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New  Employee  Handbook    


INTRODUCTION  


Revision  Date:  2/19/14  

  About  Your  Handbook       The  Final  Clean  Express  Employee  Handbook  has  been  developed  to  provide  general   guidelines  about  our  company  policies  and  procedures  for  employees.  It  is  a  guide  to   assist  you  in  becoming  familiar  with  some  of  the  privileges  and  obligations  of  your   employment,   including   Final   Clean   Express’s   policy   of   voluntary-­‐at-­‐will   employment.  None  of  the  policies  or  guidelines  in  the  Handbook  is  intended  to  give   rise   to   contractual   rights   or   obligations,   or   to   be   construed   as   a   guarantee   of   employment   for   any   specific   period   of   time,   or   any   specific   type   of   work.   Additionally,   with   the   exception   of   the   voluntary   at-­‐will   employment   policy,   these   guidelines   are   subject   to   modification,   amendment   or   revocation   by   Final   Clean   Express  at  any  time,  without  advance  notice.       The   personnel   policies   of   Final   Clean   Express   are   established   by   the   Legal   Department,   which   has   delegated   authority   and   responsibility   for   their   administration   to   the   President.   The   President   may,   in   turn,   delegate   authority   for   administering   specific   policies.   Employees   are   encouraged   to   consult   the   Legal   Department   for   additional   information   regarding   the   policies,   procedures   and   privileges   described   in   this   Handbook.   Questions   about   personal   matters   also   may   be  reviewed  with  the  Legal  Department.     Final   Clean   Express   will   provide   each   individual   a   copy   of   this   Handbook   upon   employment.   All   employees   are   expected   to   abide   by   it.   The   highest   standards   of   personal   and   professional   ethics   and   behavior   are   expected   of   all   Final   Clean   Express   employees.   Further,   the   company   expects   each   employee   to   display   good   judgment,  diplomacy  and  courtesy  in  their  professional  relationships  with  members   of   Final   Clean   Express’s   President,   various   departments,   committees,   membership,   staff,  clients  and  the  general  public.    

Employee  Handbook    

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Revision  Date:  2/19/14  

  ABOUT  YOUR  EMPLOYMENT  

Employee  Handbook    

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Revision  Date:  2/19/14  

Employment  at  Will       Fundamental  to  meeting  our  objectives  is  a  clear  understanding  of  the  ground  rules,   which   are   essential   to   effective   teamwork.   The   purpose   of   this   handbook   is   to   assist   you   in   knowing   your   rights   and   obligations   as   an   employee.   Your   handbook   is   a   source   of   general   information   concerning   our   company’s   policies,   procedures   and   work  rules,  as  they  exist  on  the  date  of  its  publication.     The  policies  stated  in  this  handbook  are  intended  as  a  guideline  and  are  subject  to   change  at  the  discretion  of  Final  Clean  Express     This  handbook  is  not  an  employment  contract  and  does  not  limit  the  reasons   for  termination  of  the  employment  relationship.     Neither   this   handbook,   nor   any   other   company   communication   or   practice   creates   an   employment   contract   or   a   guarantee   of   employment   for   any   specific   duration.   Final  Clean  Express  reserves  the  right  to  make  changes  in  content  or  application  of   its  policies  as  it  deems  appropriate,  and  these  changes  may  be  implemented  even  if   they   have   not   been   communicated,   reprinted   or   substituted   in   this   handbook.   It   is   also   understood   that   nothing   in   this   handbook   or   any   other   policy   or   communication  changes  the  fact  that  employment  is  at-­‐will,  for  an  indefinite  period,   unless   terminated   at   any   time   by   you   or   the   company,   with   or   without   cause   or   notice.       No   employee   or   representative   of   the   company   other   than   the   President   has   any   authority  to  enter  into  an  employment  contract  or  to  change  the  at-­‐will  employment   relationship,  or  to  make  any  agreement  contrary  to  the  foregoing.     Final   Clean   Express   retains   all   managerial   and   administrative   rights   and   prerogatives  entrusted  to  it  and  conferred  on  employers  inherently  and  by  law.       The   work   rules   contained   herein   are   not   intended   to   be   a   comprehensive   list   of   prohibited   conduct   and   management   retains   the   right   to   take   disciplinary   action,   including  suspension  or  termination.    

Employee  Handbook    

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Revision  Date:  2/19/14  

An  Equal  Opportunity  Employer       FINAL   CLEAN   EXPRESS   FIRMLY   BELIEVES   IN   AND   SUBSCRIBES   TO   FAIR   EMPLOYMENT   PRACTICES   AND   OPENS   ITS   FACILITIES   TO   EVERY   QUALIFIED   PERSON.   IN   ALL   EMPLOYMENT   PRACTICES,   WE   ARE   COMMITTED   OT   PROHIBITING   DISCRIMINATION   ON   THE   BASIS   OF   RACE,   COLOR,   CREED,   NATIONAL  ORIGIN,  SEX,  AGE,  SEXUAL  ORIENTATION,  MILITARY  STATUS,  MARITAL   STATUS,   DISABILITY,   GENETIC   PREDISPOSITION,   CARRIER   STATUS,   ARREST   AND   CONVICTIONS   RECORDS   OR   STATUS   AS   A   VIETNAM-­‐ERA   OR   SPECIAL   DISABLED   VERAN   OR   ANY   OTHER   PROTECTED   CLASS   SPECIFIED   BY   FEDERAL,   STATE,   OR   LOCAL  LAW.     Final   Clean   Express’s   policy   regarding   equal   opportunity   applies   to   all   aspects   of   employment,   including   recruitment,   hiring,   job   assignments,   promotions,   working   conditions,  scheduling,  benefits,  wage  and  salary  administration,  disciplinary  action,   termination   and   social,   educational   and   recreational   programs.   The   legal   department   is   responsible   for   the   full   implementation   of   the   Equal   Opportunity   Policy.       Final   Clean   Express   will   not   tolerate   any   form   of   unlawful   discrimination.   All   employees  are  expected  to  cooperate  fully  in  implementing  this  policy.  In  particular,   any   employee   who   believes   that   any   other   employee   of   Final   Clean   Express   may   have  violated  the  Equal  Employment  Opportunity  Policy  should  report  the  possible   violation  to  the  legal  department.       If  Final  Clean  Express  determines  that  a  violates  of  this  policy  has  occurred,  it  will   take  appropriate  disciplinary  action  against  the  offending  party,  which  ca  including   counseling,  warnings,  suspensions  and  termination.  Employees  who  report,  in  good   faith,  violations  of  this  policy  and  employees  who  cooperate  with  investigations  into   alleged  violations  of  this  policy  will  not  be  subject  to  retaliation.  Upon  completion  of   this   investigation,   Final   Clean   Express   will   inform   the   employee   who   made   the   complaint  of  the  results  of  the  investigation.      

