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Employee Handbook Intitials and dates updated 5-28-09
 

Employee Handbook Intitials and dates updated 5-28-09

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    Employee Handbook Intitials and dates updated 5-28-09 Employee Handbook Intitials and dates updated 5-28-09 Document Transcript

    • 15 EMPLOYEE HANDBOOK INITIALS AND DATE Candidates When candidates from outside the company are to be considered for job openings, the following procedures should be followed: No candidate without a Social Card at the time of interview will be taken, the interview can be re-scheduled. ATS participates in the E-verification process and cannot interview without proper documentation as requested. 8 U.S.C. §1324a(b)(1). IMMIGRATION REFORM AND CONTROL ACT: The Immigration Reform and Control Act of 1986 (“IRCA”), as amended by the Illegal Immigration Reform and Immigrant Responsibility Act of 1996 (“IIRIRA”), 8 U.S.C. §§1324a and 1324b, and regulations of the U.S. Citizenship and Immigration Services (“USCIS”), formerly, the Immigration and Naturalization Service (“INS”)), 8 C.F.R. §274a.1 et seq., prohibit employers from hiring individuals who are not legally eligible to work in the United States. Accordingly, all employers are required to verify that every new employee is either a U.S. citizen or authorized to be employed in the United States and may not employ anyone who cannot provide the documentation required to complete the Form I-9, discussed below (A)Any candidate for employment must fill out and sign an employment application form in order to be considered for hiring. Upon completion of the application, the application, the candidate becomes a applicant for purposed of ATS recordkeeping. (B) The Human Resources Department will consider request for accommodations of disabilities and religious and will determine what, if any, accommodation will be made. (C) Applicants determined to be qualified for consideration for available job openings will be interviewed by the Human Resources Department and given any test required for the job.
    • (D) If the Human Resources Department determines that the applicant is qualified for the employment, a second interview should be arranged between the applicant and the head of the department with the job opening. (E) The department head has the responsibility to determine whether an applicant has the technical qualifications for the open position and meets the other job-related criteria necessary to perform the job. The decision whether to hire the applicant is to be by the department head, but also must have the approval of the Human Resource Department. (G) If the background, medical, or any other subsequent investigation discloses any misrepresentation on the application form or information indicating that the individual is not suited for employment with ATS, the applicant will be refused employment, or if already employed, will be terminated. Any employee or candidate that violates ATS policies and procedures will be automatically terminated without notification. Initials: ____________________________________________Date:________________ No Discrimination ATS employees shall enjoy a working environment free from harassment on the basis of gender, race, religion, sexual orientation, national origin, age, disability or veteran status. Any harassment based on the above is strictly prohibited, and constitutes grounds for disciplinary action, or termination. Any employee that is found violating ATS policies and will be automatically terminated without notification. Acceptance as a employee is contingent upon satisfactory references, verification of the information submitted on this application and satisfactory completion of mandatory requirements, including drug screening. I authorized that all employers, schools, or references thus contacted be released from all liability in answering questions related to my application. I therefore authorize you to make such investigations and inquires you deem necessary in arriving at a decision to accept me as a volunteer. Initials: ____________________________________________Date:________________ If any employee feels as though they have been the victim of any of these types of harassment, he or she should report any and all incidents of such harassment to Human Resources immediately. ATS
    • policy is to treat any such report as a serious matter, and no employee should fear any sort of reprisal or further harassment as a result of filing such a report. Conduct This section covers the general rules and practices that ATS employees are expected to follow. Personal Information In order to be able to maintain accurate records, and to be able to contact you should the need arise, it is important that ATS have accurate and up-to-date personal information for each employee, including current phone number, address, I-9, W-2, and etc. “Remember it is imperative that you update your personal information at ATS as it is changed for tax purposes. In addition, you must also fill out a change of address form and give it to ATS. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: ___________________________Date:________________ Changing Your Withholding Events during the year may change your marital status or the exemptions, adjustments, deductions, or credits you expect to claim on your tax return. When this happens, you may need to give your employer a new Form W-4 to change your withholding status or number of allowances. If the event changes your withholding status or the number of allowances you are claiming, you must give your employer a new Form W-4 within 10 days after either of the following. • Any event that requires you to change to single status. • Any event that decreases the number of withholding allowances you can claim. Events that will decrease the number of withholding allowances you can claim include the following. • You have been claiming an allowance for your spouse, but you get divorced or your spouse begins claiming his or her own allowance on a separate Form W-4. • You have been claiming an allowance for a dependent who is a qualifying relative, but you no longer expect to provide more than half the dependent's support for the year.
