transparency

communicates compensation policies, structures, and changes to employees through:



Non–compete Restrictions

complies with the California law which forbids include a non–compete clause in an employment contract. It also forbids requiring an employee to enter a non–compete agreement, that does not satisfy limited statutory exceptions.



Overtime Pay

The Overtime Pay Policy outlines 's procedures for compensating employees for work performed beyond standard working hours. This policy ensures that employees receive fair compensation for their extra time and effort and that overtime pay practices comply with applicable labor laws and regulations.

Eligibility for Overtime

Employees may be eligible for overtime pay if they:

Overtime Rate

Overtime pay is calculated at a rate of 1.5 times the employee's regular hourly rate for each hour worked beyond 40 hours in a workweek. For example, if an employee's regular hourly rate is $15 per hour, their overtime rate would be $22.50 per hour.

Recording Overtime Hours

Employees are responsible for accurately recording their hours worked, including overtime hours, using 's designated timekeeping system. Supervisors or managers may review and approve employees' time records to ensure accuracy and compliance with overtime policies.

Authorization for Overtime

Employees must obtain authorization from their supervisor or manager before working overtime hours, whenever possible. Unauthorized overtime may be subject to disciplinary action, unless it was necessary to address unforeseen circumstances or emergencies.

Overtime Pay Practices

practices the following overtime pay policies:

Contact Information

For questions or assistance regarding overtime pay or related matters, employees can contact the HR department or designated payroll administrator for guidance and support.



Mileage Expense for Business Use of Personal Vehicle

The Mileage Expense Policy outlines 's guidelines for reimbursing employees for business use of their personal vehicles. This policy aims to fairly compensate employees for mileage expenses incurred while performing company-related tasks and to ensure compliance with applicable tax regulations.

Reimbursement Rate

reimburses employees for mileage expenses at the standard IRS-approved mileage rate, which may be subject to periodic adjustment based on IRS guidelines and market conditions. The current reimbursement rate is [insert rate] per mile.

Eligible Mileage

Employees are eligible for mileage reimbursement for:

Documentation and Reporting

To claim mileage reimbursement, employees must:

Approval Process

All mileage expense reports must be approved by the employee's supervisor or manager before reimbursement is processed. Supervisors verify the accuracy and legitimacy of mileage claims and ensure compliance with company policies and procedures.

Tax Considerations

Employees should consult with a tax advisor regarding the tax implications of receiving mileage reimbursement. Reimbursed mileage expenses may be subject to tax reporting requirements, and employees should retain documentation for tax purposes.

Contact Information

For questions or assistance regarding mileage reimbursement, employees can contact the HR department or designated finance personnel for guidance and support.



Commissioned Sales

The Commissioned Sales Policy outlines 's procedures for compensating employees who earn commissions based on sales performance. This policy ensures that employees understand how commissions are calculated, earned, and paid, and that commission-based compensation practices comply with applicable laws and regulations.

Eligibility for Commission

Employees may be eligible for commission if they:

Commission Structure

The commission structure defines how commissions are calculated and earned, including:

Recording and Tracking Sales

Employees are responsible for accurately recording and tracking their sales activities, including:

Commission Payment

Commissions are typically paid on a regular basis, such as monthly or quarterly, as determined by . Commission payments may be included in employees' regular paychecks or issued separately, depending on company policies and payroll processes.

Contact Information

For questions or assistance regarding commissioned sales or commission-based compensation, employees can contact the sales department or designated sales manager for guidance and support.



Payroll Schedules

OPTION 1

Employees are paid weekly. Regardless of shift schedule, the work week begins Monday and ends Sunday. Payday is Friday. In the event payday falls on a holiday, paychecks will be distributed before the holiday.

OPTION 2

Employees are paid semi–monthly. Paydays are the 15th and the last day of the month. In the event payday falls on a holiday or weekend, paychecks will be distributed the day prior.

OPTION 3

Employees are paid every two weeks. Regardless of shift schedule, the work week begins Monday and ends Sunday. Payday is every other Friday. In the event payday falls on a holiday, paychecks will be distributed before the holiday.

OPTION 4

Employees are paid monthly. Payday is the last day of the month. In the event payday falls on a holiday, paychecks will be distributed before the holiday.



Paychecks

The Paychecks Policy outlines 's procedures for issuing and distributing employee paychecks. This policy ensures that employees receive accurate and timely compensation for their work and that payroll processes comply with applicable laws and regulations.

Payroll Schedule

follows a regular payroll schedule, typically on a biweekly or monthly basis, as determined by the company. Payroll dates, including payday and pay periods, are communicated to employees in advance to facilitate financial planning.

Payment Methods

Employees may receive their paychecks through:

Paycheck Distribution

Paychecks are distributed to employees based on the chosen payment method:

Pay Stub Information

Pay stubs accompany each paycheck and include detailed information such as:

Payroll Compliance

complies with all federal, state, and local laws and regulations governing payroll processes, including:

Contact Information

For questions or assistance regarding paychecks or payroll-related matters, employees can contact the HR department or designated payroll administrator for guidance and support.



Policy on Legal Deductions from Employee Paychecks

The policy on legal deductions from employee paychecks at ensures compliance with federal, state, and local laws governing payroll deductions. This policy outlines the types of deductions that may be legally withheld from employee paychecks and the procedures for implementing such deductions.

Types of Legal Deductions

Legal deductions from employee paychecks may include, but are not limited to:

Procedure

The payroll department is responsible for:

Employee Rights and Responsibilities

Employees have the right to:



ADVANCES AND LOANS

The Company does not give advances or loans to employees.

OR:

The Advances and Loans Policy at outlines guidelines for providing financial assistance to employees in the form of advances or loans. This policy aims to support employees facing financial hardship while maintaining the financial integrity of the company.

Policy Overview

may provide advances or loans to employees under certain circumstances, subject to the following conditions:

Confidentiality

All requests for advances or loans and related financial information will be treated confidentially by and will not be disclosed to unauthorized individuals.



Off-the-Clock Work Policy

The Off-the-Clock Work Policy at establishes guidelines regarding work performed outside of scheduled work hours. This policy aims to ensure compliance with labor laws and protect the rights and well-being of employees.

Policy Overview

Employees are prohibited from performing work-related tasks outside of their scheduled work hours without prior authorization from their supervisor or manager. Off-the-clock work includes, but is not limited to:

Authorization Process

If employees are requested to perform work outside of their scheduled hours, they must:

Compliance

Employees and managers are responsible for:



ATTENDANCE AND TARDINESS

The Attendance and Tardiness Policy at outlines guidelines for employees regarding attendance and punctuality. This policy aims to promote a productive work environment and ensure that employees fulfill their work commitments.

Policy Overview

All employees are expected to:

Tardiness

Tardiness is defined as arriving late to work or returning from breaks later than scheduled. Employees who are tardy may be subject to disciplinary action, including verbal warnings, written warnings, or termination of employment, depending on the frequency and severity of the tardiness.

Attendance Records

The HR department will maintain accurate records of employee attendance and tardiness. Managers may monitor attendance and address any concerns or patterns of absenteeism or tardiness with employees.

Compliance

All employees are expected to comply with the Attendance and Tardiness Policy. Failure to adhere to this policy may result in disciplinary action, up to and including termination of employment.



IRAs – Individual Retirement Accounts

encourages employees to plan for retirement. IRA saving programs offer the employee advantages for retirement as well as tax savings at the time of purchase. Contact the Human Resources department for details and information regarding automatic payroll deductions.



Telecommuting or Working Away from the Office Policy

The Telecommuting or Working Away from the Office Policy at outlines guidelines and procedures for employees who work remotely or outside of the office. This policy aims to ensure productivity, maintain communication, and establish clear expectations for remote work arrangements.

Eligibility

Employees may be eligible for telecommuting or remote work arrangements based on:

Telecommuting Agreement

Employees and their managers must complete a telecommuting agreement that includes:

Technology and Equipment

Employees are responsible for:

Compliance

Employees working remotely must:



Performance & Evaluation Reviews

The Performance & Evaluation Reviews Policy at outlines the process and guidelines for conducting performance evaluations of employees. This policy aims to provide feedback, recognize achievements, and identify areas for improvement to support employee development and organizational success.

Policy Overview

Performance evaluations are conducted:

Evaluation Process

The performance evaluation process includes:

Feedback and Recognition

Performance evaluations provide opportunities for:

Confidentiality

Performance evaluation records are:



Reimbursement of Expenses Policy

The Reimbursement of Expenses Policy at outlines guidelines for employees to claim reimbursement for business-related expenses incurred during the course of their duties. This policy aims to ensure fairness, accuracy, and efficiency in processing expense claims while adhering to company budgetary and accounting standards.

Expense Eligibility

Employees may claim reimbursement for:

Submission of Expense Reports

Employees must:

Approval and Reimbursement

Expense reports will be:



Reporting Personal Information Changes Policy

The Reporting Personal Information Changes Policy at outlines procedures for employees to update their personal information promptly and accurately. This policy aims to ensure that employee records are kept up-to-date and accurate for administrative and communication purposes.

