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Employee Handbook - Gaule Detailing

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Employee Handbook - Gaule Detailing Powered By Docstoc
					   January 1, 2009

EMPLOYEE HANDBOOK
             Of




     520 Livingston Suite B
       Creston, IA 50801
         641-352-5334
       Fax 641-352-5335
WELCOME TO GAULE DETAILING .......................................................... 1
     Mission Statement: ...................................................................................................... 1
     Values Statement:........................................................................................................ 1
I       Getting Started .................................................................................... 2
     YOUR HANDBOOK ..................................................................................................... 2
     OUR HISTORY ............................................................................................................ 2
     EQUAL EMPLOYMENT OPPORTUNITY .................................................................... 3
     UNLAWFUL HARASSMENT ....................................................................................... 3
        Harassment Complaint Procedure...................................................................................... 3
        Disciplinary Action .............................................................................................................. 3
     COMPANY OBJECTIVES............................................................................................ 4
II      Employment and General Policies .................................................... 4
     OPEN COMMUNICATIONS ........................................................................................ 4
     OUTSIDE EMPLOYMENT ........................................................................................... 4
     ATTENDANCE............................................................................................................. 4
     WORK PLACE DECORUM
          4
     LEAVE OF ABSENCES ............................................................................................... 5
     INCLEMENT WEATHER ............................................................................................. 5
     CONFIDENTIALITY ..................................................................................................... 5
     ETHICAL CONDUCT ................................................................................................... 6
     KEEP THE COMPANY INFORMED ............................................................................ 6
     COURTESY ................................................................................................................. 6
     PERSONAL TELEPHONE CALLS .............................................................................. 7
     CORRECTIVE ACTION PROCESS ............................................................................ 7
     RESIGNATION ............................................................................................................ 7
     EXIT INTERVIEWS...................................................................................................... 7
     COMPUTER SOFTWARE ........................................................................................... 7
     E - MAIL SYSTEM ....................................................................................................... 8
     INTERNET CODE OF CONDUCT ............................................................................... 8
        Acceptable Uses of the Internet.......................................................................................... 8
        Unacceptable Use of the Internet ....................................................................................... 8
        Communications ................................................................................................................ 8
        Software ............................................................................................................................. 8
        Copyright Issues ................................................................................................................ 9
        Security .............................................................................................................................. 9
        Harassment ........................................................................................................................ 9
        Violations ........................................................................................................................... 9
III Work Environment and Conditions ................................................. 10
     LUNCH PERIODS/BREAKS ...................................................................................... 10
    OVERTIME POLICY .................................................................................................. 10
    PERSONAL BELONGINGS ....................................................................................... 10
    FACILITY CLEANLINESS.......................................................................................... 10
    REDUCTION OF STAFF ........................................................................................... 10
    DRESS CODE ........................................................................................................... 11
    IF YOU BECOME INJURED ON THE JOB................................................................ 11
IV        Pay and Hours ............................................................................... 11

Employee Development ......................................................................... 11
    EMPLOYMENT CATEGORIES ................................................................................. 11
    TRIAL PERIOD .......................................................................................................... 12
    SALARY AND WAGE EVALUATIONS ...................................................................... 12
    APPRAISAL PROGRAM............................................................................................ 12
    JOB TRAINING .......................................................................................................... 12
    PAY PERIODS/PAY DAYS ........................................................................................ 13
    OVERTIME PAY ........................................................................................................ 13
    PAYROLL DEDUCTIONS .......................................................................................... 13
    PAYROLL DIRECT DEPOSIT ................................................................................... 13
    GARNISHMENTS ...................................................................................................... 13
V      Benefits ............................................................................................. 14
    SICK LEAVE .............................................................................................................. 14
    VACATION................................................................................................................. 14
      Vacation Accrual Table .................................................................................................... 14
    PAID HOLIDAYS ....................................................................................................... 15
    PRE-TAX BENEFITS ................................................................................................. 15
    OPTICAL/DENTAL BENEFITS
        16
    PERSONAL ENRICHMENT PROGRAM
        16
    BEREAVEMENT (FUNERAL) POLICY ...................................................................... 16
    CONTINUATION OF HEALTH COVERAGE UNDER COBRA .................................. 16
    SOCIAL SECURITY TAXES ...................................................................................... 16
    STATE AND FEDERAL UNEMPLOYMENT COMPENSATION ................................ 16
    WORKER COMPENSATION ..................................................................................... 17
    FAMILY MEDICAL LEAVE......................................................................................... 17
WELCOME TO GAULE DETAILING
  I know we have already expressed to you in person how happy we are to have you join
  the GD team, but I want to take this opportunity to more formally let you know how
  privileged we all feel that you are excited about bringing your talent, interest and
  commitment to GD. In an effort to help you quickly get to know and understand us and
  fully contribute to our joint efforts, we have provided you with this Handbook. I trust you
  will find it informative and helpful.

  Mission Statement:
  Gaule Detailing provides high quality erection and fabrication drawings to the steel
  construction industry. We make the detailed drawings of the structural and
  miscellaneous steel members used in buildings and bridges. Our clear, concise shop
  drawings make the conversion of raw steel into fabricated steel efficient for our
  customers. The erection process is aided tremendously by the comprehensive Erection
  Drawings we provide. Attention to detail in all areas is key in our efforts to keep the
  project on schedule.

  Values Statement:
  At Gaule Detailing we believe:

         1   Integrity, fairness and the Golden Rule should guide every business decision.
         2   The highest professional standards of honesty, ethics and responsibility are
             promoted in all aspects of the business.
         3   All people are valued and respected for their diversity, their unique
             perspectives, their preferred approaches to work and their individual learning
             styles
       4   Accuracy and completeness in our detailing services is of critical importance.
Once again, thank you for joining with us. We trust it will be a lengthy and mutually
beneficial association.

