Electrix Employee Handbook Alison Aulerich

Electrix Employee Handbook

Alison Aulerich, Angel Wilson, Charlene Walker, Ronnie Crowder, Jordan Fox, Kari Leverenz

Professor Patterson
April 26, 2018

Table of Contents:

I. Employee Welcome Letter………………………………………………………….Page 2

II. Mission Statement, Vision, and Value………………………………………………Page 3

III. Company Overview………………………………………………………………..Page 4

IV. Company Brand/Publications………………………………………………………Page 5

V. Company Policies……………………………………………………….……………Page 6-22

VI. Employee Benefits………………………………………………………………….Page 23-26

VII. New Hire Orientation…………….…………………………………………………Page 27-31

Section I. – Employee Welcome Letter- Charlene

Greetings,

Welcome to Electrix! We are pleased to present this Employee Handbook to you. It is our intent that it shall serve to establish and promote better understanding, harmony, and cooperation between you and our company.

As an employee of the Company, the importance of your contribution cannot be overstated. As you think about that, we ask you to remember four things that allow us to provide job stability for all employees, all of which will be explained in greater detail in the policies section of this handbook:
1.Be punctual and regular in attendance. Your team members count on you to be at work regularly and on time in order for us to serve our customers in a cost effective manner.

2.Work Safely. We want each employee to return home to their family safe and sound each day.

3.Strive to produce the finest-quality products and services for our customers and to do so more efficiently and economically than our competitors. By providing more value to our customers, we will earn their loyalty and ensure the success of our business and the job security for our employees.

4.Share your voice. If you see something that we need to improve, then we challenge you to take it upon yourself to improve it — let your voice be heard by your leaders and take personal action to grow yourself and our company every day.

We say "people make a difference" because your work builds quality and value into our products and services and influences our Company’s reputation. We are glad you have joined us, and we are confident that you will find your work to be both challenging and rewarding.

Sincerely,

Charlene Walker
CEO

Section II. – Mission, Vision, and Values-Alison

MISSION

Our Mission:

Electrix is a valuable developer of electric automobiles that will revolutionize the automotive field. Electrix will develop, design, and manufacture vehicles using clean energy and supply consumers with environmental friendly products. We strive for customer satisfaction by providing quality vehicles at an affordable price.We pride ourselves on our level of responsibility to help protect our environment, provide economic opportunity, and give back to our community.

VISION

Our Vision:

Our vision is to revolutionize the automobile industry through creating a global shift to the usage of clean energy by providing the world with a full variety of all electric automobiles. We will lead the automotive market in providing premium products through innovation, continuous improvement, and the integrity of our company all while having minimal impact on the environment.

VALUES

Our Values:

The core values that Electrix sees as part of our company are as follows:

Quality- We strive to give our customers the superior quality through our products.

Environmental Friendly- We know the impact of a clean, earth-friendly facility.

Innovation- We offer the most technologically advanced products in our field.

Honesty ; Integrity- Our name is one that our customers know and trust.

Section III. – Company Overview Kari

Electrix is the leading manufacturer of electric cars in the United States. We specialize in the design, manufacturing, and assembly of the most sought-after electric car in the United States. Our expertise is in creating the best quality, most cost efficient, safe, and environmentally friendly electric vehicle on the market today.

Our focus is to continue to create and provide the most economical, innovative, and number one selling electric vehicle on the market.

Electrix was founded in 2008, by three brothers, Jarrod, Ronald, and Samuel Jones who were tired of spending half their paychecks each week in gas and repairs for their vehicles. They wanted to create a vehicle that would be more cost efficient to run and maintain, be better for the environment, and would have more safety and health benefits. This is how their mission came about.

Over the last 10 years, Electrix has grown from a small locally owned company in Cleveland, Tennessee to a multimillion dollar corporation with four major manufacturing plants found on each coast of the United States. As well as having thirty eight factories were we produce and assemble all of our own materials needed to manufacture our vehicles. Electrix now sets the industry standard for the electric vehicle.

Our headquarters is located in our home town of Cleveland, Tennessee in the United States.

Board of Directors

Jarrod Jones – Co-founder, Director
Ronald Jones- Co-founder, Director
Samuel Jones – Co-founder, Director
Charlene Walker- Chief Executive Officer
Alison Aulerich- Chief Financial Officer
Ronnie Crowder – President
Jordan Fox- Vice President
Angel Wilson- Chairman of the Board
Kari Leverenz- Secretary
Brittany Hugh- Treasurer

Section IV. – Electrix Brand/Publication and SWOT Analysis

BRAND/PUBLICATION

Electrix is the industries leading manufacture in electric motors, while building the company around core values that focus on customer satisfaction.

SWOT Analysis

Strengths
Highly Innovative Process
Focused on Customer Satisfaction
Highly Controlled Production Process
Weaknesses
Limited Market Presence
Limited Supply Chain
High Prices

Opportunities
Global Sales Expansion
Global Supply Chain Expansion
Business Diversification
Threats
Aggressive Competition
Varying Materials Pricing
Dealership Regulations

Section V. – Policies

Absenteeism and tardiness- Ronnie

All employees are expected to be punctual and on time to work every day. We understand things come up and have came up with the following attendance and tardiness policy.
Any absence acquired by an employee can be exempt with a legible doctors note.