    • • You have been claiming an allowance for your qualifying child, but you now find that he or she will provide more than half of his or her own support during the year. • You have been claiming allowances for your expected deductions, but you now find they will be less than expected. • You filed for bankruptcy under chapter 11 of the U.S. Bankruptcy Code and you may not be entitled to the same number of allowances or the bankruptcy estate may be taxed at a higher rate. Generally, you can submit a new Form W-4 whenever you wish to change the number of your withholding allowances for any other reason. Initials: ____________________________Date:___________ Loss or Suspension/Restriction of Driver’s License In the event of loss or suspension/restriction of the driver’s license and/or any required special driving certification, the employee must notify his/her immediate supervisor within 48 hours after learning of the suspension/restriction. An employee who has been charged with a violation of statutes that affects his/her driver’s license or who has his/her driving privileges suspended, revoked or barred for violating such statutes, including but not limited to operating a vehicle while intoxicated, vehicular homicide or habitual violation, will be automatically terminated from employment without notification. Initials: ____________________________Date:___________ Disciplinary Action for Failure to Maintain a Driver’s License An employee whose employed at ATS will always be required to have the possession and maintenance of a Driver’s license or a work permit. Any employee that driver’s license or work permit has been rescinded suspended or the renewal denied will be automatically terminated without notification. Initials: ____________________________Date:___________
    • Workplace Attire Personal dress of employees sets the atmosphere and the image of the office. During working hours, proper attire suitable to a client (employer) business environment for all employees. Good hygiene is included this practice. While we do not wish to limit your expressions of taste and individuality, we must all be aware that what we wear to work is a reflection of our own professionalism and that of the organization. We ask you to dress appropriately for our type of business and your position in particular. In addition, certain requirements must be observed. Clothing should not be provocative (e.g., low-cut, revealing, or extremely tight-fitting). Your clothing should not be hazardous to your own safety (e.g., open-toed shoes or loose hanging shirttails if you are working around machinery). Extremely casual dress is generally not considered appropriate for work. If "casual days" are occasionally designated by management, appropriate guidelines will be explained to you. Obviously, a professional appearance is especially important for those of us who at any time come into contact with clients and/or potential customers. Please use good judgment and good taste, remembering that rightly or wrongly, people do judge us as an organization, based in part on our appearance. Any employee that is found violating ATS policies and will be automatically terminated without notification. Manufacturing areas: Slacks or pants that are similar to Dockers and other makers of cotton or synthetic material pants, wool pants, flannel pants, jeans, bib overalls, and nice looking athletic pants are acceptable. Gauchos and Capri’s are acceptable. Pants that are below the knee with finished edges are allowed. Casual shirts, dress shirts, sweaters, tops, golf-type shirts, t-shirts, sweatshirts, nice looking athletic tops, and turtlenecks are acceptable attire for work. Loafers, boots, dress heels below 2 inches high, athletic shoes, and leather deck shoes, as examples, are acceptable. Inappropriate attire for work includes tank tops; midriff baring tops; shirts with potentially offensive words, terms, logos, pictures, cartoons, or slogans; halter-tops; and tops with bare shoulders. Pants in the plant include sweatpants, exercise pants, Bermuda shorts, short shorts, shorts, leggings, and any spandex or other form-fitting pants such as people wear for biking. As a general rule, shorts or pants that are above knee length are not allowed. . Thongs, flip-flops, clogs, slippers, sandals, and any shoes with an open toe or open heel are not acceptable in a manufacturing plant. Each client may have individualized dress codes that ATS employees need to comply with. Office Areas: Slacks that are similar to Dockers and other makers of cotton or synthetic material pants, wool pants, flannel pants, and nice looking dress synthetic pants are acceptable. Dressier gauchos and Capri’s are
    • acceptable in the office. Pants that are below the knee with finished edges are allowed. Loafers, boots, dress heels below 2 inches high, athletic shoes, and leather deck shoes, as examples, are acceptable. Inappropriate slacks or pants include jeans (except on dress down days), sweatpants, exercise pants, Bermuda shorts, short shorts, shorts, bib overalls, leggings, and any spandex or other form-fitting pants such as people wear for biking. As a general rule, shorts or pants that are above knee length. Closed toe and closed heel shoes are required for safety reasons in the manufacturing facility. Shoes that enclose only part of the heel or toe are not acceptable in the manufacturing facility. For safety reasons, heels over two inches high are not acceptable in the manufacturing facility. Other areas: Dress code may be required by certain clients that will be adhered by their specifications. Anyone working in the job title Maintenance and Snow removal will be required to wear steel toed boots and/or winter boots. Winter weather clothing such as hats, gloves, coats, etc. If ATS employee comes to worksite without appropriate winter clothing they understand that the job leader will send them home without pay and ATS and Allegiant Professional will be responsible for anyone that is hurt on the job under unemployment insurance claims for doctors visits do to an injury caused by employees’ violation of any policy in this handbook. Any employee that is found violating ATS policies and will be automatically terminated without notification. Inititals:_________________________________________Date:____________________ Jewelry, Makeup, Perfume, and Cologne All jewelry, makeup, perfume and cologne should be worn in good taste, with no visible