Employee  Handbook    

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Revision  Date:  2/19/14  

Reasonable  Accommodations  –  ADA    

  Final  Clean  Express  is  committed  to  complying  with  the  ADA  and  all  applicable  laws   providing   for   nondiscrimination   in   employment   against   qualified   individuals   with   disabilities.  Final  Clean  Express  will  work  with  employees  who  have  disabilities  to   develop   reasonable   accommodations   that   allow   an   individual   the   opportunity   to   perform   the   essential   functions   of   his   or   her   job   in   a   safe   and   efficient   manner.   Employees   are   encouraged   to   inform   their   supervisors   of   any   physical   or   mental   disability   to   suggest   appropriate   methods   of   accommodation.   All   information   concerning   disabilities   will   be   considered   confidential   and   will   be   released   only   in   accordance  with  the  requirements  of  the  ADA.      

Employee  Handbook    

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Revision  Date:  2/19/14  

    Legal  Immigration  Compliance       Introduction     An   INS   Form   I-­‐9   must   be   completed   and   retained   for   every   employee   hired   after   November   6,   1986.   The   I-­‐9   requirement   was   created   by   the   Immigration   Reform   and  Control  Act  of  1986  (“IRCA”).  Please  contact  the  Legal  Department  if  you  have   any   questions   or   encounter   any   difficulty   meeting   the   strict   requirements   of   this   procedure.     The  I-­9  Form     The  I-­‐9  Form  consists  of  two  basic  parts:  Section  1  contains  basic  information  about   the   employee,   including   information   about   the   employee’s   date   of   birth,   Social   Security  number  and  citizenship/immigration  status.  Section  2  of  the  form  contains   several   attestations   by   the   employer   regarding   the   documents   presented   by   the   employee  and  the  employee’s  right  to  work  in  this  country.  It  is  imperative  that  the   form  be  completed  properly.     The  Immigration  and  Naturalization  Service  (“INS”)  requires  that  Section  1  of  the  I-­‐9   form   be   completed   before   work   commences.   Section   2   is   to   be   completed   with   72   hours   of   work   commencing.   This   law   also   allows   for   grace   periods   to   replace   or   obtain   missing   documents.   As   a   practical   matter,   these   rules   leave   much   room   for   error.  Accordingly,  the  better  policy  is  as  follows:     • The  entire  I-­‐9  form  must  be  completed  before  a  new  hire  commences  work;   • New  hires  who  do  not  have  the  required  documents  with  them  should  be   sent  home  to  get  the  documents  and  should  not  be  allowed  to  work  until   satisfactory  documents  are  produced  and  the  I-­‐9  form  is  complete;   • Acceptance  and  recording  of  any  receipt  accepted  in  lieu  of  any  employment   authorization  document  shall  be  approved  by  Human  Resources;   • Any  exception  to  this  policy  shall  be  approved  by  the  Legal  Department  in   advance.     Special  Situations     There   are   a   limited   number   of   exceptions   to   this   rule.   You   may   contact   the   Legal   Department  to  see  if  your  situation  applies  for  special  consideration.        

Employee  Handbook    

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Revision  Date:  2/19/14  

    Policy  Against  Workplace  Harassment       Final   Clean   Express   is   committed   to   providing   a   work   environment   for   all   employees   that   is   free   from   sexual   harassment   and   other   types   of   discriminatory   harassment.   Employees   are   expected   to   conduct   themselves   in   a   professional   manner  and  to  show  respect  for  their  co-­‐workers.       Final   Clean   Express’s   commitment   begins   with   the   recognition   and   acknowledgement   that   sexual   harassment   and   other   types   of   discriminatory   harassment   are,   of   course,   unlawful.   To   reinforce   this   commitment,   Final   Clean   Express   has   developed   a   policy   against   harassment   and   a   reporting   procedure   for   employees  who  have  been  subjected  to  or  witnessed  harassment.  This  policy  applies   to  all  work-­‐related  settings  and  activities,  whether  inside  or  outside  the  workplace,   and  includes  business  trips  and  business-­‐related  social  events.  Final  Clean  Express’s   property   (i.e.   telephones,   copy   machines,   facsimile   machines,   computers   and   computer  applications  such  as  email  and  Internet  access)  may  not  be  used  to  engage   in  conduct  that  violates  this  policy.  Final  Clean  Express’s  policy  against  harassment   covers   employees   and   other   individuals   who   have   a   relationship   with   Final   Clean   Express   that   enables   Final   Clean   Express   to   exercise   some   control   over   the   individual’s  conduct  in  place  and  activities  that  relate  to  Final  Clean  Express’s  work   (i.e.  directors,  officers,  contractors,  vendors,  volunteers,  etc.).     Final   Clean   Express’s   policy   against   sexual   harassment   prohibits   sexual   advances   or   requests   for   sexual   favors   or   other   physical   or   verbal   conduct   of   a   sexual   nature,   when:   (1)   submission   to   such   conduct   is   made   an   express   or   implicit   condition   of   employment;   (2)   submission   to   or   rejection   of   such   conduct   is   used   as   a   basis   for   employment   decisions   affecting   the   individual   who   submits   to   or   rejects   such   conduct;  (3)  such  conduct  has  the  purpose  or  effect  of  unreasonably  interfering  with   an  employee’s  work  performance  or  creating  an  intimidating,  hostile,  humiliating,  or   offensive  working  environment.       While  it  is  not  possible  to  list  all  of  the  circumstances  which  would  constitute  sexual   harassment,   the   following   are   some   examples:   (1)   unwelcome   sexual   advances   –   whether   they   involve   physical   touching   or   not;   (2)   requests   for   sexual   favors   in   exchange   for   actual   or   promised   job   benefits   such   as   favorable   reviews,   salary   increases,  promotions,  increased  benefits,  or  continue  employment;  or  (3)  coerced   sexual  acts.       Depending   on   the   circumstances,   the   following   conduct   may   also   constitute   sexual   harassment:   (1)   use   of   sexual   epithets,   jokes,   written   or   oral   references   to   sexual   conduct,   gossip   regarding   one’s   sex   life;   (2)   sexually   oriented   comment   on   an   individual’s   body,   comment   about   an   individual’s   sexual   activity;   deficiencies   or   prowess;   (3)   displaying   sexually   suggestive   objects,   pictures,   cartoons;   (4)   Employee  Handbook    