Types of Personal Information Changes

Employees are required to report changes to:

Reporting Procedures

Employees must:

Verification and Documentation

The HR department will:



Gifts, Entertainment & Meals Policy

The Gifts, Entertainment & Meals Policy at establishes guidelines for employees regarding the acceptance of gifts, entertainment, and meals from clients, vendors, or other business associates. This policy aims to uphold ethical standards, prevent conflicts of interest, and ensure compliance with applicable laws and regulations.

Acceptance of Gifts

Employees may accept gifts under the following conditions:

Entertainment and Meals

Employees may participate in entertainment or meals with clients or business associates if:

Disclosure and Reporting

Employees must:

Compliance

All employees are expected to:



Visitors Policy

The Visitors Policy at outlines guidelines for managing visitors to company premises. This policy aims to maintain security, ensure safety, and provide a positive experience for visitors while respecting the privacy and confidentiality of employees and business operations.

Visitor Access

Visitors must:

Visitor Responsibilities

Visitors are responsible for:

Host Responsibilities

Employees hosting visitors must:



Personal Property Policy

The Personal Property Policy at establishes guidelines for the management and protection of personal belongings brought onto company premises by employees, visitors, or contractors. This policy aims to safeguard personal property while promoting a safe and secure work environment.

Responsibility for Personal Property

Individuals are responsible for:

Prohibited Items

Certain items are prohibited from being brought onto company premises:

Company Liability

is not liable for:



Personal Cell Phones, Tablets And Smartphones

The Personal Cell Phones, Tablets, and Smartphones Policy at outlines guidelines for the use of personal electronic devices in the workplace. This policy aims to balance employee convenience and productivity with security and professionalism.

Use of Personal Devices

Employees may use personal cell phones, tablets, and smartphones for:

Restrictions and Guidelines

Employees must adhere to the following restrictions and guidelines:

Security Measures

Employees are responsible for:

Enforcement

Failure to comply with this policy may result in disciplinary action, up to and including termination of employment.



Text Messaging

This Text Messaging Policy outlines the guidelines and procedures for the use of text messaging for business purposes at . This policy aims to ensure the efficient and professional use of text messaging while maintaining confidentiality, security, and compliance with applicable laws and regulations.

This policy applies to all employees, contractors, and agents of who use text messaging for business communications.

  1. Authorized Use:

    Text messaging may be used for official business communications related to operations, projects, clients, and internal matters. Personal use of company-provided devices or accounts for text messaging should be limited to emergencies or urgent matters only.

  2. Professional Conduct:

    All text messages sent or received for business purposes should be professional, courteous, and free from offensive language, inappropriate content, or sensitive information. Employees are expected to adhere to the same standards of conduct and confidentiality as with other forms of communication.

  3. Privacy and Confidentiality:

    Employees should exercise caution when sending text messages to ensure the privacy and confidentiality of company information, client data, and personal information. Text messages containing confidential or sensitive information should be encrypted or sent through secure channels where possible.

All employees, contractors, and agents of are expected to comply with this Text Messaging Policy. Failure to comply may result in disciplinary action, up to and including termination of employment or contract.



OSHA Compliance

The Occupational Safety and Health Administration (OSHA) Compliance Policy outlines 's commitment to providing a safe and healthy work environment for all employees and compliance with OSHA regulations and standards. is dedicated to preventing workplace injuries, illnesses, and fatalities through proactive safety measures, training, and compliance with applicable laws and regulations.

Responsibilities

Responsibilities related to OSHA compliance include:

Training and Education

provides employees with training and education on workplace safety, including:

Hazard Identification and Control

conducts regular workplace inspections and hazard assessments to identify and control potential safety and health hazards. Corrective actions are implemented promptly to eliminate or mitigate identified hazards, and employees are encouraged to report safety concerns or hazards to their supervisors or the safety committee.

Recordkeeping and Reporting

maintains accurate records of workplace injuries, illnesses, and near misses as required by OSHA regulations. Incidents are promptly reported to the appropriate authorities, and investigations are conducted to determine root causes and prevent recurrence.

Compliance Assistance

The HR department or designated safety officer provides assistance and guidance to employees regarding OSHA compliance, regulations, and reporting requirements. Employees are encouraged to report any safety concerns or violations to their supervisors or the HR department for prompt resolution.



Injury and Illness Prevention Plan (IIPP)

The Injury and Illness Prevention Plan (IIPP) outlines 's commitment to providing a safe and healthy work environment for all employees and compliance with applicable workplace safety regulations. The IIPP is designed to identify, prevent, and mitigate workplace hazards to minimize the risk of injury, illness, and accidents.

Responsibilities

Key responsibilities related to the IIPP include:

Components of the IIPP

The IIPP includes the following components:

Training and Education

provides employees with comprehensive training and education on workplace safety topics, including:

Implementation and Review

The IIPP is regularly reviewed, updated, and communicated to all employees to ensure compliance and effectiveness. Employees are encouraged to actively participate in safety programs, report hazards or unsafe conditions, and provide feedback on the effectiveness of safety measures.



Personal Safety Policy

The Personal Safety Policy at prioritizes the well-being and security of all employees. This policy outlines measures to promote a safe work environment and provides guidance on personal safety practices.

Workplace Safety Measures

is committed to:

Personal Safety Guidelines

All employees are encouraged to:

Emergency Procedures

In the event of an emergency:



Food & Beverage Policy

The purpose of this policy is to establish guidelines for the consumption, handling, and provision of food and beverages in premises. This policy aims to promote health, safety, cleanliness, and responsible consumption while maintaining a positive and inclusive workplace environment.

This policy applies to all employees, visitors, contractors, and guests who consume or handle food and beverages on premises or during company-sponsored events.

  1. Consumption Areas:

    Employees are permitted to consume food and beverages in designated areas, such as break rooms, cafeterias, or other approved areas provided by .

  2. Alcohol Consumption:

    Consumption of alcoholic beverages during work hours or on company premises is strictly prohibited, except for authorized company events where alcohol is provided and consumed responsibly.

  3. Personal Hygiene:

    Employees should practice good personal hygiene, including washing hands before and after handling food, to prevent contamination and the spread of illness.

may organize company-sponsored events or gatherings where food and beverages are provided. Food and beverages provided at company-sponsored events should be appropriate for the occasion and comply with company policies regarding alcohol consumption.

will comply with all applicable food safety regulations and guidelines to ensure the safety and quality of food and beverages provided or served on company premises. Employees involved in food handling or preparation activities should receive appropriate training and follow established food safety protocols.

Employees hosting guests or visitors on company premises are responsible for ensuring that their guests adhere to this policy regarding food and beverage consumption and hygiene practices.



Smoking

Smoking is not allowed in facilities. Smoking is allowed only in designated areas outdoors. While smoking, please be considerate of others. All smoking materials must be extinguished properly and disposed of in appropriate receptacles.

Smoking is not allowed in most areas within facilities. Designated smoking areas have been established. Smoking is allowed only in these designated areas or outdoors. While smoking, please be considerate of others. All smoking materials must be extinguished properly and disposed of in appropriate receptacles.



Office Parties

The purpose of this policy is to establish guidelines for office parties and social events hosted by . Office parties are intended to promote team building, camaraderie, and celebration in a professional and inclusive environment. This policy outlines the expectations, responsibilities, and considerations for organizing and participating in office parties.

This policy applies to all employees, contractors, and guests who attend or organize office parties or social events hosted by .

  1. Event Planning:

    Office parties and social events should be planned and organized in advance by designated employees or committees. Considerations should include venue selection, budget allocation, event theme, catering, and entertainment options.

  2. Attendance:

    Attendance at office parties is voluntary but encouraged. Employees are expected to participate respectfully and inclusively, regardless of personal preferences or beliefs.

  3. Alcohol Consumption:

    Alcoholic beverages may be provided at office parties, but consumption should be moderate and responsible. Employees who choose to consume alcohol are expected to do so responsibly and to refrain from excessive drinking or disruptive behavior.

All attendees are expected to adhere to 's code of conduct and professional standards during office parties. Inappropriate behavior, harassment, discrimination, or misconduct will not be tolerated and may result in disciplinary action.

Expenses related to office parties, including venue rental, catering, decorations, and entertainment, may be reimbursed by in accordance with company policies and budgetary constraints.

assumes no liability for any accidents, injuries, or incidents that occur during office parties or social events. Attendees participate at their own risk and are responsible for their own conduct and safety.



Solicitation Policy

The Solicitation Policy at regulates the solicitation of employees by external parties during working hours. This policy aims to maintain productivity, professionalism, and a focused work environment.

Prohibited Activities

Solicitation activities that are not permitted include:

Exceptions

Exceptions may be granted for:

Enforcement

Violation of this policy may result in disciplinary action, up to and including termination of employment.



Moonlighting

The Moonlighting Policy at addresses employees' engagement in secondary employment outside of their primary role with the company. This policy aims to mitigate conflicts of interest, ensure employee productivity, and protect the company's interests.

Disclosure Requirement

Employees must:

Conflicts of Interest

Employees should avoid:

Enforcement

Violation of this policy may result in disciplinary action, up to and including termination of employment.



Confidential Information Security Policy

The Confidential Information Security Policy at establishes guidelines for the protection, handling, and disclosure of confidential information. This policy aims to safeguard sensitive data from unauthorized access, use, or disclosure.

