The SBS Environmental Staffing Services’
1. Employee Handbook
1.6. Harassment Policy- “TW”
1.7. Workplace Fairness Policy-“TW”
1.22. Payroll Policy & Timekeeping – “TW”
Our Christian Welcome MessageWelcome to SBS Environmental Staffing Services (“SBS”). SBS is a Christ-centered, privately owned company; Jesus is our Lord and Savior. If you find this offensive, you may want to re-consider being employed with this company – the choice is yours.
The SBS Office AtmosphereYou might see bibles in our offices, bible scriptures posted at or near our work stations, pictures of symbolic meanings neatly matted and framed on our walls, Christian music being softly played in his or her office, or it might be played softly in the lobby or break area. You might see us praying during lunch time, meetings, quitting time, sales events, and more. You might be asked if you would like to join us in prayer or bible discussion. But you do not have to join, the choice is yours. We do not force our beliefs on anyone. The choice is always up to the individual. . .
The SBS PrayerLord, help this new employee to feel loved and well-received by all who work here. We ask you to help other employees in the company to extend their expression of kindness and acceptance, so that as soon as possible the new person will feel a part of this company. Help him or her hear that he or she is a vital, contributing force to the success of this company. In JESUS name we pray, Amen.
SBS Employee Handbook DisclaimerSBS wants each of our employees to play a part in our success and we hope you will take pride in being a part of SBS. The intent of this handbook is to inform you of the policies that apply to all employees. You are responsible for reading, understanding, and complying with all the policies described in this handbook. However, no employee handbook can anticipate every circumstance or question about policy. From time to time, we may find it necessary or desirable to revise, supplement or rescind any policies or portion of this handbook. You will be notified of any changes to the handbook as they occur. If you ever have any questions about your employment, benefits, responsibilities, or our policies, contact our Human Resources Department or the Office to be transferred to the correct person(s). Otherwise, we will assume you know and understand our expectations of you. Understand, however, that nothing in this handbook is intended to create a contract or guarantee of employment for a specific duration of time. Our policies have been created in order to provide structure and rules for the workplace, and are placed in this handbook solely for your ease of reference. By Signing the welcome message in the application package, applicant agrees that:
- He or she has read SBS’ Welcome Message” and has no problems with the statements therein. He or she understands that SBS Environmental Staffing Services is a Christian Based Company and Christ-centered.
- He or she understands that SBS’ employees are allowed to express his or her Christian belief in the workplace by praying, posting scriptures near his or her work stations, and hanging of biblical pictures or symbolic meanings of the bible in a neatly matted frame on the wall and etc.
- SBS will not force any permanent, temporary, contract worker, independent contractor. free-lancer, etc., to participate in our Christian beliefs. The choice is yours.
About This Employee HandbookThis handbook is the property of SBS Environmental Staffing Services. It is intended only for your use as a personal reference. Circulation of this handbook outside of the company requires the prior written approval of the Human Resources Department. This handbook is designed to cover contract employees, permanent full time employees and permanent part-time employees. All portions of this handbook pertains to contract employees, permanent full time employees and permanent part-time employees. This handbook includes portions that pertain to Temporary Workers. Wherever “TW” is indicated it means that it applies to Temporary Workers and the Temporary Workers must read and understand all of its contents. It is best that all Temporary Workers read and view the entire handbook as not to omit any portion that obtains to Temporary Workers. If the Temporary Workers have any misunderstanding regarding any portion of the handbook he or she needs to contact the Human Resources Department for questions or concerns. All Employees must sign the Employee Acknowledgment Form which includes; contract employees, permanent full time employees, permanent part-time employees and Temporary Workers.
Nature of Employment- “TW”Your employment with us is what the law calls “at-will”, which means that either you or we can end your employment without notice at any time and for any reason. You are free to resign and we are free to terminate your employment at any time, with or without cause, so long as doing so does not violate applicable laws.
Equal Employment Opportunity- “TW”In order to provide equal employment and advancement opportunities to all individuals, we base our employment decisions on merit, qualifications and abilities. We do not discriminate in employment opportunities or practices on the basis of race, color, religion, sex, national origin, age, disability, marital status, veteran status, ancestry, sexual orientation or any other characteristic protected by law.