body piercing. Remember, that some employees are allergic to the chemicals in perfumes and make-up, so wear these substances with restraint. Drug and Alcohol Use ATS is committed to creating an effective, safe and secure environment for those who live, learn and work here. Toward that end, subject to review as set forth below, ATS will exclude from future employment consideration former employees who were terminated for cause or who resigned in lieu of such termination. Any employee that is found violating ATS policies and will be automatically terminated without notification. ATS prohibits the distribution, manufacture, use, or possession of any illegal drug by its employees while performing any duties for ATS or its clients, while on client and ATS property, while participating in any ATS activity, or while representing ATS in any way. Employees are forbidden from reporting for work or being present on ATS and/or client property while under the influence of
    • alcohol or of any other controlled substance. Any violation of these policies will be considered grounds for disciplinary action, including immediate termination of employment. Any employee that is found violating ATS policies and will be automatically terminated without notification. Inititals:___________________________________________Date:__________________ □ ATS prohibits the consumption or possession of any alcoholic beverages while performing any duties for ATS and/or clients of ATS, while on ATS and/or client’s property, while participating in any ATS activity, or while representing ATS in any way. Any violation of this policy will be considered grounds for disciplinary action, including immediate termination of employment. Any employee that is found violating ATS policies and will be automatically terminated without notification. Inititals:___________________________________________Date:__________________ Failure to comply with the provision of this policy, including not submitting to require medical and physical examinations or tests when requested to do so, constitutes a policy violation and will be considered grounds immediate termination of employment with ATS. Any employee that is found violating ATS policies and will be automatically terminated without notification. Inititals:_________________________________________Date:____________________ Workplace Violence Policy ATS is committed to providing a safe and healthy workplace for all employees. It is the policy of the ATS that workplace violence in any form is unacceptable. Any form of violence by an employee against another employee, client, vendor or visitor to ATS and on assignment, including but not limited to physical attack, intimidation, threats or property damage, will be cause for disciplinary action up to and including dismissal as unacceptable personal conduct and may also result in criminal prosecution, if federal, state or local laws are violated. Any employee that is found violating ATS policies and will be automatically terminated without notification. This policy covers every employee of ATS, whether full-time, part-time, permanent or temporary, and anyone employed by or who is an agent of ATS. It covers all employees while engaged in any activity related to their employment with the ATS, whether on ATS property or elsewhere. Any employee that is found violating ATS policies and will be automatically terminated without notification. Definitions
    • Prohibited acts of workplace violence include but are not limited to threats, intimidation, physical attack or property damage. For purposes of this policy, the following definitions will apply: □ Threats: A "threat" is the expression of intent to cause physical or mental harm. Such an expression constitutes a threat without regard to whether the person communicating the threat has the ability to carry it out, and without regard to whether the threat is made on a present, conditional or future basis. In determining whether the conduct constitutes a threat, including whether the action caused a reasonable apprehension of harm. Any employee that violates Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: ______________________________________________Date:_______________ □ Physical Attack: A "physical attack" is, without limitation, unwanted or hostile physical contact such as hitting, pushing, kicking, shoving, throwing of objects or fighting. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: __________________________________________ Date: ________________ □ Intimidation: "Intimidation" includes but is not limited to stalking or engaging in actions, either verbal or physical, which are intended to frighten or coerce. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: ___________________________________________Date:_________________ □ Property Damage: "Property damage" is intentional damage to or destruction of property owned by ATS or employees, vendors, clients or visitors, etc. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: __________________________________________Date:___________________ Elements of Policy An employee who believes that he or she has been the target of workplace violence must report this to the Police Department, his or her supervisor or manager, and to Human Resources at ATS. Employees who observe incidents of workplace violence should file reports of alleged workplace violence with the appropriate supervisors, with ATS and the Police Department and with Human Resources as soon as is reasonably possible. In emergency situations, call the Police Department by dialing "911." Any employee that is found violating ATS policies and will be automatically terminated without notification. Supervisors are responsible to respond in a prompt and effective fashion either when notified of an alleged incident of workplace violence, or when they observe workplace violence, and to contact Human Resources for guidance and assistance in handling such situations in the workplace. A Human Resources professional will conduct a full and prompt investigation. In emergency situations, supervisors will call the Police. ATS will institute disciplinary action as appropriate and will follow up with victims and any witnesses to an incident of workplace violence, preserving, to the extent required by law or policy, the privacy interests of those involved. Any employee that is found violating ATS policies and will be automatically terminated without notification.
