{employeeInformation[1]}, welcome to KJ's Super Stores!

We are pleased that you will be joining us, and hope that it will be a mutually enjoyable experience. Conrad & Bischoff, Inc., owner of KJ’s Super Stores, has designed this handbook for you as a guideline of company policies and procedures. We hope it will serve as a useful orientation tool and handy reference. This handbook and its contents are a living document, and are subject to change at any time. The contents are not intended to be, nor should they be, considered a contract between you and Conrad & Bischoff, Inc. We place a premium on a positive, open and supportive work environment. We hope you will enjoy working here.

Sincerely and respectfully,

LeAnn Hansen, Co-Owner
Rebecca Hansen, Co-Owner
John Doherty, Director of C-Stores

MISSION STATEMENT

Conrad & Bischoff, Inc. is an Idaho corporation specializing in petroleum distribution, and the operation of convenience stores and car washes. The company goal is to achieve growth and profit by becoming a recognized leader in every aspect of the business in which this company engages. Goals will be achieved by providing employees opportunities and the necessary tools with which to develop their skills and fulfill their potential.

EQUAL EMPLOYMENT OPPORTUNITY

The policy of Conrad & Bischoff, Inc., is to provide equal employment opportunity to all qualified persons without regard to race, ethnicity, disability (if unrelated to ability to perform the job), marital status, national origin, sexual orientation, or status as a veteran (except as provided by law). Conrad & Bischoff, Inc. desires and intends to provide equal employment opportunity in hiring, employment, promotions, wages, and all the privileges, terms, and condition of employment.

EMPLOYMENT AT WILL

The policies described in this handbook are not exhaustive. Rather, the policies represent a broad guideline and cover the most commonly asked questions about working at Conrad & Bischoff, Inc. The contents of this handbook, along with any inserts and updates that may be attached to it, may be changed by management at any time at its sole discretion. Employment may be terminated, with or without cause and with or without notice, at any time. No one other than the owners of Conrad &Bischoff, Inc. have the authority to enter into any agreement for the employment or benefits for any period of time, or to make any agreement contrary to the above.

ORIENTATION

It is the policy of Conrad & Bischoff, Inc. to provide all new employees with an orientation. The employee orientation is a time to provide access to this handbook, outline company business philosophy, and explain the policies and procedures of this company. Expectation levels will be discussed as well as what it means to be a part of the team.

After the orientation meeting, you will begin an orientation or probationary period. This is the time during which you will learn the elements of your job and be critically evaluated with regard to performance and your suitability to the job by your location manager. Should you fail to perform adequately, or for any other reason deemed sufficient by management, you could be dismissed during the orientation period or at any other time during your tenure here at Conrad & Bischoff, Inc.

OPEN DOOR POLICY

The management of Conrad & Bischoff adheres to an open work environment and open door policy. In the event an employee wishes to express a concern about any work related situation please feel free to approach the location manager or area supervisor. Certainly, if the problem can be resolved at the location level, it is preferable to do that. Also, please respect common work decorum - do not interrupt meetings or phone conversations, but wait for an appropriate time to initiate communication.

New ideas are always welcome. Every endeavor is made to constantly improve company procedures, add new services, and develop new products. Please convey new ideas and suggestions that will improve customer service and assist in growing the company by filling out a suggestion form. Suggestions are also welcome at staff meetings.

CODE OF CONDUCT

To work at Conrad & Bischoff, Inc. it is necessary that we value one another's uniqueness and diversity, and show fairness and integrity while dealing with others. When this code of conduct is violated, Conrad & Bischoff, Inc. favors progressive and corrective disciplinary action. However, some misconduct is so heinous that it may result in immediate termination. Such misconduct includes, but is not limited to, theft, lying, insubordination, harassment, drunkenness, possession of fire arms or illegal drugs, vandalism, failure to maintain confidentiality, and falsification of official documents.

Expectations for demeanor arise out of our sense of professionalism. Enthusiasm, friendliness, and a can-do attitude are trademarks of good employees. Everyone is to leave their egos and moods at the door, and approach each day with the positive, optimistic attitude of a winning team player.

Conrad & Bischoff, Inc. expects an employee to consistently demonstrate the highest level of professionalism. Thus, beyond treating others as one would wish to be treated, one must not form any personal interest or relationship with any customers or suppliers that are not in the best interests of the company. Acceptance of favors, gifts, or entertainment cannot affect the action of one's performance. Any violation of this policy can result in disciplinary action up to and including termination.

HARASSMENT POLICY

Conrad & Bischoff, Inc.'s management will not tolerate any discrimination or harassment of employees. Not only is sexual, racial, or religious harassment at odds with company philosophy, it is detrimental to any work environment, and will not be tolerated in any degree or any fashion.