Harassment Policy- “TW”We are committed to a work environment in which all individuals are treated with respect and dignity. We believe that each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits discriminatory practices, including harassment. Therefore, we expect that all relationships among persons in the workplace will be business-like and free of bias, prejudice and harassment. Thus we do not and will not tolerate discrimination against or harassment of or by our employees, residents, contractors, consultants, agents, applicants, customers, or vendors. The term “harassment” includes, but is not limited to, slurs, jokes, and other verbal, graphic, or physical conduct relating to an individual’s race, color, sex, sexual orientation, pregnancy, religion, national origin, citizenship, age, disability, workers compensation, marital status, veteran or any other protected status. “Harassment” may include a range of subtle and not so subtle behaviors and also includes unwelcome or unwanted sexual advances, requests or demands for favors, offensive touching, and other types of conduct whether it be advances, requests or demands for favors, offensive touching, and other types of conduct whether it be physical, verbal, graphic, or electronic communication (including email and facsimiles) of a harassing or sexual nature involving individuals of the same or different gender. This includes, but is not limited to:
- Unwelcome or unwanted physical contact or sexual advances including, but not limited to, patting, grabbing, pinching, brushing-up against, hugging, cornering, kissing, fondling, or any other similar physical contact.
- Unwelcome requests or demands for favors including, but not limited to, subtle or blatant expectations, pressures, requests or demands for sexual, unethical or illegal favors; or unwelcome requests for dates or contacts. Such unwelcome requests or demands may or may not relate to an implied or stated promise of preferential treatment, or a threat of negative consequences concerning employment, including, but limited to, promotion, demotion, transfer, layoff, termination, pay or other form of compensation, and selection for training.
- Verbal and written abuse or unwelcome kidding including, but not limited to, that which is sexually oriented, including same-sex harassment; commentary about an individual’s body, sexual prowess or sexual deficiencies; inappropriate comments about race, color, religion, sex, sexual orientation, pregnancy, national origin, citizenship, age, disability, workers compensation claims, martial status, veteran or other protected status; dirty jokes or other jokes or other jokes which are unwanted and considered offensive or tasteless; or comments, innuendoes, epithets, slurs, negative stereotyping, leering, catcalls or other actions that offend, whether sexually oriented or otherwise related to a prohibited form of discrimination or harassment. Any form of behavior that unreasonably interferes with work performance, including, but not limited to, unwanted sexual attentions, comments, interruptions, or other communications, whether sexually-oriented or otherwise related to a prohibited from of discrimination or harassment, that reduces productivity or time available to perform work-related tasks or otherwise interferes with work performance.
- Actions that create a work environment that is intimidating, hostile, abusive, or offensive because of unwelcome or unwanted conservations, suggestions, requests, demands, physical contacts or attentions, whether sexually-oriented or otherwise related to prohibited form of discrimination or harassment. The distribution, display, or discussion of any written or graphic material, including emails, calendars, posters, cartoons, or names, that belittles or shows hostility or aversion toward and individual, his I he relatives, friends o associates or a group because of race, color, religion, sex, sexual orientation, pregnancy, national origin, citizenship, age, disability, workers compensation claims, marital status, veteran or other protected status.
Reporting Procedures and Investigation- ‘TW’We strongly urge the reporting of all incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position. Individuals who believe they have experienced conduct they believe are contrary to our policy or who have concerns about such matters must file their complaints with the Human Resource Department by calling 901-348-0590. Where upon the matter will be discreetly and thoroughly investigated. We will then take the immediate steps to stop any behavior which violates this policy and see that it does not repeat itself Disciplinary action, up to and including termination, calculated to end the discrimination or harassment, will be taken, when appropriate, against the offender(s). If any an employee or applicant suffers discrimination or harassment from a supervisor, manager or any employee, resident, contactor, consultant, customer, vendor, supervisor, manager or other third party is not handled to your satisfaction, you must immediately contact Patricia A Cordova, the Chief of the Human Resource Department or his/her successor at 901-348-0590. Employees who have experienced conduct they believe is contrary to this policy have an obligation to take advantage of this complaint procedure. An employee’s failure to fulfill this obligation could affect his or her rights in pursuing any claim. Early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of discrimination or harassment. Therefore, while no fixed reporting period has been established, we strongly urges the prompt reporting of complaints or concerns so that rapid and constructive action can be taken. The availability of this complaint procedure does not preclude individuals who believe they are being subjected to harassing conduct from promptly advising the offender that his or her behavior is unwelcome and requesting that it be discontinued.