Any absence without doctor approval will result in 1 point.
Points will roll off 1 year to date of point acquirement.
At a total of 12 points acquired the employee would be terminated.

Tardies under 1 hour will acquire ½ of a point.
Tardies over 1 hour are considered 1 full point.

All policies and situations can be subject to change based on individual situation and will need to be approved by your manager.

Alcohol and or drug possession and/or consumption – Ronnie

Alcohol and/or illegal drugs are prohibited on the premises. Any employee caught with such will be subject to immediate termination. Any prescription drugs should all be approved through HR or the nurse before consumed on the property. An illegal drug is any controlled substance the sale or consumption is prohibited by law.

Annual leave (full written policy, signed by CEO/President) Kari

Employees of Electrix will accrue Annual leave as listed below:

If employee is full time, works a 5 day/ 40 hour work week; they will accrue 15 days per year or 20 consecutive days.

This equals 1.25 days of annual leave per calendar month.

You are required to be an employee of Electrix for 6 months before you can apply for a leave.

Employees of Electrix will accrue Sick leave as listed below:

If employee is full time, works a 5 day/ 40 hour work week: they will accrue 10 days per year.
This equals .83 days of sick leave per calendar month.

You must be employed with Electrix for 90 days before using any earned sick leave time.

How to apply for annual leave: To apply for leave, you must fill out a leave form and return it to your supervisor approximately two weeks before you want to take the leave. This gives your supervisor time to approve your request. If you want to take more then ten consecutive days of leave, you need to give at least a three week notice to your supervisor. This again is to ensure your supervisory has the appropriate time to approve your request.

If you become sick over your annual leave, we can convert your annual leave time to sick leave time. In order to do so, we must receive a doctors note from your medical practitioners office and you must have sick leave time available to do so.

Depending on our companies needs, leave will be granted on a first come first serve basis. Approval will be determined based on the companies staffing needs.

If you are terminated, resign, retire, or pass away and have any remaining annual leave pay, it will be distributed on a seperate check and given to you with your final paycheck.

Benefits Eligibility – healthcare, dental, retirement, etc. Angel

Employees that work a 40 hour work week are eligible for health, dental, and vision insurance. Employees that work over 30 hours but less than 40 hours a week are eligible for some benefit features on a prorated basis. Cigna coverage effective date will begin on the first day of hire.

Medical
Vision
Dental
Employee Assistance Program
Short ; long term disability
401k
Life

Bereavement leave – Charlene

Employees may take up to 3 days of paid bereavement leave upon the death of a member of their immediate family. “Immediate family members” are defined as an employee’s spouse, domestic partner, parents, step parents, siblings, children, stepchildren, grandparent, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, or grandchild. All regular, full-time employees may take up to one (1) day off with pay to attend the funeral of an extended family member (aunts, uncles, niece, nephew and cousins).

The company may require verification of the need for the leave. The employee’s supervisor and Human Resources will consider this time off on a case-by-case basis.
Payment for bereavement leave is computed at the regular hourly rate to a maximum of 8 or 10 shift hours for 1 day. Time off granted in accordance with this policy shall not be credited as time worked for the purpose of computing overtime.
Company Credit Card Usage/Purchasing policy – Ronnie

Company credit cards are to be used for company business only. Any employee with a company credit card or access to company charge accounts will be required to fill out a monthly expense report with receipts attached to account for proof of all purchases made on their company credit card.

Purchases over $100 require a prior authorization from our HR department.

Dress code guidelines – Charlene

Your personal appearance and hygiene play an important role in projecting a professional image. At the premises where you are assigned, or to which you travel as part of your job duties, you should present a clean, neat, and tasteful appearance. A list of distasteful can be defined below and is not meant to be an inclusive list.
Your leadership is responsible for establishing reasonable dress code appropriate for your job position or department, which may include a company uniform in production environments. Your attire should always reflect what is appropriate for the job, the work setting, and your personal safety, as well as the safety of others.

In general, office employees should dress in a manner that is normally acceptable in similar business situations, such as business or business casual. On Fridays, casual dress is permitted unless circumstances, such as scheduled meetings, dictate that you wear more normal business attire. On casual days, casual slacks, or neat denim jeans (no rips or tears) are acceptable. If you are conducting or attending meetings, seminars, roundtables, etc., where you come in contact with other business professionals or visiting customers, you are expected to represent the company in a professional manner and dress appropriately for conducting such business.

The following clothing is not appropriate at work:
T-shirts that the general public would commonly consider to be inappropriate or offensive advertisements, logos, slogans, cartoons, or drawings;
Athletic wear, including sweat pants, spandex, and lycra;
Bare feet;
Ragged jeans or jeans worn too far below the waist;
Tank tops with spaghetti straps, tube tops, or halter tops;
Beach wear, including shorts;
Midriff length tops;
Provocative attire, including off-the-shoulder tops, sheer or low-cut blouses;
Observable lack of undergarments or exposed undergarments.
Any questions or complaints regarding the appropriateness of attire should be directed to the Human Resources department. Decisions regarding attire will be made by the Human Resources department and not by individual departments or managers.