    • Open Communication Policy ATS encourages all employees to discuss any issue they may have with a co-worker directly with that person. If a resolution cannot be reached, the employee should arrange a meeting with their Human Resource Specialist to discuss any concern, problem, or issue that arises during the course of their employment. If requested, any information discussed in such a meeting will be considered confidential to the extent reasonably practicable. Retaliation against any employee for meeting with their supervisor to voice their concerns will not be tolerated. Please remember it is counterproductive to a harmonious workplace for employees to create or repeat rumors. It is more constructive for an employee to consult his/her supervisor. Punctuality and Attendance In order for ATS to operate and serve its customers efficiently, it is important that its employees are at work punctually and consistently. You are expected to be present at work promptly as scheduled, and to remain at work (aside from approved breaks) until the end of your scheduled workday and/or client tells you to go home. If you will be late arriving to work, you must notify your immediate supervisor at ATS of such lateness promptly, no later than one (1) minute after the start of the workday, unless circumstances exist that would make it unreasonably difficult to provide such notice within that time frame. Repeated or excessive tardiness or unauthorized absences from work are grounds for disciplinary action, including termination of employment. NEVER CALL THE CLEINT UNLESS TOLD TOO. You must arrive 15 minutes for your assignment shifts. Anyone arriving more than 5 minutes late will not be admitted to work at the job site. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: __________________________________________Date:___________________ Employees who are unable to call in themselves because of illness, emergency or for some other reason, should be sure to have someone call for them. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: __________________________________________Date:___________________ A consistent pattern of questionable absences can be considered excessive, and may be cause for concern. In addition, excessive lateness and leaving early without informing ATS will be considered a “lateness pattern” and may carry the same weight as an absence. Other factors, like the degree and
    • reason for the lateness, are show for voluntary termination of employment with ATS. One (1) occurrence without prior approval from ATS and the client will result in removal from assignment and terminated. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: __________________________________________Date:___________________ Call In A four (4) hour advance notice of an absence should be offered when possible this would be considered an excused absence, otherwise considered unexcused absence that can lead to automatic termination without a Dr. Note for an excuse. Any employee that is found violating ATS policies and will be automatically terminated without notification.. ATS is relying on you to conduct yourself professionally. Please be aware that a client may ask that you be replaced on an assignment if we are not notified of a pending absence or late arrival. Failing to report that you will be late or absent If you are unable to make it to work due to illness/appointment it is your responsibility to call the site supervisor, as well as ATS coordinator, at least (4) four hours prior to the start of your sift. Please always speak directly of an on-site supervisor- do not leave a voicemails. If you do not call in. you will be considered a No-show for that day. This makes it easier not only for ATS Staff, but also for your team leader. This eliminates team leaders having to wait on employees in a no-show situation. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: __________________________________________Date:___________________ After finishing an assignment if you do not contact ATS, we will assume you terminated you employment effective immediately and this constitutes employee is not eligible for unemployment benefits. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: __________________________________________Date:___________________ No call and No show to assignments is automatic termination and you will be forfeiting your right to unemployment. Any employee that is found violating ATS policies and will be automatically terminated without notification.
