Caraustar Industries has implemented a tobacco-free workplace policy that prohibits the use of all tobacco products anywhere on company property to promote safety, health, and productivity. The policy applies to all company associates and properties, including buildings and vehicles. Caraustar will provide a free tobacco cessation program called Quit For Life to help associates stop using tobacco. Compliance with the policy is the responsibility of all associates, and human resources, supervisors, and managers are responsible for enforcing the policy.
1) The document outlines Caraustar Industries' policy for leaves of absence under the Family and Medical Leave Act (FMLA), including eligibility requirements and different types of FMLA leave such as parental leave, leave for one's own or a family member's serious health condition, and leave related to military service.
2) It provides details on requesting and taking FMLA leave, such as required medical certification, intermittent leave, and maximum leave duration of 12 weeks in a 12-month period.
3) The policy aims to comply with federal FMLA laws as well as additional state laws where employees work, regarding issues such as eligibility and concurrent running of state and federal leave entitlements.
This document outlines an attendance policy for hourly non-union associates of Caraustar Industries. It defines absences and tardiness, requires associates to notify the company at least one hour before any absence, and establishes an administrative point system for absences and tardiness. Associates can accumulate points over 12 months that may result in warnings, suspensions, or termination based on the number of points. The policy aims to reinforce regular attendance and address associates who frequently miss work.
Caraustar Industries outlines its equal employment opportunity policy which prohibits discrimination based on protected characteristics such as race, gender, age, and disability. The policy applies to all aspects of employment including hiring, promotions, training, compensation, and benefits. Caraustar is committed to equal opportunity and takes affirmative action to implement this policy. Any violations will result in discipline up to and including termination. Associates who believe they have experienced discrimination should report it immediately.
This document outlines Caraustar Industries' time collection policy for non-exempt salaried and hourly employees. It states that all time worked must be accurately recorded using the company's electronic time collection system. Employees are issued badges to scan in and out and track their hours. The policy details procedures for submitting time if the electronic system is unavailable and prohibits off-the-clock work. Overtime must be approved in advance by a supervisor, and time taken for meals must be scanned out unless the meal period is worked. Falsifying time records is grounds for termination.
Caraustar Industries has implemented a tobacco-free workplace policy that prohibits the use of all tobacco products anywhere on company property to promote safety, health, and productivity. The policy applies to all company associates and properties, including buildings and vehicles. Caraustar will provide a free tobacco cessation program called Quit For Life to help associates stop using tobacco. Compliance with the policy is the responsibility of all associates, and human resources, supervisors, and managers are responsible for enforcing the policy.
1) The document outlines Caraustar Industries' policy for leaves of absence under the Family and Medical Leave Act (FMLA), including eligibility requirements and different types of FMLA leave such as parental leave, leave for one's own or a family member's serious health condition, and leave related to military service.
2) It provides details on requesting and taking FMLA leave, such as required medical certification, intermittent leave, and maximum leave duration of 12 weeks in a 12-month period.
3) The policy aims to comply with federal FMLA laws as well as additional state laws where employees work, regarding issues such as eligibility and concurrent running of state and federal leave entitlements.
This document outlines an attendance policy for hourly non-union associates of Caraustar Industries. It defines absences and tardiness, requires associates to notify the company at least one hour before any absence, and establishes an administrative point system for absences and tardiness. Associates can accumulate points over 12 months that may result in warnings, suspensions, or termination based on the number of points. The policy aims to reinforce regular attendance and address associates who frequently miss work.
Caraustar Industries outlines its equal employment opportunity policy which prohibits discrimination based on protected characteristics such as race, gender, age, and disability. The policy applies to all aspects of employment including hiring, promotions, training, compensation, and benefits. Caraustar is committed to equal opportunity and takes affirmative action to implement this policy. Any violations will result in discipline up to and including termination. Associates who believe they have experienced discrimination should report it immediately.
This document outlines Caraustar Industries' time collection policy for non-exempt salaried and hourly employees. It states that all time worked must be accurately recorded using the company's electronic time collection system. Employees are issued badges to scan in and out and track their hours. The policy details procedures for submitting time if the electronic system is unavailable and prohibits off-the-clock work. Overtime must be approved in advance by a supervisor, and time taken for meals must be scanned out unless the meal period is worked. Falsifying time records is grounds for termination.
This document outlines Caraustar Industries' harassment policy. It prohibits all forms of harassment based on protected characteristics. Sexual harassment is explicitly prohibited, including unwelcome sexual advances, requests for sexual acts, and sexually explicit materials in the workplace. Associates can report harassment to their supervisor, senior manager, or the ethics hotline. The company will thoroughly investigate all complaints and take corrective action, up to and including firing, if harassment is found to have occurred.