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Revision  Date:  2/19/14  

unwelcome  leering,  whistling,  deliberate  brushing  against  the  body  in  a  suggestive   manner;   (5)   sexual   gestures   or   sexually   suggestive   comments   (6)   inquiries   into   one’s  sexual  experiences  or  (7)  discussion  of  one’s  sexual  activities.       While   such   behavior,   depending   on   the   circumstances,   may   not   be   severe   or   pervasive  enough  to  create  a  sexually  hostile  environment,  it  can  nonetheless  make   co-­‐workers   uncomfortable.   Accordingly,   such   behavior   is   inappropriate   and   may   result  in  disciplinary  action  regardless  of  whether  it  is  unlawful.       It   is   also   unlawful   and   expressly   against   Final   Clean   Express’s   policy   to   retaliate   against  an  employee  for  filing  a  complaint  of  sexual  harassment  or  for  cooperating   with  an  investigation  of  a  complaint  of  sexual  harassment.    

Employee  Handbook    

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Revision  Date:  2/19/14  

Solicitation       Employees   are   prohibited   from   soliciting   (personally   or   via   electronic   mail)   for   membership,   pledges,   subscriptions,   the   collection   of   money   or   any   other   unauthorized   purpose   anywhere   on   Final   Clean   Express’s   property   during   work   time,   especially   those   of   a   partisan   or   political   nature.   “Work   time”   includes   time   spent  in  actual  performance  of  a  job  duties  but  does  include  lunch  periods  or  breaks.   Non-­‐working   employees   may   not   solicit   or   distribute   to   working   employees.   Persons  who  are  not  employed  by  Final  Clean  Express  may  not  solicit  or  distribute   literature  on  Final  Clean  Express’s  premises  at  any  time  for  any  reason.       Employees   are   prohibited   from   distributing,   circulating   or   posting   (on   bulletin   boards,  refrigerators,  walls,  etc.)  literature,  petitions  or  other  materials  at  any  time   for  any  purpose  without  the  prior  approval  of  the  legal  department.        

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Revision  Date:  2/19/14  

  Moonlighting       It   is   against   company   policy   for   you   to   work   for   a   competitor   during   your   off   hours.   In   addition,   you   are   not   to   offer   to   do   work   or   perform   work   for   any   Final   Clean   Express   client   during   your   off   hours.   If   you   are   engaged   in   such   activities,   your   employment  here  will  be  terminated  immediately.        

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Revision  Date:  2/19/14  

Employment  Policies  and  Practices       Definitions     Employer:  Final  Clean  Express  is  the  employer  of  all  full-­‐time,  part-­‐time  and   temporary  employees.       Employee:  An  employee  is  hired,  provided  compensation  and  applicable  benefits,   and  has  his  or  her  work  directed  and  evaluated  by  Final  Clean  Express     Full-­‐Time  Employee:  A  Full-­‐Time  Employee  regularly  works  at  least  thirty-­‐five  (35)   hours  per  week.     Part-­‐Time  Employee:  A  Part-­‐Time  Employee  regularly  works  less  than  thirty-­‐five   (35)  hours  per  week  but  no  less  than  seventeen  and  one-­‐half  (17  ½)  hours  per   week.     Exempt  Employee:  An  Exempt  Employee  is  an  employee  who  is  paid  on  salary  basis   and  meets  the  qualifications  for  exemptions  from  the  overtime  requirements  of  the   Fair  Labor  Standards  Act  (“FLSA”).       Non-­‐Exempt   Employee:   A   Non-­‐Exempt   Employee   is   an   employee   who   is   paid   an   hourly   rate   and   does   not   meet   the   qualifications   for   exemption   form   the   overtime   requirements  of  the  Fair  Labor  Standards  Act  (“FLSA”).  For  Non-­‐Exempt  Employees,   an   accurate   record   of   hours   worked   must   be   maintained.   Final   Clean   Express   will   compensate  non-­‐exempt  employees  in  accordance  with  applicable  Federal  and  State   Law  and  Regulations.     Temporary   Employee:   An   individual   employed,   either   on   a   full-­‐time   or   part-­‐time   basis,   for   a   specific   period   of   time   less   than   six   (6)   months.   Temporary   employees   are  entitled  only  to  those  benefits  required  by  statute  or  as  otherwise  stated  in  the   Final  Clean  Express  Employee  Handbook.     All   employees   are   classified   as   Exempt   or   Non-­‐Exempt   in   accordance   with   Federal   and  State  Law  and  Regulations.  Each  employee  is  notified  at  the  time  of  hire  of  his  or   her  specific  compensation  category  and  Exempt  or  Non-­‐Exempt  status.  

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Revision  Date:  2/19/14  

Employee  Recruitment    

  Final  Clean  Express  is  committed  to  employ,  in  its  best  judgment,  the  best  qualified   candidates   for   approved   company   positions   while   engaging   in   recruitment   and   selection  practices  that   are   in  compliance   with   all   applicable   employment   laws.   It  is   the   policy   of   the   Company   to   provide   equal   employment   opportunity   for   employment  to  all  applicants  and  employees.       The  appropriate  authorization  is  required  to  initiate  any  action  for  an  open  position   including   any   recruitment   efforts,   advertising,   interviewing   and   offers   of   employment,  and  is  required  to  extend  any  offers  of  employment  to  any  candidate.       Potential  Sources  of  Candidates     • Newspaper  Advertising;   • Internet  Advertising;   • Internet  Search;   • Retained  Agency  Search;   • Temporary  Agency;   • Employee  Referral.     Human  Resources  will  review  resumes  of  candidates.  They  will  identify  the  most   appropriate  candidates  for  interviewing.       Human  Resources  will  conduct  telephone  pre-­‐screens  of  identified  candidates,  as   appropriate.  They  will  also  conduct  the  first  interview.       The  second  interview,  if  applicable,  will  be  conducted  by  the  President.       Selection  Procedure     This  process  was  established  for  external,  non-­‐agency  hires  only.  Agency  employees   working  under  a  temp  to  hire  arrangement  will  be  administratively  transferred   from  their  agency  to  the  Company  after  a  60  to  90  day  evaluation  period  (depending   on  negotiated  arrangements  from  the  servicing  agency)  assuming  their  performance   is  satisfactory.       Human  Resources  is  responsible  for  conducting  timely,  effective  interviews  of   qualified  candidates  for  the  position.  Interviewing  candidates  should  always   complete  a  job  application.       Human  Resources  will  conduct  employment  reference  checks  and  background   checks  for  the  selected  final  candidate.     Employee  Handbook    

