EMPLOYEE HANDBOOK
Human Resources Manager
Kathy Palmieri
(609) 350-7148
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Welcome to AM Technical Solutions
Starting a new job is exciting, but at times, it can be overwhelming. This Employee Handbook has been developed to help you get acquainted with our company and to answer many of your initial questions.
As an employee of AM Technical Solutions, the importance of your contribution cannot be overstated. Our goal is to provide the finest quality to customers and to do this more efficiently and economically than our competitors. By satisfying our customers’ needs, they will continue to do business with us and will recommend us to others.
You are an important part of this process because your work directly influences the reputation of our company.
This Employee Handbook explains our personnel policies and benefits, and the specific opportunities and responsibilities that exist for you within our company. In an effort to be responsive to the needs of a growing organization, changes or additions to this handbook will be made when necessary.
We are glad you have joined us and we hope you will find your work to be both challenging and rewarding. Thank you for being a part of our team!
Mission Statement
AM Technical Solutions will be the number one provider of strategic outsource solutions to technical industries.
Core Values
AM Technical Solutions is firmly incorporated on the highest standards of integrity and ethical conduct. We believe in the following:
· Personal accountability
· The well-being of our employees
· Fairness, respect and gratitude
· Standing by our commitments
· Conducting our business openly and honestly
· Continuous improvement
· Giving back to the community
Any behaviors or attitudes that are not in line with our core values may result in disciplinary action, up to and including discharge.
Vision
Within the first five years in business, AM Technical Solutions became the leading provider of outsourced technical services in three industry markets. We operate globally and our annual revenues exceed $250 million. All of the potential customers in our target markets know who we are and how we add value. Our name implies quality and integrity, and we have received a major industry award as a pioneer in our field.
Position Statements
AM Technical Solutions is committed to maintaining an industry leadership position with respect to safety, quality, schedule and cost. This position shall be maintained through personal accountability and continuous improvement of personnel.
Employee Mission Statements
Employee Safety Statement
AM Technical Solutions employees are committed to demonstrating industry leadership with respect to safety through:
· Implementation of the written Safety Program;
· Partnering in effective employee training;
· Proactive safety performance; and
· Assuming personal accountability for continuous improvement.
Employee Quality Statement
AM Technical Solutions employees are committed to demonstrating industry leadership with respect to quality through:
· Detail in documentation;
· Excellence in craftsmanship;
· Partnering in effective employee training; and
· Assuming personal accountability for continuous improvement.
Employee Schedule Statement
AM Technical Solutions employees are committed to demonstrating industry leadership with respect to schedule through:
· Anticipating and communicating impacts to the schedule;
· Planning Work to Schedules; and
· Assuming personal accountability for continuous improvement.
Employee Cost Statement
AM Technical Solutions employees are committed to demonstrating industry leadership with respect to cost through:
· Efficient use of time;
· Efficient use of materials and resources; and
· Assuming personal accountability for continuous improvement.
Management Position Statements
Safety Statement
AM Technical Solutions management is committed to demonstrating industry leadership with respect to safety through personal accountability, continuous improvement and implementation of the following:
· Compliance with all regulatory requirements;
· Interactive management/employee participation;
· Proactive workplace hazard analyses;
· Effective health and safety training; and
· Continuous improvement through annual safety program review and implementation audits.
Quality Statement
AM Technical Solutions management is committed to demonstrating industry leadership with respect to quality through personal accountability, continuous improvement and implementation of the following:
· Trained/certified staff;
· Task-driven quality control procedures; and
· Expectation of excellence in service.
Schedule Statement
AM Technical Solutions management is committed to demonstrating industry leadership with respect to safety through personal accountability, continuous improvement and implementation of the following:
· Utilization/implementation of best-known industry labor units;
· Efficient and equitable assignment of resources; and
· Near real-time tracking.
Cost Statement
AM Technical Solutions management is committed to demonstrating industry leadership with respect to cost through personal accountability, continuous improvement and implementation of the following:
· Utilization/implementation of best-known industry units;
· Maintaining a “realized cost” perspective; and
· Near real-time budget tracking.