Driver’s licensing and other (if applicable)- Ronnie

Any employee who will be required to drive a vehicle on the premises will be required to have a valid Driver License.
Any employee who will be driving vehicles on company property will need to see HR to have a MVR (Motor Vehicle Record) ran to ensure employee will be covered on insurance.

Electronic Communications-Alison

Employees will be required to use Electrix email system for internal correspondences. Employees will be issued an official Electrix email address. Practice discretion when using the company email system. Personal use should be kept to a minimum. Electrix prohibits any use of offensive language and sexually explicit material. Employees do not have any rights to privacy in any email that travels over Electrix’s system. At any time, content may be examined by officials of Electrix and may be subjected to public inspection. Employees who violate this policy will face disciplinary actions.

Employee Assistance Program Angel

This program gives employees professional assistance and advice if needed. Employees that are working 30-40 hours a week are eligible for the employee assistance program. We offer this program because we care about the health and well being of our employees. Any employee can get help by calling 1-800-345-6789 or visiting the EAP office. The EAP can help any employee with any of the issues below and/or more.

Dealing with grief
Financial concerns
Family problems
Stress
Addiction
Sense of harassment
Legal advice

Equal Employment Opportunity – Charlene

The company’s employment objective is to select personnel who meet high standards of personality, character, education and occupational qualifications, and who can competently perform the essential functions of the position, have capacity for growth and will become an integral part of our organization. The company realizes that its fundamental strength and future growth depend directly upon the contribution made by each person within its organization and that productivity and efficiency result from real job satisfaction and from the opportunity each person receives and accepts for his or her individual self-development. company is committed to diversity and believes that having a diverse workplace with differing points of view will lead to better decisions
Company provides equal employment opportunities to all employees and applicants for employment without regard to race, color, ancestry, national origin, gender, sexual orientation, marital status, religion, age, disability, gender identity, results of genetic testing, or service in the military. Equal employment opportunity applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training.

Company expressly prohibits any form of unlawful employee harassment or discrimination based on any of the characteristics mentioned above. Improper interference with the ability of other employees to perform their expected job duties is absolutely not tolerated. For more information on Equal Employment Opportunity visit https://www.eeoc.gov/
Employee Probationary Period-Alison

The official probationary period, unless otherwise specified by an Electrix official, is thirty (30) days. This period is intended to give employees the opportunity to demonstrate a satisfactory level of job performance. During this introductory period, employees do not accrue sick or vacation leave. Eligibility for insurance benefits will begin after the probationary period. Electrix may terminate employment at any time during the probationary period without due cause.

Employment Practices: employment of relatives, seeking public office, other. Kari

Electrix acknowledges that employment of relatives in certain situations could be a conflict of interest that could potentially lead to a disruption in the daily operations of business. Having relatives working in the same department, supervising one another, or having access to one another’s confidential information could potentially cause problems. The relatives included in this policy are fathers, mothers, brothers, sisters, partners or spouses, children, current in laws, grandchildren, or grandparents. Therefore, if the company decides any of these problems could be present it is their right to decline employment to a relative of a current employee.

If two current employees become relatives during their employment they need to notify the company immediately. The company will then determine if there would be any of the above issues that could lead to a conflict of interest. Once the company makes their determination, it is up to the company to handle the situation accordingly. Examples of how they could handle the situation might be to move one of the relatives to a different department or ask for one to resign.

Employee Termination- Ronnie

In the state of Tennessee, an individual’s employment can be terminated, with or without cause, and with or without any notice, at any time, at the option of either the company or the employee.

An employee requesting to resign his position, we ask if you will please give a written notice at least two weeks prior to your last working day.

Family Medical Leave Charlene

Out company complies with the federal Family and Medical Leave Act (FMLA), which requires employers to grant unpaid leaves of absence to qualified workers for certain medical and family-related reasons. The company abides by any state regulated leave laws. The more generous of the two laws will apply to the employee if the employee is eligible under both federal and state laws
Please note there are many requirements, qualifications, and exceptions under these laws and each employee’s situation are different. Contact the Human Resources department to discuss options for leave. For more information on FMLA, visit https://www.dol.gov/general/topic/benefits-leave/fmla#doltopics
Reasons for Taking Leave. Under federal law, unpaid leave may be requested for pregnancy and prenatal care; pre placement activities, birth, adoption, or foster placement of a child; or the serious health condition of a child, spouse, parent, domestic partner, or the employee. State law may have additional reasons defined.

Military Family Leave Entitlements. Under federal law, unpaid leave may also be requested by eligible employees who have any qualifying exigency arising out of the fact that the spouse or a son, daughter, parent, domestic partner, or next of kin of the employee is on covered active duty in the armed forces and may use their 12-week entitlement to address certain qualifying circumstances.

