2. Company Overview
Comporium Communications has been a ninety + year tradition in Rock Hill, SC.
Comporium Communications provide a full spectrum of telecommunications and related
services in York and Lancaster Counties.1 There’re locations in Rock Hill, Fort Mill and
Lancaster with the corporate location in down town Rock Hill. Comporium and their
excellent management team have set forth a long range plan to take Comporium into the
future with technology and communication. There are highly trained professionals
welling to help with all of your communication and technology needs, from cable TV to
wireless internet and wireless telephone service both commercial and residential.
Decentralized Organization
I would think that Comporium would be a decentralized organization. Some of
the factors which I feel justify this are the number of locations and a separate corporate
office. With the number of people it takes to maintain these various locations, it would
be difficult for one person to have total control. It would be necessary to have an
individual in each location that could manage that location and report back to upper
management.
3. Justification of Organizational Chart
Comporium is a company that offers five different services/products. They offer
voice, video, data, wireless, and security needs. Comporium would most likely use
product structure because it has various products/services they offer and choosing this
method would assist managers in their everyday functions. Using this structure gives
more freedom for each unit to develop and maintain needed functions and processes of
their product without contacting headquarters; therefore increasing their overall profit.
http://www.justonestop.net/site/press.php?va=3
4. President
President Admin.
Assistant
Vice President
Residential &
Commercial
Vice
President
Cable &
Internet
Vice
President
Finance
Vice President
Corporate
Affairs
Sales Manager Service Manager
Sales
Manager
Service
Manager
Comptroller Auditing
Human
Resources
Office Services
Office Workers
5. Mission Statement
Comporium provides you with products and services for all of your telecommunications
needs. Our commitment to our customers is, and will always be, our top priority. We
offer our customers quality local and long distance telephone, digital television,
internet, wireless, and security options. With over 102 years of experience, Comporium
has always adapted to the ever-changing world of communications.
6.
7. Lighting and Color Scheme
We are going to use natural lighting, Indirect lighting as well as Task lighting in our
office plan. These types of lighting will maximize our energy dollars and minimize
wasted natural light. Indirect light it will help cut down on glare on the work stations
while task lighting will direct more light as needed to a station. National light will help
with the cost of energy and improve employee wellness.
The color in our office will be of Natural colors, with walls creamy sand and the
flooring will be a royal blue, high traffic-industrial to minimize echoing. Furnishers will
be of a modern look with soundproofing cubical walls even in a landscape design the
cubical will have side. Plants and indoor trees will be place in pleasing locations; this will
have the feel of being outdoors.
9. Employee Eligibility
All U.S. employers must complete and retain a Form I-9 for each individual they
hire for employment in the United States. This includes citizens and noncitizens.
On the form, the employer must examine the employment eligibility and identity
document(s) an employee presents to determine whether the document(s)
reasonably appear to be genuine and relate to the individual and record the
document information on the Form I-9.
Equal Employment Opportunity:
• It is the policy of Comporium Communications to afford equal employment
opportunities to all qualified individuals, without regard to their race, color,
ancestry, religion, sex, sexual orientation, national origin, age, physical or mental
disability, citizenship status, veteran status, gender identity or expression, or any
other characteristic or status that is protected by federal, state or local law. This
policy applies to hiring, tenure of employment, and all terms and conditions of
employment, including but not limited to promotion and development,
assignment, transfer, compensation, benefits, discipline, demotion and
recreation provided by the Company.
Sexual Harassment Policy
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical
conduct of a sexual nature constitute sexual harassment when:
• An employment decision affecting that individual is made because the individual
submitted to or rejected the unwelcome conduct; or
• The unwelcome conduct unreasonably interferes with an individual's work
performance or creates an intimidating, hostile, or abusive work environment.
Unwelcome actions such as the following are inappropriate and, depending on the
circumstances, may in and of themselves meet the definition of sexual harassment or
contribute to a hostile work environment. Sexual pranks, or repeated sexual teasing,
jokes, or innuendo, in person or via e-mail;
• Verbal abuse of a sexual nature;
• Touching or grabbing of a sexual nature;
• Repeatedly standing too close to or brushing up against a person;
10. • Repeatedly asking a person to socialize during off-duty hours when the person
has said no or has indicated he or she is not interested (supervisors in particular
should be careful not to pressure their employees to socialize);
• Giving gifts or leaving objects that are sexually suggestive;
• Repeatedly making sexually suggestive gestures;
• Making or posting sexually demeaning or offensive pictures, cartoons or other
materials in the workplace;
• Off-duty, unwelcome conducts of a sexual nature that affects the work
environment.
All Department employees, including but not limited to staff, supervisors, and senior
officials, are required to comply with this policy. Employees will conduct themselves in a
professionally manner and to exercise good judgment in work-related relationships,
whether with fellow employees, business colleagues, or members of the public with
whom they come into contact in the course of official duties. Further, all employees are
expected to act appropriately to prevent sexual harassment. If any inappropriate actions
are found to have merit, employment will be terminated!
