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Employees
ordinarily must provide 30 days' advance notice when
the leave is "foreseeable." The Company may require
medical certification to support a request for leave
because of a serious health condition, and may require
second or third opinions (at the employer's expense)
and a fitness for duty report to return to work. Taking
of leave may be delayed if requirements are not met.
For the duration of FMLA leave, the Company will maintain
the employee's health coverage under the group health
plan. Upon return from FMLA leave, most employees will
be restored to their original or equivalent positions
with equivalent pay, benefits, and other employment
terms. The use of FMLA leave cannot result in the loss
of any employment benefit that accrued prior to the
start of an employee's leave.
For complete details employees should contact their
manager or Human Resources.
Pay
and Compensation
Employees
are paid on the 1st and 15th of each month.
New
employees are required to complete an Employee's Withholding
Allowance Certificate (W-4). Employees must present
their Social Security card to Employment when completing
the required forms. Optional forms employees may wish
to file are paycheck direct deposit authorization card,
union or association dues card, and other deductible
employee paid benefits.
Overtime
Non-exempt
employees are eligible to receive overtime pay if they
work more than 40 hours in a given week. Holiday, vacation,
and sick time are not included in hours used to determine
overtime eligibility. Overtime pay equals 1.5 times
and employee’s regular hourly rate. All overtime must
be approved the manager in advance.
Vacation
All
full-time employees are eligible for vacation pay.
New
full-time employees will receive a pro-rata number of
vacation days based on one day for each month worked
in the hired calendar year, not to exceed 10 days.
In the first full calendar year and through the calendar
year in which the employee’s 3 year anniversary of employment
occurs, employees will receive 10 vacation days each
year.
In
the calendar year of the employee’s 4 year anniversary
of employment, employees will receive 15 vacation days
each year.
In
the calendar year of the employee’s 10 year anniversary
of employment, employees will receive 20 vacation days
each year.
Up
to 5 unused vacation days may be carried over into the
next year. All other unused vacation time will be paid
out in the final paycheck for that year.
Employees should notify their manager at least one month
in advance of taking vacation time. All vacation requests
are subject to manager approval. In addition, employees
should directly communicate vacation dates to co-workers
to ensure customer needs are met.
Part-time
employees who work on a regular schedule all year are
eligible for vacation benefits on a pro-rata basis based
on the schedule above.
Holidays
The
Company will observe the following holidays:
- New
Year’s Day
- Memorial
Day
- Independence
Day (4th of July)
- Labor
Day
- Thanksgiving
Day
- Friday
after Thanksgiving Day
- Christmas
Eve
- Christmas
Day
- New
Year’s Eve
In
the event that one of these holidays falls on a weekend,
the Company will observe the holiday on the Friday preceding
or Monday following the actual holiday, depending on
the circumstances.
Personal
Days
Employees
are eligible for 4 paid personal days per calendar year.
New employees will accrue 1 personal day for every 3
months worked in the hired calendar year.
Personal days may be used at the employee’s discretion
for religious holidays and personal matters. Personal
days not used by the end of the year will be paid out
to the employee in the final paycheck for that year.
Sick Days
Sick
days are provided for illness of the employee, their
spouse or children. Employees should use their personal
days or vacation days non-illness related time off.
All full-time employees will receive sick days according
to the following schedule:
Employees
will be eligible for paid sick days after 6 months of
employment. After 6 months of employment, employees
will be eligible for one sick day for every two months
worked from date of hire, with a maximum of 5 days in
their first year of employment.
Every
succeeding calendar year, employees will be eligible
for 5 sick days.
Sick
days may be accumulated and carried over from year to
year to a maximum of 10 days. All other unused sick
days by the end of the year is forfeited.
Funeral
Leave
Employees
will be paid for up to five days to attend the funeral
of a close relative, such as a spouse, children, parents,
grandparents, siblings and corresponding in-laws. If
additional time off is required, employees should talk
to their manager.
Time
off without pay may be provided so that employees can
attend the funeral of individuals other than those listed.
Employees may take unused vacation or personal time
but, sick days can not be used.
Jury
Duty
Employees
will be paid their full salary during an absence mandated
by jury duty. If an employee receives any compensation
for this duty, they should present it to their manager
as a temporary payroll adjustment, unless prohibited
by law. Employees must present a copy of the Jury Summons
to their manager.
Military
Reserve Duty
An
employee who serves as a military reservist does not
need to used other paid time off for attending the first
two weeks of military camp or for performing domestic
military duty, such as civil disturbances and disasters.
Employee reservists should report the dates involved
to their manager.
The
Company will pay the difference between an employee’s
full salary and their gross military compensation for
up to two weeks per year. Military compensation earned
on weekends is not considered and should not be reported.
Health
Benefits
Full-time
employees, their spouses and eligible dependent children
are eligible for health benefits on the first day of
the month following 30 days of continuous employment.