Definition of Confidential Information

Confidential information includes:

Access and Handling

Employees must:

Disclosure and Sharing

Employees are prohibited from:

Enforcement

Violation of this policy may result in disciplinary action, up to and including termination of employment.



Facilities Security Policy

The Facilities Security Policy at outlines measures to ensure the safety and security of company premises, assets, and personnel. This policy aims to prevent unauthorized access, protect against threats, and maintain a secure work environment.

Access Control

Access to company facilities:

Security Measures

The following security measures are in place:

Emergency Procedures

In the event of an emergency:

Enforcement

Violation of this policy may result in disciplinary action, up to and including termination of employment.



Gossip and Rumors Policy

This policy outlines 's stance on gossip and rumors in the workplace, emphasizing the importance of professionalism and our shared goal of making the company successful.

Definition of Gossip and Rumors

Gossip and rumors involve discussing unverified, sensitive, or private information about colleagues or company matters. This behavior can be harmful, disruptive, and damaging to workplace morale.

Professional Behavior

All employees are expected to maintain a high level of professionalism. This includes refraining from engaging in or spreading gossip and rumors. Focus on productive, respectful, and positive communication with colleagues.

Impact on the Workplace

Gossip and rumors can create a toxic work environment, erode trust, and damage relationships. Such behavior can also detract from our collective goal of making successful. We are all here to work together towards our company's mission and objectives.

Encouraging a Positive Environment

Contribute to a positive and respectful workplace by avoiding gossip and rumors. Encourage open and honest communication, and address any concerns directly with the individuals involved or through the appropriate channels.

Reporting Concerns

If you encounter or are affected by gossip or rumors, report the issue to your supervisor, HR, or [designated contact person/department]. All reports will be handled confidentially and professionally.

Support and Resources

offers resources and support to help employees navigate workplace challenges. If you need assistance dealing with gossip or rumors, please contact HR or [designated contact person/department] for guidance.

Compliance

All employees are expected to comply with this policy. Engaging in or spreading gossip and rumors may result in disciplinary action, up to and including termination.

Commitment to Success

Remember that we are all part of the same team, working towards the success of . Let's foster a respectful, professional, and collaborative work environment where everyone can thrive.

Feedback and Suggestions

We welcome feedback and suggestions for improving our workplace environment. Please direct any comments or concerns to [Designated Contact Person/Department].



Community Office Equipment and Supplies Policy

This policy outlines the guidelines for sharing office equipment, maintaining office supplies, keeping shared areas clean, and reporting issues at .

Sharing Office Equipment

Office equipment, including copiers, printers, and fax machines, should be used considerately and shared among all employees. Do not monopolize equipment, and be prompt in completing your tasks to allow others access.

Office Supplies

Office supplies are stored in [designated supply room/area]. Employees are expected to take only what they need and return any unused supplies to their proper place. This helps ensure that supplies are available for everyone.

Maintaining Cleanliness

Keep all shared areas, including the supply room, copy room, and common workspaces, clean and organized. Dispose of trash properly, clean up spills immediately, and return any moved items to their original location.

Reporting Low Supplies

If you notice that supplies are running low, promptly notify [designated contact person/department]. This helps ensure that supplies are reordered in a timely manner and are always available when needed.

Reporting Broken Equipment

Report any malfunctioning or broken equipment immediately to [designated contact person/department]. Do not attempt to repair the equipment yourself unless you are authorized and trained to do so.

Respectful Use

Use office equipment and supplies respectfully and responsibly. Avoid wasting resources, and make efforts to conserve supplies and energy where possible.

Compliance

All employees are expected to comply with this policy. Failure to adhere to these guidelines may result in restricted access to office equipment and supplies and could lead to disciplinary action.

Feedback and Suggestions

We welcome feedback and suggestions for improving our use of office equipment and supplies. Please direct any comments or concerns to [Designated Contact Person/Department].



Office Etiquette Policy

This policy outlines the guidelines for maintaining a professional and respectful working environment in the bullpen setting at .

Noise Levels

Be mindful of noise levels to ensure a conducive working environment for all employees. Keep conversations at a low volume and use meeting rooms for discussions that are likely to be lengthy or involve multiple people.

Phone Calls

When making or receiving phone calls, speak quietly and keep calls brief. Use a conference room or designated phone area for longer or more sensitive calls.

Respect for Colleagues

Show respect for your colleagues by minimizing disruptions. Avoid interrupting others when they are working and refrain from using speakerphones. Use headphones when listening to music or other audio.

Shared Spaces

Keep shared spaces, such as desks and common areas, clean and organized. Do not leave personal items or trash in these areas. Respect others' personal space and avoid leaning over or intruding on their workspace.

Break Areas

Use designated break areas for eating and socializing. Keep conversations in break areas to a reasonable volume and clean up after yourself to maintain a pleasant environment for everyone.

Meetings and Collaboration

Schedule meetings in designated meeting rooms rather than holding impromptu discussions in the bullpen. Use collaboration tools and shared documents to reduce the need for face-to-face discussions.

Personal Hygiene

Maintain good personal hygiene to ensure a pleasant working environment for all. Be considerate with the use of perfumes and colognes, as some colleagues may have sensitivities or allergies.

Compliance

All employees are expected to comply with this office etiquette policy. Failure to adhere to these guidelines may result in disciplinary action.

Feedback and Suggestions

We welcome feedback and suggestions for improving our office environment. Please direct any comments or concerns to [Designated Contact Person/Department].



Conference Room Etiquette Policy

This policy outlines the guidelines for using conference rooms at to ensure a respectful and efficient working environment.

Reservation of Conference Rooms

All conference rooms must be reserved in advance using the company's scheduling system. Ensure that you book the room for the required duration and include setup and cleanup time.

Punctuality

Be punctual for your meetings. Arrive on time and end the meeting promptly to respect the next group's reservation. If you finish early, please update the reservation system to free up the room for others.

Preparation

Come prepared with all necessary materials and equipment. Test any technology or presentation tools before the meeting to avoid delays.

Cleanliness

Keep the conference room clean and tidy. Remove any trash, clean up spills, and return furniture to its original arrangement after the meeting. Ensure all equipment is turned off and stored properly.

Confidentiality

Maintain confidentiality and privacy during meetings. Do not leave sensitive documents or materials in the conference room. Ensure that all discussions and presentations are kept confidential.

Food and Beverages

Consumption of food and beverages in conference rooms is allowed but must be done responsibly. Clean up any spills and dispose of trash properly. Avoid bringing strong-smelling food to maintain a pleasant environment.

Noise Levels

Keep noise levels to a minimum to avoid disturbing other employees. Use conference rooms for discussions and meetings only, and refrain from holding loud conversations in hallways or near workstations.

Technical Issues

Report any technical issues or equipment malfunctions to the IT department immediately. Do not attempt to fix equipment yourself unless you have the proper training.

Respect for Others

Show respect for others by keeping meetings focused and on-topic. Do not monopolize the conference room, and be mindful of the time to allow others to use the space as scheduled.

Compliance

All employees are expected to comply with this policy. Non-compliance may result in restricted access to conference rooms and disciplinary action.



Office Supplies, Postage & Company Accounts Policy

The Office Supplies, Postage & Company Accounts Policy at outlines guidelines for the procurement, use, and management of office supplies, postage, and company accounts. This policy aims to ensure responsible spending, efficient resource allocation, and compliance with financial regulations.

Office Supplies

Employees are authorized to:

Postage

The use of postage:

Company Accounts

Authorized personnel:

Enforcement

Violation of this policy may result in disciplinary action, up to and including termination of employment.



Company Vehicles Policy

The Company Vehicles Policy at establishes guidelines for the use, maintenance, and safety of company-owned or leased vehicles. This policy aims to ensure responsible vehicle usage, mitigate risks, and comply with relevant regulations.

Authorized Users

Authorized personnel:

Usage Guidelines

Users of company vehicles must:

Maintenance and Inspections

Regular maintenance and inspections:

Security and Accountability

Users are responsible for:

Enforcement

Violation of this policy may result in disciplinary action, up to and including termination of employment.



Company Equipment Policy

The Company Equipment Policy at outlines guidelines for the use, maintenance, and security of company-provided equipment. This policy aims to ensure responsible usage, protect company assets, and maintain operational efficiency.

Authorized Users

Authorized personnel:

Equipment Usage

Users of company equipment must:

Maintenance and Care

Regular maintenance and care:

Security and Accountability

Users are responsible for:

Enforcement

Violation of this policy may result in disciplinary action, up to and including termination of employment.



Phone Systems, Voice Mail, and Personal Calls Policy

The Phone Systems, Voice Mail, and Personal Calls Policy at provides guidelines for the use of company-provided phone systems and voice mail services. This policy aims to ensure efficient communication, minimize distractions, and maintain professional conduct in the workplace.

Phone Usage

Employees are expected to:

Voice Mail

Users of company voice mail must:

Personal Calls

Employees should:

Enforcement

Violation of this policy may result in disciplinary action, up to and including termination of employment.