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        Upon  determination  of  the  final  candidate,  Human  Resources  and  the  President  will   develop  an  appropriate  offer  of  employment  (including  position  title,  compensation,   etc.)     Human  Resources  may  extend  a  verbal  offer  at  that  point.  A  written  offer  of   employment  will  also  be  given  to  the  candidate.       Responsibility     Human  Resources  are  responsible  for  the  overall  management  of  the  recruitment   and  selection  processes  including  employment-­‐related  agency  relationships,   contract  negotiations  and  maintenance,  and  the  processing  of  new  requisitions,   offers  and  employees.      

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Revision  Date:  2/19/14  

   

Employment  of  Former  Employees       Former  employees  are  eligible  to  be  re-­‐employed  if  they  left  employment  in  good   standing.  Former  employees  who  are  on  inactive  status  due  to  lay-­‐off  will  have  first   consideration  over  other  candidates.  All  former  employees  will  be  given  the  same   opportunities  and  will  need  to  comply  with  the  same  requirements  as  other   applicants.       If  hired,  former  employees  will  be  treated  as  new  employees  for  purposes  of   orientation  and  training.        

Employee  Handbook    

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Revision  Date:  2/19/14  

  Employment  of  Relatives       The  employment  of  relatives  in  the  same  area  of  an  organization  may  cause  serious   conflicts  and  problems  with  favoritism  and  employee  morale.  In  addition  to  claims   of  partiality  in  treatment  at  work,  personal  conflicts  from  outside  the  work   environment  can  be  carried  into  day-­‐to-­‐day  working  relationships.       Relatives  of  persons  currently  employment  by  Final  Clean  Express  may  be  hired   only  if  they  will  not  be  working  directly  for  or  supervising  a  relative.  Final  Clean   Express  employees  cannot  be  transferred  into  such  a  reporting  relationship.   ��   If  the  relative  relationship  is  established  after  employment,  the  individuals   concerned  will  decide  who  is  to  be  transferred.  If  that  decision  is  not  made  within   thirty  (30)  calendar  days,  management  will  decide.     In  other  cases  where  a  conflict  or  the  potential  for  conflict  arises,  even  if  there  is  no   supervisory  relationship  involved,  the  parties  may  be  separated  by  reassignment  or   terminated  from  employment.       Definitions     Relative:  a  relative  is  any  person  who  is  related  by  blood  or  marriage,  or  whose   relationship  with  the  employee  is  similar  to  that  of  persons  who  are  related  by   blood  or  marriage.                

Employee  Handbook    

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Revision  Date:  2/19/14  

  Initial  Employment  Period       As  a  new  employee,  you  are  regarded  as  serving  an  initial  employment  period  until   you  completed  ninety  (90)  days  of  continuous  service.  The  primary  purpose  of  the   initial   employment   period   is   to   provide   you   with   a   learning   period   and   give   us   an   opportunity  to  become  familiar  with  you.     During   this   initial   period,   your   supervisor   will   observe   and   evaluate   your   performance   to   determine   your   ability   to   perform   the   required   duties   of   your   job.   Every   effort   will   be   made   by   your   supervisor   to   provide   you   with   proper   training   to   perform  and  succeed  on  your  assignment.       **At   any   time   during   the   initial   employment   period,   and   anytime   afterwards,   you   can  be  terminated  or  can  terminate  your  employment  for  any  reason.  The  successful   completion   of   this   period   should   not   be   construed   as   creating   a   contract   or   as   guaranteeing   employment   for   any   specific   duration   or   as   establishing   a   just   cause   termination  standard.    

Employee  Handbook    

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Revision  Date:  2/19/14  

  Confidential  Information       Any   information   that   an   employee   learns   about   Final   Clean   Express,   or   its   members   or   donors,   as   a   result   of   working   for   Final   Clean   Express   that   is   not   otherwise   publicly   available   constitutes   confidential   information.   Employees   may   to   disclose   confidential  information  to  anyone  who  is  not  employed  by  the  company  or  to  other   persons   employed   by   Final   Clean   Express   who   do   not   need   to   know   such   information  to  assist  in  rendering  services.     The   protection   of   privileged   and   confidential   information,   including   trade   secrets,   is   vital   to   the   interests   and   success   of   the   company.   The   disclosure,   distribution,   electronic  transmission  or  copy  of  Final  Clean  Express’s  confidential  information  is   prohibited.  Such  information  includes,  but  is  not  limited  to  the  following  examples:     • Compensation  Data;   • Program  and  financial  information,  including  information  related  to  pending   projects  and  proposals.     In  order  to  protect  the  legitimate  interests  of  the  company,  you  will  be  asked  to  sign   a  Confidentiality  Agreement,  a  copy  of  which  will  be  maintained  in  your  personnel   file.  Any  employee  who  discloses  confidential  information  will  be  subject  to   disciplinary  action,  including  possible  termination,  even  if  he  or  she  does  not   actually  benefit  from  the  disclosure  of  such  information.     Discussions  involving  sensitive  information  should  always  be  held  in  confidential   settings  to  safeguard  the  confidentiality  of  information.  Conversations  regarding   confidential  information  generally  should  not  be  conducted  on  cellular  phones,  or  in   elevators,  restrooms,  restaurants,  or  other  places  where  conversations  might  be   overheard.                  

Employee  Handbook    

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Revision  Date:  2/19/14  

    Employee  Recruitment    

  Final  Clean  Express  is  committed  to  employ,  in  its  best  judgment,  the  best  qualified   candidates  for  approved  company  positions  while  engaging  in  recruitment  and   selection  practices  that  are  in  compliance  with  all  applicable  employment  laws.  