Responsive Action- ‘TW’Conduct constituting harassment, discrimination or retaliation will be dealt with appropriately and in a timely fashion. Responsive action may include training, referral to counseling and I or disciplinary action such as waning, reprimand, withholding of promotion or pay increase, reassignment, temporary suspension without pay or termination, as we believe appropriate under all of the circumstances. Any person utilizing this complaint resolution process will be treated courteously, and the problem will be handled swiftly and as confidentially as possible in light of all the circumstances, with appropriate corrective action being taken. The registering of a complaint will in no way be used against that individual, nor will it have an adverse impact on their employment status. A record of the complaint and findings will become a part of the complaint investigation record and that file will be maintained separately from the personnel files.
Conclusion-”TW”Please keep in mind that the very nature of discrimination, harassment and retaliation makes it virtually impossible to detect unless a complaint is appropriately reported. Do not assume that we are aware of your problem! It is your responsibility to bring this information to our attention so the issue can be resolved. Finally, this policy should not, and may not, be used as a basis for excluding or separating individuals of a particular gender, or any other protected characteristic, from participating in business or work-related social activities or discussions in order to avoid allegations of harassment. The law and our policies prohibit disparate treatment on the basis of sex or any other protected characteristic with regard to terms, conditions, privileges and perquisites of employment. The prohibitions against harassment, discrimination and retaliation are intended to complement and further these policies, not to form the basis of an exception.
Workplace Fairness Policy-“TW”We are an equal opportunity employer committed to maintaining a fair and respectful work environment that is free from the discrimination and/or harassment of any employee because of the person’s race, color, religion, sex (including sexual harassment), pregnancy, ethnic or national origin, disability, marital status, sexual orientation, union affiliation, or any other protected characteristic.
Individuals Covered By This Policy- “TW”Our commitment to workplace fairness extends to every one of our employees. We do not tolerate any type of harassment or discrimination, whether engaged in by fellow employees or third persons with whom our employees come into contact in the course of employment, is contrary to our policy. We encourage the reporting of all incidents of harassment or discrimination regardless of who the offender may be.
Workplace Fairness Policy Applications- “TW”This policy does not apply to differences in opinion regarding our business decisions including the validity of employment determinations, such as salary recommendations, promotion decisions, performance evaluations, hiring decisions, job classification decisions, transfers or reassignments, termination or layoff because of lack of work or elimination of a position, and normal supervisory counseling. Furthermore, this policy is not meant to address behaviors that are not discriminatory or harassing. Offensive workplace behavior that does not violate this policy should be addressed with your immediate supervisor, his or her supervisor, his or her supervisor, or the Human Resources Department.
Reasonable Accommodations for a Disability- “TW”The Americans with Disabilities Act (ADA) requires employers to reasonably accommodate qualified individuals with disabilities. It is our policy to comply with all federal and state laws concerning the employment of persons with disabilities. It is our policy to not discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training, or other terms, conditions, and privileges of employment. We will reasonably accommodate qualified individuals with a temporary or long-term disability so that they can perform the essential functions of a job. The essential job functions refers to those activities of a job that are basic to performing the job, such as those functions for which the job exists and that cannot be modified. An individual, who can be reasonably accommodated for a job, without requiring significant difficulty or expense by us, will be given the same consideration for that position as any other applicant. We require that all of our employees comply with safety standards. Applicants whose pose an immediate and direct threat to the health or safety of other individuals in the workplace, which threat cannot be eliminated by reasonable accommodations, will not be hired. Current employees who pose an immediate and direct threat to the health or safety of other individuals in the workplace will be placed on appropriate leave until an organizational decision is reached regarding the employee’s immediate employment situation. The Human Resources Department is responsible for implementing this policy, includes resolution of reasonable accommodations, safety, determining when accommodations would impose significant difficulty or expense to us and other related issues. This policy is neither exhaustive nor exclusive. We are committed to taking all actions necessary to ensure equal employment opportunity for persons with disabilities in accordance with the ADA and all other applicable federal, state, and local laws.