An employee who believes that he or she has been discriminated against should immediately notify that employee's manager, or the retail operations manager. Any and all complaints of discriminatory behavior will be investigated promptly. Employee conduct that discriminates against another employee is against the law. Management will quickly take corrective disciplinary action up to and including termination.

By signing the Handbook Acknowledgment form I acknowledge the following:

I have read the Code of Conduct and Harassment Policies and have had the opportunity to ask questions about the Policies and the consequences for violating any terms of the Policies. I understand that my compliance with all terms of the Code of Conduct and Harassment Policies is a condition of my employment with Conrad & Bischoff, Inc. and I agree to abide by the terms of the Policy.

DRUG FREE WORKPLACE POLICY

Conrad & Bischoff, Inc. is a drug and alcohol free workplace. To provide a safer workplace and increase productivity, Conrad & Bischoff Inc. has adopted a drug and/or alcohol testing policy. All employees will be required to have such testing done, at the discretion of management at any time for the following reasons:

1. Baseline
2. Pre-employment
3. Post-accident
4. Random
5. Return to duty
6. Follow-up
7. Reasonable Suspicion

When an employee is directed to have a drug and/or alcohol test done the employee will be expected to report to a designated facility within a given time frame to have the testing done. Failure to report within the designated time frame or to report to the designated facility for any reason will be deemed insubordination and will be grounds for immediate termination.

Any employee choosing not to be tested or testing positive for drugs and/or alcohol will be in violation of the Conrad &Bischoff, Inc. Drug & Alcohol Policy and may as a result be terminated.

Any employee tested for drugs with a test result showing the sample has been tampered with or suspicion of tampering, according to the testing facility, will be in violation of the Conrad & Bischoff, Inc. Drug & Alcohol Policy and may as a result be terminated.

If any employee fails the drug and/or alcohol test and wishes to have the test again, the employee will be responsible for the re-testing fee. However, the manager reserves the right to choose the time and date of the second testing. If the employee should pass the second test the employer will reimburse the employee for the fee.

By signing the Handbook Acknowledgment form I acknowledge the following:

1. I have read the Drug Free Workplace Policy and have had the opportunity to ask questions about the Policy and the consequences for violating any terms of the Policy.

2. I understand that my compliance with all terms of the Drug Free Workplace Policy is a condition of my employment with Conrad & Bischoff, Inc. and I agree to abide by all terms of the Policy.

3. I authorize the lab and or Medical Review Officer or designee retained by Conrad & Bischoff, Inc. to release test result information to Conrad & Bischoff, Inc.

CUSTOMER SERVICE

Customer Lines:

All stores are built to accommodate two customer lines. Two employees are typically on duty at any given time. There are of course other duties that need to be accomplished in the store, i.e. stocking shelves, mopping, and cleaning. These are of course important, but customer service is always the first priority. If only one register is being used and a line begins to form with two or more waiting customers, the employee is expected to drop whatever he/she is doing and go open the other register. Customers will appreciate this attention to detail and so will the managers and owners.

Cleanliness:

Customers like clean, safe, well maintained facilities. Assignments will be specifically given by supervisors, but employees should always be aware of the customer's perception. Restrooms should be kept sanitized and orderly, spills should be cleaned up promptly. The store should be appealing to all who visit the location, at all times. Employees should be alert to performing tasks that are required even though the task was not a personal assignment.

Professionalism:

Conrad & Bischoff, Inc. commitment to customer service means employees are expected to do the following: greet every customer that enters our stores by appropriate greeting or name, if it is known, in a friendly and helpful tone; answer the phone promptly with a positive tone; return all calls and deliver all messages received; follow through in all dealings with customers; deliver exactly what is represented; and most important of all, do everything necessary to satisfy the customer.

When at work and in uniform be busy working and helping customers. When your shift is finished vacate Conrad & Bischoff, Inc. properties. Customers do not understand why someone in uniform will stand there and not help them.

At no time will foul language, arguing, shouting, or other unprofessional behavior be tolerated while on Conrad &Bischoff property. Customers should feel comfortable and welcome at all times! If you have an issue with a customer or co-worker address the issue with the location manager and let them handle the situation.

By signing the Handbook Acknowledgment form I acknowledge the following:

I have read the Customer Service Policy and have had the opportunity to ask questions about the Policies and the consequences for violating any terms of the Policies. I understand that my compliance with all terms of the Customer Service Policy is a condition of my employment with Conrad & Bischoff, Inc. and I agree to abide by the terms of the Policy.