The federal FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period.

Leave Designation. If an employee does not expressly request FMLA leave, the Company reserves the right to designate a qualifying absence as FMLA leave and will give notice of the FMLA designation to the employee. If an absence is a qualifying event under FMLA, the leave will run concurrent with short-term disability, long-term disability, PTO, workers’ compensation, and/or any other leave where permitted by state and federal law.Benefits. Under federal law, employers must continue healthcare benefits during FMLA leave as though the employees were still at work and must pay the employer’s part of the premium. The employee will continue to be responsible for the employee’s portion of the premium as well. Interaction with Accrued Paid Time Off. FMLA leave, and paid PTO will run concurrently as provided under company policy except where prohibited by state law. You will be required to use any accrued paid leave (PTO) while on FMLA. Once you have exhausted all PTO down to 40 hours, the reminder of your leave will be unpaid, meaning you may save 40 hours of PTO for later use.
Job Protection. An employee’s job, or an equivalent job, is protected while the employee is on leave. Both federal and applicable state laws require that employees be returned to their positions or to another job of like pay and status at the end of FMLA leave. Note: If an employee is unable to return to work after the expiration of federal or state FMLA, an extension may be granted if the condition constitutes a disability under the Americans with Disabilities Act (ADA) or in certain workers’ compensation cases.
Return-to-Work Policy. You must be released to full duty, no restrictions. A doctor’s note is required upon your return.

Holidays (written policy) – Charlene

Holiday pay. Full-time regular employees are eligible for holiday pay after they have been actively with the company for 30 days. Part-time and temporary employees, including summer employees, are not eligible for holiday pay. Holiday pay shall be at the employee’s regular straight-time rate, inclusive of shift premiums, times their regularly scheduled hours. Holiday pay does not count towards the computing of overtime. Holiday pay eligibility shall further depend upon the employee working a full shift on the workday preceding the holiday and a full work shift on the workday following the holiday.

The only exceptions are:
The employee is ill and has doctor’s statement stating that you were unable to work;
The holiday falls during the employee’s approved vacation period (PTO);
The employee leaves work on the workday before or after the holiday because of a work related injury.

The company observes and allows time off with pay for the following 10 holidays:
New Years Day
Good Friday
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve
Christmas Day

Floating Holiday as designated by the Company each year. If one of these holidays falls on a Sunday, it will be observed on the following Monday. If the holiday falls on a Saturday, the company will select either the following Monday or the preceding Friday as a substitute holiday. The company reserves the right to pay eligible employees in lieu of time off if the holiday falls on Saturday.

Internet Code of Conduct/Computer usage policy

Our employee internet usage policy outlines our guidelines for using our company’s internet connection, network and equipment. We want to avoid inappropriate or illegal internet use that creates risks for our company’s legality and reputation. With our policies listed below, anything that is not work related is considered inappropriate use.

Employees should not have any expectation of privacy in their use of company computer. All communications made using company-provided equipment or services including email and internet activity are subject to inspection by the company.

Employees should not turn off antivirus protection software or make unauthorized changes to system configurations installed on company computers. Violations of this policy may result in termination for a first offense.

Employees are expected to use the Internet productively. Internet access is limited to job-related activities only and personal use is not permitted.

Internal Job postings-Alison

Electrix recognizes the talents current employees have to offer. Therefore, job openings will be posted on the internal server ten (10) business days before posted externally. Qualified internal candidates, found within the (10) business days, may or may not result in the dismissal of external postings. All employees who are considering a job change or seeking advancement may apply for internal postings. Furthermore, employees are encouraged to refer candidates which qualify for employment. Employees who pursue an internal opportunity are required to fulfill qualifications necessary for the positions applied. Current Electrix employees will first be considered based on current performance levels and qualifications. The best candidate, whether internal or external, will move forward in the hiring process. If chosen, current employees will be given a two week transition time. Once employee fulfills the new position, progress reports will be given on or about 30 and 60 days after day one of new position.

Internships-Alison

Electrix will provide internship programs to allow technical student the ability to earn credit for work experience related to their area of study. These paid or unpaid opportunities will provide real on the job experiences for students wishing to pursue a technological field. Various internships may require certain levels of certification or skill. Interns are expected to complete tasks properly, professionally, and in a timely manner. Internships provide a stepping stone for recommendations for future positions within Electrix.

Information of a confidential nature -Kari

As an employee of Electrix, you may have access to our company’s confidential information. This may include any of our personnel, customer, supplier, or financial information. It also may include any business strategies, future plans for our company, contracts, and other information that we may consider to be confidential. Our company takes confidentiality very seriously. As an employee of Electrix, you are required to take safeguards while using this information. It is your responsibility to protect this information. You may only discuss this information with authorized personnel. You are in no way allowed to disclose any confidential information inside or outside the business premises while employed at Electrix or even after your employment with our company ends.