Conservation and Recycling Policy

The Conservation and Recycling Policy at outlines the organization's commitment to sustainable practices, resource conservation, and waste reduction. This policy aims to minimize environmental impact, promote eco-friendly behaviors, and contribute to a healthier planet.

Resource Conservation

is committed to:

Recycling Programs

The organization will:

Waste Reduction

will:

Employee Participation

All employees are encouraged to:

Enforcement

Violation of this policy may result in disciplinary action, up to and including termination of employment.



Computers and Related Equipment Policy

The Computers and Related Equipment Policy at outlines guidelines for the use, maintenance, and security of company-provided computers and associated equipment. This policy aims to ensure efficient and secure usage of technology resources while protecting sensitive data and intellectual property.

Authorized Use

Employees are authorized to use company computers and related equipment for:

Security Measures

The organization implements the following security measures:

Maintenance and Care

Employees are responsible for:

Usage Guidelines

Employees must:

Enforcement

Violation of this policy may result in disciplinary action, up to and including termination of employment.



Internet Use Policy

The Internet Use Policy at establishes guidelines for the appropriate use of the internet and online resources by employees. This policy aims to ensure responsible and productive use of company-provided internet access while protecting the organization's network security and reputation.

Authorized Use

Employees are authorized to use company internet access for:

Prohibited Activities

Employees must not engage in the following activities:

Network Security

Employees are responsible for:

Monitoring and Compliance

The organization reserves the right to:



Email & Electronic Communication Policy

The Email & Electronic Communication Policy at establishes guidelines for the appropriate use of email and other electronic communication channels by employees. This policy aims to ensure efficient and professional communication while protecting sensitive information and maintaining compliance with legal regulations.

Authorized Use

Employees are authorized to use company-provided email and electronic communication channels for:

Security Measures

The organization implements the following security measures:

Usage Guidelines

Employees must:

Monitoring and Compliance

The organization reserves the right to:



Policies for Leave of Absence in California

The Policies for Leave of Absence in California outline the rights and responsibilities of employees regarding time off from work for various reasons, including medical leave, family leave, and other personal reasons. These policies are designed to ensure compliance with California state laws and provide support to employees during periods of absence.

Types of Leave

Employees in California may be eligible for the following types of leave:

Eligibility

Employees may be eligible for leave of absence under state and federal laws if they meet certain criteria, including:

Requesting Leave

Employees must follow company procedures for requesting leave, which may include:

Benefits and Protections

Employees on leave of absence may be entitled to:

Compliance

The organization is committed to complying with all applicable state and federal laws regarding leave of absence and providing support to employees during times of need.



Employee Leave Entitlement for Reproductive Loss

The Employee Leave Entitlement for Reproductive Loss policy at aims to provide compassionate support to employees who experience the loss of a pregnancy, stillbirth, or miscarriage. This policy recognizes the emotional and physical impact of reproductive loss and outlines leave entitlements and support resources available to affected employees.

Leave Entitlement

Employees who experience reproductive loss are entitled to:

Requesting Leave

Employees must notify their supervisor or HR department as soon as possible following a reproductive loss. They may be required to provide documentation, such as a doctor's note or medical certificate, to support their request for leave.

Confidentiality and Support

The organization is committed to maintaining the confidentiality of employees' reproductive loss and providing a supportive work environment. Employees may request privacy regarding their situation, and their request will be respected by supervisors and colleagues.

Return to Work

Upon returning to work after a reproductive loss, employees will be supported in their transition and provided with any necessary accommodations to ease their reintegration into the workplace. Supervisors and colleagues are encouraged to offer empathy and understanding during this challenging time.

Additional Resources

Employees are encouraged to utilize available resources for support, including:



Short–Term Disability Leave

The Short-Term Disability Leave Policy at provides support to employees who are unable to work due to a temporary disability or medical condition. This policy outlines eligibility criteria, benefits, and procedures for requesting and managing short-term disability leave.

Eligibility

Employees may be eligible for short-term disability leave if they:

Duration and Benefits

Short-term disability leave typically provides:

Requesting Leave

Employees must follow company procedures for requesting short-term disability leave, which may include:

Return to Work

Employees must obtain clearance from their healthcare provider before returning to work from short-term disability leave. The organization may require documentation of the employee's fitness for duty to ensure a safe return to the workplace.

Compliance

The organization is committed to complying with all applicable state and federal laws regarding short-term disability leave and providing support to employees during times of medical need.



The California Family Rights Act (CFRA)

The California Family Rights Act (CFRA) is a state law that provides eligible employees in California with up to 12 workweeks of unpaid leave during a 12-month period for specific family and medical reasons. CFRA is similar to the federal Family and Medical Leave Act (FMLA) but applies specifically to California employees.

Here's an overview of the key aspects of CFRA:

Eligibility: To be eligible for CFRA leave, an employee must work for a covered employer (with 5 or more employees) and have worked for the employer for at least 12 months (not necessarily consecutively) and for at least 1,250 hours during the previous 12-month period.

Reasons for Leave: CFRA allows eligible employees to take leave for the following reasons:

Duration of Leave: Eligible employees may take up to 12 workweeks of unpaid leave within a 12-month period for CFRA-qualifying reasons.

Intermittent and Reduced Schedule Leave: CFRA allows employees to take leave intermittently (in separate blocks of time) or on a reduced work schedule if medically necessary for their own or a family member's serious health condition or for bonding with a new child.

Notice and Certification: Employees are generally required to provide their employer with at least 30 days' advance notice of the need for CFRA leave when the need is foreseeable. Employers may also require certification of the need for leave, such as medical documentation for a serious health condition.

Job Protection and Benefits: CFRA provides job protection to eligible employees who take leave, meaning they have the right to return to the same or a comparable position after their leave ends. During CFRA leave, employers must maintain the employee's group health insurance benefits on the same terms as if the employee had continued working.

Interaction with Other Laws: CFRA may interact with other leave laws, such as the federal FMLA, the California Pregnancy Disability Leave (PDL) law, and the California Paid Family Leave (PFL) program. In some cases, employees may be eligible for leave under multiple laws, but the leave may run concurrently.



ALSO: CALIFORNIA WITH AT LEAST FIVE EMPLOYEES

provides a higher level of maternity leave than that offered by the federal Family Medical Leave Act. Female employees of will receive maternity leave regardless of the number of months or hours worked for the period of time during which you’re disabled due to pregnancy and childbirth, up to a maximum of four months. During this period, you may collect state temporary disability payments of about two–thirds of your wages--up to $490 a week--for the time during which you are physically disabled due to pregnancy and childbirth (usually six to eight weeks).

will authorize a request for a leave of absence on account of a pregnancy–related disability. An eligible, pregnant employee has the right to take pregnancy disability leave without pay for a reasonable period of time not to exceed four months. will grant you this right immediately upon hire, meaning there is no length of service requirement before you are entitled to pregnancy disability leave. A woman is eligible for such leave if, in the opinion of her health care provider, her pregnancy renders her unable to work, unable to perform one or more of the essential functions of her job, or unable to perform these functions without undue risk.

When you return from pregnancy disability leave, will return you to your original job. There are two exceptions to this rule, however. The first exception applies when your job has ceased to exist because of a legitimate business reason unrelated to your pregnancy disability leave, such as a layoff or closure. The second exception applies if preserving the job for the employee, such as leaving it unfilled or filling it with a temporary employee, would substantially undermine the Company’s ability to operate the business safely and efficiently. If either of these exceptions exists, will still attempt to provide you with a comparable position if one is available.

California law provides for a program of State Disability Insurance. To be eligible for benefits under this program, you must meet the following requirements:

– You must be unable to do your regular or customary work for at least eight consecutive days.

– You must be employed or actively looking for work at the time you become disabled. You must have lost wages because of your disability or, if unemployed, have been actively looking for work.

– You must have earned at least $300 from which SDI deductions were withheld during a previous period

– You must be under the care and treatment of a licensed doctor or accredited religious practitioner during the first eight days of your disability. (The beginning date of a claim can be adjusted to meet this requirement.) You must remain under care and treatment to continue receiving benefits.

– You must complete and mail a claim form within 49 days of the date you became disabled or you may lose benefits.

– Your doctor must complete a medical certification of your disability. A licensed midwife, nurse–midwife, or nurse practitioner may complete the medical certification for disabilities related to normal pregnancy or childbirth. Note: If you are under the care of a religious practitioner, request a ”Practitioner’s Certificate," DE 2502, from the SDI office. Certification by a religious practitioner is acceptable only if the practitioner has been accredited by Employment Development Department.

is required by law to make SDI deductions from your check. SDI may pay up to 52 weeks of benefits with a waiting period of only seven days.

Effective July 1, 2004, California law provides for Paid Family Leave. Paid Family Leave is unemployment compensation disability insurance paid to workers who suffer a wage loss when they take time off work to care for a seriously ill family member or bond with a new child. You may receive up to six (6) weeks of benefits that may be paid over a 12–month period.

The Paid Family Leave insurance program is fully funded by employees’ contributions, similar to the State Disability Insurance program. Effective January 1, 2004 the Paid Family Leave insurance contribution rate will be approximately .08 percent. Your weekly benefit amount will be approximately 55 percent of your earnings up to the maximum weekly benefit amount.