Welcome aboard!



Alvin Gaule, President
I   Getting Started
    YOUR HANDBOOK
    This handbook is designed to give you basic information that applies to your
    employment with Gaule Detailing. Since it is partially based on company operational
    policies and procedures required by federal and state statutes and present employee
    benefit programs, which are subject to change, so is this handbook. Only corporate
    officers have the authority to modify any Company policy or any of the materials in this
    handbook.

    Significant changes made in the materials now covered in this handbook and those that
    may be covered in the future will be brought to the attention of all employees through
    any or all of the following:

           1.    Company meetings
           2.    Posting on bulletin boards
           3.    Distributions of revisions in the handbook itself
    Neither this handbook, company practices, policies, job descriptions, work and
    disciplinary guidelines, regulations, and procedures nor other communications create an
    employment contract or term of employment by implication or otherwise. Employment
    at Gaule Detailing is "at will". This means you and the Company have the right to
    continue or discontinue the employment relationship at any time and for any reason.

    We want your employment with Gaule Detailing to be rewarding and challenging. You
    are an important part of our present and future. Our success depends to a large extent
    on our ability to attract and retain dedicated and highly motivated employees.

    OUR HISTORY
    Cyclone Detailing LTD. was incorporated in 1981. It began with two equal shareholders
    (Mike Chafa and Alvin Gaule) who were both graduates of Southwestern Community
    College’s (SWCC) Structural Drafting program. The corporation was based in Altoona,
    IA. Each partner held a full-time day job, then worked evenings and weekends for
    Cyclone Detailing from his home. Alvin began working full-time for Cyclone Detailing in
    1982, while Mike continued on a part-time basis. The fledgling business was hit by a
    severe downturn in the economy in 1983. During that time Mike cut back to only his
    day job and Alvin tried to survive the recession as well as he could.

    The instructor position in the Structural Drafting program at SWCC in Creston, IA was
    vacated in the spring of “83” and Alvin took the job that fall. In 1984 Alvin bought Mike’s
    stock and once again began doing part-time business this time as Midwest Detailing.
    He left the teaching profession in 1998 and began full-time employment in the company.
    Alvin changed the business name to Gaule Detailing to take advantage of the many
    acquaintances he had made while teaching.

    The company’s first project was to help finish the details for a 24,000-ton, coal fired,
    power plant in Hanfeng, China. Alvin spent a year at Black & Veatch in Kansas City,
    MO assisting on this effort. He then came back to his home in Lenox, IA and hired his
    first employee. They worked out of Alvin’s home for a year then relocated to an office in
Creston, IA. Gaule Detailing now consists of 9 full-time employees. In 27 short years, we
have gone from taping vellum to our kitchen tables after dinner and drawing with
T-Squares, triangles, and pencils, to state of the art, three dimensional SDS/2
computerized detailing systems.

EQUAL EMPLOYMENT OPPORTUNITY
It is the policy of Gaule Detailing that unlawful discrimination is prohibited. We are
committed to the principles of equality in employment and opportunity for all employees.
An essential part of this policy is to provide a working environment for all employees,
which is free of harassment and intimidation whether based on race, color, religion, sex,
national origin, age, disability, veteran status and any other protected class as required
by state, local or federal law. Gaule Detailing expects all associates to adhere to these
principles. All personnel actions including, but not limited to, recruitment and hiring,
working conditions, benefits and compensation, training, performance appraisals,
promotions, demotions, transfers and terminations of employment are administered
without regard to race, color, religion, sex, national origin, age, disability, or veteran
status. Decisions in these areas as well as other areas of employment are job related
and based on individual merit and qualifications.

It should also be noted that persons with disabilities (an impairment which substantially
limits one or more of a person's major life activities) are encouraged to discuss with
management any aid or change which is felt may enhance work activities or the work
place. The purpose of this "reasonable accommodation" is to create a work
environment in which persons with a disability will be most successful in achieving the
essential functions of the position.

UNLAWFUL HARASSMENT
It is the policy of Gaule Detailing to provide an atmosphere free of discrimination and
harassment. Further, each of us is responsible for respecting the rights of our
co-workers. Our policy of equal employment opportunity expressly prohibits any form of
unlawful harassment of employees or applicants for employment.

With respect to harassment, our policy prohibits unwelcome advances, requests for
sexual favors, and all other verbal or physical conduct of an offensive nature, especially
where submission to such conduct is made either explicitly or implicitly a term or
condition of employment, submission to or rejection of such conduct is used as the basis
for decisions affecting an individual's employment, or such conduct has the purpose or
effect of creating an intimidating, hostile or offensive working environment.

Our policy also prohibits offensive comments, jokes, innuendo, and other statements
directed from one employee to another employee, as well as offensive pictures, photos
and illustrations in the workplace.

Violation of this policy will not be tolerated. All complaints will be taken seriously and
investigated promptly. Retaliatory action against an employee who reports a violation of
this policy is strictly forbidden and will not be tolerated.

Harassment Complaint Procedure
Any employee who feels that he or she is a victim of sexual harassment should
immediately report the matter to their manager or another person in a managerial
  position with which the harassed employee feels comfortable.

  You are encouraged to raise any questions you may have concerning questionable
  behavior before the behavior reaches the level of harassment or discrimination.

  All information related to a complaint and subsequent investigation of the complaint will
  be kept confidential to the maximum extent possible. All persons involved will share such
  information only with those who have a need to know.

  Disciplinary Action
  Should an investigation determine that an employee is responsible for harassing another
  employee or a client/customer, appropriate action will be taken against the offending
  employee, up to and including termination of employment.