Insubordination – Angel

When an employee disobeys company rules and regulations, there will be consequences. The supervisor will handle how to deal with the employee for their actions. The employee should know that there is a possibility of termination from not following the rules. Depending on the situation, the supervisor will give either verbal or written warnings for actions. Termination of an employee will be the final warning the employee gets depending on the seriousness of the situation.

Jury Duty Leave -Charlene

The company supports employees in their civic duty to serve on a jury. Employees must present any summons to jury duty to their supervisor as soon as possible after receiving the notice to allow advance planning for an employee’s absence.

Employees will be paid for up to 15 work days of jury duty service at their regular rate of pay. Employees may use any accrued time off if required to serve more than 15 work days on a jury. You are expected to report to work if excused from jury duty during normal work hours. You may retain any jury duty fee that you receive. Second shift employees should not report to work for shift following jury duty unless jury duty was served for less than four hours. Third shift employees should not report to work the night prior to being required to serve jury duty and should take off the number of hours served on jury duty for shift following jury duty.

Leaves of Absence -Charlene

A leave of absence is considered a privilege and is designed to accommodate employees in time of need. Leaves must be requested by the employee and are not automatic unless required by law. Leaves are granted on the assumption that the employee will be available to return to regular employment. Since employees remain eligible for most Company benefits while on leave, great care is given to granting or denying a requested leave.

Leaves of absence can be granted for many reasons, among them illness, maternity, personal business, military duty, education, family and occupational illness or injury. A separate policy has been written for leave types that are governed by federal and state law to insure compliance. They are military, family leaves, and work-related illness or injury.
Duration. A leave of absence should be requested for the exact number of days needed, if known, not to exceed thirty (30) days at a time. Leave extensions, not to exceed thirty (30) days, may be granted under extraordinary circumstances. The employee must request an extension prior to the termination of the previous leave. The total duration of a leave should not exceed six (6) months within one year of the leave start date. At that time, the employee is subject to termination; however, termination is not automatic. All terminations must be reviewed and approved by Human Resources. Leave of Absence for specific medical conditions can be extended or adjusted as a reasonable accommodation where such extension or adjustment would not result in undue hardship to the company. Two or more leaves of absence for the same or related reasons, separated by a return to work of less than two weeks, shall constitute one consecutive leave in determining benefit eligibility. Each approved Leave of Absence will result in a single occurrence under the Attendance Policy.

Employee Pay and Benefits. Any leave of absence shall be without pay. Holidays occurring during a leave shall not be paid. Use of PTO is required unless otherwise directed by state regulations, however an employee may hold back 40 hours of PTO. An employee’s seniority and/or employee benefit eligibility date is not effected for leaves that are thirty (30) calendar days or less in duration. Benefit eligibility date will be adjusted by the exact number of days in excess of thirty (30) days. Group insurance will remain in force for up to 6 months during a leave of absence provided the employee makes arrangements for the employee portion of premium payments at the beginning of each month. Payments are due at the beginning of each month. Payments beyond 30 days late will result in lapse of coverage and COBRA will be offered.
Return from Leave. Retention of a previous job is not guaranteed, but every effort will be made to reinstate the employee to the same or similar job unless otherwise mandated by federal, state or local law. If an employee does not return on or before the leave expiration date, employment will be terminated. If an employee is out on a non-work related medical leave, the employee must have a doctor note releasing them to full duty with no restrictions in order for them to return to work. Additional leave may be approved according to the FMLA guidelines previously discussed in the FMLA policy section.

Long term disability program

If you are unable to work due to illness or accidental injury that lasts longer than 180 consecutive days, you may be entitled to benefits under the Electrix Long-Term Disability (LTD) Plan. Established April, 2018, the Plan covers eligible employees of Electrix.

Qualifying employees who are totally disabled receive a benefit equal to 60% of basic monthly compensation as defined in the Plan. Benefits may continue for up to 24 months if you are certified totally disabled and are unable to perform the duties of your regular job. Benefits may continue for longer than 24 months if you continue to be certified disabled and are unable to do any work consistent with your education and training.

You may receive a copy of the LTD Plan upon request from your manager.

Maternity Leave

Electrix will provide paid time off that can be taken by a birth mother, parent, or adoptive parent to recover from childbirth, or to care for a new child as a result of childbirth or adoption in accordance with FMLA and in addition will provide.

Up to 6 weeks paid under the short term disability plan for postpartum after the birth to the birth mother to recover from childbirth.

In addition, up to 2 weeks paid antepartum under the short term disability plan for soon to be birth mother verified by medical necessity.
Up to 6 weeks paid for parental leave to the primary caregiver to care for and bond with a newly adopted child.
AND IF APPLICABLE
Up to 3 days paid parental leave to the secondary parent, including a domestic partner, to care for and bond with a newborn child within the first three scheduled work days following the birth or adoption.
No more than 6 weeks of paid parental leave is provided per employee per birth or adoption event. The number of children born or adopted at the same time will not affect the length of paid parental leave for the event. Once paid parental leave is exhausted, employees may continue on unpaid FMLA leave if eligible and if appropriate documentation has been submitted, up to a total leave time of twelve (12) weeks.