ALSO: CALIFORNIA WITH AT LEAST TWENTY EMPLOYEES

As of January 1, 2018, eligible employees which are working parents may take twelve weeks of unpaid, job–protected leave to bond with their newborns. This includes mothers and fathers and biological, adopted, and fostered children. The law does allow an employee to use vacation time, sick leave, or other paid or unpaid time off benefit programs. While an employee is out on leave, will maintain their benefit coverage. Upon return from leave, will have a guaranteed job that is comparable or the same position the employee held prior to the leave.



Unpaid Family & Medical Leave Policy in California

The Unpaid Family & Medical Leave Policy at provides employees with job-protected leave for family and medical reasons as required by California state law. This policy outlines the eligibility criteria, leave entitlement, and procedures for requesting and managing unpaid family and medical leave.

Eligibility

Employees may be eligible for unpaid family and medical leave if they:

Leave Entitlement

Eligible employees are entitled to up to 12 weeks of unpaid family and medical leave within a 12-month period. Leave may be taken intermittently or on a reduced schedule basis, as medically necessary, for reasons related to the employee's own serious health condition or that of a family member.

Requesting Leave

Employees must provide advance notice of their need for unpaid family and medical leave, except in cases of medical emergency or other unforeseen circumstances. They may be required to submit medical certification or other documentation to support their leave request.

Job Protection

Employees who take unpaid family and medical leave are entitled to job protection and reinstatement to the same or an equivalent position upon return from leave. Employers are prohibited from retaliating against employees for exercising their rights under California state law.

Compliance

The organization is committed to complying with all provisions of California state law regarding unpaid family and medical leave and providing support to employees who need to take leave for family or medical reasons.



Organ Donor Leave Policy in California

The Organ Donor Leave Policy at provides eligible employees with job-protected leave to serve as an organ donor. This policy outlines the eligibility criteria, leave entitlement, and procedures for requesting and managing organ donor leave in accordance with California state law.

Eligibility

Employees may be eligible for organ donor leave if they:

Leave Entitlement

Eligible employees are entitled to a leave of absence for the time necessary to undergo organ donation surgery and recover from the procedure. Leave may be paid or unpaid, depending on company policy and the employee's available leave balances.

Requesting Leave

Employees must provide advance notice of their intent to serve as an organ donor and request organ donor leave. They may be required to provide medical documentation or proof of organ donation surgery to support their leave request.

Job Protection

Employees who take organ donor leave are entitled to job protection and reinstatement to the same or an equivalent position upon return from leave. Employers are prohibited from retaliating against employees for exercising their rights under California state law.

Compliance

The organization is committed to complying with all provisions of California state law regarding organ donor leave and supporting employees who choose to serve as organ donors.



BONE MARROW DONATION LEAVE POLICY

The Bone Marrow Donation Leave Policy at provides eligible employees with job-protected leave to donate bone marrow. This policy outlines the eligibility criteria, leave entitlement, and procedures for requesting and managing bone marrow donation leave.

Eligibility

Employees may be eligible for bone marrow donation leave if they:

Leave Entitlement

Eligible employees are entitled to a leave of absence for the time necessary to undergo bone marrow donation surgery and recover from the procedure. Leave may be paid or unpaid, depending on company policy and the employee's available leave balances.

Requesting Leave

Employees must provide advance notice of their intent to donate bone marrow and request bone marrow donation leave. They may be required to provide medical documentation or proof of bone marrow donation surgery to support their leave request.

Job Protection

Employees who take bone marrow donation leave are entitled to job protection and reinstatement to the same or an equivalent position upon return from leave. Employers are prohibited from retaliating against employees for exercising their rights under company policy.

Compliance

The organization is committed to complying with all applicable laws and regulations regarding bone marrow donation leave and supporting employees who choose to donate bone marrow.



School Leave for Activity Attendance Policy

The School Leave for Activity Attendance Policy at allows employees to take time off to attend their children's school activities. This policy outlines the eligibility criteria, leave entitlement, and procedures for requesting and managing school leave.

Eligibility

Employees may be eligible for school leave if they:

Leave Entitlement

Eligible employees are entitled to a reasonable amount of time off to attend their children's school activities, such as parent-teacher conferences, school performances, or other events. Leave may be paid or unpaid, depending on company policy and the employee's available leave balances.

Requesting Leave

Employees must provide advance notice of their intent to take school leave and request approval from their supervisor or HR department. They may be required to provide documentation from the school or event organizer to support their leave request.

Job Protection

Employees who take school leave are entitled to job protection and reinstatement to the same or an equivalent position upon return from leave. Employers are prohibited from retaliating against employees for exercising their rights under company policy.

Compliance

The organization is committed to complying with all applicable laws and regulations regarding school leave for activity attendance and supporting employees in their parental responsibilities.



Civil Air Patrol Leave Policy

The Civil Air Patrol Leave Policy of outlines the guidelines and procedures for providing leave to employees who are members of the Civil Air Patrol, in accordance with applicable laws and regulations. This policy aims to support employees in fulfilling their duties with the Civil Air Patrol while balancing their work responsibilities.

This policy applies to all employees of who are active members of the Civil Air Patrol.

Employees who are active members of the Civil Air Patrol and have completed at least 90 days of employment with are eligible for Civil Air Patrol leave.

Eligible employees are entitled to take up to 10 days of unpaid leave per calendar year to participate in Civil Air Patrol emergency service missions or training. Employees may request additional leave beyond the 10-day entitlement subject to the approval of their supervisor and the needs of the business.

Employees must provide reasonable advance notice to their supervisor or HR department before taking Civil Air Patrol leave. Notification should include the dates and duration of the leave requested, as well as any supporting documentation from the Civil Air Patrol. In emergency situations where advance notice is not possible, employees should notify their supervisor as soon as practicable.

Employees may be required to provide written verification from the Civil Air Patrol confirming their participation in emergency service missions or training, including the dates and times of the service.

Employees may use any available accrued vacation time, personal leave, or compensatory time off for Civil Air Patrol leave. If no such paid leave is available, the leave will be unpaid.

Upon returning from Civil Air Patrol leave, employees will be reinstated to their previous position or a comparable position with equivalent pay, benefits, and other terms and conditions of employment, in accordance with applicable laws.

prohibits any form of retaliation against employees who take Civil Air Patrol leave in accordance with this policy. Employees will not be subject to adverse employment actions for exercising their rights under this policy.



Jury Duty Policy

The purpose of this policy is to outline the procedures and entitlements for employees of who are called to serve jury duty in accordance with California state laws. This policy aims to support employees in fulfilling their civic obligations while ensuring minimal disruption to company operations and maintaining fairness and consistency in leave management.

This policy applies to all employees of who are summoned for jury duty in California.

All employees of who are summoned for jury duty in California are eligible for leave under this policy, regardless of their length of service or employment status.

Employees are required to notify their supervisor or HR department promptly upon receiving a jury duty summons. Employees must provide a copy of the jury duty summons to their supervisor or HR department as soon as possible.

Employees are entitled to take time off from work to serve jury duty for the duration specified in the jury duty summons. will grant leave for the entire period of jury duty service, including any required attendance for voir dire (jury selection) and the trial itself.

Employees serving jury duty will receive their regular base pay for the duration of their jury duty service, up to a maximum of [insert number] days per calendar year. will continue to provide health insurance coverage for employees on jury duty leave, subject to the terms and conditions of the company's group health insurance plan. Employees may be required to remit any jury duty fees or compensation received from the court to , in accordance with company policy.

Employees are required to provide proof of jury duty service to their supervisor or HR department upon completion of their jury duty obligation. Proof of service may include a certificate of attendance or a letter from the court confirming the employee's participation in jury duty.

Employees serving jury duty are entitled to job protection, and will not retaliate against employees for fulfilling their civic obligations. Upon completion of jury duty service, employees will be reinstated to their regular position or an equivalent position with the same pay and benefits.



Military Duty Policy

The purpose of this policy is to outline the procedures and entitlements for employees of who are called to perform military duty in accordance with California state laws and the Uniformed Services Employment and Reemployment Rights Act (USERRA). This policy aims to support employees who serve in the military reserves or National Guard by ensuring their rights to reemployment and protecting their employment status and benefits while they fulfill their military obligations.

This policy applies to all employees of who are members of the military reserves or National Guard and are called to perform military duty in California.

All employees of who are members of the military reserves or National Guard are eligible for leave under this policy when called to perform military duty.

Employees are required to notify their supervisor or HR department promptly upon receiving military orders. Employees must provide a copy of their military orders to their supervisor or HR department as soon as possible.

Employees called to perform military duty are entitled to take a leave of absence for the duration specified in their military orders. will grant military leave for the entire period of military service, including training, drills, and active duty deployments.

Employees on military duty leave will receive their regular base pay for up to [insert number] days per calendar year, as required by California state law. will continue to provide health insurance coverage for employees on military duty leave, subject to the terms and conditions of the company's group health insurance plan. Employees may be eligible for additional compensation or benefits under USERRA, including differential pay to offset any difference between their military pay and their civilian pay.