  COMPANY OBJECTIVES
  "It is the objective of GD to provide our clients with services that meet mutually agreed
  upon requirements; thus creating lasting relationships so that we may both maintain a
  level of profitability sufficient to support growth and return on investment. To administer
  policy that allows each employee to participate in creating a challenging and rewarding
  environment".

  We understand that growth is difficult and sometimes painful for many, but it is vital to
  our continued success and market positioning. This is important so we can not only
  provide greater services to our clients, but also afford ourselves excellent benefits and
  compensation, nice working conditions and the opportunity for personal growth. It is
  important that you understand these statements. They help define our actions and how
  we wish to conduct business.




II Employment and General Policies
  OPEN COMMUNICATIONS
  A basic part of GD’s business philosophy is the belief that employees are the most
  important assets of our company. You are the key to the Company's future success.
  Because each employee is unique and important as an individual, the Company's
  employee relations program is based on individual performance, and open, direct and
  personal communication is encouraged. To facilitate this open communication, the
  Company practices an open door policy. We encourage any areas of discussion be
  addressed with your supervisor. However, if the issues cannot be resolved, the
  president should be consulted. There should be no fear of reprisal against any
  employee for the use of this open door policy.

  OUTSIDE EMPLOYMENT
  Gaule Detailing depends on you to devote your full attention and effort to the duties,
  which you have been assigned. Under no circumstances will approval be given for
  work at or for another company, which is in our same line of business. It must be
  realized that employment with Gaule Detailing is the employee's primary responsibility.
Other employment will not be considered any excuse for poor job performance,
attendance problems, or the refusal to work overtime or outside your normal hours.

ATTENDANCE
You play an important role at Gaule Detailing. That is why it is very important that your
absences be held to a minimum and you should not be late to work. Gaule Detailing,
our customers and your fellow workers count on you. If your absences and tardiness
are excessive, your supervisor will contact you to discuss the problem. If you are going
to be absent or late to work, it is very important that you contact your supervisor directly.
If your absence continues for several days you are still required to call daily unless
arrangements have been made between you and your supervisor. If your supervisor is
unavailable then contact any other supervisor. Don't rely on a friend to send the
message. It is your responsibility. Your supervisor needs to know how serious your
illness is so schedules can be planned and extra help acquired if needed.

WORK PLACE DECORUM
Separate from, but a related topic parallel to the need of good attendance, are our
expectations for conduct in the work place. We want the work place to be friendly,
helpful and cooperative. Because of the need for accuracy, attention-to-detail, and
close proximity of our working conditions, we also need it to be productive and business
like. Please restrict socializing to before and after work, breaks and lunch period and
help keep the work area work-related and error free.

Another area of required behavior is proper work place language. This is important to
set a proper and comfortable environment for co-workers. Also customers have
frequent contacts with our office and judge our professionalism by overheard
conversations so let’s all keep our language business-like and professional.
LEAVE OF ABSENCES
From time to time employees become ill or injured at work or at home and require time
off from work. At the same time, employees may need time off from work because of
medical concerns, to handle personal affairs, to take care of a family member’s illness or
to take time off because of the birth or adoption of a child. This particular time off from
work is called a leave of absence. Gaule Detailing recognizes three forms of leaves.
The first is a personal leave of absence, the second is a serious medical related leave
and the third leave of absence is time off to care for the illness of certain family
members, adoption or birth of a child or placement of a child in foster care.

A leave of absence is generally a planned period of time away from work for purposes
other than paid time off or holidays. A medical leave is also generally planned unless
for a medical emergency. Periods of minor personal illnesses of just a day or two are
not considered a leave of absence. If the time off is going to be a leave of absence of
any type, it needs to be submitted in writing and approved by the Company. Leave of
absences have certain stipulations and guidelines, which need to be followed. These
parameters pertain to such items as compensation, length of the leave, extensions,
availability of your position upon your return, medical insurance premium payment and
continuation and paid time off accrual. It is the intent of the Company to consider the
guidelines established in the Family and Medical Leave Act of 1993. Personal leaves of
absences are not necessarily protected under the FMLA, but certain serious medical and
family related leaves as stated above could be. If you need or request a leave, it is very
important that you fully understand the terms of the leave before you begin. Please
contact management with any questions you may have.

INCLEMENT WEATHER
During severe weather, all reasonable considerations will be made when deciding to
open or keep the company operating for business. In the event that heavy snow or
severe weather occurs during non-working hours, all employees should contact their
supervisor to learn of the office status. If the office does not close, employees are
expected to come to work, if possible, but good judgment should prevail. Hourly
personnel will not earn pay if the Company does not open due to weather conditions.

If severe weather conditions occur during working hours, management will decide if it is
necessary to close the facility. Full time hourly employees who reported to work will be
paid for four hours if closing of the office is before 11:00 a.m. Part time employees will
be paid for half of their normally scheduled shift for that day. If weather conditions
worsen in the afternoon and the office is closed before the end of the shift, hourly
employees who are at work that day, will be paid for the balance of the time worked.

If the company does not open for business or when an employee makes the decision not
to come into the office due to the weather conditions, you will need to use vacation if you
wish to be paid.

CONFIDENTIALITY
During the course of employment at Gaule Detailing, each employee will be involved in
the collection of information and data for various clients. Any and all information is the
property of the Company. Such information is to remain confidential and cannot be
used for private use, nor discussed with persons outside the Company. A breach of
confidentiality may cause the Company to lose a customer's business or even to
become involved in a serious legal entanglement. Discussing trade secrets may cause
Gaule Detailing to lose its competitive advantage.

ETHICAL CONDUCT
Employment with Gaule Detailing carries with it a responsibility to be consistently aware
of the importance of sound ethical conduct. Employees must refrain from, taking part
in, or exerting influence on any transaction in which their own interests may conflict with
the best interests of the Company.