Military Leave

Under federal law, unpaid leave may also be requested by eligible employees who have any qualifying exigency arising out of the fact that the spouse or a son, daughter, parent, domestic partner, or next of kin of the employee is on covered active duty in the armed forces and may use their 12-week entitlement to address certain qualifying circumstances.

The federal FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period.

To see if you qualify for military leave, please see your local human resources for more information.

Misconduct on and off the job -Angel

All employees are expected to follow each rule of the company misconduct policy. The company expects each and every employee to give a 100%. Employees who fail at abiding by these rules can expect possible termination from the company.

Theft of company and/or customer property
Possession of substances
Possession of weapons
Excessive absenteeism
Failure to report accidents
No permission of being on property after work hours
Willful Falsification

Moving and relocating -Angel

The chance of relocation of any employee to another location is very slim. The chance is still possible and the company will seek the opportunity. This plan is mainly administered by the human resources department.
Employees relocated within 30 miles will be reimbursed after relocation
Employees should turn in vouchers that are detailed expenses
Director of human resource should be notified for any exceptions of the policy

Open door policy-Alison

Electrix’s open door policy is set to build communication between all team members. Employees shall be free to speak with supervisors, managers, and other team members. Supervisors will allow subordinates to approach for questions, counsel, and suggestions. If need be, employees are encouraged to bring complaints, conflicts, and problems to the attention of their immediate supervisor or manager. Supervisors will assure repercussions will not occur for the communicator. Electrix sees the need to build mutual trust and collaboration between all employees.

OSHA Rules and Regulations -Angel

It is very important that each and every employee follows safety rules and regulations. The company expects every employee to work in a safe environment. Employees should follow the guidelines below!

Immediately report any unsafe activity
Follow all safety procedures before cleaning or adjusting equipment
Aware of all forklift traffic
Keep all exits clear for walkway
Safety glasses should be worn at all times
No jewelry around machinery
All required PPE (personal protective equipment) used properly

Overtime for Salaried Employees- Ronnie

Any overtime for full time employees will be distributed as follows:

Working hours in one work week from 40 hours up to 59 hours will be paid as time and a half.
Working hours in one work week which include 60 hours and above will be paid to the employee as double time.

Personal Leave of Absence

A leave of absence is considered a privilege and is designed to accommodate employees in time of need. Leaves must be requested by the employee and are not automatic unless required by law. Leaves are granted on the assumption that the employee will be available to return to regular employment. Since employees remain eligible for most Company benefits while on leave, great care is given to granting or denying a requested leave.

A leave of absence should be requested for the exact number of days needed, if known, not to exceed thirty (30) days at a time. Leave extensions, not to exceed thirty (30) days, may be granted under extraordinary circumstances. The employee must request an extension prior to the termination of the previous leave. The total duration of a leave should not exceed six (6) months within one year of the leave start date. At that time, the employee is subject to termination; however, termination is not automatic. All terminations must be reviewed and approved by Human Resources. Leave of Absence for specific medical conditions can be extended or adjusted as a reasonable accommodation where such extension or adjustment would not result in undue hardship to the company. Two or more leaves of absence for the same or related reasons, separated by a return to work of less than two weeks, shall constitute one consecutive leave in determining benefit.

Pre-employment reference and background check

Electrix aims for a transparent hiring process that respects candidates’ rights. We advise hiring managers and HR staff to follow this procedure for background screening:

Hiring managers and HR discuss whether a background check is needed for a position and what the check will include.

Hiring managers note in the job ad that a background check is required before employment.

When the final candidates (one or more finalists) are selected, hiring managers or HR contact the candidates to get written permission for background checks and explain the process. This can be done through an Applicant Tracking System (ATS.)
If candidates refuse to go through background screening, HR informs them that they won’t be considered for the position. If candidates provide written permission, background-check providers can initiate the review.

Once HR receives background check results, staff discusses them with hiring managers to decide next steps for the candidates and the position.

Hiring managers inform candidates of their decisions and ensure they get copies of their individual background check reports. If there are negative findings, HR/hiring managers must let candidates know how to dispute the report.

Privacy of Customer Information -Kari

At Electrix we take our customers privacy very seriously. We only use their private information to administer their account when they have requested our services or products.

We do not share our customers personal information. We have no involvement in third party disclosures.

Progressive discipline – Angel

It is important that all employees perform accurately and well behaved while at work. Undesired behavior and low performance will result in consequences. The supervisor will handle all disciplinary actions. The guidelines below are the actions that will take place when this occurs.
The first warning will be a verbal warning from the supervisor
The second warning will be a written warning/points
The third warning will be suspension of the company for three days
The final warning will result in termination from the company

Sexual Harassment-Alison

Electrix provides a safe work environment that is free of harassment. Sexual harassment is in violation of Title VII of the Civil Rights Act of 1964. Sexual harassment of any kind is prohibited. This includes: unwelcome sexual advances, request for sexual favors and verbal or physical conduct that is sexual in nature, such as innuendos, jokes, propositions, comments, gestures, touching, pinching, or brushing against another. Sexual harassment creates a hostile, intimidating, and offensive work environment. Electrix will not tolerate conduct that affects the well being of employees or interferes with work performance. Sexual harassment is a type of misconduct that is forbidden.