GENERAL SAFETY PROCEDURES

Employees will be expected to perform a variety of physical tasks on a typical shift. These tasks will vary and may include but is not limited to: wiping a counter with a rag, lifting a full garbage can liner into the dumpster, filling pop dispensers with ice, stocking the shelves with merchandise, and mopping a floor. All of these tasks are considered light duty; however Conrad & Bischoff, Inc. understands that different individuals have different limitations. Each employee is responsible to know their own personal limitations and inform their supervisor of said limitations. Nearly every task performed can be modified to fit a person's capability; for example, an employee should only fill an ice bucket to a level that fits their capability and should only lift merchandise that fits their known capability to perform without injury. An employee should never perform a task that is more than can be performed safely! Employees are required to wear a safety belt when lifting objects. In most cases, common sense will suffice. However, the following procedures should be followed as habits:

• Lift from the legs
• Push in your chair
• Close closet doors, desk and file drawers
• Do not overload an electric outlet.
• Do not allow ice to build-up on sidewalks
• Flag wet floors with cone markers

Failure to wear a safety belt while performing any lifting task will release the company from any injury liability or workers compensation claim. Follow this policy to protect yourself against any injury claim being denied. Failure to wear a safety belt during lifting procedures as per company policy may result in termination of employment.

PARKING

As mentioned earlier in this handbook, customer service is a priority to Conrad & Bischoff, Inc. Please keep this in mind when parking your vehicle at work. Employee vehicles should be parked in the less convenient spaces. The best parking places should be available to customers. If this is not clear, ask your supervisor where she/he would like the employees to park while on duty.

By signing the Handbook Acknowledgment form I acknowledge the following:

I have read the Safety Procedures and Parking Policy and have had the opportunity to ask questions about the Policies and the consequences for violating any terms of the Policies. I understand that my compliance with all terms of the Safety Procedures and Parking Policy is a condition of my employment with Conrad & Bischoff, Inc. and I agree to abide by the terms of the Policy.

PHONES

1. Employees are expected to answer the phone with a proper greeting, i.e. "Good Morning, Thank you for calling KJ's Super Stores, this is Joe, how may I help you".
2. Personal phone numbers are not to be given out unless instructed to do so. Messages should be written legibly and given to the person for whom the message is intended.
3. Personal calls that come across the company phone are for emergencies and items that cannot wait until after the employee's shift ends. Managers will not tolerate excessive phone calls.
4. Calls should be kept short and should NEVER interrupt interaction with the customers or employee responsibilities.
5. Personal long distance calls are not permitted on company phones.
6. Employees should never talk on the phone while serving a customer; it is not only rude but unprofessional to talk on the phone while waiting on customers.
7. Cell phones are to be turned off while employees are on duty and should not be used for texting, voice calls, face book, twitter, or any other social media, other than on a personal break away from the workstation or in the event of an emergency.
8. Company phones are not to be used by customers except in the case of an emergency.
9. Failure to abide by these phone policies may result in warnings or termination.

By signing the Handbook Acknowledgment form I acknowledge the following:

I have read the Phones Policy and have had the opportunity to ask questions about the Policies and the consequences for violating any terms of the Policies. I understand that my compliance with all terms of the Phones Policy is a condition of my employment with Conrad & Bischoff, Inc. and I agree to abide by the terms of the Policy.

DRESS CODE

It is Conrad & Bischoff, Inc.'s desire to provide an environment at our locations that is comfortable and acceptable to the majority of our customers and employees. We fully understand that clothing and grooming trends come and go. However, it is our belief that clean cut, well-groomed, properly uniformed and courteous clerks are never out of style. With this in mind, the following conservative policy will apply:

1. The only visible piercing allowed will be one set of earrings for female employees. No earrings are allowed for male employees.
2. Employees shall not have excessive or offensive visible tattoos. Excessive or offensive tattoos should be covered while on duty. The location manager should be consulted if there is any question as to what may be considered excessive or offensive.
3. Hair shall be clean, trimmed and well groomed. There shall be no spiked hair, Mohawks, fluorescent or multi colored hairdos.
4. Male employees may have neatly trimmed short beards and/or moustaches. You are still required to shave daily on the neck and around the beard.
5. Uniform shirts will be worn while on duty. See Uniform Policy.
6. Name badges will be worn on the right chest opposite the KJ's embroidered monogram and attached to appear level or attached to a company approved lanyard placed around the employee’s neck.
7. Shorts must not be more than 4" above mid knee.
8. If a hat is worn it must be a KJ's hat that will be worn with the bill facing forward and sitting squarely on the head. Hats are not required.
9. Clothing must be in good repair with no holes or tears.
10. If you are waiting for the issue of your uniforms, do not wear sleeveless or see through shirts and blouses.

By signing the Handbook Acknowledgment form I acknowledge the following:

I have read the Dress Code and have had the opportunity to ask questions about the Policies and the consequences for violating any terms of the Policies. I understand that my compliance with all terms of the Dress Code is a condition of my employment with Conrad & Bischoff, Inc. and I agree to abide by the terms of the Policy.

