2017 Flash Global Employee Handbook FINAL

PERSONNEL RECORDS
To keep necessary company records up to date, it is extremely important that you notify the Human Resources Department or make
updates in the HRIS system if you have any changes in:
• Name and/or marital status
• Address and/or telephone number
• Number of eligible dependents
• W-4 deductions
• Person to contact in case of emergency
EMPLOYMENT OF RELATIVES
The Company permits the employment of qualified relatives of employees so long as such employment does not, in the opinion of
the Company, create an actual or perceived conflict of interest.
For the purpose of this policy, relative includes spouse, child, parent, sibling, grandparent, grandchild, aunt, uncle, first cousin, or
corresponding in-law or “step” relation, or any person whose relationship with the employee is similar to that of persons who are
related by blood or marriage.
Individuals who are related by blood or marriage or whose relationship is similar to that of persons related by blood or marriage are
permitted to work in the same Company facility provided no direct reporting or supervisory/management relationship exists. That
is, no employee is permitted to work within the “chain of command” of a relative such that one’s relative work responsibilities,
salary, or career progress could be influenced by the other relative.
No relatives are permitted to work in the same department or in any other positions in which the Company believes an inherent
conflict of interest may exist.
If two employees marry, become related, or enter into an intimate relationship, they may not remain in a reporting relationship or in
positions where one individual may affect the compensation or other terms or conditions of employment of the other individual. If
such relationships arise, they will be considered carefully by Human Resources Department and management so appropriate action
can be taken. Such action may include a change in the responsibilities of the individuals involved in such relationship or a change
in department/location. When a relative relationship is developed through promotion, transfer, marriage, etc. that is contrary to this
policy, the matter should be referred to the Human Resources Department for consultation.
FRATERNIZATION
Consenting "romantic" or “intimate” relationships between a manager and an employee may at some point lead to unhappy
complications and significant difficulties for all concerned - the employee, the manager and the company. Any such relationship
may, therefore, be contrary to the best interests of the company.
If a romantic or intimate relationship between a manager and an employee should develop, it shall be the responsibility and
mandatory obligation of the manager promptly to disclose the existence of the relationship to the Global VP of Human Resources.
The employee may make the disclosure as well, but the burden of doing so shall be upon the manager.
Upon being informed or learning of the existence of such a relationship, the Human Resources Department and management will
consider carefully the appropriate action to be taken.
This policy shall apply without regard to gender and sexual orientation of the participants in a relationship of the kind described.
E M P L O Y E E H A N D B O O K
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