Upon completion of military duty, employees are entitled to prompt reinstatement to their previous position or an equivalent position with the same pay, benefits, and seniority. will make reasonable efforts to accommodate employees' schedules and job duties to facilitate their reintegration into the workforce.

supports employees' participation in military training and skills enhancement programs and will make reasonable accommodations to allow employees to attend training sessions or courses required for their military service.

Employees are required to provide proof of military duty service to their supervisor or HR department upon completion of their military obligations. Proof of service may include a copy of military orders, a certificate of completion, or other documentation provided by the military.



Bereavement Leave Policy

The purpose of this policy is to provide employees with time off to grieve and attend to matters related to the death of an immediate family member in accordance with California law.

All regular full-time and part-time employees are eligible for bereavement leave.

Definition of Immediate Family Member: Immediate family member is defined as the employee's spouse, domestic partner, child, parent, sibling, grandparent, grandchild, or the spouse/domestic partner's parent, sibling, grandparent, or child.

Eligible employees may receive up to [insert number] days of paid bereavement leave per occurrence. In addition to paid leave, employees may request additional unpaid bereavement leave as needed.

Employees must notify their supervisor or manager as soon as possible about the need for bereavement leave. Employees should provide reasonable advance notice when possible, including the expected duration of the leave.

Employees may be required to provide documentation, such as a death certificate or obituary, to verify the need for bereavement leave.

Employees may request flexibility in their work schedule or remote work arrangements during their bereavement leave period, subject to approval by their supervisor or manager.

Employees are expected to return to work promptly following the conclusion of their bereavement leave, unless an extension has been approved.

Bereavement leave is not considered as time worked for purposes of calculating overtime, nor does it accrue any additional benefits during the leave period.

All information related to an employee's bereavement leave will be kept confidential to the extent permitted by law.

Failure to comply with this policy may result in disciplinary action in accordance with company policies.



Whistleblower Policy

The Whistleblower Policy of establishes guidelines and procedures for employees to report any illegal, unethical, or improper conduct within the company without fear of retaliation. This policy aims to promote transparency, accountability, and integrity within the organization by encouraging employees to come forward with information about potential misconduct.

This policy applies to all employees, officers, directors, contractors, and agents of .

Whistleblowing refers to the act of reporting suspected or actual illegal, unethical, or improper conduct within the company. This includes, but is not limited to, violations of laws or regulations, fraud, corruption, financial misconduct, harassment, discrimination, and safety violations.

Employees who have reasonable grounds to believe that misconduct has occurred or is occurring should report their concerns promptly. Reports can be made through the following channels:

Confidentiality: will make every effort to protect the confidentiality of the whistleblower, consistent with the need to conduct a thorough investigation and comply with applicable laws. Anonymous reports will also be accepted and investigated to the extent possible.

strictly prohibits any form of retaliation against employees who report misconduct in good faith. Retaliation includes, but is not limited to, termination, demotion, harassment, and any other adverse employment action. Any employee found to have engaged in retaliation will be subject to disciplinary action, up to and including termination.

All reports of misconduct will be taken seriously and investigated promptly, thoroughly, and impartially. The investigation will be conducted by the Whistleblower Officer, Ethics Committee, or an appointed independent investigator, as appropriate. Employees are expected to cooperate fully with any investigation. The findings of the investigation will be reported to senior management and, if necessary, to the appropriate authorities.

If the investigation substantiates the reported misconduct, will take appropriate corrective actions to address the issue and prevent its recurrence. This may include disciplinary action against the offending party, policy changes, training, or other remedial measures.

While encourages the reporting of genuine concerns, employees who knowingly make false or malicious reports will be subject to disciplinary action, up to and including termination.



Rehabilitation Leave Policy

The Rehabilitation Leave Policy of outlines the guidelines and procedures for providing leave to employees who need time off to attend rehabilitation programs for substance abuse or other medical conditions. This policy aims to support employees in their recovery and promote a healthy, productive workplace environment.

This policy applies to all employees of who require leave to attend a rehabilitation program for substance abuse or other medical conditions that impair their ability to perform their job duties.

Employees who are enrolled in a recognized rehabilitation program for substance abuse or other medical conditions are eligible for rehabilitation leave. Employees must provide medical documentation or proof of enrollment in the rehabilitation program to qualify for leave.

Eligible employees are entitled to take unpaid leave to attend rehabilitation programs as required for their treatment. The duration of the leave will be determined based on the recommendation of the healthcare provider or rehabilitation facility. Employees may use any available accrued sick leave, vacation time, or personal leave for rehabilitation leave, subject to company policies and applicable laws.

Employees must provide reasonable advance notice to their supervisor or HR department before taking rehabilitation leave. Notification should include the anticipated start and end dates of the leave and any supporting medical documentation. In emergency situations where advance notice is not possible, employees should notify their supervisor as soon as practicable.

will maintain the confidentiality of all information related to an employee's rehabilitation leave, in accordance with applicable privacy laws and company policies. Information will be shared only with individuals who need to know for purposes of managing the leave and ensuring workplace safety.

Employees on rehabilitation leave will be reinstated to their previous position or a comparable position with equivalent pay, benefits, and other terms and conditions of employment upon their return, in accordance with applicable laws. Employees are expected to comply with any fitness-for-duty certification requirements upon returning from rehabilitation leave.

encourages employees to seek assistance for substance abuse or other medical conditions and provides access to resources such as the Employee Assistance Program (EAP), counseling services, and healthcare benefits. Employees are encouraged to take advantage of these resources to support their recovery and well-being.

This policy will be administered in compliance with all applicable federal, state, and local laws, including the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), and relevant state leave laws.



Pay Transparency Policy

The Pay Transparency Policy of establishes guidelines for ensuring open communication regarding compensation practices and protecting employees' rights to discuss their pay. This policy aims to promote fairness, equity, and transparency in compensation, fostering a culture of trust and accountability within the organization.

This policy applies to all employees of , including full-time, part-time, temporary, and contract employees.

is committed to maintaining transparent compensation practices, ensuring that employees understand how their pay is determined and the factors that influence compensation decisions. The company will provide employees with information about their pay structure, including salary ranges, job grades, and criteria for pay increases and bonuses.

Employees have the right to discuss their own pay with other employees, including wages, salaries, bonuses, and other compensation without fear of retaliation or discrimination. prohibits any form of retaliation or discrimination against employees who exercise their right to discuss their pay or inquire about the pay of others, as protected under the National Labor Relations Act (NLRA) and other applicable laws.

While employees have the right to discuss their pay, they are encouraged to respect the privacy of their colleagues and handle pay information with sensitivity. Managers and HR personnel must maintain the confidentiality of pay information and only share it on a need-to-know basis as part of their job responsibilities.

Compensation decisions at are based on various factors, including but not limited to job responsibilities, experience, education, skills, performance, and market conditions. The company is committed to ensuring that compensation practices are free from discrimination based on race, color, religion, gender, sexual orientation, national origin, age, disability, or any other protected status.

Employees can access information about their pay and compensation structure through the HR department or employee self-service portal. will provide regular training and resources to help employees understand compensation policies and practices.

Employees who have concerns or questions about their pay or believe there has been a mistake in their compensation should contact their supervisor or the HR department for clarification and resolution. The company encourages open and honest communication to address any pay-related issues promptly and fairly.

This policy will be administered in compliance with all applicable federal, state, and local laws, including the Equal Pay Act, Fair Labor Standards Act (FLSA), and relevant state pay transparency laws.



Witness Duty Leave Policy

The Witness Duty Leave Policy of establishes guidelines for providing leave to employees who are required to appear as witnesses in legal proceedings. This policy aims to support employees in fulfilling their civic responsibilities while balancing their work commitments.

This policy applies to all employees of , including full-time, part-time, temporary, and contract employees.

Employees who are required to appear as witnesses in legal proceedings, such as court trials, depositions, or administrative hearings, are eligible for witness duty leave.

Employees will be granted unpaid leave for the duration of their required witness duty. However, employees may use any available accrued vacation time, personal leave, or compensatory time off during their absence. The company will not penalize employees for taking witness duty leave and will allow them to return to their previous position or a comparable position with equivalent pay, benefits, and other terms and conditions of employment.

Employees must provide reasonable advance notice to their supervisor or HR department as soon as they are aware of the need for witness duty leave. Notification should include the date(s) and expected duration of the leave. Employees must provide documentation, such as a subpoena or court order, verifying their requirement to appear as a witness.

Employees may choose to use any available accrued vacation time, personal leave, or compensatory time off during their witness duty leave. If no such paid leave is available, the leave will be unpaid.

During witness duty leave, employees will continue to receive benefits in accordance with the company's policies and applicable laws. Employees are responsible for paying their portion of any benefit premiums during their leave.

prohibits any form of retaliation against employees who take witness duty leave. Employees will not be subject to adverse employment actions for fulfilling their civic responsibilities.

Upon completion of their witness duty, employees are expected to return to work on the next scheduled workday. Employees should notify their supervisor or HR department of their return to work status.



Voting Leave Policy

The Voting Leave Policy of outlines the guidelines and procedures for providing employees with time off to vote in federal, state, and local elections. This policy aims to support employees in fulfilling their civic duty to vote while ensuring minimal disruption to business operations.