    • Initials: __________________________________________Date:___________________ Refusing to do an assignment after stating you will be on call for a backup you will automatically terminate and not eligible for any other further job assignments. Initials: __________________________________________Date:___________________ Weather Emergency In the event that Ankeny Temporary Services, LLC and/or client site is closed due to weather, power failure, and Act of God or at the client’s request, employees will be paid only for the actual hours worked that day, if any. Harassment As noted above, ATS is firmly committed to providing its employees with a working environment free of harassment based on gender, race, religion, sexual orientation, national origin, age, disability, or veteran status. Any employee that is found violating ATS policies and will be automatically terminated without notification. ATS harassment policy includes a strong commitment to keeping the workplace free of sexual harassment of all sorts. Sexual harassment is defined as any 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. ATS neither condones nor permits any type of sexual harassment within the workplace or among its employees. Any behavior that violates ATS’S harassment policy will be automatically terminated without notification. Initials: __________________________________________Date:___________________ If you believe that you have experienced any sort of harassment, sexual or otherwise, you are asked to report the situation to OWNER OF ATS, Javona Woolery “Jo.” ATS policy strictly prohibits any retaliatory action against those filing a report of harassment, and all such reports will be dealt with promptly and seriously. Any employee that is found violating ATS policies and will be automatically terminated without notification.
    • Performance Reviews One (1) times a year or as needed 90 days of service with, ATS will conduct a performance evaluation and review for each employee. Employees will be evaluated based on their fulfillment of their job assignments, attitude, and dependability. Each employee will then meet with their supervisor to discuss and review this evaluation. Dating in the Workplace Supervisors and employees under their supervision are strongly discouraged from forming romantic or sexual relationships. Such relationships can create an impression of impropriety in terms of conditions of employment and can interfere with productivity and the overall work environment. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: _________________________________________Date:___________________ If you are unsure of the inappropriateness of an interaction with another employee of the Company, contact Javona Woolery “Jo”, President/Owner for guidance. If you are pressured to become involved with a customer or an employee in any way that make you uncomfortable and is unwelcome, you should always notify Javona Woolery “Jo”, President/Owner immediately. NO customer or employee of this Company has the right to subject any employee to sexual or any unlawful harassment, including request for sexual favors, sexual advances, offensive touching, and any unwanted verbal, graphic conduct or communications of any sexual nature. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: _________________________________________Date:___________________ Safety Depending upon the nature of client business, you should set forth the general safety precautions, practices, and safeguards you expect of your employees, i.e., safe operation of machinery, protective gear, etc. Include a contact person to whom employees should report safety hazards, as well as notice that no employee will be penalized or harassed for reporting any safety hazard. Absolutely no horseplay! You are there to do a job, not to play around with the equipment and machinery. Anyone found to be do so will be dismissed immediately and escorted off the client property. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: _________________________________________Date:___________________
    • Offers of Employment If offered permanent employment with one of ATS clients. I will advise ATS so that they can work the necessary details out with their client to ensure a smooth transfer to the client’s payroll. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: _________________________________________Date:___________________ ALL EMPLOYEES ARE UNDER ATS POLICY AND CONTRACTS, VIOLATE OF THIS POLICY WILL LEAD TO TERMINATION OF EMPLOYMENT AT ATS AND INELIGIBLE FOR REHIRE, OR TO BE HIRE BY THE CLIENT FOR THE PERIOD STATED IN THEIR INDIVIDUALS TERMS AND COMMITMENTS WITH ATS Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: _________________________________________Date:___________________ Account and Customer Information Employees are prohibited from distributing account, client, and/or customer information to anyone, in any form, except for the name of account holder, client, and/or customer. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: _________________________________________Date:___________________ Compliance Employee who fails to comply with this policy will be disciplined, which may include a demand for reimbursement any loses or damages, termination of employment and refer to criminal prosecution. Action appropriate to the circumstances will also take action against supervisors, managers, or others who fail to report a violation or withheld relevant information concerning the violation of this policy. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: _________________________________________Date:___________________
    • Non-business or Social Visits to Worksites Personal visits are prohibited when on a work assignment, as it interferes with on-going work and distracts fellow employees. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: ________________________________________Date:___________________ Progressive Discipline Ankeny Temporary Services, LLC reserves the discretion to discipline their employees. Oral and written warnings and progressive discipline up to and including discharge may be administered as appropriate under the circumstances. A probationary employee may be terminated any time during the first 90 days of hire, date, without notice. Any employee that is found violating ATS policies and will be automatically terminated without notification. Please note Ankeny Temporary Services, LLC reserves the right to terminate any employee whose conduct merits immediate dismissal without resorting to any aspect of the progressive discipline process. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: _________________________________________Date:___________________ Non-Solicitation of Customers During a thirty-six (36) months following last day of employment at Ankeny Temporary Services, LLC, regardless of the reason of the EMPLOYEES separation from company, employee agrees, whether on the behalf of him/herself or any other person, client, and any other entity, not to solicit or otherwise attempt to obtain business or employment from any of Ankeny Temporary Services, LLC’s clients or customers. (1) Hand actual business relationship with Ankeny Temporary Services, LLC (2) was prospective customers of Ankeny Temporary Services, LLC at the time of Employee separation from the Company and with whom Employee had contact with Ankeny Temporary Services, LLC. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: _________________________________________Date:___________________
