Fill and Sign the Policy Law Form

MEMORANDUM TO: FROM: RE: Employee Policies DATE: ______________________________________________________________________________ 1.Hours of Work . Each employee may select their hours of work, either 8:00 a.m. to 5:00 p.m., with one hour for lunch, or 8:30 a.m. to 5:00 p.m. with 30 minutes for lunch. When circumstances dictate a change in your work schedule, you must give three days’ advance notice to your supervisor. 2.Salary and Pay Periods . Full time staff are paid a salary and are considered administrative or manageria l employees. Salary is paid every two weeks. 3.Holidays with Pay . The following are paid holidays for full-time staff: New Year’s Day Good Friday (½ day) Memorial Day Independence Day (July 4) Labor Day Thanksgiving (2 days) Christmas (2 days) There may be additional holidays from time to time as determined by management. 4. Annual Leave . Full-time staff are eligible for two weeks (10 business days) of paid vacation leave ea ch calendar year after one (1) year of full-time employment. Conditional, temporary, seasonal and student staff are not eligible for annual leave. Annual (vacation) leave of 1 week (5 busi ness days) is available after six (6) months as full-time staff. After five years of continuous employment, full-time staff are eligible for three weeks (15 business days) of annual lea ve each calendar year. Annual leave does not accrue. Unused annual leave will be compensated in accordance with paragraph VI below. Annual leave should not be taken in conjunction with other paid holidays except as follows: 1. One employee per department may request annual leave connected to Thanksgiving; 2. One employee per department may request annual leave connected to Christmas; 3. One employee per department may request annual leave connected to Independence Day; 4. One employee per department may request annual leave connected to Labor Day. No more than 2 employees per department may schedule annual leave at the same t ime or for dates which are overlapping. Annual leave must be requested in writing as set forth below . While requests for particular vacation dates will be carefully considered, the pri mary factor for determining whether annual leave is approved will be the firm’s need for conti nuing operations. Requests for particular vacation dates should be submitted as early in the calendar year as possible. Requests for annual leave of one day (or less) should be made to your supervisor at least 48 hours prior to the date of leave. Requests for annual leave of more than one day should be made at least one week prior to the date of leave. Approval or disapproval will be provide d within 24 hours of the time the request is submitted. Staff are encouraged to coordinate, as much as possible, vacation dates so as to a void a situation where our work is hampered by too many on vacation at the same time. Employe es with seniority will have the first choice when scheduling annual leave. 5.Sick Leave . Full-time staff receive six (6) days of sick leave per calendar year. Conditional, temporary, seasonal and student staff are not eligible for sick leave. Sick lea ve is for sickness. Sick leave may not be taken as a vacation day. Sick leave does not accrue. Sick leave may not be shared or transferred between staff. Unused sick leave will be compensated in accordanc e with paragraph 6. 6.Unused Sick Leave or Annual Leave . Staff who have unused annual leave and/or sick leave as of December 31 are eligible for compensation at the employee’s regular rate of pay for each day not used. Payment for the unused leave will be made on or before January 31 of the following year. Staff who leave employment voluntarily or involuntarily at any point in the calendar year prior to December 31 are not eligible for compensation for unused annual or sick leave. 7.Reporting/Requesting Leave . Annual leave and sick leave shall be scheduled, reported and administered as follows: 8.Exceeding Leave Allowed . Staff who exceed the allotted leave (either annual or sick) will receive a deduc tion from pay for the pay period following the date upon which the absence occurs. The deduction will be based upon the salary level of the staff member at the time the absence occurred. 9.Computers . We have experienced problems with our computers due, in part, to installation of ce rtain programs. As a result, we ask that you refrain from installing any programs on your computer without the expressed consent of your supervisor. Do not download programs from the internet without first clearing it with your supervisor. Limit the programs in your computer’s “start-up” routine in order to increase the performance of your computer. Personal e-mail is permissible , but should be kept to a minimum. No staff should have a “chat,” “instant message,” or like program on their computer. If you are currently using such a program, you should uninstall it immediately. 10.Breaks. Staff receive rest breaks and/or smoking breaks as follows: Before Noon, two ten minute breaks; Between 1:00 and 5:00 p.m., two ten minute breaks. Please stagger breaks within your department so that operations continue without serious interruption. When you are on your break, please do not interrupt other employees who are not on break. 11.Bonuses . There is no guarantee of a bonus for any employee. Bonuses may be given from time to time at the sole discretion of management. The frequency and amount of bonuses, if a ny, may be based in part upon certain criteria including, but not limited to: length of se rvice, hours worked, performance, absences, leave taken, and number and frequency of breaks. Each employee shall keep the amount of his/her bonus confidential and shall not share the amount , or the fact that a bonus was received, with any other employee. 12.Personal Telephone Calls . Personal telephone calls should be kept to a minimum. 13.Part-Time Employees . Part-time employees are not eligible for annual or sick leave. Part-time employees are not eligible for paid holidays. Part-time employees are paid on an hourly basis. 14.Disclaimer . A. The policies and procedures set forth in this memorandum are guidelines; B. This memorandum and the policies contained herein are not intended to be, and should not be considered as, a contract or promise of employment between the firm and any employee. C. No policy is perfect. Situations may arise when the literal application of a policy or guideline would create a result that is unacceptable to the firm. The firm reserves the right to deal with such situations in a manner which is appropriate for the firm. D. In any case where the application of a particular policy is unclear, or the matter in question is not covered directly by a policy, or when an exceptional situation exists, you should consult your supervisor or management. I personally received a copy of this policy memorandum on the day of   , 20 . I have read and understand the terms set out therein. ________________________________________ Signature of Employee Printed Name: ____________________________