This policy applies to all employees of , including full-time, part-time, temporary, and contract employees.

All employees of are eligible for voting leave in accordance with this policy.

Employees are entitled to take up to two hours of paid leave to vote in federal, state, and local elections if they do not have sufficient time outside of working hours to do so. If more than two hours are needed, additional time off may be granted, but only the first two hours will be paid.

Employees must provide reasonable advance notice to their supervisor or HR department of their intention to take voting leave. Notification should include the date and time the employee plans to vote. Employees are encouraged to schedule their voting leave at the beginning or end of their work shift to minimize disruption to business operations.

Employees are encouraged to vote during non-working hours whenever possible. However, if voting hours conflict with work schedules, employees will be allowed to take voting leave as described above.

prohibits any form of retaliation against employees who take voting leave in accordance with this policy. Employees will not be subject to adverse employment actions for exercising their right to vote.

This policy will be administered in compliance with all applicable federal, state, and local laws governing voting leave. In cases where state or local laws provide greater benefits than those outlined in this policy, will comply with those laws.



Severe Weather Closings

The purpose of this policy is to establish guidelines for severe weather closings and the continuation of essential operations during adverse weather conditions. This policy aims to ensure the safety and well-being of employees while maintaining business continuity and minimizing disruptions to operations.

This policy applies to all employees and departments of and outlines procedures for severe weather closings, delayed openings, and remote work arrangements.

  1. Notification Process:

    In the event of severe weather conditions, the management team will monitor weather forecasts and advisories to determine whether to close the office, delay opening hours, or implement remote work arrangements.

  2. Communication Channels:

    Employees will be notified of severe weather closings or operational changes through official communication channels, including email, text message, phone call, or company intranet. Employees are responsible for ensuring that their contact information is up to date and accessible.

  3. Remote Work:

    In the event of severe weather, employees may be authorized to work remotely if feasible and appropriate for their job roles. Employees should follow established remote work procedures and maintain regular communication with their supervisors and colleagues.

Some departments or functions of may be designated as essential operations that must continue despite severe weather conditions. Employees in essential roles should follow instructions from their supervisors and adhere to designated work schedules or emergency response procedures.

The safety and well-being of employees are paramount during severe weather events. Employees should exercise caution when traveling to and from work and follow local authorities' guidance regarding road conditions and travel advisories.



Benefits

Overview

Benefits to employees are provided at the will of and reserves the right to modify or eliminate benefits without notice under conditions of law. The benefits listed herein are intended to be a general description only. Details of specific benefits are outlined in the documentation for the benefit program.

Eligibility

To qualify for benefits an employee must be considered full time and have completed a minimum of ninety (90) days continuous employment with . To qualify for vacation benefits a full–time employee must have completed one full year continuous employment. Full time employees are employees who have been assigned a regular 40 hours per week work shift. Employees scheduled for less than 40 hours weekly are not eligible. reserves the right to, without notice, revise these eligibility requirements.

If you have questions contact the Human Resources department.

Group Medical Insurance

OPTION 1

pays the premium fees for eligible employees, for group medical coverage. Coverage is available through the current plan for dependents. Premiums for dependents are the responsibility of the employee and payment must be made through payroll deduction. Details of the plan are available through the Human Resources department.

Notice: Plan details may change without notice.

OPTION 2

pays a substantial portion of premium costs for coverage of eligible employees. Coverage is available through the current plan for dependents. Any additional premium cost for the employee and all premiums for dependent coverage are the responsibility of the employee. Employee portion of premiums must be paid through payroll deduction. Details of the plan are available through the Human Resources department.

Notice: Plan details may change without notice.

OPTION 3

does not offer group medical insurance benefits to employees. It is the responsibility of each employee to provide their own medical coverage.

Life Insurance Policies

OPTION 1

offers life insurance policies to eligible employees wishing to participate. Contact the Human Resources department for details.

OPTION 2

does not offer life insurance policies to employees at this time.



401K Plan

The 401(k) Plan is a retirement savings plan offered to employees of . This plan allows employees to contribute a portion of their pre-tax earnings to a retirement account, which can then be invested in a variety of investment options. The purpose of the 401(k) Plan is to help employees save for retirement and build long-term financial security.

All employees of are eligible to participate in the 401(k) Plan, subject to plan enrollment and eligibility requirements.

Employees may elect to contribute a percentage of their eligible earnings to the 401(k) Plan, up to the annual contribution limit set by the Internal Revenue Service (IRS). may also provide matching contributions or profit-sharing contributions to eligible employees' accounts, subject to plan terms and conditions.

The 401(k) Plan offers a range of investment options, including mutual funds, index funds, target-date funds, and company stock. Employees can choose how to allocate their contributions among these investment options based on their risk tolerance, investment goals, and time horizon.

Vesting refers to the ownership of employer contributions to the 401(k) Plan. Employees are always 100% vested in their own contributions and earnings. Vesting schedules may apply to employer contributions, with employees becoming fully vested over a specified period of service with .

Employees may be eligible to take withdrawals or distributions from their 401(k) accounts under certain circumstances, such as reaching retirement age, termination of employment, disability, or financial hardship. Withdrawals may be subject to income tax and, if taken before age 59½, may be subject to an additional 10% early withdrawal penalty.

The 401(k) Plan is administered by [Third-Party Administrator], who is responsible for recordkeeping, compliance, and providing participant services. Employees can access their account information, make investment changes, and manage their contributions through the plan's online portal or by contacting the plan administrator.



Worker’s Compensation

Reporting Requirements:

Immediate Reporting: Employees must report any work-related injury or illness to their supervisor, manager, or HR department as soon as possible, regardless of the severity of the injury. Reporting Procedure: Employees should promptly complete an incident report form provided by the company, providing detailed information about the injury, how it occurred, and any witnesses present. Medical Attention: Employees requiring immediate medical attention should seek medical help promptly. If it is an emergency, they should call 911 or go to the nearest emergency room. Medical Treatment Authorization: Employees must authorize the company to obtain any necessary medical records related to the injury for workers' compensation purposes. Responsibilities of Employees:

Cooperation: Employees must fully cooperate with any investigations conducted by the company or its insurance provider regarding the reported injury or illness. Follow-Up: Employees are responsible for following any medical treatment plans prescribed by healthcare professionals for their injury or illness. Return-to-Work Clearance: Employees must provide the company with any necessary medical clearance to return to work after an injury or illness, as required by law. Responsibilities of Supervisors and Managers:

Support: Supervisors and managers must provide appropriate support to employees who report workplace injuries or illnesses and ensure they receive necessary medical attention. Documentation: Supervisors and managers are responsible for documenting and reporting all workplace injuries or illnesses promptly to the HR department. Prevention Measures: Supervisors and managers should review the circumstances leading to the injury or illness and take appropriate measures to prevent similar incidents from occurring in the future. Confidentiality: All medical and personal information related to workplace injuries or illnesses will be kept confidential, in accordance with applicable privacy laws.

Non-Retaliation: The company prohibits any form of retaliation against employees who report workplace injuries or illnesses in good faith.

Compliance: Failure to comply with this policy may result in disciplinary action, up to and including termination of employment.



Holidays

The Holidays Policy outlines 's procedures for observing and managing paid holidays for employees. This policy aims to provide employees with time off to celebrate and observe significant holidays while maintaining business operations and ensuring fair treatment for all employees.

Designated Holidays

recognizes the following holidays as paid holidays for eligible employees:

Eligibility

To be eligible for holiday pay, employees must:

Holiday Pay

Employees who are eligible for holiday pay receive their regular rate of pay for the hours they would have otherwise worked on the holiday. Holiday pay is typically included in the employee's regular paycheck for the corresponding pay period.

Observance of Holidays

observes holidays according to the standard schedule or as specified by company policies. If a holiday falls on a weekend or non-working day, employees may receive an alternative day off or additional compensation in lieu of the holiday.

Work on Holidays

In some cases, employees may be required to work on holidays due to business needs or operational requirements. Employees who work on holidays may be eligible for holiday pay plus additional compensation or paid time off, as determined by company policies or employment agreements.



Vacations / PTO

provides paid vacation time for all eligible employees. To qualify for vacation benefits a full–time employee must have completed one full year continuous employment. Employees are encouraged to take a vacation every year. If you wish to work through your vacation and carry paid vacation over to the following year, you must get approval from your immediate supervisor and notify the Human Resources department. A maximum number of days can be carried forward, based on the numbers of years of service.

[insert Vacation / PTO ]



COBRA

The California Consolidated Omnibus Budget Reconciliation Act (COBRA) Policy of outlines the requirements and procedures for providing continuation coverage to eligible employees and their dependents under the state's mini-COBRA provisions. This policy ensures compliance with California's extension of federal COBRA benefits to certain employees and their qualified beneficiaries upon qualifying events.

This policy applies to all eligible employees and their qualified beneficiaries who are entitled to continuation coverage under California's mini-COBRA provisions due to qualifying events, such as termination of employment, reduction of hours, or other qualifying events triggering COBRA coverage.

