Lewis & Lewis Painting Inc." Home Improvements Plus "
" Where Quality and Prices Meet "
Employee Handbook
Welcome to Lewis & Lewis Painting Inc.
Dear Employee:
You and Lewis & Lewis Painting Inc. have made an important decision: The Company has decided you can contribute to our success, and you've decided that Lewis & Lewis Painting Inc. is the organization where you can pursue your career productively and enjoyably.
We believe we've each made the right decision, one that will result in a profitable relationship. The minute you start working here, you become an integral part of Lewis & Lewis Painting Inc. and its future. Every job in our company is important, and you will play a key role in the continued growth of our company.
As you will quickly discover, our success is based on delivering high quality products and providing unsurpassed customer service. How do we do it? By working very hard, thinking about our customers' needs, and doing whatever it takes. We do it by treating each other and customers with respect. We do it by acting as a team.
Should you have any questions concerning this handbook, your employment or benefits, please feel free to discuss them with your supervisor or manager.
Again, welcome!
Introduction & Description of Company
Please insert a description of your company, its goals, mission statement and values
Confidentiality Agreement
Information that pertains to Lewis & Lewis Painting Inc. business, including all nonpublic information concerning the Company, its vendors and suppliers, is strictly confidential and must not be given to people who are not employed by Lewis & Lewis Painting Inc..
Please help protect confidential information - which may include, for example, trade secrets, customer lists and company financial information - by taking the following precautionary measures:
Discuss work matters only with other Lewis & Lewis Painting Inc. employees who have a specific business reason to know or have access to such information.
Do not discuss work matters in public places.
Monitor and supervise visitors to Lewis & Lewis Painting Inc. to insure that they do not have access to company information.
Destroy hard copies of documents containing confidential information that is not filed or archived.
Your cooperation is particularly important because of our obligation to protect the security of our clients' and our own confidential information. Use your own sound judgment and good common sense, but if at any time you are uncertain as to whether you can properly divulge information or answer questions, please consult a Lewis & Lewis Painting Inc. officer.
Conflict of Interest
Employees must avoid any interest, influence or relationship which might conflict or appear to conflict with the best interests of Lewis & Lewis Painting Inc.. You must avoid any situation in which your loyalty may be divided and promptly disclose any situation where an actual or potential conflict may exist.
Examples of potential conflict situations include:
Having a financial interest in any business transaction with Lewis & Lewis Painting Inc.
Owning or having a significant financial interest in, or other relationship with, a Lewis & Lewis Painting Inc. competitor, customer or supplier, and
Accepting gifts, entertainment or other benefit of more than a nominal value from a Lewis & Lewis Painting Inc. competitor, customer or supplier.
Anyone with a conflict of interest must disclose it to management and remove themselves from negotiations, deliberations or votes involving the conflict. You may, however, state your position and answer questions when your knowledge may be of assistance to Lewis & Lewis Painting Inc..
Anti Discrimination & Harassment
Americans with Disabilities Act
It is Lewis & Lewis Painting Inc. policy that we will not discriminate against qualified individuals with disabilities with regard to any aspect of their employment. Lewis & Lewis Painting Inc. is committed to complying with the American with Disabilities Act of 1990 and its related Section 504 of the Rehabilitation Act of 1973. Lewis & Lewis Painting Inc. recognizes that some individuals with disabilities may require accommodations at work. If you are currently disabled or become disabled during your employment, you should contact your manager to discuss reasonable accommodations that may enable you to perform the essential functions of your job.
Equal Opportunity Policy
Lewis & Lewis Painting Inc.provides equal opportunity in all of our employment practices to all qualified employees and applicants without regard to race, color, religion, gender, national origin, age, disability, marital status, military status or any other category protected by federal, state and local laws. This policy applies to all aspects of the employment relationship, including recruitment, hiring, compensation, promotion, transfer, disciplinary action, layoff, return from layoff, training and social, and recreational programs. All such employment decisions will be made without unlawfully discriminating on any prohibited basis.
Policy Prohibiting Harassment and Discrimination
Lewis & Lewis Painting Inc. strives to maintain an environment free from discrimination and harassment, where employees treat each other with respect, dignity and courtesy.
This policy applies to all phases of employment, including but not limited to recruiting, testing, hiring, promoting, demoting, transferring, laying off, terminating, paying, granting benefits and training.
Prohibited Behavior
Lewis & Lewis Painting Inc. does not and will not tolerate any type of harassment of our employees, applicants for employment, or our customers. Discriminatory conduct or conduct characterized as harassment as defined below is prohibited.
The term harassment includes, but is not limited to, slurs, jokes, and other verbal or physical conduct relating to a person's gender, ethnicity, race, color, creed, religion, sexual orientation, national origin, age, disability, marital status, military status or any other protected classification that unreasonably interferes with a person’s work performance or creates an intimidating, hostile work environment.