    • Employee further agrees that, for the same period of time his/her separation from Company, that he/she will not, whether on behalf of his/herself or any other entity, encourage any such clients/customers to end their relationship, stop doing business with, or decrease business with Ankeny Temporary Services, LLC. Nothing in this agreement is intended to restrict Employee from being employed by pr engaged in a competing business. Such restrictions may be subject of a separate agreement signed by Employee and Ankeny Temporary Services, LLC to the extent of the law. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: _________________________________________Date:___________________ Confidential Information Policy “Confidential information” means information proprietary to Ankeny Temporary Services, LLC and not generally knows by non-Company personal. This is information that an employee may gain access to or knowledge as a result of his/her position at Ankeny Temporary Services, LLC. Confidential information includes, but not limited to, the following types of information: Client names and any other information relating to clients, marketing plans, marketing techniques, ideas, concepts, security codes, files, procedures and financial information. Any employee that is found violating ATS policies and will be automatically terminated without notification. Disclosure of confidential information to any unauthorized part is will be terminated without notification. Initials: ________________________________________Date:___________________ Hourly Employees Employees paid an hourly wage are expected to work what assignment they take. Employees that work in excess of a 40 hours a week will be paid overtime in the amount of one and a half times their regular hourly rate. However, all overtime hours must be authorized by ATS and/or clients. Employees are expected to work overtime hours when requested to do so by their supervisor. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: _________________________________________Date:___________________
    • Pay rates are confidential. I should never discuss my pay with anyone other than ATS. Any employee that is found violating ATS policies and will be automatically terminated without notification. There is a $3.00 service charge for automatic deposits (ACH) for your payroll each week. There is a $2.00 service charge for paper checks each week. There is a $10.00 service charge for gas cards from Casey’s $25.00. There is a $5.00 service charge for Uniform reimbursement out of your checks. There is a $3.00 service charge for mileage reimbursement charge off payroll checks. There is a $45.00 service charge for Concentra physicals done with Ankeny Temporary Services you self terminate or get terminated it will be taken out of you last check without further notification. Initials: _________________________________________Date:___________________ When an employee accepts a job (client) assignment and never comes in to sign policy statement and get a time-slip. ATS policy is that employee will be placed in the DO NOT USE LIST (DNU) and will not be eligible for unemployment and/or be reconsider for rehire. All Time sheets are ALWAYS verified by ATS before being submitted. We will not tolerate anyone who thinks they can submit a fraudulent time sheet. We have and will prosecute to the fullest extent of the law. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: ________________________________________Date:___________________ When an employee makes a mistake on federal and state tax forms and ATS is in the process of setting up payroll. The “employee” must come into ATS office and fix then or said employee will be removed from the client assignment and will be place in the (DNU) until the matter is taken care of. EMPLOYEE IS NO ELIGIBLE FOR ANY JOB ASSIGNMENTS UNTIL appropriate action is taken. If employee does not follow through with ATS directions after two (2) attempts the employee with be terminated and not eligible for rehire at ATS, and not eligible for unemployment. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: _________________________________________Date:___________________
    • Work Schedule The specific work schedule for your position will be explained to you by your supervisor. Every effort will be made to consider your own personal needs, as well as the demands of your position, in setting your specific work schedule. Some positions and some types of work offer more opportunity for flexibility than others. We will do the best we can to allow all employees to create the best possible balance between work and personal life. Employees are entitled to a one-half (1/2) hour lunch break. Depending on the requirements of your particular position, you may choose the ½ hour that is most convenient, so long as all work stations are adequately covered and your absence does not create a problem for co-workers or ATS clients. Please make sure you clean up after yourself in the break area and return to your duties as assigned. Those found to be taking excessive breaks or lunches will no longer be allowed to work at any job site again. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: ________________________________________Date:___________________ At-Will Employment I further understand that my employment is at will, and neither I nor the ATS has entered into a contract regarding the duration of my employment. I am free to terminate my employment with the ATS at any time, with or without reason. Likewise, ATS has the right to terminate my employment or take any other kind of employment action with respect to my employment at any time, with or without reason, at the discretion of the Human Resource Specialist at ATS. No employee of the ATS can enter into an employment contract for a specified period of time, or make any agreement contrary to this policy, without the written approval of the President of the Company. Any employment relationship must be in writing and signed by Ankeny Temporary Services, LLC, and President. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: ________________________________________Date:___________________ Time Cards Each temporary employee is responsible for his/her own time keeping. Time Slips are available each week. If you do not have a time slip please come to ATS and pick one up. Any employee that is found violating ATS policies and will be automatically terminated without notification.