UNIFORM POLICY

1. New employees will receive two KJ's uniform shirts.
2. After you leave work, change clothes. KJ's uniforms are intended for use while working at KJ's only. Do not wear your KJ's uniform shirt unless you are at your job location or traveling to or from your job location. KJ's uniform shirts are not meant to supplement your personal wardrobe.
3. If an employee should quit or be terminated within 6 months of receiving these shirts and name badges, the cost will be withheld from their final paycheck. They are not to be returned to the manager as used shirts cannot be re-issued to other employees.
4. Additional shirts are available for purchase through the location manager.
5. At each annual anniversary an employee will receive two additional shirts. If the employee is terminated or terminates employment for any reason within 90 days after receiving the new shirts the cost will be deducted from the employee's final check to cover the cost of the shirts.

By signing the Handbook Acknowledgment form I acknowledge the following:

I have read the Uniform Policy and have had the opportunity to ask questions about the Policies and the consequences for violating any terms of the Policies. I understand that my compliance with all terms of the Uniform Policy is a condition of my employment with Conrad & Bischoff, Inc. and I agree to abide by the terms of the Policy.

ATTENDANCE POLICY

1. Any changes in an employee's schedule must be authorized by the location manager.
2. If an employee is going to be late for his or her shift, a phone call or text, if no phone contact is made, to the location manager as soon as possible is required, but not later than 15 minutes prior to the beginning of your shift.
3. Any absence or tardiness requires proper notification, which includes the reason for the schedule change.
4. Failure to make proper arrangements with the immediate supervisor may result in termination of employment.
5. Time off should be requested before the manager prepares his/her next schedule.
6. If it becomes necessary for an employee to take a leave of absence for personal reasons, jury duty, military service, or medical and disability reasons, a leave of absence form will be required. This form is available from the location manager. Personal leave days are not paid absences.
7. Even with proper notice, continual absences and/or tardiness, excessively long breaks or lunches, or unauthorized early departures are unacceptable and subject to disciplinary action up to and including termination.
8. If an employee does not show up for a scheduled shift and has not made satisfactory arrangements with his/her location manager then management will consider the employee to have voluntarily terminated their employment with Conrad & Bischoff, Inc.
9. Employees who work 30 hours or more per week are considered full time employees. Those employees working less than 30 hours per week are considered part time employees.
10. Overtime will be paid at one and one-half times the regular pay rate for all hours actually worked in excess of 40 hours in any one week, with the week beginning Sunday at midnight and ending Saturday at midnight. Employees will not be allowed to work overtime unless scheduled to do so by the location manager. All hourly employees are eligible for overtime pay.
11. Shifts can only be traded with other employees when approved by the location manager, and if it does not create overtime for an employee. Unauthorized overtime will not be approved for payment.

By signing the Handbook Acknowledgment form I acknowledge the following: 

I have read the Attendance Policy and have had the opportunity to ask questions about the Policies and the consequences for violating any terms of the Policies.  I understand that my compliance with all terms of the Attendance Policy is a condition of my employment with Conrad & Bischoff, Inc. and I agree to abide by the terms of the Policy.

TIME CLOCK POLICY

1. Employees are required to punch in and punch out on the provided time clock.
2. Employees should punch in no sooner than 5 minutes before their scheduled shift and punch out promptly when their shift is over.
3. Hourly paid employees must punch out and in for lunch breaks and if they leave the property for any personal reason.

By Signing the Handbook Acknowledgment form I acknowledge the following: 

I have read the Time Clock Policy and have had the opportunity to ask questions about the Policies and the consequences for violating any terms of the Policies.  I understand that my compliance with all terms of the Time Clock Policy is a condition of my employment with Conrad & Bischoff, Inc. and I agree to abide by the terms of the Policy.

CASH SHORTAGES POLICY

KJ's employees are solely responsible for cash, checks, lottery, credit card information, and inventory placed in their trust in the course of executing their assigned duties. Management reserves the right to deduct from the employee's compensation for shortages in any amount deemed to be a result of negligence on the part of the employee in the course of his/her assigned duties as an employee of Conrad & Bischoff, Inc. This may include but is not limited to till shortages, lottery shortages, ATM shortages, store inventory shortages, NSF checks written by the employee, checks accepted for payment by the employee without proper identification that is returned NSF, credit cards accepted without authorization numbers that are not ran through the POS, etc. The employee agrees to waive his/her rights to receive minimum wage should deductions be necessary for negligent or irresponsible acts on the part of the employee as determined by management.

DRIVE-OFFS POLICY

Employees have the obligation to hinder the occurrence of drive-offs as much as possible.

Pre-pay locations:

Prepay at the pump policies are enforced at all KJ's locations. At these locations customers must pay for fuel with an acceptable means of payment ie; credit card, cash or check prior to pumping fuel. Employees that fail to follow this procedure and a drive-off is the result will be responsible for the cost of the drive-off. In the event it is determined the drive off was a willful participation by the employee then the amount of the drive-off will be deducted from the employee's paycheck and employment will be terminated.