Exactly what constitutes a conflict of interest or an unethical business practice is both a
moral and legal question. GD recognizes and respects an individual's right to engage in
activities outside their employment, which are private in nature and do not in any way
conflict with or reflect poorly on the Company. Management reserves the right,
however, to determine when an employee's activities represent a conflict with the
Company's interest and to take whatever action is necessary to resolve the situation
including discharging the employee. It is impossible to define in a general policy
statement all the various circumstances and relationships that would be considered
unethical. The list below suggests some of the activities, which would reflect negatively
on the employee's personal integrity compromising his or her ability to fulfill job duties
and responsibilities in an ethical manner.

       1   Any unlawful act. On a case by case basis.
       2   Activity such as ownership, employment with or outside control or influence of
           a company or person, which does business or competes with Gaule
           Detailing.
       3   Borrowing money from customers, other than recognized lending institutions,
           from which our company buys services, materials, equipment, or supplies.
       4   Accepting substantial gifts or excessive entertainment from an outside
           organization or agency.
       5   Participating in civic or professional organizations activities in a manner
           whereby confidential company information is divulged. Misusing privileged
           information or revealing confidential information to persons outside the
           company.
       6   Using one's position in the Company or knowledge of its affairs for outside
           personal gains.


KEEP THE COMPANY INFORMED
When you were first hired, information such as address, phone number, emergency
contact person, etc. was all gathered for future reference. It is important that the
Company be informed of any changes in your address, phone numbers or other
pertinent data, so your paycheck, and W-2 information can be kept up to date. If you
have any changes simply send a note with the updated information to your supervisor.

Another important aspect of communication is to consistently notify others in your area if
you are leaving and the approximate time of your return. It goes without saying that
questions, answers, decisions and general communication can be handled more
efficiently if your supervisor or others in your area know where you are or when to expect
your return.

COURTESY
Courtesy and your positive attitude toward the people you come in contact with will
influence the image people have of the Company. It is important to have a helpful,
cooperative attitude toward customers, fellow employees and supervisors. Good
telephone etiquette is important when dealing with the public. Identify yourself and the
office or facility in a pleasant and helpful tone of voice. Be courteous and confine the
conversation to the subject at hand. The first representation many people have about a
company is through contact over the phone.

PERSONAL TELEPHONE CALLS
The Company recognizes that employees must sometimes place or receive personal
phone calls while at work. If you have a personal call to make you're welcome to do so,
but please hold the call to a minimum amount of time. Please inform callers of your
break times and ask them to only call during those times. Your position requires
concentration and focused attention-to-detail, as does the work of others. Personal
calls form a distraction, occasionally leading to errors, which costs money and time and
potentially customers. This policy applies to personal cell phones during working hours
as well. Do not use the restroom for a phone booth. If misuse becomes a problem, cell
phones will be banned from the office. GD does not feel it should have to pay for time
lost due to excessive personal calls.
CORRECTIVE ACTION PROCESS
Gaule Detailing encourages employees to develop their performance to the highest level
or ability. To achieve this level, an employer cannot allow poor attendance, failure to
follow work rules and policies, or unacceptable job performance. When a problem
occurs, the normal process will be to encourage the employee to correct the
unacceptable behavior or performance problem. This action will be initiated by your
supervisor. If unacceptable behavior is not corrected, further action will be taken. If
the employee shows an unwillingness to correct the problem, or the problem is of a
serious nature, discharge from the company may result.

The steps taken and the time allowed for resolution is dependent upon the nature and
severity of the problem.

RESIGNATION
If you decide to terminate your employment, please notify your supervisor as soon as
possible. Advance notice allows your supervisor time to adjust working schedules and
secure a replacement. It also permits the human resources department time to give
you complete information about your benefit options.

A two-week notice is appreciated. Your resignation should be submitted in writing and
is to state the reason for your resignation. You will be paid for any unused vacation
time upon termination.

EXIT INTERVIEWS
If you terminate your employment with Gaule Detailing, you will be asked to participate in
an exit interview. The primary purpose of this meeting is close out your employment
relationship with the Company and tie up any "loose ends".

At this time you will be informed of any health care continuation opportunities, paid time
off that is unpaid and retirement savings account activities. We will also ask you the
reason that you are leaving so we can evaluate internal company procedures, benefits
plans and work environment. Your cooperation in this process is greatly appreciated.

In many cases we will also ask you to complete an exit questionnaire. This is generally
done a few weeks after your last day. The questionnaire is designed to help us learn
your impressions of your former employment regarding benefits, compensation and
working conditions. Although the questionnaire is voluntary your cooperation is
appreciated.

COMPUTER SOFTWARE
Only approved software which is licensed to the company shall be used on computers at
Gaule Detailing or in the field when on assignment. This policy also includes the
computers and software assigned to personnel for use in their homes. All terms of the
software license agreements shall be adhered to by employees include, but is not limited
to, copy, transfer and use restrictions.

E - MAIL SYSTEM
The e-mail system is used to facilitate business-related communication throughout the
company and field locations. Employees who use the e-mail system should keep the
following in mind. The e-mail system is to be used for company business as it relates to
the application of your position. Information on the e-mail system is considered
proprietary and belongs to Gaule Detailing and that Company reserves the right to
review email files with or without employees’ prior knowledge. Personal use of the e-mail
system is discouraged to reduce the amount of e-mail traffic so that company business
can take priority. At no time should the system be used to communicate opinions such
as politics, social issues or personal biases.

E-mail users should understand that information on the system is not greatly protected
and highly confidential and sensitive material should not be placed on the e-mail system;
it should be communicated directly to the applicable parties by other means.