For health benefits, full-time employees are defined
as regular employees (excludes interns and contract
employees) who work exceeds 30 hours per week. Employees
should consult the separate materials prepared directly
by the Company’s health care insurance company for details
of the plan.
Flexible
Spending Accounts
Full-time
employees are eligible to enroll in the flexible spending
account during open enrollment each year or after a
qualifying life event. This benefits allows you to pay
certain expenses with pre-tax pay. Employees should
be aware that after they have elected the amount to
put into an account, any funds unused at the end of
the year are forfeited. There are two types of flexible
spending accounts:
Health
Care Spending Account
This account allows employees to pay for most non-covered
medical, dental, and vision expenses, deductibles and
co-pays up to a limit of $2,500 per year. The minimum
contribution is $120.00 per year.
Dependent
Care Spending Account
This account allows employees to pay qualified dependent
care expenses such as child or elder day care up to
maximum limit of $5,000 annual, subject to IRS rules
and restrictions. The minimum contribution is $120.00
per calendar year.
Equal
Employment Policy
It
is the policy of the Company to provide equal opportunity
for all qualified persons and not discriminate against
any employee or applicant for employment because of
race, color, religion, sex, age, national origin, veteran
status, disability, or any other protected status.
This
policy applies to recruitment and placement, promotion,
training, transfer, retention, rate of pay and all other
details and conditions of employment.
Employment
and promotion decisions will be based on merit and the
principle of furthering equal opportunity. The requirements
we impose in filling a position will be those that validly
relate to the job performance required.
All
other personnel actions including compensation, benefits,
transfers, layoffs, recalls from lay-offs, training,
education, tuition assistance and recreation programs
will be administered without regard to race, color,
religion, sex, age, national origin, disability, veteran
status, or any other protected status, in accordance
with appropriate law.
Termination
Employees
who voluntarily resign from the Company are asked to
provide at least two week advance notice of their resignation.
This notice should be in writing and should briefly
state the reason for leaving and the anticipated last
day of work.
If
a terminating employee is eligible for any incentive
compensation, bonus, and/or awards, they must be actively
employed on the date the compensation, bonus or awards
are presented or paid, in order to receive the compensation,
bonus or award.
Drug
and Alcohol Policy
The
Company realizes that the misuse of drugs and alcohol
impairs employee health and productivity. Drug and alcohol
problems result in unsafe working conditions for all
employees and customers. The Company is committed to
maintaining a productive, safe, and healthy work environment,
free of unauthorized drug and alcohol use.
Any
employee involved in the unlawful use, sale, manufacturing,
dispensing or possession of controlled substances, illicit
drugs and alcohol on Company premises or work sites,
or working under the influence of such substances, will
be subject to disciplinary action up to and including
dismissal and referral for prosecution.
In
addition, the Company has developed and maintains a
comprehensive Drug and Alcohol Policy, which employees
may obtain from Human Resources.
Safety
Policy
The
Company is sincerely interested in the safety and well-being
of our employees. The Company will make every effort
to keep the office equipment in excellent condition
and make sure that all safety devices are working properly.
If,
in spite of our efforts to ensure safe working conditions,
an employee has an accident or becomes ill on the job,
it should be reported to the manager immediately. They
will see that prompt medical attention is provided.
Workplace
Security Policy
The
Company is committed to maintain a safe and secure workplace.
In order to maintain a secure work environment, the
company strictly prohibits employees and visitors from
bringing any firearm on Company property. In addition,
all visitors are asked to check in with the receptionist.
Failure to comply with this policy will result in disciplinary
action up to and including termination.
Dress
Code Policy
The
Company maintains a business casual working environment.
All employees should use discretion in wearing attire
that is appropriate for the office and customer interaction.
Smoking
Policy
The
Company maintain a non-smoking policy within the office.
Employees should smoke only in those areas of the building
which are smoking designated.
Telephone
and Computer Use Policy
The
Company understands that when employees work during
the week it is occasionally necessary to conduct personal
business during office hours. However, employees should
limit their personal use of the telephone and computer
during office hours. Talk to your manager if you have
any questions as to how much is too much time. Because
telephone and e-mail systems are provided by the Company
at its expense for business use, all messages sent by
or received on those systems are company documents.
The Company reserves the right to access and to disclose
the messages that you send or receive on the voice mail
or e-mail systems. Employees should also be aware that
“deleted” messages from the computer screen may not
actually be deleted fro the e-mail system. Employees
who abuse this policy are subject to disciplinary procedures
up to and including discharge.
Business
Expense Reimbursement
The
company will reimburse employees for expense which are
directly business related to include: travel expenses,
office supplies, and mileage incurred while traveling
on business. Employees must submit receipts for all
expenses. Employees should consult with their manager
prior to business trips to confirm eligible expenses.
Tuition
Reimbursement
Full-time
employees are eligible to apply for the tuition assistance
program after one year of employment. After approval
from the Company, employees are eligible for reimbursement
upon successful completion of approved course(s) at
an accredited institution. The Company will reimburse
the employee 100% of the tuition, registration, book,
and lab fees.
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