Employee  Handbook    

19  


Revision  Date:  2/19/14  

  Position  Description  and  Salary  Administration       Each   position   shall   have   a   written   job   description.   In   general,   the   description   will   include   the:   purpose   of   the   position,   areas   of   responsibilities,   immediate   supervisor(s),   qualifications   required,   salary   range,   and   working   conditions   affecting  the  job,  (i.e.  working  hours,  use  of  car,  etc.).  The  supervisor(s)  or  the  legal   department   shall   have   discretion   to   modify   the   job   description   to   meet   the   needs   of   Final  Clean  Express     Paychecks  are  distributed  every  two  (2)  weeks  on  Friday.  Timesheets  are  due  to  the   legal   department   within   two   days   of   each   pay   period.   All   salary   deductions   are   itemized   and   presented   to   employees   with   paycheck.   Approved   salary   deductions   include:   Federal   and   State   Income   Taxes;   Social   Security,   Medicare,   and   State   Disability   Insurance;   Voluntary   Medical   and   Group   Hospitalization   Insurance   Premiums  (if  in  force  and  if  paid  by  employee)  and  other  benefits  (i.e.  life  insurance,   retirement).      

Employee  Handbook    

20  


Revision  Date:  2/19/14  

  Personnel  Files  and  Inquiries       The   company   maintains   confidential   Employment   records.   In   addition   to   personal   history   and   previous   experience,   these   records   show   your   progress,   attendance,   home   address,   emergency   phone   numbers,   tax   exemptions   and   other   detailed   information.     Our  company  will  deny  access  to  these  files  to  creditors,  collection  agencies  and   other  outside  sources,  except  where  you  have  given  your  written  consent.     It   is   our   policy   to   protect   the   privacy   of   each   employee.   We   are   also   committed   to   the   proper   handling   of   personal   information   that   is   gathered   as   a   result   of   the   employer/employee  relationship.  You  may  inspect  certain  information  in  your  own   personnel  records  and  files  in  order  to  insure  accuracy.  Should  you  desire  to  do  so,  a   request  should  be  made  to  the  legal  department.        

Employee  Handbook    

21  


Revision  Date:  2/19/14  

  Suggestions       The   Final   Clean   Express   Employee   Suggestion   Program   encourages   employees   to   develop  suggestions  that  improve  the  performance  and  quality  of  their  work  while   achieving   company   objectives.   Those   suggestions   that   identify   specific   problems   and   propose   suitable   solutions   to   enhance   the   efficiency   and   effectiveness   of   Final   Clean   Express   through   increased   productivity,   reduced   costs,   improved   safer   working   conditions,   conservation   of   resources   and   improved   public   services   are   considered.     Suggestions  can  be  submitted  to  Human  Resources  and  they  will  oversee  the   evaluation  process  to  ensure  fair  and  appropriate  evaluations  of  such  suggestions.     Employees  with  suggestions  must  complete  the  Final  Clean  Express  Employee   Suggestion  Form,  available  in  Human  Resources  and  submit  it  to  Human  Resources.        

Employee  Handbook    

22  


Revision  Date:  2/19/14  

   

Grievances       It   is   Final   Clean   Express’   policy   to   communicate   openly   and   candidly   with   you   regarding   your   employment.   Communication   is   a   two-­‐way   street.   If   you   have   a   problem,  please  do  not  hesitate  to  talk  about  it.     In   most   cases,   you   supervisors   are   in   the   best   position   to   help   you.   They   can   personally  handle  the  majority  of  problems  that  arise  during  the  work  week.       If  for  any  reason  you  fail  to  get  satisfaction  from  your  supervisor,  or  if  you  feel  that   you   can   not   discuss   the   situation   with   him/her,   seek   out   the   person   on   the   management   team   or   Human   Resources   staff   that   you   feel   might   be   able   to   assist   you.       It   is   our   belief   that   problems   between   employees   and   management,   or   difficulties   with   individual   jobs,   can   be   worked   out   satisfactorily   through   honest   and   frank   discussions  in  an  atmosphere  of  mutual  trust,  respect  and  cooperation.      

Employee  Handbook    

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Revision  Date:  2/19/14  

Employee  Possession  of  Keys    

  Final  Clean  Express  has  developed  this  key  control  policy  to  achieve  accountability   for  all  keys  to  office(s),  to  provide  appropriate  security  and  to  reduce  the  company’s   risk  of  property  and  other  losses.       It  is  the  responsibility  of  the  Human  Resources  Department  to  oversee  the  key   control  plan.       Key  Issuance     • Keys  will  only  be  issued  to  employees  with  documented  acknowledgment   and  agreement  of  the  Human  Resources  Department;   • To  secure  the  key,  the  employee  must  read  and  agree  to  the  terms  and   conditions  of  the  Key  Issuance  Agreement  and  must  sign  in  person  at  the   Human  Resources  Department;   • The  employee  may  not  transfer,  loan  or  give  possession  of  the  key  to  another   person,  nor  may  the  employee  modify  or  alter  the  key  in  any  way.  Further,   the  employee  is  absolutely  prohibited  from  duplicating  unauthorized  copies   of  the  key(s);   • Once  the  Key  Issuance  Agreement  is  signed,  the  key  may  be  released  to  the   employee.       Key  Collection     • If  an  employee  leaves  employment  with  the  company,  the  employee  must   return  the  key  to  the  Human  Resources  Department  before  any  release  of  an   employee’s  final  paycheck  will  be  made;   • Return  of  the  key  is  to  be  noted  on  the  signed  Key  Issuance  Agreement;   • If  the  key  is  not  returned,  a  lost  key/replacement  fee  of  $25.00  will  be   accessed  to  the  former  employee.      

Employee  Handbook    

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Revision  Date:  2/19/14  

   