    • Initials: _________________________________________Date:___________________ It is required that you sign, date and put your social security number in appropriate place. It is also required to have your supervisor sign the time-slip every week. All time-slip need to be turn no later than 5:00pm every Monday to be paid the following week. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: ________________________________________Date:___________________ Employees will be paid on Fridays by 11:00am. If the regular payday falls on a holiday, payday will be on the last working before the holiday. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: _________________________________________Date:___________________ If employee is found out to is forging time-slip with client signatures or putting time not worked on them it would be cause for immediate termination. Any employee that is found violating ATS policies and will be automatically terminated without notification. Initials: _________________________________________Date:___________________ Telephone Policy It is important that ATS telephones be available for business use. Therefore, you are asked to minimize your use of ATS telephone for personal use. Outgoing long distance calls are prohibited unless they are work-related. NEVER TAKE A TELEPHONE CALL ON A WORK ASSIGNMENT. ATS does not take personal message for employees. Do not use any client phones unless otherwise authorized, and cell phone a prohibited when on an assignments. Any employee that is found violating ATS policies and will be automatically terminated without notification. No text messaging, answering cell phones, beepers, smoking, etc while you on the job. Do it on your breaks and lunches. Initials: _________________________________________Date:___________________
    • Company Letterhead ATS letterhead is provided to employees solely for business use. Employees are prohibited from using the letterhead for any personal use, or for any obscene, harassing or fraudulent purpose. Misuse of ATS letterhead will be terminated without is grounds for TERMINATION. Initials: _________________________________________Date:___________________ Leave Employees shall be entitled to __ONE (1) ____ day of sick leave per year. After two (2) times of being late to a job assignment, employee will be removed from the assignment and terminated and Waives the rights for unemployment claim. Any employee that violates ATS policies and procedures is disqualified for unemployment considered under Iowa Code 95.6, Budding V. Iowa Department of Job Service, 337 N.W..2d.219 (Iowa 1983) and Cosper V. Iowa Department of Job Service, 321 N.W.2d 6 (1982). I understand that I am considered a probationary employee while working for Ankeny Temporary Services that I can be released from my assignment for missing time from work. Approval must be obtained prior to any time missed. If I miss more than one day at a time due to illness, a doctor’s note must be given to ATS prior to my return to work. Excessive absenteeism will not be tolerated and if ATS feels I have had excessive absences I can be released from my assignment. The ATS employee waives their rights for unemployment claim. Under Iowa Code 95.6, Budding V. Iowa Department of Job Service, 337 N.W..2d.219 (Iowa 1983) and Cosper V. Iowa Department of Job Service, 321 N.W.2d 6 (1982). Initials: _________________________________________Date:___________________ Employees that wish to take sick leave must notify their supervisor at ATS as soon as possible of their condition and of their inability to work. In order to take more than ONE (1) day of sick leave, the employee must provide ATS with a signed doctor’s note explaining the nature of the employee’s
    • condition. EMPLOYEE CANNOT BE REASSIGNED TO ANOTHER CLEINT, AND CAN BE CAUSE FOR AUTO MATIC TERMINATION AND WAIVES THEIR RIGHT TO UNEMPLOYMENT. Any employee that violates ATS policies and procedures is disqualified for unemployment considered under Iowa Code 95.6, Budding V. Iowa Department of Job Service, 337 N.W..2d.219 (Iowa 1983) and Cosper V. Iowa Department of Job Service, 321 N.W.2d 6 (1982). Initials: ________________________________________Date:___________________ Drug Abuse Policy POLICY SUMMARY Drugs and alcohol use in our society and especially of in our workplaces present a danger to us all. They impair safety and health, promote crime, lower productivity and quality, and undermine client confidence in the work we do. Ankeny Temporary Services, LLC does not tolerate the manufacture, use, sale or distribution of illegal drugs, abuse of prescription drugs or other chemicals, or other alcohol (illicit substances) wile on Company and/or client property. PRE-EMPLOYMENT DRUG SCREEN AND TESTING Depending on client specifications pre-employment requirements of drug screen for consideration of applicants for employment of job assignments is the satisfaction of the Company’s drug testing. NOTICE TO ALL APPLICANT You may be dropped from consideration for employment if the result of the screening indicates that you are utilizing illicit substance(s). The applicant may choose to have a second screening performed on the same sample; however, the second test must be paid for by the applicant and requested within 24 hours after being disqualified. EMPLOYEES