Table of Contents
Section 1 – The Way We Work
A Word About This Handbook
Equal Employment Opportunity
Americans with Disabilities Act
AIDS in the Workplace
A Word About Our Employee Relations Philosophy
Non-Harassment
Sexual Harassment
New Employee Orientation
Background Checks
Section 2 – Your Pay and Progress
Recording Your Time
Pay Day
Pay Check Deductions
Garnishment/Child Support
Direct Deposit
Promotions and Transfers
Pay Advances
Overtime
Reporting to Work Pay
Section 3 – Time Away From Work and Other Benefits
Employee Benefits
Absence Control Policy
Jury Duty
Voting Leave
Military Leave
Witness Leave
Bereavement
Health Benefits
COBRA
Life Insurance
Section 125 Plan
Federal Family and Medical Leave Act (FMLA)
Medical Certification for a Serious Health Condition
Tracking Your Leave
Reporting While on Leave
Returning to Work
No Work While on Leave
State and Local Family and Medical Leave Laws
Company Convenience Leave of Absence
Disability Leave
Long-Term Disability
Social Security
Worker’s Compensation
Release to Work
401(k) Plan
Professional Development
Tuition Assistance Program
Section 4 – On the Job
Conduct at Facilities
Confidentiality of Customer Matters
Discussions with Customers
Care of Customer Records
Deviations in Customer Records
Attendance and Punctuality
Work Week
Lunch / Meal Time
Breaks
Clean-Up
Standards of Conduct
Access to Personnel Files
Computer Software Licensing
Customer and Public Relations
Solicitation and Distribution
Changes in Personal Data
Protecting Company Information
Conflict of Interest / Code of Ethics
Care of Equipment
Company Vehicles
Employment of Relatives
Travel and Expense Reports
Identification Badges
Severe Weather
Personal Telephone Calls
Electronic Mail Monitoring
Internet Usage
Dress Policy
Parking
If You Must Leave Us
Section 5 – Safety in the Work Place
Each Employee’s Responsibility
Work Place Searches
Safety / Hazard Communication
Good Housekeeping
Smoking in the Work Place
Substance Abuse
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Section 1 – The Way We Work
A Word About This Handbook
This Employee Handbook contains information about the employment policies and practices of the Company. We expect each employee to read this Employee Handbook carefully, as it is a valuable reference for understanding your job and the Company. The policies outlined in this Employee Handbook should be regarded as management guidelines only, which in a developing business, will require changes from time to time. The Company retains the right to make decisions involving employment as needed in order to conduct its work in a manner that is beneficial to the employees and to the Company. This Employee Handbook supersedes and replaces any and all prior Employee Handbooks and inconsistent verbal or written policy statements. Except for the policy of at-will employment, which can only be changed by the President of the Company in writing, the Company reserves the right to revise, delete and add to the provisions of this Employee Handbook. All such revisions, deletions and additions must be in writing and must be signed by the President of the Company. No oral statements or representations can change the provisions of this Employee Handbook.
The provisions of this Employee Handbook are not intended to create contractual obligations with respect to any matters it covers. Nor is this Employee Handbook intended to create a contract guaranteeing that you will be employed for any specific time period.
***IMPORTANT INFORMATION – PLEASE READ CAREFULLY***
OUR COMPANY IS AN AT-WILL EMPLOYER. THIS MEANS THAT REGARDLESS OF ANY PROVISION IN THIS EMPLOYEE HANDBOOK, EITHER YOU OR THE COMPANY MAY TERMINATE THE EMPLOYMENT RELATIONSHIP AT ANY TIME, FOR ANY REASON, WITH OR WITHOUT CAUSE OR NOTICE. ANTHING IN THIS EMPLOYEE HANDBOOK OR IN ANY DOCUMENT OR STATEMENT, WRITTEN OR ORAL, SHALL LIMIT THE RIGHT TO TERMINATE EMPLOYMENT AT-WILL. NO OFFICER, EMPLOYEE OR REPRESENTATIVE OF THE COMPANY IS AUTHORIZED TO ENTER INTO AN AGREEMENT – EXPRESS WRITTEN OR IMPLIED – WITH ANY EMPLOYEE FOR EMPLOYMENT OTHER THAN AT-WILL (UNLESS THOSE AGREEMENTS ARE IN A WRITTEN CONTRACT SIGNED BY THE PRESIDENT OF THE COMPANY).
This Employee Handbook refers to current benefit plans maintained by the Company. Refer to the actual plan documents and summary plan descriptions if you have specific questions regarding the benefit plan. Those documents are controlling.
