
Employee Handbook NW127.v5_6/24/2020 1 Table of Contents 1.0 INTRODUCTION 1.1 Productive Working Environment 1.2 Equal Employment Opportunity 1.3 Discrimination and Harassment 1.4 Sexual Harassment 1.5 American’s with Disabilities Act 1.6 Confidential Nature of Work 1.7 Conflict of Interest 2.0 ON THE JOB 2.1 Attendance, Punctuality, and Job Abandonment 2.2 Call-In Policy 2.3 Code of Conduct 2.4 Drug and Alcohol Policy 2.5 Workplace Violence 2.6 Courtesy 2.7 Discipline 2.8 Dress Code Policy 2.9 Grievances 2.10 Computers 2.11 E-Mail and Internet Usage 2.12 Social Media Policy 2.13 Personal Phone Calls 2.14 Cellular Phones 2.15 Safety 2.16 Personnel Items 2.17 Suggestions 3.0 COMPENSATION 3.1 Payment of Compensation 3.2 Personal Records 4.0 APPROVED LEAVES 4.1 Bereavement Leave 4.2 Jury Duty 4.3 Military Leave 4.4 Family Medical Leave Act 4.5 Leave of Absence Without Pay EMPLOYEE BENEFITS Refer to Benefits Insert Handbook Acknowledgement Form NW127.v5_6/24/2020 2 Welcome to 1st Employment This handbook has been prepared to introduce you to 1st Employment. It will acquaint you with the policies and benefits that apply to all employees. The information presented in the handbook is presented as a matter of information only and its contents should not be interpreted as a contract between 1st Employment and any of its employees. Your employment with 1st Employment is “at will” and entered into voluntarily. Either 1st Employment or the employee may terminate employment at any time, for any reason and without notice. No alterations to the agreement for at-will employment are valid unless such alterations are in writing and signed by the President of 1st Employment. Since our business is constantly changing, we reserve the right to change any of our policies, including those in this handbook, at any time, with or without notice. NW127.v5_6/24/2020 3 1.0 Introduction 1st Employment provides a variety of staffing services to customers located throughout Arkansas. 1st Employment is your employer and provides wages, tax withholdings, workers’ compensation insurance, and other benefits. If you meet customer requirements you may be assigned to work at a customer’s facility. This does not change your relationship with 1st Employment. 1st Employment will continue to be your employer regardless of the location of your staffing assignment. Our Mission Provide 1st class employment solutions to customers, job seekers and employees in Northwest Arkansas with honesty, integrity and excellent customer service. Our Values Honesty – Acting responsible and treating everyone fairly, respectful and with compassion and integrity Customer Service – Understanding the needs of each customer, and employee, and providing them solutions that exceeds their expectations Pride – Knowing that the 1st Employment team provides each customer and employee with the best service available Commitment – Doing our best for our company; willing to make personal sacrifices Team Work – Working together as a well-integrated group Leadership – Sharing leadership roles, encouraging development, and inclusive decision making NW127.v5_6/24/2020 4 1.1 Productive Working Environment It is the policy of 1st Employment that employees maintain a working environment that encourages mutual respect, promotes civil and congenial relationships among employees, and is free from all forms of harassment and violence. Employees are expected to conduct themselves in an appropriate manner as judged by a reasonable person. Employees have the right to conduct their work without disorderly or undue interference from other employees. 1st Employment prohibits employees from violating this right of their co-workers. 1st Employment encourages a congenial work environment of respect and professionalism. Therefore, 1st Employment prohibits employees from intentionally harming or threatening to harm other employees, customers, vendors, visitors or property belonging to any of these parties. This prohibition includes but is not limited to intentional acts such as: Physically harming others Verbally abusing others Using intimidation tactics and making threats Sabotaging another's work Stalking others Making false statements about others with malice Publicly disclosing another's private information Employees are responsible for maintaining their work area in a neat and professional manner. 1st Employment may take disciplinary action against employees whose conduct violates this or other company policies and practices. 1st Employment also reserves the right to search any company-owned property or any personal property on company premises. Refusal of request may result in disciplinary action up to and including termination. NW127.v5_6/24/2020 5 1.2 Equal Employment Opportunity 1st Employment is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws. 1st Employment provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, gender (including pregnancy), sexual orientation, national origin, age, disability, marital status, amnesty, status as a covered veteran, or any other characteristic protected under applicable federal, state, or local law. All 1st Employment employees, other workers, and representatives are prohibited from engaging in unlawful discrimination. This policy applies to all terms and conditions of employment, including, but not limited to hiring, placement, promotion, discipline, termination, layoff, recall, transfer, leave of absence, benefits, compensation and training. 1st Employment strictly prohibits and does not tolerate discrimination against employees, applicants, or any other covered persons because of race, color, religion, creed, national origin or ancestry, ethnicity, sex (including pregnancy and sexual orientation), gender (including gender nonconformity and status as a transgender individual), age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, or any other characteristic protected under applicable federal, state, or local law. 1st Employment expressly prohibits any form of unlawful employee harassment including that based on race, color, religion, gender, sexual orientation, national origin, age, disability, veteran status, or any other characteristic protected under applicable federal, state, or local law. Improper interference with the ability of 1st Employment employees to perform their expected job duties is absolutely not tolerated. NW127.v5_6/24/2020 6 1.3 Discrimination and Harassment It is the intent of 1st Employment to provide a work environment free of discrimination and harassment in which people are treated with dignity, decency and respect. Employees should be able to work in a safe, yet stimulating environment. For that reason, 1st Employment will not tolerate any unlawful discrimination or harassment of any kind. Through enforcement of this policy and by education of employees, 1st Employment will seek to prevent, correct and discipline behavior that violates this policy. Reporting Employees who feel that they have been victimized by discrimination or harassment of any kind are encouraged to report this to their supervisor immediately. If the supervisor is involved in the discrimination or harassment, a report can be made to Jason Daugherty, President of 1st Employment, at (479) 717-2910. Any employee who is found to have knowingly made a false accusation of discrimination or harassment will be subject to disciplinary action up to and including termination of employment. Retaliation Any employee who, in good faith, reports an alleged incident of discrimination or harassment shall not be subject to reprisal or retaliation of any kind. Any employee who feels that he or she has been subjected to such adverse actions should report this to 1st Employment. An employee may also contact Jason Daugherty, President of 1st Employment, at (479) 717-2910. NW127.v5_6/24/2020 7 1.4 Sexual Harassment 1st Employment is committed to providing a work environment free from all forms of harassment including sexual harassment. Any employee, including supervisors and manager, who have been found to have committed an act of sexual harassment will be subject to disciplinary action up to and including termination of employment. Sexual harassment has been defined by the EEOC as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment. Sexual harassment can include but is not limited to the following examples: Unwanted sexual advances. Offering employment benefits in exchange for sexual favors. Making or threatening reprisals after a negative response to sexual advances. Visual conduct that includes leering, making sexual gestures, indecent exposure or the displaying of sexually suggestive objects, pictures, cartoons or posters. Verbal conduct including the use of derogatory comments, epithets, slurs or jokes. Verbal sexual advances or propositions. Verbal abuse of a sexual nature, graphic verbal commentaries about an individual’s body, sexually degrading words used to describe an individual or suggestive or obscene letters, notes or invitations. Physical conduct including touching, assaulting and
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