employee handbook 1-1-15_no forms

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A. WORK SCHEDULES CHAPTER 3. WORK HOURS AND WAGES The Company is normally open for business between the hours of 8:00 am and 6:00 pm Monday through Friday. Your manager will assign your individual work schedule. B. MEAL AND REST PERIODS For non-exempt employees, meal and rest periods will be provided as required under State and Federal law. Non-exempt employees must take breaks in accordance with the law. C. OVERTIME As necessary, employees may be required to work overtime. However, only non-exempt employees qualify for overtime pay. To work overtime, a non-exempt employee must obtain written permission from his/ her supervisor. If a non-exempt employee works overtime without permission, the employee may be disciplined, up to and including discharge. The Company provides compensation for all overtime hours worked by non-exempt employees in accordance with state and federal law. D. PAYMENT OF WAGES Employees of the Company are paid on the 15th and the 30 th (or the last day of the month, depending on which comes first), for work performed during the pay period worked. If a regular payday falls on a holiday or weekend, employees will be paid on the preceding workday. The Company does not permit advances against paychecks or against unaccrued vacation. E. PAYROLL DEDUCTIONS Federal and state laws require that the Company withhold taxes from your wages. These include, but are not limited to: (1) Federal income tax; (2) state income tax; and (3) Federal Insurance Contributions Act (FICA)(social security and Medicare). The Company will take other deductions from your wages as required by law. If you want to change the number of your exemptions or your marital status for federal or state income tax withholding purposes, please see your Human Resources Department. F. SALARY PAY Subject to any exceptions provided by law, exempt, salaried employees will receive their salary for any week in which an employee performs any work. For purposes of this salary pay policy, a week is Monday 12:01 a.m. through Sunday midnight. This salary pay policy is intended to comply with the salary pay requirements of the Fair Labor Standards Act and shall be construed in accordance with the Act. Employees are encouraged to bring any questions concerning their salary pay to payroll so that any inadvertent error can be corrected. Back to Top Page 7 Savant Learning Systems
CHAPTER 4. EMPLOYEE PERFORMANCE AND CONDUCT A. PERFORMANCE EVALUATIONS All employees will receive periodic performance reviews. Performance reviews will be conducted on the anniversary date of each employee. However, the frequency of performance evaluations may vary depending upon your length of service, job position, past performance, changes in job duties, or recurring performance problems. Your performance evaluations may review factors such as the quality and quantity of the work you perform, your knowledge of the job, your initiative, your work attitude and your attitude toward others. The performance evaluation should help you become aware of your progress and areas for improvement. After your review, you will be required to sign the evaluation report to acknowledge that it has been presented to you and discussed with you by your manager and that you are aware of its contents. You should note that a good performance evaluation does not guarantee a pay raise, because pay increases may not occur every year, nor is it a promise of continued employment. Your employment at the Company is expressly at the will of you and the Company. Either you or the Company may terminate the employment relationship with or without cause and with or without notice at any time. Nothing in this policy alters at-will employment. B. TERMINATION, STANDARDS OF CONDUCT, AND DISCIPLINE Voluntary Termination An employee who voluntarily resigns his/her employment or fails to report to work for three (3) consecutively scheduled workdays without notice to or approval by his/her manager will be considered to have voluntarily terminated employment with the Company. All Company-owned property must be returned immediately upon termination of employment. Standards of Conduct The types of misconduct identified below are merely examples of conduct that may lead to disciplinary action. They do not constitute a complete list of all types of conduct that can result in disciplinary action, up to and including discharge. Neither the list of prohibited conduct nor the disciplinary action referenced above alters the at-will nature of your employment. Either you or the Company can terminate the employment relationship without any cause, without any reason, and in the absence of employee misconduct. The following is prohibited and will not be tolerated by the Company. Prohibited Conduct 1. Unlawful harassment, including sexual harassment. 2. Stealing or removing, without permission, Company property or property of another employee, a customer, or a visitor. 3. Engaging in acts of violence or threats of violence toward employees. 4. Causing, creating, or participating in a disruption of any kind during working hours on Company property. 5. Violation of any Company safety or security rule. Back to Top Employee Handbook Page 8
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Page 3 and 4: CHAPTER 5: EMPLOYMENT POLICIES A. P
Page 5 and 6: D. POLICY PROHIBITING DISCRIMINATIO
Page 7: CHAPTER 2. EMPLOYMENT STATUS A. REG
Page 11 and 12: 32. Convictions for traffic violati
Page 13 and 14: 3. Distribution, dispensation, sale
Page 15 and 16: Create a Culture of Open and Honest
Page 17 and 18: A. PERSONNEL RECORDS CHAPTER 5. EMP
Page 19 and 20: CHAPTER 6. OPERATIONAL CONSIDERATIO
Page 21 and 22: A. INSURANCE BENEFITS CHAPTER 7. EM
Page 23 and 24: Paid Time Off (PTO) Exceptions •
Page 25 and 26: A. PERSONAL LEAVE OF ABSENCE CHAPTE
Page 27 and 28: If 30 days' notice is not practicab
Page 29 and 30: Benefits Determination For Family/M
Page 32: 317 S. Lindell St. Martin, TN 38237

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