This document outlines Caraustar Industries' short-term disability policy for hourly non-union associates. It provides that eligible full-time associates who cannot work due to a disability may receive supplemental income benefits after a one-week waiting period. Benefits last up to 8 weeks for associates with under one year of service, and up to 26 weeks for associates with one year or more of service. The policy details eligibility requirements, limitations on coverage, benefit amounts, and responsibilities of associates, managers and HR in administering the policy.
Caraustar Industries has implemented a workplace violence policy to help prevent incidents and ensure a safe work environment. The policy prohibits threats, intimidation, or acts of violence. It defines workplace violence and outlines responsibilities for associates and management to report any violent or threatening behavior. The policy also bans weapons in the workplace and describes the company's response to threats or acts of violence. Caraustar is committed to investigating all incident reports and taking corrective action when needed to enforce this policy.
This policy outlines steps to minimize injury risk from open blade knives at a paperboard company by replacing them with safer alternatives. While alternative knives may initially slow work, reduced injury risk is a higher priority. The policy will be implemented gradually, still allowing some open blade knives for specific tasks but aiming to completely replace them. It requires supplied cutting tools only, protective gloves and sleeves, and identifies permitted razor knife uses and alternative knife options that have been trialled.
This document outlines Mobile Paperboard Corp.'s dust control program. It discusses dust assessments that have been completed which found dust does not present an explosion hazard due to factors like humidity but could present a flammability issue. It describes plant assessments done to identify potential dust accumulation areas and equipment modifications made. The program also details fugitive dust control and housekeeping procedures, documentation of dust control activities, and employee training requirements on dust hazards.
- Caraustar is committed to conducting business with honesty and ethics. It provides standards of business conduct to guide associates' decision making and requires compliance with laws.
- Associates must avoid conflicts of interest and not let personal interests interfere with their responsibilities to the company. They are also expected to maintain accurate company records.
- The standards address topics like outside employment, use of company funds/property, equal opportunity, environmental compliance, and interactions with competitors and government officials. Associates are to uphold the company's high standards of integrity.
This document outlines Caraustar Industries' harassment policy. It prohibits all forms of harassment based on protected characteristics. Sexual harassment is explicitly prohibited, including unwelcome sexual advances, requests for sexual acts, and sexually explicit materials in the workplace. Associates can report harassment to their supervisor, senior manager, or the ethics hotline. The company will thoroughly investigate all complaints and take corrective action, up to and including firing, if harassment is found to have occurred.
This document outlines Caraustar Industries' short-term disability policy for hourly non-union associates. It provides that eligible full-time associates who cannot work due to a disability may receive supplemental income benefits after a one-week waiting period. Benefits last up to 8 weeks for associates with under one year of service, and up to 26 weeks for associates with one year or more of service. The policy details eligibility requirements, limitations on coverage, benefit amounts, and responsibilities of associates, managers and HR in administering the policy.
Caraustar Industries has implemented a workplace violence policy to help prevent incidents and ensure a safe work environment. The policy prohibits threats, intimidation, or acts of violence. It defines workplace violence and outlines responsibilities for associates and management to report any violent or threatening behavior. The policy also bans weapons in the workplace and describes the company's response to threats or acts of violence. Caraustar is committed to investigating all incident reports and taking corrective action when needed to enforce this policy.
This policy outlines steps to minimize injury risk from open blade knives at a paperboard company by replacing them with safer alternatives. While alternative knives may initially slow work, reduced injury risk is a higher priority. The policy will be implemented gradually, still allowing some open blade knives for specific tasks but aiming to completely replace them. It requires supplied cutting tools only, protective gloves and sleeves, and identifies permitted razor knife uses and alternative knife options that have been trialled.
This document outlines Mobile Paperboard Corp.'s dust control program. It discusses dust assessments that have been completed which found dust does not present an explosion hazard due to factors like humidity but could present a flammability issue. It describes plant assessments done to identify potential dust accumulation areas and equipment modifications made. The program also details fugitive dust control and housekeeping procedures, documentation of dust control activities, and employee training requirements on dust hazards.
- Caraustar is committed to conducting business with honesty and ethics. It provides standards of business conduct to guide associates' decision making and requires compliance with laws.
- Associates must avoid conflicts of interest and not let personal interests interfere with their responsibilities to the company. They are also expected to maintain accurate company records.
- The standards address topics like outside employment, use of company funds/property, equal opportunity, environmental compliance, and interactions with competitors and government officials. Associates are to uphold the company's high standards of integrity.