Non Pre-pay locations:

For those locations that the pre pay policy is not in force the following procedures are required:

Employees will be expected to keep a current list of the following information for each vehicle using the pumps:

1. Car description, color, make, model
2. Approximate time of the drive-off
3. License plate number

Employees that fail to follow the above policy when a drive-off occurs will be responsible for the cost of the drive-off. That amount will be deducted from the employee's paycheck. The employee agrees to waive his/her rights to receive minimum wage should deductions be necessary for negligent or irresponsible acts on the part of the employee as determined by management.

By signing the Handbook Acknowledgment form I acknowledge the following: 

I have read the Cash Shortages and Drive-Offs Policy and have had the opportunity to ask questions about the Policies and the consequences for violating any terms of the Policies.  I understand that my compliance with all terms of the Cash Shortages and Drive-Offs Policy is a condition of my employment with Conrad & Bischoff, Inc. and I agree to abide by the terms of the Policy.

CHECK POLICY

Accepting checks should be done with caution. Any check that is returned for insufficient funds or closed account where the following policy was not followed will be deducted from the employee's paycheck. Any questions or concerns regarding this policy at any time should be addressed with the location manager.

1. No two-party checks. If an employee has any question as to what a two-party check is then the supervisor on duty should be consulted.
2. No payroll checks.
3. No counter checks or new account checks. Checks must have the person's name and address imprinted on the check, not handwritten. All checks must have the presenter's phone number clearly written or printed on the check.
4. The employee must write on the front of the check the following items: the customer's driver's license number, the amount of the purchase, amount of the check and the employee's initials.
5. Checks may be written for a maximum of $10.00 over the purchase.
6. Any check written for over $100.00 must have manager approval.
7. No personal checks will be accepted unless the customer’s name is listed on the approved list posted.  This list is provided by each store manager.

CASH BACK ON CREDIT CARD POLICY

Cash back on a credit card transaction is limited to $20 per transaction.

By signing the Handbook Acknowledgment form I acknowledge the following:

I have read the Check and Cash Back on Credit Card Policy and have had the opportunity to ask questions about the Policies and the consequences for violating any terms of the Policies.  I understand that my compliance with all terms of the Check and Cash Back on Credit Card Policy is a condition of my employment with Conrad & Bischoff, Inc. and I agree to abide by the terms of the Policy.

ALCOHOL AND TOBACCO SALES

It has become common practice for the State Police to pull 'Sting' operations or inspections on convenience stores. In these 'Sting' operations, a minor person hired by the State Police will enter the C-Store and will be dressed and act in a manor to make them appear older than they are. They will proceed to try to purchase alcohol or tobacco in one of three ways.

1. They will not have identification.
2. They will have identification but the birth date is too young.
3. They will have someone else's identification that is old enough, but the picture won't look like them.

To counter this, ALL EMPLOYEES MUST REQUIRE IDENTIFICATION AND ACTUALLY LOOK AT THE DATE AND ENTER THE DATE INTO THE POINT OF SALE SYSTEM!!!!!

Consequences of failing a 'Sting' operation sponsored by the State Police are a misdemeanor for the clerk, with a maximum fine of $300.00 and/or 6 months in jail. Common fines run from $75.00 to $150.00. These fines are THE EMPLOYEE'S responsibility and will not be paid by Conrad & Bischoff, Inc. Failure of employees to follow corporate policy relating to the sale of alcohol and tobacco products results in fines being assessed by the governing state agency. The employee failing to abide by policy can also be held responsible to pay these fines. Employees are not only encouraged but mandated to follow policy in an effort to assist and curb unnecessary overhead in the form of state levied fines. Please follow identification procedures, "It benefits everyone." It is the law!

In the event an employee fails a state sponsored 'Sting', or Internal Sting, there will be a State fine and an immediate review of employment status.

When an employee passes a 'Sting' operation the corporate office is notified of that as well. It is company policy to reward successful employees with a $25.00 gift certificate as a way of saying thank you and congratulations.

In addition to State 'Stings', Conrad & Bischoff, Inc. will conduct internal 'Sting' operations. Failure to pass an Internal 'Sting', or State Law Enforcement 'Sting', can result in immediate termination.

Employees can and will be disciplined for failure to follow the above referenced policy, up to and including immediate termination.

All employees should be aware of the State Statue regarding alcoholic beverage sales to persons under the age of 21 and the consequences of such actions. That statute follows.

By signing the Handbook Acknowledgment form I acknowledge the following: 

I have read the Alcohol and Tobacco Sales Policy and have had the opportunity to ask questions about the Policies and the consequences for violating any terms of the Policies.  I understand that my compliance with all terms of the Alcohol and Tobacco Sales Policy is a condition of my employment with Conrad & Bischoff, Inc. and I agree to abide by the terms of the Policy.