Behavior and Decorum -“TW”Our success and reputation has been built on a foundation of fair dealing and ethical conduct of our employees. Our future success depends on the continued commitment of all our employees to standards of conduct that are honorable, honest, and fair. We expect you to honor these principles so that we as a company will merit the continued trust and confidence of the public. This goes beyond merely complying with applicable laws and regulations. It includes the use of good judgment, both in personal and business matters. This expected of you every time you deal with others on behalf of or represent us outside and inside the company. You are expected to treat co-workers, subordinates, superiors, clients and all others the same way you swish to be treated. Remember, you are Small Business Services in the eyes and minds of every person you deal with regarding our business. We expect the same decorum from you in dealing with your co-workers. Gossip, rumors disparaging or inappropriate remarks, and all other kinds of abusive, personal attacks will not be tolerated. While you may experience differences in personality among co-workers in every position you hold, we expect you to cooperate and behave in a manner so as not to interfere with or prevent you or your co-workers from doing the job you were hired to do.
Internal CultureWe do on occasion hold company functions, such as holiday parties. We have always looked upon these occasions as an opportunity to be together as a workplace family and to enjoy each other’s company. We expect you to behave respectfully and conduct yourself appropriately, Regardless of how festive the occasion may be.
ConclusionObserving our standards is not something to which we ask you to aspire, but rather something we expect. If a situation arises where you are not sure about the proper course of action, the matter should be discussed openly with your immediate supervisor and I or with the Human Resources Department for advice and consultation. Disregarding or failing to honor our policies could lead to disciplinary action, up to and including termination of employment.
Immigration Law Compliance – “TW”We do not discriminate based on citizenship or national origin. However, the federal Immigration Reform and Control Act of 1986 as well as other federal and state laws require that we employ only United States citizens and non-citizens who are authorized to work in the United States. In order to comply with the law, each employee must, as a condition of employment, complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. Former employees who are rehired must also complete the form if they have not completed and I-9 for us within the past three years, or if their previous I-9 is no longer retained or valid. If you have a question or desire more information on immigration law issues, you are encouraged to contact the Human Resources Department.
Conflicts of Interest/Confidentiality – “TW”You have an obligation to do your job without getting into actual or potential conflicts of interest. Put simply, a “conflict of interest” occurs when you as an employee do things and/or make decisions while doing your job based on your personal interests rather than our interest. A conflict of interest can occur in many ways including, for example, taking gifts from clients in exchange for doing something for the client. Be aware that conflicts of interest can arise when not only you benefit, but also when your family or friends benefit from decisions you make. If a circumstance arises in which doing your job could benefit you, your family, or your friends beyond your paycheck from SBS Environmental Staffing Services, you must first obtain our approval.
Non-Disclosure/Confidential BusinessYour employment may expose you to a variety of information regarding our operations, procedures, and protocols including, operating expenses, pricing policies, customer lists, customer preferences, marketing strategies, and the like. Everything you see, hear, or learn about the way we operate is confidential and private information to which no one else has any right to, knowledge of, or access to, including other employees. Therefore, except as directly required by your job duties you are not allowed to discuss anything you see, hear, learn or know about our operations with anyone, including your co-workers, family, and friends. You may be required to sign a separate non-disclosure agreement as a condition of being hired, continuing employment with us or receiving the confidential information. Honoring this policy is an absolute condition of your continued employment with us and if you fail to follow the rules, you may be terminated without notice.
