employee handbook 1-1-15_no forms

A. PERSONNEL RECORDS
CHAPTER 5. EMPLOYMENT POLICIES
To the extent that state law allows employees access to their personnel file, employees will be granted
the right to review records in compliance with state law. Please contact the HR Director to set up an
appointment if you wish to see or copy certain papers in your personnel file.
To ensure that the files are kept up to date, employees should inform their supervisors or Payroll of any
personnel changes such as address, phone number, marital status, or changes in the number of
dependents.
B. EMPLOYEE REFERENCES
All requests for references must be directed to the HR Director. No other manager or employee is
authorized to release references for current or former employees. The Company's policy as to references
for employees who have left the Company is to disclose only the dates of employment and the title of the
last position held. No other information will be provided.
C. OPEN-DOOR POLICY
At some time, you may have a complaint, suggestion, or question about your job, your working
conditions, or the treatment you are receiving. Your good-faith complaints, questions, and suggestions
are also of concern to the Company. When you have job-related concerns or complaints, we encourage
you to take the following steps:
1. Within a week of the events that cause the concern, bring the situation to the attention of your
immediate supervisor (or to any other member of management) who will then investigate and
provide a solution or explanation. The Company emphasizes that an employee is not required to
complain first to his/her supervisor if that supervisor is the individual with whom the employee has
a problem.
2. If the problem persists, you may put it in writing and present it to the HR Director who will
investigate and provide a solution or explanation. It is recommended that you bring the matter to
the HR Director as soon as possible after you believe that your immediate supervisor has failed to
resolve the matter.
3. If the problem is not resolved, you may present the problem in writing to the CEO/President of the
Company who will attempt to reach a final resolution. This procedure, which we believe is
important for both you and the Company, cannot result in every problem being resolved to your
satisfaction.
D. EMPLOYMENT OF RELATIVES
Relatives of employees may be eligible for employment with the Company only if the individuals involved
do not work in a direct managerial relationship, or in job positions in which a conflict of interest could
arise. "Relatives" are defined to include spouses, children, siblings, parents, in-laws, and step-relatives.
Present employees who marry will be permitted to continue working in the job position held only if they do
not work in positions as noted above. If employees who marry do work in a direct supervisory
relationship with one another, the Company will attempt to reassign one of the employees to another
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Employee Handbook Page 16