TITLE 23
ALCOHOLIC BEVERAGES

CHAPTER 6
PENAL PROVISIONS

23-603.DISPENSING TO A PERSON UNDER THE AGE OF TWENTY-ONE YEARS. Any person who is eighteen (19) years of age or older who shall sell, give, or furnish, or cause to be sold, given, or furnished, alcohol beverage, including any distilled spirits, beer or wine, to a person under the age of twenty-one (21) years shall be guilty of a misdemeanor and upon conviction thereof may be punished by a fine of not less than five hundred dollars ($500) nor more than one thousand dollars ($1,000) per violation, or by imprisonment in the county jail for a period not to exceed one (1) year, or by both such fine and imprisonment. A second or subsequent violation of this section by the same defendant shall constitute a misdemeanor and upon conviction thereof the defendant shall be punished by a fine of not less than one thousand dollars ($1,000) nor more than two thousand dollars ($2,000) per violation, or imprisonment in the county jail for a period not to exceed one (1) year, or by both such fine and imprisonment. Notwithstanding the provisions of section 19-4705, Idaho Code, moneys received pursuant to such fines shall be deposited in the substance abuse treatment fund, as created in section 23-408, Idaho Code. Upon conviction of any person for a violation of the provisions of this section, the court shall notify the director of the Idaho state police. The director shall review the circumstances of the conviction, and if the dispensing took place at a licensed establishment or other retailer or distributor, the director may take administrative action he considers appropriate against the licensee or business including suspension of the license for not to exceed six (6) months, a fine, or both such suspension and fine.

TITLE 39
HEALTH AND SAFETY

CHAPTER 57
PREVENTION OF MINORS' ACCESS TO TOBACCO

39-5701. LEGISLATIVE FINDINGS AND INTENT. The prevention of youth access to tobacco products within the state of Idaho is hereby declared to be a state goal to promote the general health and welfare of Idaho's young people. Twenty-seven percent (27%) of Idaho's youth currently smoke and almost twenty-seven percent (27%) of boys in Idaho use chewing tobacco which is significantly higher than the national average.

Tobacco is the number one killer in Idaho causing more deaths by far than alcohol, illegal drugs, car crashes, homicides, suicides, fires and AIDS combined. According to the center for disease control and prevention (CDC), twenty-four thousand three hundred ninety-four (24,394) children in Idaho currently under eighteen (18) years of age will die prematurely from tobacco-related disease. Tobacco costs the state over two hundred forty million dollars ($240,000,000) each year and is the single most preventable cause of death and disability in Idaho.

Furthermore, tobacco is usually the first drug used by young people who go on to use alcohol and other illegal drugs. A study from the CDC shows that teens who smoke are three (3) times more likely than nonsmokers to use alcohol, eight (8) times more likely to use marijuana, and twenty-two (22) times more likely to use cocaine.

Most minors buy their own tobacco products or steal from self-service displays. Additionally, vending machines also create easy access for minors and a report from the CDC shows that even when vending machines are restricted to "adult areas" such as bars, children still succeed in purchasing cigarettes from vending machines.

Therefore, it is this state's policy to prevent the illegal sale, theft and easy access of tobacco products to minors and to prohibit the possession, distribution and use of tobacco products by minors and to punish those who disregard this law.

SMOKING

Smoking is not allowed at any time in front of the building. Cigarette breaks will be given at the manager's discretion and only if there is sufficient coverage to allow a cigarette break. Cigarette butts are to be disposed of in proper cigarette containers and should never to be visible on store premises. In other words, employees should not litter on company property! Violation of this policy could result in the loss of all smoking privileges and the store would then become a smoke-free workplace.

LOTTERY PURCHASES

No employee of Conrad & Bischoff, Inc. will be allowed to purchase any scratch, pull tab, or online lottery at the location assigned for duty. The only exception for this is an accidental misprint ticket. In the case of a misprint the employee will have one of two options:

1. A co-worker can ring up the ticket for the employee while the employee stands on the other side of the checkout just as a regular customer would.
2. The employee can take a onetime write-up, depending on the dollar amount the ticket is worth. The employee will have until the end of the scheduled shift to decide whether to purchase the ticket or face write-up and/or termination. This option will be used at the location manager's discretion.

Any unaccounted for ticket will constitute terms for immediate termination of employment. If a ticket is still not purchased on the next shift, the ticket automatically becomes property of Conrad & Bischoff, Inc. In the event the ticket is a winning one, the employee who printed the ticket will have no claim to said ticket, being that the employee had already chosen not to purchase the ticket on his/her shift. Scratch tickets will not be redeemed at the same location as the employee is assigned for duty.

By signing the Handbook Acknowledgment form I acknowledge the following:

I have read the Smoking and Lottery Purchases Policy and have had the opportunity to ask questions about the Policies and the consequences for violating any terms of the Policies. I understand that my compliance with all terms of the Smoking and Lottery Purchases Policy is a condition of my employment with Conrad & Bischoff, Inc. and I agree to abide by the terms of the Policy.