Basic Attendance Policy:
Excellent attendance is an expectation of all employees of Comporium Communications,
Inc. Daily attendance is especially important for hourly employees whose customers and
coworkers have the expectation of on-time service. Emergency personal time is made
available to employees for such unscheduled events as personal illness, immediate family
member illness, and doctor appointments. Each employee hourly or salary has six
personal days in calendar year. After those days are used and time is still needed a family
leave act form will need to be filed.
Employees who are using emergency personal time must call and talk with their
supervisor as soon as possible, but no later than sixty minutes after the start of their shift.
If the supervisor is unavailable, employees may leave a message for the supervisor with a
phone number where they can be reached. The supervisor will then return their call.
Failure to call in on consecutive days is considered to be a voluntary resignation from
employment.
Family and Medical Leave Act (FMLA)
If you or an immediate family member has a recurring medical condition that results in
frequent absences, you may qualify for unpaid leave under the FMLA. Please refer to the
separate policy covering FMLA. Be advised that FMLA time off must be arranged for in
11. advance and does not necessarily relieve an employee from their responsibilities as set
forth in this policy.
At Comporium Communications we provide our employees the opportunity to participate
in a competitive compensation program which includes a variety of benefits ranging from
medical and dental, life insurance, disability, and retirement plans. Most benefits become
effective upon your hire date. The information below provides a brief overview of many
of the benefit plans and programs offered to our employees.
Life Insurance:
• Comporium will provide a $25,000 life insurance policy for all employees. All
employees must sign all required paperwork with Human Resources to
acknowledge permission for Comporium to provide coverage. All employees may
extend their coverage or add dependents. Comporium will only be responsible for
employee’s coverage.
401K Savings Plan
• Company matches dollar-for-dollar up to 5% of base salary
• Attractive investment options including self-directed brokerage account
Medical and Dental Plans
• Offered to employees and eligible dependents
• Depending on where you live, you may be offered a choice of HMO or PPO plan
• 100% reimbursement for preventative dental services
• Coverage for other services, such as orthodontics
Paid Vacations
• Exempt employees will receive 2 paid Holiday weeks per every 2 years with the
company. If employee works hours during said vacation they will receive regular
salary plus vacation pay. Vacation should be declared within 2 months of taking
one full week and approved by management or Human Resources. Vacation days
12. may not be taken for sick days, if you use a Vacation Day it must be approved by
management one week prior to taking it.
• Nonexempt employees will receive one week of paid vacation after one year of
employment. Vacation must be approved by supervisor within one month prior to
taking vacation. Vacation will accrue one day for every six months after
employee has reached one year of employment.
Sick Leave:
• All employees will accrue 6.6 hours of sick time a month. The hours will carry
over every month until December 31. All sick time must be used or it will be lost
and not carried over into the New Year. All employees may request pay for all
hours unused by December 23rd
and will receive compensation for the unused
hours of sick leave.
• Maternity Leave will consist of six weeks for mothers. The employee’s position
will remain in contact until employee returns to work. If employee fails to return
in six weeks to position employee may be forced into another position.
Holidays:
• Seven standard and three floating holidays
Other Employee Benefits
• Company-provided life insurance
• Employee Assistance Program – 24 / 7 counseling service
• Flexible Spending Account
• Short-Term and Long-Term Disability
Educational Assistance Plan
• 75% tuition reimbursement for approved educational courses, subject to certain
reimbursement limitations.
13. Staff Holiday Schedule 2011
New Year’s Day Jan. 01, 2011
Martin Luther King Day Floating Holiday
President’s Day Floating Holiday
Confederate Memorial Day Floating Holiday
Memorial Day May 31, 2011
Independence Day July 4, 2011
Labor Day Sept. 6, 2011
Veteran’s Day Floating Holiday
Thanksgiving Day Nov. 25, 2011
Day after Thanksgiving Floating Holiday
Christmas Eve Dec. 24, 2011
Christmas Day Dec. 25, 2011
Day after Christmas Floating Holiday
14. I acknowledge that I have received a copy of the Comporium Employee Handbook dated:
March 21, 2011. I understand that this handbook replaces any and all prior verbal and
written communications regarding Comporium working conditions, policies, procedures,
appeal processes, and benefits.
I understand that the working conditions, policies, procedures, appeal processes, and
benefits described in this handbook are confidential and may not be distributed in any
way nor discussed with anyone who is not an employee of Comporium.
I have read and understand the contents of this handbook and will act in accord with these
policies and procedures as a condition of my employment with Comporium.
I have read and understand the Standards of Conduct expected by Comporium and I agree
to act in accord with the Standards of Conduct as a condition of my employment by
Comporium.
I understand that if I have questions or concerns at any time about the handbook or the
Standards of Conduct, I will consult my immediate supervisor, my supervisor's manager,
the Human Resources staff, or the President for clarification.