All employees will help assure that harassment is avoided. If harassment is witnessed, employees must notify their direct supervisor immediately. Supervisors will immediately notify Human Resources. An investigation will begin promptly. Within five working days you will receive a response concerning your complaint. You may be asked to form a written complaint and/or assist in the investigation.

Short Term Income Protection -Kari

Electrix offers a short term income protection plan to full-time employees enrolled in our company healthcare plans. The employee must have either Healthcare plan 1A or 1B to enroll for this protection. If an employee becomes injured or has an illness that affects their ability to work, our short term income protection coverage replaces 65% of their income for up to 13 weeks.
This protection is available for our employees to handle their living expenses while they are unable to work.
Travel for company – mileage pay, accident ins, etc. Kari

Electrix will accomodate employees required to travel for business. Employees are expected to use good judgement while spending company funds. Employees traveling for business will be expected to fill out a Travel Expense From. For any travel required for the business all receipts are required to be reimbursed. Our mileage pay is .25 per mile. An employees mileage needs to be logged and confirmed to receive reimbursement pay.

Company credit cards are to be used for business purposes only. Employees using company credit cards must provide a monthly expense report with receipts for all transactions listed on their report. Purchases over $150 require a prior authorization.

All employees must complete their travel expense report within 30 days of their travel date.
Travel Accident Insurance: Employees that are required to travel for business purposes are automatically covered under our company insurance plan. The company would pay for 80% and the employee would be responsible for the other 20%.

Tuition Reimbursement

Electrix, at management’s discretion, reimburses for related expenses for degree programs. Our feeling is that a well-rounded education, even outside of the working environment, can enhance an employee’s skill base and make them more valuable to the organization. Determination of reimbursement is based on:

Criteria

Degree sought (generally, there is a greater likelihood of reimbursement for bachelor’s level degrees).

Potential of continued employment with the organization.

Length of service with the Company (minimum of one consecutive year not on probationary status).

Applicability of the degree to the job and/or future positions in the organization.

Statement from the candidate regarding purpose, intentions and personal commitment.

If reimbursement is approved for a degree program, the following criteria apply:

Classes can be taken at a community college or state college. Private colleges and universities require cost sharing with the employee.

With cost sharing, an online university may be an appropriate venue.

Employees must meet the residency requirement for in-state tuition. Employees not meeting in-state residency requirements will receive tuition equal to that of in-state fees.

Course work must meet requirements for an associate, bachelor’s or master’s degree.

Completion of course must be verified with a grade of “C” or better.

Employment must be for a minimum of one consecutive year and not on probationary status.

Classes should be scheduled as is feasible to not interfere with normally scheduled working hours.

The degree candidate must assume some financial responsibility. The Company will reimburse:

Up to 80% of tuition and/or registration fees
100% of books and supplies
100% of parking
100% of lab fees
Time off with pay, if necessary, will be given for registration, finals scheduled during working hours and one advisor meeting per term per class.

Uniforms (if applicable) – Ronnie

Uniforms for employees will be supplied as needed. All uniforms are leased and should be treated as property of the company. Any uniform lost or damaged should be reported to a manager immediately. At any point the employee needs additional uniforms or is leaving the company all uniforms must be accounted for or will be deducted from the employees payroll.

Use of equipment and tools (if applicable)-Alison

Equipment usage is necessary in most daily functions and job requirements. Employees are required to handle equipment properly and with care. Employees are to follow all operating instructions and safety standards. Employees with duties to perform required maintenance will do so routinely and in a timely manner. If any machine or equipment becomes damaged or in need of repairs, stop use immediately and notify a supervisor. Improper, negligent, destructive, or careless use of equipment could be cause for disciplinary action.

Worker’s Compensation

Workers’ compensation is a “no-fault” system that provides compensation for medical expenses and wage losses to employees who are injured or who become ill because of employment. Electrix pays the entire cost of workers’ compensation insurance. The insurance provides coverage for related medical and rehabilitation expenses and a portion of lost wages to employees who sustain an injury on the job.

Electrix abides by all applicable state workers’ compensation laws and regulations.

If an employee sustains a job-related injury or illness, you must immediately notify your supervisor, or higher level manager of any workplace accident, injury or illness. If you are injured on the job, you will be paid for your full scheduled shift on the date of injury. Workers’ compensation benefits (paid or unpaid,) will run concurrently with FMLA leave, if applicable, where permitted by Federal, State and/or Local law.

Section VI. – Benefits

Annual Leave Kari

Full time employee who works a 5 day/ 40 hour work week; will accrue 15 days per year or 20 consecutive days.

Full time employees who work/ a 5 day/40 hour work week; will accrue 10 days per year of sick time.