Employment Categories – “TW”Each employee is designated as either Non-Exempt or Exempt from federal and state wage and hour laws. Non-Exempt employees are entitled to overtime pay under the specific provisions of federal and state laws. Exempt employees are excluded from specific provisions of federal and state wage and hour laws. An employee’s Exempt or Non-Exempt classification may be changed only upon written notification from the Human Resource Department. Regular Full-Time employees are those who are not in a temporary or probationary status and who are regularly scheduled to work a full-time schedule. Regular Part-Time employees are those who are not assigned to a temporary or probationary status and who are regularly scheduled to work less than 30 hours but at least 20 hours per week. Probationary upon satisfactory completion of the 90-day probationary period, employees enter the “regular” employment classification. Temporary Worker employees are those who are in a temporary status and who are not regularly scheduled to work a full-time or part time schedule. Temporary Workers can be assigned to work for various industries such as: Construction, Environmental, Event, Hospitality, Landscaping, Light Industrial, Manufacturing, and Transportation. Temporary Workers can decide if they want to go out to work for that day or if they want to work or not work a particular job assignment presented to them. Temporary Workers have the right to refuse any job assignment presented to him or her but the Temporary Worker must understand and know that another job assignment may not be available for that day /week/month. Temporary Workers must know and understand once they leave SBS property to go to a jobsite owned or controlled by SBS’ customer(s), the Temporary Worker is under the direct supervision of that company for the length of their assignment. Most of SBS’ job assignments are Temporary to Permanent usually within 180 days. Nevertheless, it is up to SBS’ Customer if they want to hire SBS’ Temporary Workers or not. It all depends on the performance of the temporary workers and the situation and or policy of the customer. If a Temporary Worker accepts a job assignment and does a NO Show or/ No Call, it is grounds for termination. He or she must have a legitimate, verifiable excuse; otherwise the employee will not be allowed to go out on any more temporary assignments. Temporary Workers must work the hours scheduled by SBS’ customers’ request, whether it is for an hour, day, week, month, or year. If SBS knows in advance the number of hours, days, weeks, and etc., a job assignment is for, that information will be passed on to the employee. It is up to the employee to accept the assignments or reject it. However, if the employee accepts the assignment and reports to SBS’ customer work-site and refuses to work the hours he or she will no longer be considered for future job assignments. If a Temporary Worker leaves a job-site for any reason and does not notify SBS Environmental Staffing Services or the customer; the Temporary Worker will be automatically terminated. If Temporary Worker gets sick or has other valid reason for not finishing a job assignment he or she must notify SBS of such excuse and he or she may or may not be able to return to the same job assignment (it all depends upon the customer request) but the Temporary Worker can return to SBS for a new job assignment if available. Temporary Workers are expected to call the office daily to see if job assignments are available. Telephone calls and emails are allowed in lieu of coming into the office. Temporary Workers are not required to pick up an SBS’ Worker Order and take to job assigned. Nor is the Temporary Worker obligated to return an SBS’ Work Order, signed by an Authorized Person, for the day or week worked, as this is all done electronically. However, all electronically submitted work orders must be signed by an Authorized Person. Temporary Workers’ payment can be delayed until Work Order is verified by an Authorized Person or until SBS Environmental Staffing Services Office Personnel can verify via phone, fax, or email that the hours were worked. If it appears that work hours have tampered with, employee direct deposit will not be made until hours are verified. If the Work Order was indeed changed by SBS’ Office personal or Temporary Worker it is grounds for termination and may be presented to law enforcement for possible fraud. The fact that we maintain these employment categories does not guarantee employment in any way. Categories or not, the employment is still “at-will” as described elsewhere in this handbook.
Access to Personnel FilesWe maintain a personnel file for each employee. The personnel file includes information such as the employee’s job application, resume, training records, documentation of performance appraisals, salary increases, and other employment records.
Permission to Review InformationPersonnel files are our property and access to the information they contain is restricted. Generally, only supervisors and management personnel who have a legitimate reason to review information in a file are allowed to do so. However, you may see portions of your personnel file by scheduling a mutually convenient review time with your supervisor and the Human Resources Department.
Employment References ChecksIt is our policy to check employment references of all applicants to ensure that individuals who join our company are well qualified and have the potential to be successful and productive. The Human Resource Department will respond to all reference check inquiries from other employers. Therefore, should you be contacted regarding a reference check, please refer the matter to the Human Resources Department. Responses to such inquiries will confirm only dates of employment and position(s) held.
Personal Data Changes – “TW”It is your responsibility to notify the Human Resources Department promptly of any changes in your personal information, such as mailing addresses, telephone numbers, number & names of dependents, individuals to contact in the event of an emergency, educational accomplishments and the like. We are not responsible for conflicts created by your failure to keep us updated on your personal and contact information.