Dress  Code       Final  Clean  Express’s  objective  in  establishing  a  business  dress  code  is  to  allow  our   employees  to  work  comfortably  in  the  workplace.  Yet,  we  still  need  our  employees   to   project   a   professional   image   for   our   customers,   potential   employees   and   community  visitors.  Business  dress  is  the  standard  for  this  dress  code.     Because   not   all   clothing   is   suitable   for   the   office,   these   guidelines   will   help   you   determine   what   is   appropriate   to   wear   to   work.   Clothing   that   works   well   for   the   beach,   yard   work,   dance   clubs,   exercise   sessions   and   sports   contests   may   not   be   appropriate  for  a  professional  appearance  at  work.     Clothing   that   reveals   too   much   cleavage,   our   back,   your   chest;   your   feet,   your   stomach  or  your  underwear  is  not  appropriate  for  a  place  of  business.       Clothing   should   be   pressed   and   never   wrinkled.   Torn,   dirty   or   frayed   clothing   is   unacceptable.   All   seams   must   be   finished.   Any   clothing   that   has   words,   terms   or   pictures  that  may  be  offensive  to  other  employees  is  unacceptable.     Certain   days   can   be   dress   down   days,   generally   Fridays.   On   these   days,   jeans   and   other   more   casual   clothing,   although   never   clothing   that   is   potentially   offensive   to   others  are  allowed.     This   is   a   general   overview   of   appropriate   business   attire.   Items   that   are   not   appropriate  for  the  office  are  listed  too.  Neither  list  is  all-­‐inclusive  nor  both  are  open   to  change.  This  list  tells  you  what  is  generally  acceptable  as  business  attire  and  what   is  generally  not  acceptable  as  business  attire.       No  dress  code  can  cover  all  contingencies  so  employees  must  exert  a  certain  amount   of   judgment   in   their   choice   of   clothing   to   wear   to   work.   If   you   experience   uncertainty   about   acceptable,   professional   business   casual   attire   for   work,   please   ask  the  legal  department  or  your  staff.         Slacks,  Pants  and  Suit  Pants     Slacks   that   are   suit   pants   or   Dockers   as   well   as   makers   of   cotton   or   synthetic   material  pants,  wool  pants  and  dressy  capris  are  acceptable.  Inappropriate  slacks  or   pants  include  sweatpants,  exercise  pants,  Bermuda  shorts,  short  shorts,  bib  overalls,   leggings  and  spandex  or  other  form-­‐fitting  pants  such  as  people  wear  for  biking.           Employee  Handbook    

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Revision  Date:  2/19/14  

      Shirts,  Dresses  and  Skirted  Suits     Dresses  or  skirts  that  are  split  at  or  below  the  knee  are  acceptable.  Dress  and  skirt   length   should   be   at   a   length   at   which   you   can   sit   comfortably   in   public.   Short,   tights   skirts  that  ride  halfway  up  your  thigh  are  inappropriate  for  work.  Mini-­‐skirts,  skorts,   sun-­‐dresses,   beach   dresses   and   spaghetti-­‐strap   dresses   are   inappropriate   for   the   office.         Skirts,  Tops,  Blouses  and  Jackets     Casual   shirts,   dress   shirts,   sweaters,   tops,   golf-­‐type   shirts   and   turtlenecks   are   acceptable  attire  for  work.  Inappropriate  attire  for  work  includes  tank  tops,  midriff   tops,   shirts   with   potentially   offensive   words,   terms,   logos,   pictures,   cartoons   or   slogans;  halter-­‐tops,  tops  with  bare  shoulders,  sweatshirts  and  t-­‐shirts  unless  worn   under  another  blouse,  shirt,  jacket  or  dress.       Shoes  and  Footwear     Conservative   athletic   or   walking   shoes,   loafers,   clogs,   sneakers,   boots,   flats,   dress   heels  and  leather  deck-­‐type  shoes  are  acceptable  for  work.  Wearing  no  stockings  is   acceptable  if  legs  are  groomed.  Flashy  athletic  shoes,  thongs,  flip  flops  and  slippers   are  not  acceptable  in  the  office.  Steel-­‐toed  boots  are  required  on  construction  sites.       Jewelry,  Makeup,  Perfume  and  Cologne     These  items  should  be  in  good  taste,  with  limited  visible  body  piercing  and  tattoos.   Remember,  that  some  employees  are  allergic  to  the  chemicals  in  perfumes  and   make-­‐up,  so  wear  these  substances  with  restraint.       Hats  and  Head  Covering     Hats  are  not  appropriate  in  the  office.  Head  covers  that  are  required  for  religious   purposes  or  to  honor  cultural  tradition  are  allowed.               Employee  Handbook    

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Revision  Date:  2/19/14  

    Conclusion     If  clothing,  fails  to  meet  these  standards  as  determined  by  the  employees  supervisor   and  the  Legal  Department,  the  employee  will  be  asked  not  to  wear  the  inappropriate   item   to   work   again.   If   the   problem   persists,   the   employee   may   be   sent   home   to   change   clothes   and   will   receive   a   verbal   warning   for   the   first   offense.   Progressive   disciplinary  action  will  be  applied  if  dress  code  violations  continue.    

Employee  Handbook    

27  


Revision  Date:  2/19/14  

  EMPLOYEE  CONDUCT  

Employee  Handbook    

29  


Revision  Date:  2/19/14  

    Courtesy  and  Customer  Service       Proper  use  of  telephones  can  save  time  and  create  a  favorable  impression  for  the   company.  Please  observe  these  principles  when  using  the  telephone:     • Answer  promptly;     • Identify  yourself,  your  company  and  your  department;     • Take  accurate  messages  and  deliver  them  promptly;     • Transfer  calls  correctly;     • Give  accurate  and  careful  answers;     • Thanks  the  customer  for  calling  and  hang  up  carefully.      

Employee  Handbook    

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Revision  Date:  2/19/14  

   

Visitors       Final   Clean   Express   limits   personal   visitors   to   the   workplace   and   requires   employees  who  sponsor  any  visitor  (for  personal  or  business  reasons)  to  abide  by   all  policies,  procedures  and  guidelines  issued  by  the  Human  Resources  Department.       Managers  and  employees  are  responsible  for  adherence  to  company  policy.  Failure   to  do  so  may  result  in  disciplinary  action  up  to  and  including  termination.       This   policy   provides   for   the   safety   and   security   of   employees   and   company   facilities   by   maintaining   safety   standards   and   protecting   corporate   and   personal   assets   against  theft  and  misuse.  Further,  it  limits  potential  distractions  and  disturbances  in   the  workplace.       There  are  to  be  no  visitors  to  any  construction  site.       Visitors  include  all  persons  who  are  granted  access  to  Final  Clean  Express’  premises,   including,   but   not   limited   to   employees,   contractors,   clients   and   employees’   acquaintances,   friends   and   family   members,   regardless   of   whether   the   purpose   of   the  visit  is  for  business  or  personal  reasons.      

Employee  Handbook    

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Revision  Date:  2/19/14  

   

Smoking       It   is   company   policy   to   provide   a   smoke-­‐free   environment   for   our   employees,   customers   and   the   general   public.   Smoking   of   any   kind   is   prohibited   inside   our   office  and  on  our  worksites.  Employees  may  smoke  on  scheduled  breaks  or  during   meal  times,  as  long  as  they  do  so  outside  the  worksite  or  office.  Employees  who  take   excessive  smoke  breaks  may  be  required  to  work  longer  hours  to  make  up  for  time   lost  smoking.     Employees  are  also  responsible  to  inform  all  those  working  on  our  job  sites  of  this   smoke-­‐free  policy  and  report  to  their  supervisor  any  violation  of  this  policy.      