INTERNET CODE OF CONDUCT
Access to the Internet may be provided to staff members for the benefit of the
organization and its customers. It allows employees to connect to information
resources around the world. Every staff member has a responsibility to maintain and
enhance the company's public image, and to use the Internet in a productive manner.
To ensure that all employees are responsible, productive Internet users and are
protecting the company's public image, the following guidelines have been established
for using the Internet.

Acceptable Uses of the Internet
Employees accessing the Internet are representing the company. All communications
should be for professional reasons. Employees are responsible for seeing that the
Internet is used in an effective, ethical and lawful manner. Internet Relay Chat channels
may be used to conduct official company business, or to gain technical or analytical
advice. Databases may be accessed for information as needed. E-mail may only be
used for business contacts.

Unacceptable Use of the Internet
1. The Internet should not be used for personal gain or advancement of individual
views. Solicitation of non-company business, or any use of the Internet for personal
gain is strictly prohibited. Use of the Internet must not disrupt the operation of the
company network or the networks of other users. It must not interfere with your
productivity.

2. Dialing into our network from home to access the Internet, except for a direct
business purpose.

Communications
Each employee is responsible for the content of all text, audio or images that they place
or send over the Internet. Fraudulent, harassing or obscene messages are prohibited.
All messages communicated on the Internet should have your name attached. No
messages will be transmitted under an assumed name. Users may not attempt to
obscure the origin of any message. Information published on the Internet should not
violate or infringe upon the rights of others. No abusive, profane or offensive language
is transmitted through the system. Employees who wish to express personal opinions
on the Internet are encouraged to obtain their own usernames on other Internet systems.
Software
To prevent computer viruses from being transmitted through the system there will be no
unauthorized downloading or uploading of any software. All software will be scanned
for viruses.

Copyright Issues
Copyrighted materials belonging to entities other than staff members on the Internet may
not transmit this company. One copy of copyrighted material may be downloaded for
your own personal use in research. Users are not permitted to copy, transfer, rename,
add or delete information or programs belonging to other users unless given express
permission to do so by the owner. Failure to observe copyright or license agreements
may result in disciplinary action from the Company or legal action by the copyright
owner.

Security
All messages created, sent or retrieved over the Internet are the property of the
Company, and should be considered public information. The company reserves the
right to access and monitor all messages and files on the computer system as deemed
necessary and appropriate. Internet messages are public communication and are not
private. All communications including text and images can be disclosed to law
enforcement or other third parties without prior consent of the sender or the receiver.

Harassment
Harassment of any kind is prohibited. No messages with derogatory or inflammatory
remarks about an individual or group's race, religion, national origin, physical attributes,
or sexual preference will be transmitted.

Violations
Violations of any guidelines listed above may result in disciplinary action.
III Work Environment and Conditions
  LUNCH PERIODS/BREAKS
  The idea at GD is to get in early, work hard, and get home while there is still time to do
  other things with friends and family. With that in mind, here is our normal workday
  schedule.

  Start work at 7 a.m.

  Morning break and Lunch combined 11:00 –11:15 (break) and 11:16 – 11:45 (lunch).

  Afternoon break 2:00 – 2:15.

  Work day ends: 3:30 if scheduled for 8 hours or more typically at 4:30 with a 9 hour
  day.

  You are compensated for your break times, but lunches are not paid time. You may
  have coffee, tea, water or a soft drink at your workstation throughout the workday, but
  your focus should be on your work not snacks or drinks. Please be careful to avoid
  spills.

  Remember, our individual and collective productivity is what leads to profit. Profits are
  what make growth, increased career opportunities, wages, benefits, and bonuses
  possible.

  OVERTIME POLICY
  You are to work overtime only at the request and authorization of your supervisor.
  Employees who qualify as administrative, executive or professional are exempt from the
  overtime compensation. Only hourly and non-exempt salaried personnel will be paid
  overtime.

  Qualifying employees will earn overtime at a rate of one and one half times their normal
  hourly rate for all hours worked over forty in a normal payroll week. All time is rounded
  to the nearest quarter hour. Payment for paid time off time, holiday or any other
  non-working compensation will not be used as “hours worked” in doing the premium rate
  overtime calculation.

  PERSONAL BELONGINGS
  GD takes all reasonable precautions to protect employees and their personal
  belongings. The company cannot be responsible for, nor will it reimburse employees
  for items, which are lost or stolen. We recommend that unnecessary personal items be
  left at home or in your automobile to eliminate the risk of theft or damage.

  FACILITY CLEANLINESS
  As mentioned in previous paragraphs, Gaule Detailing is a very quality conscious
  company. Nothing demonstrates this more effectively to our customers, visitors,
  suppliers and other employees as a clean well-organized work area. Your work area,
  regardless where it is in the building, is to be clean, picked up and well organized at all
  times to denote this quality image to anyone who works in or visits your area. Likewise
  you are expected to respect the surroundings of your fellow employees in non-work
  areas such as the lunchroom, parking areas, restrooms and practice the same
  cleanliness activities.

  REDUCTION OF STAFF
  Economic slowdown or a financial reversal may make it necessary to reduce your
  working hours. It may even necessitate that you be laid off from your position. In such
  a case, GD practices a policy of attempting to relocate you to another position within the
  company. If such relocation is not possible, we will follow a policy of staff reduction of
  hours based on service record and past work performance.

  DRESS CODE
  You create the image many people will have about the company or business where you
  work. Check your appearance before reporting to work to assure it meets standards
  that will be accepted by our customers and other employees. A neat, well-groomed
  appearance and good personal hygiene are important. They contribute to your health,
  well being, and the comfort of co-workers.

  Customary business attire should be worn for any customer contact while out of the
  office or if customers are expected at our location.