Eligible employees and their qualified beneficiaries may be entitled to continue their group health insurance coverage under California's mini-COBRA provisions if they experience a qualifying event that would result in the loss of coverage under the employer's group health plan. Qualifying events include, but are not limited to, termination of employment (other than for gross misconduct), reduction of hours, divorce or legal separation, death of the covered employee, or loss of dependent child status.

will provide qualified beneficiaries with written notice of their right to elect continuation coverage within the timeframe specified by California law. Qualified beneficiaries have 60 days from the date of the qualifying event or the date of receipt of the COBRA election notice, whichever is later, to elect continuation coverage.

Continuation coverage under California's mini-COBRA provisions may be available for up to 36 months from the date of the qualifying event, depending on the specific circumstances and qualifying event triggering COBRA coverage.

Qualified beneficiaries electing continuation coverage are responsible for paying the applicable premiums for the continued coverage, including any administrative fees allowed under California law. Premiums must be paid in a timely manner to avoid the termination of continuation coverage.

Continuation coverage may be terminated if premiums are not paid on time, if the individual becomes eligible for other group health coverage, or if the maximum coverage period expires.

will provide qualified beneficiaries with written notice of the termination of continuation coverage as required by California law.



Education – Tuition Reimbursement

The Education Tuition Reimbursement Policy outlines 's procedures for providing financial assistance to employees pursuing further education or professional development. This policy aims to support employees' career growth and skill enhancement while ensuring responsible use of company resources.

Eligibility Criteria

Employees may be eligible for tuition reimbursement if they:

Approved Programs

may provide tuition reimbursement for:

Reimbursement Process

Employees must follow these steps to request tuition reimbursement:

Reimbursement Limits

may impose limits on tuition reimbursement, including:

Contact Information

For questions or assistance regarding tuition reimbursement or educational opportunities, employees can contact the HR department or designated training coordinator for guidance and support.



Employee Discounts

Employee Discounts is a program offered by to provide eligible employees with discounts on various goods and services. The purpose of the Employee Discounts program is to enhance employee benefits, promote employee satisfaction, and strengthen the relationship between employees and external partners or vendors.

All active employees of are eligible to participate in the Employee Discounts program, subject to program terms and conditions.

partners with external vendors, retailers, and service providers to offer discounts and special offers exclusively to employees. These partners may include retailers, restaurants, travel agencies, entertainment venues, and more.

Discount offers may include but are not limited to:

Employees can access discount offers through the Employee Discounts portal or designated platform provided by . Each offer will include instructions on how to redeem the discount, which may include presenting a physical or digital coupon, entering a promo code at checkout, or showing proof of employment.

Employees are responsible for reviewing and adhering to the terms and conditions of each discount offer, including expiration dates, usage limits, and any restrictions or exclusions.



Problem Resolution

The Problem Resolution Policy outlines the procedures for addressing and resolving workplace issues, conflicts, or concerns in a fair, timely, and effective manner. is committed to fostering a positive and respectful work environment where employees feel valued, supported, and empowered to address and resolve problems constructively.

Open Door Policy

encourages open communication and dialogue between employees and management. Employees are encouraged to first attempt to resolve issues or concerns directly with their immediate supervisor or manager. If the issue cannot be resolved at this level, employees are encouraged to escalate the matter to higher levels of management or the HR department.

Formal Grievance Procedure

If informal attempts to resolve the issue are unsuccessful, employees may initiate a formal grievance procedure by submitting a written complaint to the HR department. The HR department will investigate the complaint impartially and confidentially and work with all parties involved to find a resolution.

Mediation and Conflict Resolution

In some cases, mediation or conflict resolution techniques may be employed to facilitate communication and negotiation between parties in conflict. Trained mediators or HR professionals may assist in resolving the dispute through facilitated discussions and negotiation.

Investigation Process

If the issue involves allegations of misconduct, discrimination, harassment, or other serious violations of company policy, will conduct a thorough investigation to gather facts and evidence. The investigation will be conducted impartially, and confidentiality will be maintained to the extent possible.

Resolution and Follow-Up

Upon completion of the investigation or mediation process, will work to reach a resolution that is fair and equitable to all parties involved. Follow-up may include implementing corrective actions, providing training or counseling, or making changes to policies or procedures to prevent future occurrences.

Confidentiality

Confidentiality will be maintained throughout the problem resolution process to protect the privacy and reputations of all parties involved. Information related to complaints, investigations, or resolutions will be disclosed on a need-to-know basis and in compliance with applicable laws and regulations.



Violation of Company Policy

Violation of Company Policy is a serious matter that may result in disciplinary action, up to and including termination of employment. is committed to maintaining a safe, respectful, and productive workplace environment for all employees, and adherence to company policies and procedures is essential to achieving this goal.

Violations of company policy may include but are not limited to:

Upon receiving a report of a potential violation of company policy, will conduct a thorough investigation to gather relevant facts and evidence. The investigation may involve interviews with witnesses, review of documentation, and collaboration with relevant departments or external parties.

If a violation of company policy is substantiated through the investigation process, appropriate disciplinary action will be taken in accordance with company policies and procedures. Disciplinary measures may include verbal or written warnings, probation, suspension, or termination of employment, depending on the severity and recurrence of the violation.

Employees who are accused of violating company policy have the right to participate in the investigation process and provide their perspective on the matter. They also have the right to appeal disciplinary actions through established grievance procedures.

Confidentiality will be maintained throughout the investigation and disciplinary process to protect the privacy and reputations of all parties involved. Information related to violations of company policy will be disclosed on a need-to-know basis and in compliance with applicable laws and regulations.



Termination of Employment

Employees of are not given tenure. Any employee of may choose to terminate employment at any time.

Employees choosing to terminate their employment with are required to return all company property to their immediate supervisor before leaving the premises on their final day of employment. Upon receipt of all company owned property, the employee will receive their final paycheck including any earned vacation pay, if applicable.

may terminate employment at any time for any reason. If an employee is terminated for a severe violation of policy, they will be escorted from the premises immediately. Any personal property, plus their final paycheck including any earned vacation pay, if applicable, will be given to the employee upon receipt of all company owned property.

The Human Resources department will provide opportunity to all employees leaving to have an exit interview. Request for exit interviews must be made with reasonable time for the Human Resources department for scheduling.

considers personnel files confidential. Any request for employment confirmation will be provided only with employment dates and positions held.



Severance

The Severance Policy outlines the terms and conditions under which severance benefits may be provided to eligible employees of in the event of involuntary termination of employment. The purpose of the Severance Policy is to provide financial assistance and support to employees during the transition period following their separation from the company.

Employees may be eligible for severance benefits under the following circumstances:

Severance benefits may include:

Severance pay amounts may vary depending on factors such as length of service, salary level, and applicable state or local laws. Employees will receive written notification of their severance pay entitlement and any associated terms and conditions.

Employees receiving severance benefits may be required to sign a severance agreement, which outlines the terms and conditions of the severance package, including release of claims, confidentiality, and non-disparagement provisions.

Severance benefits will be paid to eligible employees in accordance with 's payroll schedule and applicable laws. Any required deductions, such as taxes and benefit contributions, will be withheld from severance payments.





Employee Arbitration Policy

The purpose of this policy is to provide a framework for resolving disputes between and its employees through arbitration, as an alternative to litigation in court.

This policy applies to all employees of , including full-time, part-time, temporary, and contract workers.

Voluntary Agreement: By accepting employment with , employees agree to resolve any disputes or claims arising out of or relating to their employment through arbitration, rather than through litigation in court.

Arbitration Process:

Selection of Arbitrator: The arbitration process will be administered by a neutral arbitrator selected by mutual agreement of both parties or through a reputable arbitration service. Arbitration Rules:

The arbitration proceedings will be conducted in accordance with the rules and procedures established by the selected arbitrator or arbitration service. The arbitrator will have the authority to hear evidence, make findings of fact, and render a final and binding decision on the dispute. Costs and Expenses:

will bear the costs and expenses associated with the arbitration process, including the arbitrator's fees and administrative costs. Each party will be responsible for their own attorney's fees and any other costs incurred in connection with the arbitration, unless otherwise required by law or agreed upon by the parties.

This arbitration policy does not apply to claims or disputes that are exempt from arbitration under applicable law, including claims for workers' compensation, unemployment benefits, and certain statutory rights that cannot be waived through arbitration agreements. Employees retain the right to file administrative charges with government agencies such as the Equal Employment Opportunity Commission (EEOC) or the California Department of Fair Employment and Housing (DFEH) where applicable.

All employees are expected to comply with this arbitration policy as a condition of employment with . Failure to adhere to this policy may result in disciplinary action, up to and including termination of employment.





Employee Acknowledgement

I have read the policies outlined in this handbook. I understand that while this is not an employment contract, I am bound to abide by the policies set herein.

I further understand that may modify, revise and update policy and/or this manual at any time. I am also aware that this updating may include additions or deletions.

I also certify that I have had ample time to discuss this handbook and its contents with representatives and I fully understand the contents.

With this knowledge I accept the policies outlined herein as a condition of employment.

Employee signature _____________________________________

Date _________________________________________________

reserves the right to make changes to this handbook for the purpose of modifying, revising and updating company policy and this manual. Notice of changes will be posted on the bulletin boards and become a part of this manual. Violation of any company policy may result in immediate termination.