    • Effective immediately, all employees are to comply with the following policy statements in all office buildings, warehouses, stores, worksites and while operating equipment. ��.1All employees are absolutely prohibited from unlawfully manufacturing, distributing, possessing, or using drugs, or other chemical substance in the workplace. This includes abuse or misusing of prescription and non prescription medications. ��.2All employees are absolutely prohibited from possessing, consuming, selling or being under the influence of alcoholic beverages while in the workplace. ��.3Should the presence of an illegal drug or alcohol is confirmed as being in the system of an employee while on the premises and regardless whether the employee is on or off duty, it will be considered a violation of Company policy and will result in termination and the loss of eligibility for unemployment benefits. ��.4Should an employee be injured on the hob and it is confirms as having an illicit substance(s) in the body at the time of the accident, and if it is determined that the use of illicit substance(s) directly contributed to the accident causing injury, the employee my lose the right to Workers’ Compensation benefits, in accordance with state law, due ti the violation of Company policy. ��.5If there is reasonable cause to believe that any employee is in violation of this policy, the employee may be suspended pending further investigation, or may be disciplined or discharged immediately as ATS deems appropriate. DRUG TESTING POLICY ��.1Any employee may be drug or alcohol tested when, in the opinion of management, there is reasonable cause to believe that an employee us using or is under the influence of drugs or alcohol while on ATS’s payroll, affiliate or client’s property, operating equipment of any kind or conducting business on the behalf of ATS. Under this provision, no employee will be required to take a drug or alcohol without approval first being given by a representative of ATS.
    • ��.2Any employee involved in or otherwise causing a job-related accident which requires medical treatment by an authorized physician or by hospital/clinic medical personal will be required to take a drug or alcohol test. ��.3Any employee involved in or otherwise causing an accident resulting in damage to property while the employee is conducting company business may be required to take a drug/alcohol test. Also, “near miss” accidents (where there is no personal or physical damage or injuries) will be evaluated and a determination made if there is cause to drug or alcohol test any or all employees involved. ��.4All employees of ATS shall receive a copy of this policy and shall be required to abide by the terms of this policy on alcohol and drug abuse as a condition of employment. I have read and understand the ATS’s pre-employment and post-employment requirements with regard to Company Drug Policy. I agree in submitting to this medical test and the testing agency is authorized by my to provide the results to Ankeny Temporary Services, LLC and/or client company representatives. I further agree to hold ATS’s agents, directors, officers, and employees harmless from any and all liability in connection with the testing. Any employee that violates ATS policies and procedures is disqualified for unemployment considered under Iowa Code 95.6, Budding V. Iowa Department of Job Service, 337 N.W..2d.219 (Iowa 1983) and Cosper V. Iowa Department of Job Service, 321 N.W.2d 6 (1982). Applicant Signature Date Acknowledgment The following employee handbook represents the policies, rules, practices, and guidelines of Ankeny Temporary Services, LLC, as of the handbook’s latest revision date. ATS reserves the right to alter,
    • amend, delete, add or otherwise change any policy, rule, practice, benefit, or other element of this handbook with or without notice. Nothing in ATS’s handbook shall not be construed to create or imply any employment contract between ATS and any of ATS’s employees, nor shall it create or imply any promise of employment for any definite period of time. ATS reserves the right to terminate the employment of any employee for any cause, or for no cause at all. . Employee resigned their claim for unemployment benefits for termination of employment due to a violation of ATS policy’s written in this handbook. I understand that the language contained in the policy statements of the company is not intended to create a contract between employee and employee and the employment and compensation can be terminated with or without cause, at the option of the employee or Ankeny Temporary Services, LLC staff. Any employee that violates ATS policies and procedures is disqualified for unemployment considered under Iowa Code 95.6, Budding V. Iowa Department of Job Service, 337 N.W..2d.219 (Iowa 1983) and Cosper V. Iowa Department of Job Service, 321 N.W.2d 6 (1982). Initials: ________________________________________Date:___________________ Street Address § Address 2 § Phone: 555.555.0125 § E-mail address