  IF YOU BECOME INJURED ON THE JOB
  Employees have the responsibility to report any injury to their supervisor. Your
  supervisor will make the determination whether the injury is severe enough to require
  medical attention or whether first aid will be satisfactory. Non-emergency medical
  attention by our company physicians or hospitalization is considered accidents, which
  are recordable for future reference in governmental safety and worker compensation
  insurance files.

  It is the company's responsibility to provide worker compensation coverage. Gaule
  Detailing and / or our insurance company determine which doctor or hospital you visit for
  all work related non-emergency accidents or illness. If you go to an unauthorized
  doctor or hospital without proper authorization neither the company nor the insurance
  provider will be responsible for payment of the charges.




IV Pay and Hours

  Employee Development
  EMPLOYMENT CATEGORIES
  Below are categories used throughout this handbook to describe the various
  classifications of employees. Sometimes employees can be classified into more than
  one type at a time. The purpose for this is to determine employee participation in the
  Company benefit programs, wage or salary reviews, or any time employment level is
used to define a group of employees. The following is an explanation of each group.

Temporary - Temporary Employees are hired for a specific period of time, project or
assignment. The employee is paid for actual hours worked and is not eligible for
benefits. Employees hired for a specific project or period of time will not experience a
change in status simply because they remain in employment for a longer period of time.

Regular Part-Time Employee - Employees who regularly work less than 30 hours per
week are considered to be part-time employees. Part-time employees are not entitled
to receive group health, dental or life insurance but may be eligible for pro-rated holiday
and paid time off benefits.

Regular Full Time - Employees in this group work an average of 40 or more hours
weekly. The benefits available to full-time employees are outlined in the benefits
chapter of this handbook. Full-Time regular employees can be further classified as
Exempt or Non-Exempt Salaried, as explained below.

Non-Exempt/Exempt Status - Under certain conditions, employees are also classified
as either Non-Exempt or Exempt Salaried employees. These classifications cover the
provisions of the Federal Fair Labor Standards Act or any applicable state laws.
Non-exempt employees are entitled to overtime pay for work in excess of 40 hours in a
workweek. Exempt employees who qualify as executives, administrative or
professional employees or as outside salespersons do not receive overtime
compensation but, are not docked for working less than 40 hours weekly.

If not when you were hired, employment status will be determined after ninety days of
employment. Your status will also be reviewed periodically and if your status is to be
updated you will be notified of that change and your eligibility to participate in the various
levels company benefits.

TRIAL PERIOD
During the first 90 days all new employees are encouraged to evaluate whether Gaule
Detailing is the type of company that can make the maximum use of your talents and
skills. Company wage levels, benefit programs, working conditions and advancement
opportunities could be critically analyzed.

During this same period, Gaule Detailing will be evaluating the attitude, potential skills,
work habits and performance of the new employee. At the end, or any time during this
90-day period, you decide that job opportunities do not match your abilities; you are
encouraged to discontinue your employment. The Company reserves the right to make
the same decision. The completion of the trial period is not a guarantee of continued
employment. The requirement of the position must continually be met.

SALARY AND WAGE EVALUATIONS
It is the objective of the Company to provide compensation for its employees that is
equitable and consistent within the organization. It is also the objective of the Company
to acknowledge and reward superior performance. Any pay increases will be
determined by specific job related criteria and the degree of success you have in
reaching or exceeding the standards established for these job related factors.
Performance evaluations take place on 12-month rotation. This rotation may coincide
with the employment anniversary or with the anniversary of a job change. A
performance evaluation does not automatically warrant a pay increase.

APPRAISAL PROGRAM
Gaule Detailing realizes that employees need to receive feedback on their performance
on a periodic basis and to be rewarded based on that performance. All employees are
evaluated to determine their ability to perform their job. This appraisal process also
highlights developmental needs for additional training, and major strong points to
determine future promotional activities. Although employees are being informally
evaluated by their supervisors on a daily basis, the formal evaluation takes place on
either a semi annual or annual cycle which generally coincides with either your
employment anniversary date or a job change anniversary date. The performance
evaluation is one of the tools used to help determine an employee's salary or wage
increase or adjustment. Wage adjustments do not always coincide with a performance
evaluation.

JOB TRAINING
Training is a never-ending process in our Company. Employees will be given training in
the best methods of performing their jobs and, whenever possible will be given
opportunities to learn new skills. Our employees also learn by exchanging ideas with
their co-workers and with other employees in their close association with the various
departments within the Company. Supervisors work closely with employees so they
can learn to perform their tasks accurately and effectively and so they understand the
functions of their departments and acquire an overall picture of the Company's
operations.

From time to time outside training may be available at industry training seminars or local
community colleges. Your supervisor may ask you to attend these classes to enhance
your understanding of your job and increase your opportunity for future advancement.

PAY PERIODS/PAY DAYS
Gaule Detailing pay periods and paydays are scheduled on a bi-weekly basis. Paydays
fall every other Friday, unless the normally scheduled payday is a holiday. As the GD
workweek runs from Tuesday through the following Monday, during the week of payday,
time worked after Tuesday rolls forward and appears on the following check.

OVERTIME PAY
Time and one-half will be paid to all non-exempt employees working more than forty
qualifying hours per week. No employee will be permitted to work overtime unless
authorized by his or her supervisor. Regular overtime is to be expected, as it is typical
for employees to be scheduled for 44 hours weekly.

To make the fullest and best use of available equipment, staggered work hours may be
required.

Overtime pay will be determined by a forty-hour workweek, which begins at 12:01am
Tuesday morning and continues until midnight the following Monday.

Overtime pay rates are based on time “actually worked”. Remember that vacation or
holiday pay, while paid, does not count as qualifying hours worked toward the overtime
calculation.
  PAYROLL DEDUCTIONS
  Every payday your check will show the deductions that you have authorized to be
  deducted from your gross earnings. They will be noted in abbreviated form on your
  check stub. They include, for example all Federal and State withholding, social
  security, medical insurance deductions, savings plan reductions and others to name a
  few. It is important that you keep your check stub in case you need to refer to it at a
  later date.