Employee  Handbook    

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Revision  Date:  2/19/14  

   

Company  and  Personal  Property       The  company’s  employees  use  the  property  and  equipment  the  company  owns  and   provides,  and  may  also  use  the  company’s  materials,  information  and  other  supplies.   While   employees   may   decorate   their   office   workspaces   with   their   personal   possessions  (such  as  pictures,  plants  and  the  like),  employees  must  remember  that   property   supplied   by   the   company   remains   the   property   of   the   company.   The   company  reserves  the  right  to  search  any  Company  property  (i.e.  computers,  desks,   lockers  or  other  storage)  at  any  time.  The  company  also  reserves  the  right  to  inspect   personal   property   (i.e.   tool   boxes,   purses,   brief   cases)   during   the   workday   or   as   employees   leave   their   worksites.   Refusal   to   allow   inspection   may   lead   to   disciplinary  action,  up  to  and  including  termination.      

Employee  Handbook    

33  


Revision  Date:  2/19/14  

  WAGE  AND  HOUR  POLICIES  

Employee  Handbook    

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Revision  Date:  2/19/14  

Overtime       Overtime   pay,   which   is   applicable   only   to   Non-­‐Exempt   Employees,   is   for   any   time   worked   in   excess   of   forty   (40)   hours   in   a   work   week.   Only   the   legal   department,   upon   the   request   of   an   employee’s   supervisor,   may   authorize   overtime.   Overtime   rate   is   one   and   one-­‐half   time   (1   ½)   the   employee’s   straight   time   rate.   Payment   of   overtime   will   be   provided   in   the   pay   period   following   the   period   in   which   it   is   earned.        

Employee  Handbook    

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Revision  Date:  2/19/14  

  Meal  Periods  and  Breaks       You   are   provided   with   two   fifteen   (15)   minute   break   periods:   one   in   the   morning   and  one  in  the  afternoon.  Breaks  must  be  taken  at  least  thirty  (30)  minutes  before   and  after  lunch  and  more  than  thirty  (30)  minutes  form  the  end  of  the  workday.  The   legal  department  will  advise  you  of  appropriate  break  times  and  reserves  the  right   to  alter  those  times  as  business  needs  dictate.     You   are   provided   with   a   one   (1)   hour   unpaid   meal   break   during   your   shift.   The   lunch   period   is   scheduled   from   12:00   p.m.   until   1:00   p.m.   Wherever   you   eat   your   lunch;  make  sure  that  you  clean  up  after  you  are  through  eating.  Please  be  sure  to   report  back  to  work  promptly  at  1:00  p.m.     There  are  no  special  arrangements  for  smoking  breaks.  The  two  breaks  that  are   provided  can  be  used  for  this  purpose.  (Please  see  smoking  policy).    

Employee  Handbook    

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Revision  Date:  2/19/14  

  ATTENDANCE  AND  ABSENTEEISM  

Employee  Handbook    

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Revision  Date:  2/19/14  

Attendance  Policy       Regular  attendance  and  punctuality  are  essential  for  the  smooth  operation  of  this   company.  We  want  to  establish  uniform  guidelines  that  will  ensure  a  consistent  and   fair  approach  to  solving  attendance  problems.  Therefore,  we  have  developed  the   following  attendance  policy:     Definitions     Incident:  An  incident  is  a  term  used  to  tabulate  deviations  from  a  perfect  attendance   record.     Perfect  Attendance:  No  absences  or  tardies  in  any  twelve  (12)  month  period;     Absence:  An  absence  from  work  is  defined  as  the  failure  of  any  employee  to  report   to   work   when   scheduled.   This   applies   to   any   assignment,   be   it   a   regular   shift,   overtime   work,   work   related   meetings,   lunch,   etc.   One   (1)   day   of   absence   will   be   considered   one   (1)   incident.   A   second   day   of   absence   is   considered   a   second   incident,   and   so   on.   If,   however,   a   physician   releases   the   employee   from   work   in   writing,  the  entire  time  of  absence  is  only  counted  as  one  (1)  incident.       Tardy:   Tardiness   occurs   when   an   employee   is   not   present,   and   ready   to   being   working,  at  his/her  workstation  at  their  scheduled  time.  Tardiness  also  occurs  when   an   employee   leaves   work   prior   to   the   end   of   their   scheduled   shift   without   prior   approval.   Tardiness   of   less   than   two   (2)   hours   will   be   considered   one-­‐half   (1/2)   incident.  Tardiness  of  two  (2)  or  more  hours  will  be  considered  one  (1)  incident.       No   Call/No   Show:   Employees   must   report   their   absence   each   day;   failure   to   do   so   is   considered  a  no  call/no  show.  Also,  failure  to  report  one’s  absence  at  least  one-­‐half   (1/2)   hours   prior   to   the   start   of   the   scheduled   shift   will   be   regarded   as   a   no   call/no   show  which  is  considered  one  and  one-­‐half  (1/2)  incidents.       Exception     Vacation,  paid  holidays,  jury  duty,  paid  funeral  leave,  job  related  injuries,  lack  of   work,  military  leave,  and  lay-­‐off  will  not  count  as  incidents.  Pre-­‐approved  time  off   request  and  pre-­‐approved  leaves  of  absence  will  not  count  as  incidents.       Reporting  Requirements     Employees  must  notify  their  supervisor  at  least  thirty  (30)  minutes  prior  to  the  start   of  their  scheduled  shift  if  they  are  going  to  be  absent  or  late.         Employee  Handbook    

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Revision  Date:  2/19/14  

Guidelines  for  Attendance  Control     Based  on  the  number  of  incidents  in  a  twelve-­‐month  rolling  period,  an  employee   will  be  subject  to  disciplinary  action  under  the  following  guidelines:     1) Two  (2)  incidents  in  any  thirty  (30)  day  calendar  period  result  in  a   documented  Friendly  Reminder;     2) Three  (3)  incidents  in  any  sixty  (60)  day  calendar  period  result  in  a   documented  Verbal  Warning;     3) Two  (2)  additional  incidents  within  the  next  ninety  (90)  day  period,   following  the  verbal  warning,  will  result  in  a  Written  Warning;     4) Any  additional  full  incidents  within  the  next  six  (6)  months  after  the  written   warning  will  result  in  suspension  and/or  termination  of  employment,   pending  investigation  and  review  by  the  legal  department.    