Employment Applications – “TW”Filling out an application which includes; Form I-9, Form W-4 and etc., with SBS Environmental Staffing Services (“SBS”) does not mean that you are hired. The applicant must be able to pass alcohol, drug, background and MVR if required for job assignment and any other test given to applicant by SBS or its Agent (s) acting on SBS’ behalf to be considered for employment. SBS will send out Pre-Employment Letters to candidates that are being considered for employment with Notice of Users of Consumer Reports. It is the applicant’s responsibility to make sure that he or she has read and or viewed the Employee Acknowledgement of Handbook included in SBS Application package before signing the Employee Acknowledgement of Handbook form. We rely upon the accuracy of the information you provide in your employment application, as well as the accuracy of other data you present throughout the hiring process and employment. Any misrepresentations, falsifications or material omissions in any of this information or data may result in our exclusion of you from further consideration for employment or, if you are already working for us, disciplinary action up to and including termination of employment.
Probationary PeriodOnce the employee has been selected for employment, performance is evaluated during a 90-day probationary period. The probationary period is intended to give new employees the opportunity to demonstrate the ability to achieve a satisfactory level of performance and to determine whether the new positions meet the employee’s expectations. We want the opportunity to begin the training period, get to know the employee, to see how well the employee fits in with coworkers and determine if the employee is willing and able to carry out the responsibilities of the position. It is also important for the employee to get to know us and become familiar with how we operate to find out if the job is right for the employee. Therefore, all now and rehired employees work on a probationary basis for the first ninety (90) calendar days after their date of hire. The 90-day period allows both the employee and the Company to see whether o not the employee is a good candidate for the job and if not, part company as friends. During the probationary period the employee will begin will begin training and be observed by management. Also, during this time if the employee feels they do not understand what is expected of them or that the employee needs additional training, we encourage the employee to ask questions and seek additional help from our management staff. If we determine the designated probationary period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probationary period may be extended for an additional period, however, does not mean that the employee is guaranteed employment for any specific duration, nor does it change the at-will status of regular employment.
Performance EvaluationsThe purpose of the performance evaluation is to evaluate your current level of performance, to examine the progress you have made since the last review, and to establish goals for your next review. Supervisors and employees are strongly encouraged to discuss job performance and goals on an informal, day-to-day basis. Additional formal performance evaluations are conducted to provide both supervisors and employees the opportunity to discuss tasks, identify and correct weaknesses, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting goals. Performance evaluations are scheduled annually, on the anniversary of the employee’s date of hire. Merit-based pay adjustment may be awarded by us in an effort to recognize truly superior employee performance. The decision to award such an adjustment is dependent upon numerous factors, including the information documented by this formal performance evaluation process and our sole discretion.
Time off – “TW”The only authorized time off from work is for scheduled vacation, Company holidays, reported sick time, approved bereavement, jury duty, Family Medical Leave, and Military Leave. Your supervisor may approve an unpaid leave of absence with sufficient notice. If you fail to report to work without your absence being the result of any of these authorized reasons, then your absence is unauthorized and you are subject to discipline up to and including termination. Managers are responsible for promptly informing Human Resources if any employee is off work for any reason for longer than one consecutive day, as well as making sure that appropriate forms are filed with Human Resources for all absences of their subordinate employees, whatever the reason.
Health Insurance – “TW”SBS Environmental Staffing Services has no health insurance coverage at this time available to any of our employees.
Workers’ Compensation Insurance – “TW”We maintain workers’ compensation insurance at no cost to you in accordance with Tennessee law. If you suffer an injury because of a work related accident, workers’ compensation insurance may pay for reasonable and necessary medical care and may replace part of your lost wages if the doctor says you must be out of work for a certain length of time because of a work related injury. It is your responsibility to report a work related accident as soon as it happens, and you must notify your supervisor immediately, even if the accident seems minor or you do not think you have been injured. Failure to immediately report a work related accident or injury may result in the loss of benefits under the workers’ compensation insurance. Neither us nor the insurance company will be responsible for paying workers’ compensation benefits to you if your injuries occur during your voluntary participation in any off-duty recreational, social or athletic activity sponsored by us. You are also hereby reminded that, in accordance with our Drug Free Workplace Program, you will be tested for the use of alcohol test. You will be subject to termination from employment and may lose all workers’ compensation benefits depends upon your entitlement to workers’ compensation benefits depends upon your immediate consent to a drug and alcohol and your passing that test at the time of any accident. Please be advised that we do not tolerate fraud in the workplace. If you file a claim for workers’ compensation benefits knowing that the claim is false or misleading and you do so with the intention of getting benefits you are not entitled to, you have committed a third degree felony and we will refer the matter to the appropriate law enforcement authorities for prosecution. Furthermore, you will be terminated from employment and will not receive the benefits you have fraudulently tried to obtain.