  Your largest deductions, which are probably your Federal and State tax withholdings,
  are calculated per the information you have supplied personnel on your W-4 forms.
  This form designates the number of allowances you wish to claim, your marital status
  and any additional amounts you wish to have withheld. You may make changes to your
  W-4 status anytime by completing a new form and giving it to personnel.

  PAYROLL DIRECT DEPOSIT
  Gaule Detailing uses Direct Deposit for its payroll system. Your paycheck will be directly
  deposited into your checking or savings account at your bank, savings and loan or credit
  union.

  Funds will be deposited and available for withdrawal the morning of your payday. On
  payday you will receive a deposit advice, which will look just like a normal paycheck
  stub. It will indicate the date, the amount of your deposit as well as the other
  information you are accustom to such as gross pay, taxes and other deductions. You
  should keep this direct deposit verification for your records.

  GARNISHMENTS
  All employees are expected to handle their financial affairs without the need for
  employer garnishments. If this is not the case, Gaule Detailing will honor any
  court-induced garnishment. To help absorb some of the cost of this additional paper
  work, each garnished employee may be charged an additional administrative fee per
  garnishment whether it is a short term or continual garnishment.




V Benefits
  SICK LEAVE
  Occasional illness may make it necessary to miss work. Please contact your supervisor
  as soon as possible when you know you are going to be unable to attend work. A
  written doctor's excuse stateing your illness is required for each day time is missed.

  Newly hired employees: No time is available for use in the first three calendar months
  of employment.

  The sick leave pool is replenished on the employee’s individual employment anniversary
  each year at the rate of 16 hours per year.

  Up to 80 hours of sick leave can be carried forward into future years. This would allow
  an employee to begin a year with 96 hours of sick leave available.
On termination or retirement, accumulated sick leave is not cashed in.

VACATION
 Vacation will accrue and be awarded at the end of each pay period. The
vacation allowance is earned on each regular hour worked, and on approved
vacation hours, and on approved sick leave (excluding overtime) with the
qualifying hours limited to 2080 hours per year.

   1   Each employee vacation will be based on his or her employment
       anniversary.

   2 A “Carry-Over” policy permits an employee to “carry over” time into the
     next vacation year. The carryover limit is 80 hours. Normally vacation
     time in excess of the carry over limit is forfeited.

   3 Limited Seniority Preference policy will be established. If a conflict
     occurs, the choice on vacation dates will be based on seniority until April
     1st of each year. Requests after April 1 are on a "First-come – First
     served" basis, with an awareness that vacation depends on the workload.

Vacation Accrual Table

Based upon qualifying hours worked.
During Year 1 vacation is accrued up to 40 hours or .0202 hour per qualifying
hour.

During Year 2 vacation is accrued up to 60 hours or .0307 hour per qualifying
hour.

During Years 3 & 4 vacation is accrued up to 80 hours or .0413 hour per
qualifying hour.

During Years 5 & 6 vacation is accrued up to 100 hours or .0522 hour per
qualifying hour.

During Years 7 & 8 vacation is accrued up to 120 hours or .0633 hour per
qualifying hour.

In Year 9 and thereafter vacation is accrued up to 140 hours or .0746 hour per
qualifying hour.

Vacations are healthy events. Plan ahead. Schedule your time off, enjoy it and
come back refreshed and ready for the challenges of your career.


PAID HOLIDAYS
GD observes the following 8 paid holidays.
               New Year's Day                Detailer Day (first Friday in May)

               Memorial Day                  Independence Day

               Labor Day                     Thanksgiving Day

               Friday After Thanksgiving     Christmas Day

To be eligible for holiday pay, you must be employed by the company as a regular full
time employee on active status. To be paid for the holiday pay you must work the
entire day before and after the holiday unless you have received advanced permission to
be off. You are not eligible if you are on a personal or medical leave of absence.
When a paid holiday falls on a Saturday or Sunday, customarily either the Friday before
or the Monday after is observed as the paid holiday. If you work on a paid holiday you
will be given the option of either receiving another day off with pay in exchange for the
holiday or receive the holiday pay in lieu of taking the holiday off.

PRE-TAX BENEFITS
Certain benefit costs are deducted from your check before tax. Before tax deduction
means that the cost of your particular benefit(s) is subtracted from your gross pay before
taxes (federal, state and social security) are calculated. The IRS also calls this a salary
or wage reduction, meaning you are reducing your gross income by the amount of the
benefit cost, consequently not having to pay taxes on that amount. An after tax
deduction is just the opposite. Your benefit premium cost is subtracted from your check
after taxes have been figured. The bottom line is that the IRS allows you to pay for
certain benefits tax-free. This also means that your total wage or salary is reported to
the IRS after these reductions have taken place. So it appears that you have earned
less, but in reality you have channeled some of your income into tax-free benefits. If
you are close to retirement age you need to know that your social security benefits could
be negatively affected. This is because you or the company didn't pay social security
tax on the amount of earnings reduced from your income to pay for your portion of the
applicable benefits. In most cases the amount of tax savings outweighs any reduction
of social security benefits.

The following benefits are available to employees working 40 hours or more weekly.
More detailed information about the options is described in the various benefit
enrollment packets made available during your initial orientation, open enrollment at the
beginning of the year or upon becoming eligible for the 401(k) savings plan.

Medical Plan - Employee pays $20 per month for their personal insurance. Other
insureds are 100 % employee paid.

401(k) Savings/Profit Sharing Plan - Gaule Detailing puts in 3 percent of your gross
wages for the year (not matching it's free money) plus possible profit sharing. We
encourage the employee to have forsight and contribute to their own retirement. The
amount could be anywhere from 1% and upto the government limit.