Holidays- Ronnie

Full time employees will receive these holidays off work with pay.
New Year’s Day- January 1st, 2018
Easter- April 1st, 2018
Memorial Day- May 28th, 2018
Independence Day- July 4th, 2018
Labor Day- September 3rd, 2018
Thanksgiving- November 22nd, 2018
Christmas- December 25th, 2018

Bereavement Leave- Ronnie

Full time employees will receive a full 8 hours paid each day for Bereavement.

5 days paid for immediate family
3 days paid for outside immediate family

Jury Duty Leave- Ronnie

Full time employees will receive wages paid in full for Jury Duty attendance as long as they supply correct documentation showing dates and times

Maternity Leave – Charlene

Up to 6 weeks paid under the short term disability plan for postpartum.

Up to 2 weeks paid antepartum under the short term disability plan.

Up to 6 weeks paid for parental leave to the primary caregiver to care for and bond with a newly adopted child.
AND IF APPLICABLE
Up to 3 days paid parental leave to the secondary parent, including a domestic partner, to care for and bond with a newborn child within the first three scheduled work days following the birth or adoption.
Once paid parental leave is exhausted, employees may continue on unpaid FMLA leave if eligible and if appropriate documentation has been submitted, up to a total leave time of twelve (12) weeks.

Military Leave

Military leave will be offered to all eligible employees who are on covered active duty (or has been notified of an impending call or order to covered active duty) in the armed forces.
Employees may use their 12-week entitlement to address certain qualifying circumstances.
Federal FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period.
An employee on extended military leave may elect to continue health insurance coverage for the employee and covered dependents under the same terms and conditions for a period not to exceed 31 days from the date the military leave of absence begins.
After the initial 31 day period, the employee and covered dependents can continue group health insurance up to 24 months.

Employee Assistance Programs

Employees that are working 30-40 hours a week are eligible for the employee assistance program.
Several programs are offered by the EAP free of cost to the employee.
This program is available 24/7 for all employees.

Tuition Reimbursement

Up to 80% of tuition and/or registration fees
100% of books and supplies
100% of parking
100% of lab fees Time off with pay, if necessary, will be given for registration, finals scheduled during working hours and one advisor meeting per term per class.

Short term and long term disability insurance Angel

Short term disability – 13 weeks with 65% of weekly salary
Long term disability- continual disability within short term or 180 days with 60% of monthly salary
STD elimination period – 10 days
LTD elimination period – 30 days

Group Life Insurance- Charlene

Salaried: 1 times base annual earnings up to $500,000
Hourly: 1 times base annual earning up to $50,000

Travel Accident Insurance – Kari

Automatically covered by Electrix when travelling for business purposes
80% covered by company
20% employee responsibility

Dental Benefits- Charlene

Annual Maximum $1,1500
Class 1 preventive service covered at 100%
Class 2 basic services covered at 80%
Class 3 major services covered at 50%
Orthodontics lifetime maximum of $3,000

Healthcare Benefits Angel

Base, Deductible/Coinsurance = 60% / 20%, Maximum out of pocket 12,000
Mid, Deductible/Coinsurance = 60% / 20%, Maximum out of pocket 6,000
High, Coinsurance 60% / 20%, $200 copay in network visits
Out of network = 40% / 40% Deductible/Coinsurance

Retirement Benefits Angel

401k retirement plan
For eligibility an employee must have 1 year of service and be 21 years of age
Employees have a choice of what % of their salary goes in the 401k

Section VII. – New Hire Orientation. -Alison

The following outlines the new hire training plan for the first week of employment with Electrix.

Day 1-New Team Member Orientation
Morning Session 8:00-12:00
Policy Review (provide employee handbook)
Personal Conduct Standards
Safety and Security
Vacation and Sick Leave
Overtime
Emergency Procedures
Anti-harassment
Progressive Disciplinary Actions
Administrative Procedures
Picture ID Badges
Workstation Setup
Building Access Cards
Afternoon Session 1:00-4:00
Give introductions main personnel
Tour Facilities
Restrooms
Bulletin Boards
Emergency exits
Parking
Break room
Supply room
Position Information
Team Introductions
Initial Job Review
Performance Expectations
Job Hour/Schedule Review
Payroll/Time Card Review

Day 2- Safety Training/ Technology
Computers 8:00-9:00
Company email setup
Tour of company website and internal communication systems
Software and Hardware Reviews
General Safety Training Session 9:00-12:00
Osha Standards Training 1:00-4:00
Days 3-5- Mentorship
Trainee will be paired with a “Team Mentor” that resides in the same department.

Trainee will begin job shadowing and, under the direction of mentor, begin hands-on daily operations tasks.

Trainee will perform standard operating procedures.

Mentor will be present at all times.

Trainee will complete all daily tasks.

Upon day five, trainee will perform tasks independently,

Emergency Contact Form – Kari

2018 W-4 Form – The W4 is used to designate your tax exemptions. Complete the bottom half of the form. If you need help determining how many exemptions you should be claiming you can complete the W4 worksheet.

I-9 Form – The I9 is used to verify employment eligibility. Electronix uses E-Verify. Complete page 1 of the I-9 form and return with either a document from section A or an document from section B ; C.