Employee Handbook Review Form

Employee Handbook Review Form
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Equal Employment Opportunity (EEO) Policies *

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No-Discrimination Policy: The company is committed to treating everyone equally and fairly, regardless of their background. If anyone violates this principle, there could be consequences.
Disability Accommodation Policy: In compliance with laws, the company assists individuals with disabilities by providing reasonable accommodations upon request. Procedures are in place to facilitate this process.
No-Harassment Policy: Harassment of any kind, including discrimination or sexual harassment, is strictly prohibited. The company takes reports seriously, investigates them impartially, and safeguards against retaliation.
Constructive Discharge: Employees are encouraged to voice concerns if their working conditions become unbearable. Protocols are established to protect employees' rights in such situations, including legal provisions for constructive discharge.

Employment Status*

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Employee Classification: Employees are classified as Regular Full-time, Regular Part-time, or Temporary based on weekly work hours and job duration. Exempt or nonexempt status, determining overtime eligibility, is determined at hire or during changes in employment status. All employees must adhere to company rules.
Meal Periods and Rest Breaks: Meal breaks, typically 30 minutes, are unpaid if employees are free from work tasks. Nonexempt employees may take two paid 10-minute rest breaks if workload permits, with a 30-minute unpaid meal period daily. If work interrupts meal breaks, employees must notify supervisors for proper compensation or a replacement break.
Timekeeping Requirements: Nonexempt employees must accurately record work hours, including breaks and non-business-related absences. Tampering with time records may result in discipline or termination. Any time record errors should be promptly reported to supervisors for correction.
Overtime: Nonexempt employees receive time-and-a-half for hours worked over 40 in a week. Overtime pay does not include hours not worked or pyramiding of premium rates. Overtime must be authorized in advance by supervisors; violations may lead to discipline, including termination.

Payment of Wages*

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Payday: Employees typically receive paychecks on Fridays. Any paycheck errors should be reported to the manager or on-site supervisor without delay.
Payroll Deductions: The company deducts taxes mandated by state and federal laws, including Federal Income Tax, Social Security Tax, Medicare Tax, State Income Tax (if applicable), and any local taxes or state disability taxes. Additionally, deductions may be made for court orders, liens, or wage assignments. Employees can also request deductions for specific purposes such as safety equipment or medical insurance.

Time Off and Leaves of Absence*

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Paid Time Off (PTO): Employees accrue PTO for vacations, holidays, and personal matters not covered under Paid Sick Time (PST). PTO is paid at the base rate of pay and provided according to a schedule based on employee classification and years of service. Unused PTO carries over within limits and is cashed out upon termination.
Sick Leave: Employees are provided paid sick leave for various reasons outlined in Arizona law, including medical care, public health emergencies, and domestic violence situations. Sick leave accrues based on hours worked, with a maximum usage limit per year.
Holiday Pay: Hourly employees working on designated holidays receive 1.5 times their pay for hours worked.
Jury Duty: Employees are granted time off for mandatory jury duty and may use accrued leave during this period.
Voting Leave: Employees can request leave to vote in primary or general elections in Arizona, subject to certain conditions.
Religious Observances Leave and Accommodation: Employees can use vacation or unpaid time for religious observances, and the company provides reasonable accommodations for such practices.
Military Leave: Employees wishing to serve in the military can take military leave and should contact their supervisor for details.
Lactation Breaks and Breast-Feeding: Employees breastfeeding children up to 18 months old may take reasonable breaks during the workday. Breaks are unpaid and treated differently for exempt and nonexempt staff.
Family Care, Medical, and Military Family Leave: Eligibility, reasons for leave, and amount of leave are outlined. Employees may take leave intermittently or on a reduced schedule. Reinstatement rights and benefits during leave are also covered. Employees must follow certain procedures for requesting leave and providing certification

Employee Benefits*

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Workers' Compensation and Safety on the Job: Employees are covered by Workers' Compensation Insurance for occupational injuries or illnesses. Reporting any work-related injury immediately to the supervisor and seeking medical treatment promptly are crucial steps to ensure eligibility for benefits. Upon return from workers' compensation leave, employees may be reinstated to their previous position or an equivalent one, subject to medical clearance. The company will consider overlapping laws such as the ADA and FMLA for accommodation.
Safety and Health: Maintaining a safe workplace is paramount, and employees are encouraged to report any work-related injuries or illnesses promptly to their supervisor. There's a structured process in place for reporting such incidents.
Professionalism: Employees are expected to uphold professionalism, displaying honesty, integrity, and respect towards others. Inappropriate behavior, including bullying, may result in disciplinary action, including termination.
Health Insurance: Full-time employees become eligible for a comprehensive health insurance program, covering health, dental, vision, and various other benefits, after completing 30 days of employment. Details regarding costs and coverage are available in the Benefit Guide for interested employees.

