Final clean express employee policy manual

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.

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ABOUT YOUR EMPLOYMENT

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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.

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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.

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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.

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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.

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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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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.

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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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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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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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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.

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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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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.

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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.

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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.

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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.

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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.

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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).

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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.

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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.

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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.

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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.

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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.

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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.

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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.

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EMPLOYEE CONDUCT

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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.

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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.

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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.

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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.

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WAGE AND HOUR POLICIES

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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.

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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).

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ATTENDANCE AND ABSENTEEISM

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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.

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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.

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CORRECTIVE COUNSELING AND TERMINATIONS

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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.

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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.

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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.

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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.

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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.

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