Payroll Policy & Timekeeping – “TW”It is our policy and practice to accurately compensate employees and to do so in compliance with all applicable state and federal laws. To ensure that our employees are paid properly for all time worked and that no improper deductions are made, you must record correctly all work time and review your paychecks promptly to identify and report all errors.
Review Your Pay Stub – “TW”We make every effort to ensure our employees are paid correctly. Occasionally, however, inadvertent mistakes can happen. When mistakes do happen and are called to our attention, we will promptly make any corrections necessary. Please review your pay sub when you receive it to make sure it is correct. If you believe a mistake has occurred or if you have any questions, please use the reporting procedure outlined below.
Inaccuracy Reporting Procedure – “TW”You must review your time report daily to ensure that your time is accurate. If corrections need to be made, write the corrections on your time report. Temporary Worker please uses a clean sheet of paper to write the corrections. DO NOT WRITE ON YOUR WORK ORDER. Fax or bring your corrections request sheet to the Human Resources Department at 901-348-0591 or email it to firstname.lastname@example.org or email@example.com.
Employment Termination- “TW”Termination of employment is an inevitable part of working life, and many of the reasons for termination are routine. Though not intended to be exhaustive or exclusive, these are some of the more common reasons for termination of employment:
- NO Show, NO Call– employee does not report to job assignment he or she accepted
- Resignation – voluntary employment termination initiated by an employee
- Discharge – involuntary employment termination initiated by the organization
- Retirement – voluntary employment termination initiated by the employee, and any other criteria for retirement from the organization.
Return of PropertyAt the time of termination, the terminated employee will be expected to return all property belonging to us, such as client lists and other documents, cell phones, and the like. Failure to return all property may result in the cost of the property being deducted from the employee’s final paycheck.
Pay Deduction – “TW”The law requires that we make certain deductions from every employee’s compensation. Among these are applicable federal, state and local income taxes. We also must deduct Social Security taxes on each employee’s earnings up to a specified limit that is called the Social Security “wage base”. We match the amount of Social Security taxes paid by each employee. We also must comply with court orders requiring deductions from employee pay, such as for child support. If you lose your paycheck, you may be charged the costs and charges we incur in stopping payments on the lost check and issuing a new one.
To Report Concerns or Obtain More Information – “TW”If you have questions about deductions from your pay, contact the Human Resources Department immediately. If you believe you have been subject to any improper deductions or your pay does not accurately reflect your hours worked, you should immediately report the matter to your supervisor. If the supervisor is unavailable or if you believe it would be inappropriate to contact that person (or if you have received a prompt and fully acceptable reply), you should immediately contact the Human Resources Department or Payroll Department at 901-348-0590.
Safety – “TW”To assist in providing a safe and healthy work environment for employees, customers, and visitors, we have established a workplace safety program. This program is a top priority for us. The Risk Management Department has responsibility for implementing, administering, monitoring and evaluating the Safety program. Its success depends on the alertness and personal commitment of all. We provide information to employees about workplace safety and health issues though regal internal communication channels such as supervisor-employee meetings, bulletin board postings, memos or other written communications. Employees and supervisors receive periodic workplace safety training. The training covers potential safety and health hazards, safe work practices and procedures to eliminate or minimize hazards.
Expectations and ResponsibilitiesYou are expected to obey safety rules and to exercise caution in all work activities. You must immediately report any unsafe conditions to the appropriate supervisor. Employees who violate safety standards; who; cause hazardous or dangerous situations; or who fail to report or, where appropriate, remedy such situations, may be subject to disciplinary action, up to and including termination of employment.