Miscellaneous Policies*

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Alcohol/Drug Use, Abuse and Testing: The policy prohibits the possession, use, or sale of drugs or alcohol on company premises, during work hours, or while on company business. It outlines procedures for drug and alcohol testing, consequences for violations, and compliance with the Arizona Medical Marijuana Act.
Cell Phone/Smart Phone Usage: Employees are allowed to bring cell phones to work but are restricted from personal use during working hours except for emergencies or breaks. The policy addresses the use of cell phones with cameras, while driving, and prohibits harassment via cell phone communication.
Use of Company Email and Computer Equipment: Employees are expected to use company electronic equipment for business purposes only and must adhere to security measures, including virus scanning and password protection. The policy prohibits unauthorized access, outlines monitoring procedures, and addresses the use of personal hardware and software.
Confidentiality: Employees must maintain the confidentiality of company business information and refrain from disclosing it to unauthorized individuals or posting it on the internet. The policy also addresses communication with the press and designates spokespersons for media inquiries.
Employment of Relatives: The company generally avoids hiring family members to prevent conflicts of interest, but exceptions may be made on a case-by-case basis. Relatives may not report to each other, and accommodations will be made if necessary.
Performance Evaluation: Performance evaluations are conducted annually or more frequently as needed, with the aim of identifying strengths, discussing opportunities for growth, and setting goals. Supervisors provide feedback and may recommend further training or opportunities for advancement.
Electronic and Social Media Advertising: The company may post photos and videos of products on social media, which may include employees. Employees uncomfortable with being portrayed in social media advertising can request accommodation.
Guests and Visitors: Approval from management is required for guests and visitors entering production areas, except for certain authorized tours. Children are generally not allowed in production areas.
Dress Code and Personal Appearance: Employees must adhere to appropriate dress and hygiene standards, complying with health code regulations. The use of headphones is prohibited during active production for safety reasons.
Outside Employment: Employees must disclose outside employment to management, which will determine if it represents a conflict of interest with their work at the company.
Off Duty Use of Company Facilities: Off-duty use of company facilities must be approved by management and cannot interfere with live production or involve commercial yeast, typically reserved for management-approved creative projects.
Attendance and Punctuality: Employees are expected to arrive on time for scheduled shifts and notify their supervisor of any absences or late arrivals. Excessive tardiness or unexcused absences may result in disciplinary action, including termination.

Termination Policies*

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Prohibited Conduct: The policy outlines various behaviors that are prohibited and may result in disciplinary action, including termination. This includes falsification of records, theft, unauthorized use of company property, insubordination, use of alcohol or illegal drugs, engaging in criminal conduct, and violation of safety, health, or discrimination policies. The statement clarifies that termination can occur at any time, with or without cause or notice, due to the at-will employment policy.
Discipline Policy: Employees failing to meet company standards may face discipline such as verbal or written warnings, suspensions, or demotions. The company reserves the right to determine the appropriate discipline based on individual circumstances and may proceed directly to termination for serious misconduct or performance issues without prior warnings.
Termination Policy: Employees are encouraged to provide a minimum of two weeks' notice if they choose to terminate their employment. Using vacation or sick days in lieu of notice is discouraged. Employees are advised to discuss their decision with their supervisor or company owner before finalizing it. Upon termination, employees must return all company property, including phones, keys, and computers, to their supervisor. Failure to give notice may affect eligibility for re employment.

Acknowledgement of Receipt of Employee Handbook

I acknowledge that I have received and will read a copy of Company's Employee Handbook. I also understand that a copy of the Handbook is available to me at any time to review it.

I understand that Company has adopted the Handbook only as a general guide about policies, work rules and the work environment, and that they are subject to change at any time in Company's sole discretion. I acknowledge that the Handbook is not an employment contract and is not intended to give me any express or implied right to continued employment or to any other term or condition of employment.

I understand that either Company or I may terminate my employment relationship at any time, for any or no reason, with or without cause, and with or without advance notice. I acknowledge that no promises have been made to me that are inconsistent with this "at will" statement.

I understand that Company complies with all applicable laws regarding equal employment opportunity and provides a workplace free from unlawful harassment and discrimination. I will bring any questions or concerns I have regarding equal employment opportunities, discrimination, retaliation or harassment to my supervisor or any trusted manager or supervisor.

During my employment with Company, I understand that it is my responsibility to remain informed about the policies as revisions, updates and new policies are issued, and to ask questions about any interpretation of any of the policies.

I have read this acknowledgement carefully before signing.
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Employee Handbook Review Form

Acknowledgement of Receipt of Employee Handbook