Equal Employment Opportunity
Equal Employment Opportunity has been, and will continue to be, a fundamental principle at AM Technical Solutions, where employment is based upon personal capabilities and qualifications, without discrimination because of race, color, religion, sex, age, national origin, disability or any other protected characteristic as established by law.
This policy of Equal Employment Opportunity applies to all policies and procedures relating to recruitment and hiring, compensation, benefits, termination and all other terms and conditions of employment.
The Human Resources Department has overall responsibility for this policy and maintains reporting and monitoring procedures. Employees’ questions or concerns should be referred to the Human Resources Department.
Appropriate disciplinary action may be taken against any employee willfully violating this policy.
Americans with Disabilities Act
Our Company is committed to providing equal employment opportunities to otherwise qualified individuals with disabilities, which may include providing reasonable accommodations where appropriate. In general, it is your responsibility to notify Human Resources of the need for an accommodation. Upon doing so, Human Resources may ask you for your input or the type of accommodation you believe may be necessary, or the functional limitations caused by your disability. Also, when appropriate, we may need your permission to obtain additional information from your physician or other medical or rehabilitation professionals.
AIDS in the Workplace
We will not discriminate against any employee on the grounds that (s)he has AIDS, has tested positive for HIV or AIDS-related complex, or has been suspected or perceived of having AIDS. Such discrimination is not permitted in hiring, firing, promoting, demoting, transferring, job assigning, compensating or any other employment-related decision.
In the event an AIDS-afflicted employee becomes disabled as a result of his/her disease, (s)he will be treated consistently with our benefits policies.
A Word About Our Employee Relations Philosophy
We are committed to providing the best possible climate for maximum development and goal achievement for our employees. Our practice is to treat each employee as an individual. We seek to develop a spirit of teamwork; individuals working together to attain a common goal.
In order to maintain an atmosphere where these goals can be accomplished, we provide a comfortable and progressive workplace. Most importantly, we have a workplace where communication is open and problems can be discussed and resolved in a mutually respectful atmosphere. We take into account individual circumstances and the individual employee.
We firmly believe that with direct communication, we can continue to resolve any difficulties that may arise and develop a mutually beneficial relationship.
Non-Harassment
We prohibit harassment of one employee by another employee, supervisor or third party for any reason, including but not limited to: veteran status, race, color, religion, sex, national origin, age and physical or mental disability. Harassment of third parties by our employees is also prohibited.
The purpose of this policy is not to regulate the personal morality of employees. It is to assure that in the workplace, no harassment takes place for any reason.
While it is not easy to define precisely what harassment is, it includes: slurs, epithets, threats, derogatory comments and visual depictions, unwelcome jokes and teasing.
Any employee who feels that (s)he is a victim of such harassment should immediately report the matter to their supervisor or manager and/or the Human Resources Manager. The Company will investigate all such reports as confidentially as possible. Adverse action will not be taken against an employee who, in good faith, reports or participates in the investigation of a violation of this policy. Violations of this policy are not permitted and may result in disciplinary action, up to and including discharge.
Sexual Harassment
We firmly prohibit sexual harassment of any employee by another employee, supervisor or third party. Harassment of third parties by our employees is also prohibited. The purpose of this policy is not to regulate the morality of employees. It is to assure that in the workplace, no one is to be subjected to sexual harassment. While it is not easy to define precisely what sexual harassment is, it includes: unwelcome sexual advances, requests for sexual favors and/or verbal or physical conduct of a sexual nature, including, but not limited to, sexually-related drawings, pictures, jokes, teasing, uninvited touching or other sexually-related comments.
Sexual harassment of an employee will not be tolerated. Violations of this policy may result in disciplinary action, up to and including discharge. There will be no adverse action taken against employees who report violations to this policy or participate in the investigation of such violations.
Any employee who feels that (s)he is a victim of sexual harassment should immediately report such actions in accordance with the following procedure. All complaints will be promptly and thoroughly investigated.
1. Any employee who believe that (s)he is a victim of sexual harassment or retaliated against for complaining of sexual harassment should report the act immediately to Human Resources. If you prefer not to discuss the matter with Human Resources, you may contact any other member of management.
2. The Company will investigate every reported incident immediately. Any employee, supervisor or agent of the Company who has been found to have sexually harassed another employee may be subject to appropriate disciplinary action, up to and including immediate discharge.