LOCATION TRANSFERS

Conrad & Bischoff, Inc. is a small, growing company; therefore, employees must be willing to wear many hats in order for all to succeed. Temporary transfers may occur in order for a project to be completed or meet the service needs of customers. As much notice as possible will be provided however reasonable cooperation is expected.

TERMINATION

Should you find it necessary to terminate your employment with Conrad & Bischoff, Inc. please give at least a two weeks notice. All pay will end on your final work day. Your paycheck will include pay up to and including your final work day, and will be available on the regularly scheduled payday.

In the event of termination, voluntary or involuntary, any monies owing Conrad and Bischoff Inc. for any reason will be charged against your final compensation. This includes fines, advances, loans, uniforms, monies involved in the suspicion of theft, and till shortages or any other property belonging to Conrad & Bischoff Inc. The employee agrees to waive his/her rights to receive minimum wage should deductions be necessary for negligent or irresponsible acts on the part of the employee as determined by management.

All Company property must be returned before the final paycheck will be distributed. This includes keys, publications, client lists and any other property entrusted to the employee within the course of performing their assigned duties.

Earned PTO must be used on or before the anniversary date of the PTO being credited to the employees PTO account. PTO (paid time off) has no cash value at the termination of employment. PTO is a use it or lose it policy on a PTO time credit anniversary basis.

If you intend to terminate employment with Conrad and Bischoff, Inc. a two week notice of intent to terminate is greatly appreciated.

By signing the Handbook Acknowledgment form I acknowledge the following:

I have read the Transfers and Termination Policy and have had the opportunity to ask questions about the Policies and the consequences for violating any terms of the Policies.  I understand that my compliance with all terms of the Transfers and Termination Policy is a condition of my employment with Conrad & Bischoff, Inc. and I agree to abide by the terms of the Policy.

PAYCHECK INFORMATION

Paychecks are issued bi-weekly on Friday. When payday falls on a holiday, paychecks will be distributed on the day before the holiday. Paychecks may be picked up by a person other than the employee; however that person must have a signed authorization letter from the employee in order for the check to be released.

Paychecks will reflect those payroll deductions that are required by law including Social Security/FICA, State taxes, Federal taxes, child support garnishments and sheriff's garnishments. If an employee's tax status changes due to marriage status or number of dependents, a new W4 must be filled out promptly. Doing so will insure that all deductions are properly disclosed and reflected accurately on the employee's paycheck.

Employees will receive a check-stub or direct deposit stub each payday. It is important for employees to maintain their check-stubs and/or direct deposit statements in a safe place where they can be found if needed for future personal use. If a check-stub is lost or needs to be replaced please notify the payroll office as soon as possible and allow 24 hours for processing. There will be a $5 fee for duplication of a pay stub.

PERSONNEL RECORDS

It is important for Conrad & Bischoff, Inc., to have on record an employee's current name, address, telephone number, emergency contact information, and number of dependents on file. Any changes or updates need to be submitted as soon as possible. Current personnel information is required by law, and necessary for administrative purposes.

WAGE INCREASES

Starting hourly wages will be discussed in the initial interviews. After 90 days, provided expectations have been met, an employee may receive a rate increase of 25 cents per hour, at the discretion of the location manager. Subsequent increases will be discussed with the location manager and she/he will determine if circumstances support a pay rate increase. If circumstances do warrant a pay increase the location manager will submit a request for a pay increase to the Director of C-Stores. If the rate increase is approved at least one member of the four person personnel committee will affix his/her signature to the pay increase submittal. Approval of a pay increase will take effect with the following pay period or as determined by the Director of C-Stores.

RETIREMENT

Loyal, long-term employees are a valuable asset to Conrad & Bischoff, Inc. As such, management is concerned with an employee's security and peace of mind.

1. Conrad & Bischoff, Inc. offers a 401(k) retirement plan for employees meeting all three of the following criteria: 
   • The employee must have one year of continuous employment
   • The employee must be 21 years of age
   • The employee must have completed 1000 hours of service in a 12 month period
     
     Conrad & Bischoff, Inc. will match 100% of the amount you contribute to your plan up to 4% maximum participation contribution: i.e. if you opt to invest 4% of your income then Conrad & Bischoff, Inc. will match that with 4% of your income. Employee contributions into the 401(k) plan are deducted from gross pay before taxes are calculated. More details can be obtained from the payroll department.
     
     
2. Enrollment periods for 401(k) participation are quarterly, occurring in January, April, July, and December. Qualified employees will receive an enrollment book in the month prior to the first day of their participation eligibility.
   
   
3. All qualifying employees will be required to return documentation indicating their intent to participate in the plan or waive eligibility by the required date as noted with the enrollment book.
   