I also acknowledge that the handbook contains an employment-at-will provision that
states:
• Either Comporium or I can terminate my employment relationship at any time,
with or without cause, and with or without notice;
• That this employment-at-will relationship is in effect regardless of any other
written statements or policies contained in this handbook, in any other
Comporium documents, or in any verbal statements to the contrary; and
• That no one except the Human Resources can enter into any differing
employment relationship, contract, or agreement. To be enforceable, any such
out-of-the-ordinary relationship. Contract or agreement must be in writing, signed
by the President, notarized, and in the employee file.
Finally, I understand that the contents of this employee handbook are simply policies and
guidelines, not a contract or implied contract with employees. The contents of the
employee handbook may change at any time.
Please read this Handbook and these employee Standards of Conduct carefully to
understand these conditions of employment before you sign this document.
Employee signature______________________________________________________
Date__________________________________________________________________
Witness signature________________________________________________________
Date__________________________________________________________________
15. Name______________________ Social Security Number_________________________
Present Salary_______________________ Present Position_______________________
Date Employed_______________________ Date of last promotion_________________
Performance Appraisal Form:
Above Average Average Below Average
Quality of Work:
Refers to neatness, accuracy, completeness
of work
Comment:______________________________________________________________
Quality of Work: Above Average Average Below Average
Refers to volume of output
Comment:______________________________________________________________
Initiative: Above Average Average Below Average
Ability to develop ideas to get things done
Comment:______________________________________________________________
Relations with others: Above Average Average Below Average
Ability to get along with others
Comment:_______________________________________________________________
Dependency-Trustworthiness Above Average Average Below Average
And amount of Supervision required.
Comment: _______________________________________________________________
Job knowledge: Above Average Average Below Average
Knowledge about Job
Comment:_______________________________________________________________
17. Report of Job Recruitment
The process of selecting new employees is key to having a successful workforce.
There is a direct correlation between the quality of the workforce and how the employees
are selected. There are several steps in recruiting new employees, the first being
employee recruitment through internal and external sources, ending with job placement.
For our organization we have selected three external sources to recruit our employees.
We have chosen unsolicited applications, advertising, and electronic resume banks.
Unsolicited applications are used by people who apply for a job not knowing if an
opening even exists for that job. This could be helpful because it could provide a large
amount of applicants for the job. So this would bring more knowledge and new ideas to
the organization. The only disadvantage of this source, is that the job may not even exist,
which causes more work for the human resources department.
The second external source we would use is advertising through newspapers.
Advertising through a newspaper can be done through two types of ads: classified and
display. Classified ads are very brief and to the point. They would be found in the column
section or the “Help Wanted” section. Display ads are very artsy, and nice to look at.
Display ads sometimes contain pictures, borders, different fonts, and other features.
Display ads are more costly than classified ads, but I think either one would work
effectively. We would need to carefully prepare the ads, to get better results.
The third way we would recruit our employee’s would be through electronic
resume banks. This bank is like the internal source, data banks. Except data banks is a
bank that maintains the qualified employees within that organization, while the resume
banks are for any individual to put their application in there for anyone to see. There are
two different types of electronic resume banks: Web-based and non-Web-based. Web-
based employment services like Monster Board, careerWEB, and Job Hunt allows the
person looking for a job to search for certain job openings and then submit their resume.
Non-Web-based services accept resumes from clients, then the resumes are scanned and
put into a database. Then the process begins of identifying people that match the job
qualifications. This way of recruiting employees seems to be the best to me, because it
would bring a lot of suitable people for the job.
18. Technical Support Rep
Comporium Communication Inc. currently seeks a/an Technical Support for our
Customer Ops/Svc Department.
Job description:
The purpose of this position is to serve existing customers and prospective customers by
providing technical support for both our High Speed Data, Digital Phone & Video
Service, selling services, making changes in service and account information.
Job Responsibilities & Functions:
1) Answering incoming calls,
2) Providing quality customer service using Windows based computer for entering work
orders, customer account information and handling billing inquiries, customer
complaints, while providing problem resolution.
3) Provide technical phone support for our High Speed Data & Video services, diagnosis
and resolution of software/hardware problems including wireless networking.
4) Support field personnel with enabling and servicing HSD and Digital Phone products.
5) Must be flexible in working shifts to accommodate 24 x 7 operations.
6) Regular, punctual, and consistent attendance.
Job Requirements:
1) Customer Service related experience in PC hardware, software and related field a plus.
2) Excellent communication and customer service skills required.
3) Working knowledge of Windows & MAC Operating Systems.
4) Basic understanding of computer cabling and installation
5) Must have 6 months experience as a Field Technician.
https://www.timewarnercable.com/corporate/about/careers/search.ashx
![MGT 210
[2011]
Project Section 1
February 4
Amber Marsh
Megan Anderson
Martha Taylor
Tammy Dabbs](https://image.slidesharecdn.com/875a5a74-e1de-45d3-9a45-41fa31bf34e2-160126171337/85/Final-paper-1-320.jpg)