OPTICAL / DENTAL PROGRAM
After six months of employment, Gaule Detailing will reimburse the employee for one
optical and one dental exam per year.
PERSONAL ENRICHMENT PROGRAM
Gaule Detailing offers reimbursement of 1/3 the cost of educational classes taken
through a community college, including adult education or continuing education. The
maximum considered for reimbursement is three credit hours or two adult education
classes per term.

The enrichment program does not include seminars and or training sessions that are
recommended for individual training needs related to the business operation. These
training activities are balanced in view of the work demands, individual growth (personal
or professional) and are a Company expense.

BEREAVEMENT (FUNERAL) POLICY
Unfortunately from time to time family members pass away. This is a very stressful
period and of course you want to be with your family. The company feels this is
important and has adopted the following policy to provide days off for these matters and
to provide compensation for this period. Family members are defined as spouses,
parents, son, daughter, brother, sister, grandparents, current in-laws (son, daughter,
parent, brother, sister). The amount of the approved time off shall be as follows;
spouses, parents, son, or daughter, four days; brother or sister three days. All others
from the list above are two days. If additional time is needed it must be approved by
the employee's supervisor. This time is without compensation, except in the case of
payment of paid time off compensation.

CONTINUATION OF HEALTH COVERAGE UNDER COBRA
If you are enrolled in a group health care plan through your employment with us, and
your employment is terminated for any reason other than gross misconduct, or your
hours are reduced to the point in which your are ineligible to participate in the health
plan, you may continue coverage for a period of time as provided for in the Consolidated
Omnibus Budget Reconciliation Act of 1986 (COBRA). Upon the applicable
circumstances, as listed earlier, you must advise us of your desire to participate in this
plan by accepting or rejecting the coverage in writing. Currently continuation may be
offered for an eighteen-month period to an employee of thirty-six months to a surviving
spouse and other covered dependents for reasons such as death, separation or divorce.
Your covered children, who no longer qualify as dependents under the plan, may also
continue coverage for up to thirty-six months. If the qualifying event is one where your
supervisor wouldn't normally know about, you have the obligation to inform him of that
event so we may offer the COBRA election to any qualifying dependents. The former
employee or dependent is required to pay for the full cost of this coverage plus a two
percent administration fee. That cost will vary according to the plan in which the
employee or dependents participated.

SOCIAL SECURITY TAXES
Did you know for every dollar we as employees contribute to the Federal Social Security
Fund, the company contributes another matching dollar? Gaule Detailing pays into the
social security account the same amount as you do. For this reason it is very important
for you to know what benefits under the social security system you are entitled to other
than future retirement income. Available to you is life insurance and disability income
along with dependent survivor benefits. To learn more about these benefits, contact
the Social Security Administration in your local city.
STATE AND FEDERAL UNEMPLOYMENT COMPENSATION
All employees are protected from loss of income due to layoffs or certain separations
from the company by State and Federal unemployment compensation insurance. The
company contributes, at no cost to the employee, a percentage of total wages paid to
both the State and Federal unemployment master funds. If you would like more
information about this program, contact the local job service office in your area.

WORKER COMPENSATION
Gaule Detailing is required by law to provide worker compensation insurance for all
employees. This requirement is addressed and means that you are covered for injuries
that arise out of and occur in the course of employment. This insurance does not cover
employees for other injuries and does not cover you for injuries or illnesses that are not
work related. If you suffer a work-related injury or suffer a work illness the worker
compensation insurance will help pay for the medical treatment and compensation for
the time away from work.

FAMILY MEDICAL LEAVE
After one full year of employment, Gaule Detailing may allow employees up to 8 weeks
of unpaid, job-protected leave. GD benefits do not accrue during unpaid leave and the
employee is responsible for his or her own health insurance premiums during this time.

At the employee or employer’s option, certain kinds of paid leave may be substituted for
unpaid leave.

The employee ordinarily must provide 30 days advance notice when the leave is
“foreseeable”. GD may require medical certification to support a request for leave
because of a serious health condition, and may require second or third opinions (at the
employer’s expense) and a fitness for duty report to return to work.

Unpaid leave may be granted for any of the following reasons:

       1   To care for the employee’s child after birth, or placement for adoption or
           foster care;
       2   To care for the employee’s spouse, son or daughter, or parent who has a
           serious health condition; or
       3   For a serious health condition that makes the employee unable to perform the
           employee’s job.
              EMPLOYEE SIGN-OFF SHEET AND ACKNOWLEDGMENT

                                    January 1, 2009



Your understanding of the standards set forth in this handbook and applicable
addendums will help you achieve growth, security and a successful work relationship
with Gaule Detailing.



You should discuss with your supervisor any questions you have regarding the policies
or practices addressed in this handbook or those that apply to your specific position.



Please read the statement below and place your signature in the appropriate location.
This acknowledgment will become a part of your personnel file.



_________________________________________________________________



I have received a copy of the current employment handbook, which includes the rules
and policies concerning my employment with Gaule Detailing I realize that continued
employment is not guaranteed for any amount of time, is completely at the will of Gaule
Detailing and myself. ("At will" means employees can leave or quit employment at any
time for any reason and likewise employers can discontinue employment or discharge
the employee at any time for any lawful reason). I acknowledge my continued
employment largely depends on my work performance, my ability to follow the
employment guidelines (policies and rules), the success of the company and its desire to
retain my services. I also understand this handbook, company practices, policies, job
descriptions, work and disciplinary guidelines, regulations, and procedures or other
communications do not create an employment contract or term of employment by
implication or otherwise.



       _______________________________           _______________________
     Name (print)                 Date



_______________________________   Signature

				
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