Employee  Handbook    

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Revision  Date:  2/19/14  

     

  CORRECTIVE  COUNSELING  AND  TERMINATIONS  

Employee  Handbook    

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Revision  Date:  2/19/14  

  Performance  Evaluations       The  work  of  each  employee  is  reviewed  on  an  ongoing  basis  with  the  supervisor  to   provide  a  systematic  means  of  evaluating  performance.     The   annual   performance   review   is   a   formal   opportunity   for   the   supervisor   and   employee  to  exchange  ideas  that  will  strengthen  their  working  relationship,  review   the   past   year   and   anticipate   Final   Clean   Express’s   needs   in   the   coming   year.   The   purpose   of   the   review   is   to   encourage   the   exchange   of   ideas   in   order   to   create   positive   change   within  Final   Clean   Express   To   that   end,   it   is   incumbent   upon   both   parties   to   have   an   open   and   honest   discussion   concerning   the   employee’s   performance.   It   is   further   incumbent   upon   the   supervisor   to   clearly   communicate   the   needs   of   Final   Clean   Express   and   what   is   expected   of   the   employee   in   contributing  to  the  success  of  Final  Clean  Express  for  the  coming  year.       Both   supervisor   and   employee   should   attempt   to   arrive   at   an   understanding   regarding   the   objectives   for   the   coming   year.   This   having   been   done,   both   parties   should   sign   the   performance   review   form,   which   will   be   kept   as   part   of   the   employee’s   personnel   record   and   used   as   a   guide   during   the   course   of   the   year   to   monitor  employee  progress  relative  to  the  agreed  upon  objectives.       The   legal   department   reviews   the   work   of   all   supervisors.   Work   reviews   for   other   staff   are   the   responsibility   of   the   appropriate   supervisor,   subject   to   confirmation   by   the  legal  department.        

Employee  Handbook    

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Revision  Date:  2/19/14  

  Resignation       Should   you   decide   to   leave   your   employment   with   us,   we   ask   that   you   provide   your   supervisor  with  at  least  two  (2)  weeks  advance  notice.  Notice  is  preferably  given  in   writing  to  your  department  head.  Your  thoughtfulness  will  be  appreciated  and  will   be   favorably   noted   should   you   ever   wish   to   reapply   for   employment   with   the   company  or  seek  a  favorable  reference  from  us.     Additionally,   all   resigning   employees   are   asked   to   complete   a   brief   exit   interview   prior   to   leaving.   This   will   be   conducted   either   during   your   notice   time,   or   when   you   sign  for  your  final  paycheck.  The  purpose  of  this  interview  is  to  review  eligibility  for   benefit   continuation   and   conversion,   and   to   insure   that   all   necessary   forms   are   completed.       We  ask  that  all  company  property,  including  this  handbook,  be  returned  prior  to   your  last  working  day.       If  you  are  planning  to  retire,  please  give  our  company  at  least  two  (2)  months  notice   this  will  allow  time  to  prepare  retirement  packages,  if  applicable.        

Employee  Handbook    

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Revision  Date:  2/19/14  

   

Terminations       It  is  company  policy  to  ensure  that  employee  terminations  are  handled  in  a   professional  manner  with  minimal  disruption  to  ongoing  work  functions.     There  are  two  (2)  types  of  terminations:     1) Involuntary   2) Death       Definitions     Involuntary  Termination:  a  management-­‐initiated  dismissal  due  to  the  inability  of   an  employee  to  perform  the  essential  functions  of  the  job  with  or  without  a   reasonable  accommodation.       Death:  a  termination  due  to  the  death  of  an  employee     Involuntary  Termination  Procedures     Involuntary   termination   may   be   for   any   legal   reason,   i.e.   misconduct,   tardiness,   absenteeism,   unsatisfactory   performance,   inability   to   perform,   etc.   In   some   cases   progressive   discipline   maybe   used,   prior   to   termination,   to   correct   a   performance   problem.   However   certain   types   of   employee   misconduct   are   so   severe   that   one   incident   of   misconduct   will   result   in   immediate   dismissal   without   prior   use   of   progressive  discipline.     Prior   to   an   involuntary   termination,   consideration   will   be   given   to   an   employee’s   service   and   past   contributions   to   the   company.   The   possibility   of   transfer   or   demotion  will  be  explored  in  all  cases  except  those,  which  involve  gross  misconduct.       Before  any  action  is  taken  to  discharge  an  employee,  the  legal  department  and  the   President  will  review  the  situation  and  determine  if  dismissal  is  warranted.     If  dismissal  is  recommended,  it  is  the  legal  department’s  responsibility  to  notify  the   employee  and  complete  employee  discharge  paperwork.  An  exit  interview  will  also   be  conducted  when  the  employee  picks  up  their  last  check.       An  employee  terminated  will  not  be  allowed  for  rehire.         Employee  Handbook    

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Revision  Date:  2/19/14  

  Termination  of  Employee  Death  Procedures         Upon  receiving  notification  of  the  death  of  an  employee,  the  legal  department  will   process  discharge  paperwork  and  return  personal  effects  to  the  family.      

Employee  Handbook    

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Revision  Date:  2/19/14  

    Final  Pay       An  employee  who  resigns  or  is  discharged  will  be  paid  through  the  last  day  of  work,   less   outstanding   loans,   advances   or   other   agreements   the   employee   has   with   the   company.  Final  pay  due,  upon  the  death  of  an  employee,  will  be  paid  to  the  deceased   employee’s  estate.           Unemployment  Compensation       The  company  is  able  to  monitor  and  control  the  cost  of  unemployment  insurance  by   being  responsive  to  regulatory  authorities.  Typically,  employer  information  must  be   submitted  to  the  appropriate  State  office  within  seven  (7)  days  of  request.  Failure  to   respond  in  a  timely  manner  often  results  in  unemployment  compensation  awards  to   former  employees  who  would  not  normally  qualify.       The  legal  department  will  research  each  claim  as  necessary  and  advice  the  company   on  hearing  attendance  requirements  as  well  as  required  materials  and  presentation.        

Employee  Handbook    

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Final clean express employee policy manual