Work Schedule – “TW”Work schedules for employees vary throughout our company. Your supervisor will advise you of your individual work schedule. Staffing needs and operational demands may necessitate variations in starting and ending times, as well as variations in the total hours that may be scheduled each day and week. Working from home is generally not permitted. Working after normal business hours, unless on a split shift, is likewise not allowed without prior approval of your supervisor.
Emergency Closing – “TW”At times, emergencies such as severe weather, fires, power failures or earthquakes can disrupt our operations. In extreme cases, these circumstances may require the closing of a work facility. When operations are officially closed due to emergency conditions, the time off from schedule work may or may not be paid for Temporary Workers. In cases where an emergency closing is not authorized, your absence from work will result in our not being paid for the time off and may be subject to discipline up to including termination.
Employee Conduct and Work Rules – “TW”To ensure orderly operations and provide the best possible work environment, we expect all employees to follow rules of conduct that will protect the interest and safety of all employees and the company. It is not possible to list all the forms of behavior that are considered unacceptable in the workplace. The following are examples of infractions of rules of conduct that may result in disciplinary action, up to one or more full days suspension or termination of employment:
- Theft or inappropriate removal or possession of property
- Falsification of timekeeping records
- Working under the influence of alcohol or illegal drugs
- Possession, distribution, sale, transfer or use of alcohol or illegal drugs in the workplace, while on duty, or while operating employer-owned vehicles or equipment fighting, or threatening violence in the workplace
- Boisterous or disruptive activity in the workplace negligence or improper conduct leading to damage of employer-owned or customer-owned property
- Insubordination or other disrespectful conduct Violation of safety or health rules
- Smoking in prohibited areas
- Sexual or other unlawful or unwelcome harassment
- Possession of dangerous or unauthorized materials, such as explosives or firearms, in the workplace
- Excessive absenteeism or any absence without notice
- NO Show, NO Call – accepting an assignment and not showing up or calling
- Unauthorized absence from work station during the workday
- Unauthorized use of telephone, mail system or other employer-owned equipment
- Unauthorized disclosure of business “secrets” or confidential information Violation of personnel policies
- Unsatisfactory performance or conduct
Discipline – “TW”We make every attempt to enforce our rules fairly. All employees are expected to meet our standards of work performance. Work performance includes many factors, such as attendance, punctuality, personal conduct, job proficiency and knowledge and general compliance with our policies and procedures. If any employee does not meet these standards, we may, under appropriate circumstances, take corrective action including verbal warnings, written warnings, suspensions, and termination of employment. The intent of corrective action is to formally document problems while providing the employee with a reasonable time within which to improve. The process is designed to encourage development by providing employees with guidance in areas that need improvement such as poor work performance, attendance problems, personal conduct, general compliance with the Company’s policies and procedures and/or other disciplinary problems. However, as with all things in life, some offenses are greater than others and often the seriousness of the offense depends on the unique circumstances of the situation. For this reason, any employee whose conduct, actions or performance violates or conflicts with our policies may be terminated immediately and without warning.
Drug and Alcohol Use – “TW”We are committed to a drug and alcohol free work environment. As our employee:
- You may not report to work with illegal drugs, alcohol or prescription drugs in your body for which you do not have a valid prescription
- You may not take illegal drugs or prescription drugs for which you do not have a valid prescription or use alcohol during your work hours
- You may not take, possess, sell or buy illegal drugs, prescription drugs for which you do have a valid prescription or alcohol at any time during your work hours.
- Pre-Employment Testing– We test potential employees for drugs and I or alcohol as a part of the employment application process.
- Random Testing – A random selection of employees will from time to time be tested for drugs and I or alcohol. The test will be unannounced and you will not have advance notice.
- For Cause Testing – When we have a reasonable suspicion that you are using or have been using drugs or alcohol in violation of our policy, you will be tested for drugs and alcohol. For example, though by no means limited to these situations, you will be drug tested if you are seen using drugs or alcohol you work hours or on your work premises; if you are under the influence of drugs or alcohol during your work hours or on the job premises; if your job performance is consistently unacceptable; or if you are excessively absent from or late getting to work.
- On-the-Job Accident Testing – If you are involved in an accident while on the job, you will be tested for drugs and alcohol at the time you receive medical care.