   
4. Eligible Employees opting to not participate in the Conrad & Bischoff, Inc. 401(k) plan may choose to begin participation at the beginning of any quarter by contacting the payroll office for an enrollment book.

INSURANCE

1. Effective July 1, 2015 any employee that is considered a full time equivalent employee (working 30 hours or more per week) will be offered health insurance coverage within 60 days of the date of hire. Employees will be given the opportunity to accept or decline health insurance and the premium payments associated with obtaining health insurance in the time framed dictated by the Affordable Health Care Act. 
   
   • The ability for a C-store employee hired post July 1, 2014 to become a participating member of a Conrad & Bischoff Inc. group health plan will be determined by regulations yet unknown but to be defined by the Affordable Health Care Act.
     
     
2. Dental and Supplemental insurance is offered through affiliates of Conrad & Bischoff, Inc. for all employees. However, Conrad & Bischoff, Inc. does not pay any portion of dental or supplemental insurance policies. These insurance packages and coverage options are subject to change. Rates and terms may be obtained through the payroll department.

PAID TIME OFF (PTO)

1. All c-store employees are eligible to earn PTO.
2. Paid time off is calculated on the number of hours worked. An employee will earn 0.0192310 hours for each hour worked. This mean an employee will earn 1 hour of PTO for each 52 hours worked, with a maximum of 40 hours in any 12-month period.
3. PTO can be used in either 4-hour or 8-hour blocks of time only.
4. PTO will start accruing from the date of hire.
5. Employees must be continuously employed for 90 days before PTO will be available for use. Be advised there is no cash value to any accrual of PTO. You must use any accrual of PTO within one year of the date of any accrual to your PTO account. Any accrual one year old from the date of the accrual credit, if not used, will be lost.
6. An employee may not have available more than 40 hours of PTO at any time. If an employee has not used earned PTO then further hours worked will not earn PTO until the employee has used PTO.
7. Overtime will not accrue PTO.
8. All requested PTO must be submitted to the Payroll Office on an approved form and must be signed by the employee and manager.
9. After one year of full-time employment PTO shall increase to a maximum of 80 hours per year.

By signing the Handbook Acknowledgment form I acknowledge the following:

I have read the PTO Policy and have had the opportunity to ask questions about the Policies and the consequences for violating any terms of the Policies. I understand that my compliance with all terms of the PTO Policy is a condition of my employment with Conrad & Bischoff, Inc. and I agree to abide by the terms of the Policy.

COMPANY DISCOUNTS

Express Lube Discount

Employees are also allowed a significant discount at the Express Lube. The Express Lube manager will always be aware of the pricing of that service and can be reached at 529-0888 for details.

Fountain Drinks

Conrad & Bischoff, Inc.'s policy is to allow employees fountain pop, coffee, or hot cocoa at no charge while on duty. However, the company does not provide the beverage container; therefore the employee is to pay 25 cents for each cup used or the employee may provide his/her own container. This benefit is valid only while an employee is on duty and is exclusive to the employee, not friends or family. The same is true for all Conrad & Bischoff, Inc. employees; drinks are free only when on duty and only for the employee.

Convenience Store Discounts

All Conrad & Bischoff, Inc. employees enjoy a 10% discount on items purchased within the convenience store, excluding fuel, lottery, newspapers, and promotional items. Promotional items will be determined at the location manager's discretion.

All discounts for c-store employees are only available at the KJ’s location of employment and not at all KJ’s stores.

All Conrad & Bischoff, Inc. employees are allowed a 50% discount on all items made in the store at a KJ's Deli, excluding hot dogs and nachos. NO FREE FOOD, even if it has expired!

If an employee purchases an item with a discount while on duty then the receipt will be attached to the purchased item where it will be displayed visibly so that other employees, managers, and owners can easily see the receipt. If an employee is off duty then the receipt should be visible with the purchased items as they are carried out of the store.

This benefit is available for current employees only and not meant for family members. C-store employees will have this benefit only at the location where employed. Office personnel lube personnel, truck drivers and area supervisors are entitled to these benefits at all locations. Non premise employees are to make themselves known to the location manager prior to purchasing merchandise at discounts or engaging in the free drink policy. If necessary the manager will call the employees immediate supervisor to determine eligibility.

When ringing up items with an employee discount there should be a receipt in the paperwork to match any discounts rung into the register on the employee's till. The name of the employee that received the discount should be clearly written on the receipt and should be signed by the employee purchasing the item(s).

By signing the Handbook Acknowledgment form I acknowledge the following:

I have read the Company Discounts Policies and have had the opportunity to ask questions about the Policies and the consequences for violating any terms of the Policies.  I understand that my compliance with all terms of the Company Discounts Policies is a condition of my employment with Conrad & Bischoff, Inc. and I agree to abide by the terms of the Policy.