Sexually harassing behavior in particular includes unwelcome conduct such as: sexual advances, requests for sexual favors, offensive touching, or other verbal or physical conduct of a sexual nature. Such conduct may constitute sexual harassment when it:
is made an explicit or implicit condition of employment
is used as the basis for employment decisions
unreasonably interferes with an individual's work performance, or
creates an intimidating, hostile or offensive working environment.
The types of conduct covered by this policy include: demands or subtle pressure for sexual favors accompanied by a promise of favorable job treatment or a threat concerning employment.
Specifically, it includes sexual behavior such as:
repeated sexual flirtations, advances or propositions
continued and repeated verbal abuse of a sexual nature,
sexually related comments and joking, graphic or
degrading comments about an employee’s appearance
or displaying sexually suggestive objects or pictures
including cartoons and vulgar email messages, and
any uninvited physical contact or touching, such as patting, pinching or repeated brushing against another’s body.
Such conduct may constitute sexual harassment regardless of whether the conduct is between members of management, between management and staff employees, between staff employees, or directed at employees by non-employees conducting business with the Company, regardless of gender or sexual orientation.
Harassment by Non-employees
Lewis & Lewis Painting Inc. will also endeavor to protect employees, to the extent possible, from reported harassment by non-employees in the workplace, including customers, clients and suppliers.
Complaint Procedure and Investigation
Any employee who wishes to report a possible incident of sexual harassment or other unlawful harassment or discrimination should promptly report the matter to Lori M. Lewis. If that person is not available, or you believe it would be inappropriate to contact that person, contact or .
Lewis & Lewis Painting Inc. will conduct a prompt investigation as confidentially as possible under the circumstances. Employees who raise concerns and make reports in good faith can do so without fear of reprisal; at the same time employees have an obligation to cooperate Lewis & Lewis Painting Inc. in enforcing this policy and investigating and remedying complaints.
Any employee who becomes aware of possible sexual harassment or other illegal discrimination against others should promptly advise Lori M. Lewis or any other appropriate member of management.
Anyone found to have engaged in such wrongful behavior will be subject to appropriate discipline, which may include termination.
Retaliation
Any employee who files a complaint of sexual harassment or other discrimination in good faith will not be adversely affected in terms and conditions of employment and will not be retaliated against or discharged because of the complaint.
In addition, we will not tolerate retaliation against any employee who, in good faith, cooperates in the investigation of a complaint. Anyone who engages in such retaliatory behavior will be subject to appropriate discipline, up to and including termination.
Training
Lewis & Lewis Painting Inc. will establish proper training for all employees concerning their rights to be free from sexual harassment and other discrimination and steps they can take to stop it.
Employment at Will
Unless expressly proscribed by statute or contract, your employment is "at will." All Lewis & Lewis Painting Inc. employees are at will, which means they may be terminated at any time and for any reason, with or without advance notice. Employees are also free to quit at any time. Any employment relationship other than at will must be set out in writing and signed by Lewis & Lewis Painting Inc..
Compensation & Work Schedule
Attendance & Punctuality
Every employee is expected to attend work regularly and report to work on time.
If you are unable to report to work on time for any reason, telephone your supervisor as far in advance as possible. If you do not call in an absence in advance, it will be considered unexcused.
Unsatisfactory attendance, including reporting late or quitting early, may be cause for disciplinary action, up to and including discharge.
Breaks
General
Employees are entitled to a 15 minute break for rest twice each day.
Employees are also entitled to a 30 minute unpaid break for meals during each work period.
Breaks may be scheduled at staggered times to allow department coverage.
Florida
Employees are entitled to a 30 minute break, to be used for meals or rest, for every six hours of work. Breaks may be scheduled at staggered times to allow department coverage.
Outside Employment
Because of Lewis & Lewis Painting Inc. obligations to its customers, the Company must be aware of any concurrent employment you may have to determine whether or not it presents a potential conflict.
Serving on any public or government board or commission qualifies as employment for purposes of this policy, regardless of whether such service is compensated.
Before beginning or continuing outside employment, employees are required to complete a questionnaire detailing the involvement with the other employer and to obtain the written approval of their managers and . Failing to obtain prior approval as described may be cause for disciplinary action, up to and including termination. Employees who are on leave of absence, including FMLA leave or Workers' Compensation leave are prohibited from having outside employment during their leave.
Overtime
General
Because of the nature of work, employees may be asked to work overtime on weekends or holidays or additional hours during the regular workday and are expected to comply with such requests.
Overtime compensation is paid to all nonexempt employees at one and one-half times their straight time rate for all hours worked in excess of 40 hours per week.
If you are nonexempt, you must receive authorization from your manager before working overtime. And after you have worked overtime, you must enter it on a time sheet by the day after it is accrued.
Overtime pay is based on actual hours worked. Time taken for lunch or dinner is not included as time worked for purposes of computing overtime. And time off on holidays, sick leave, vacation leave, personal leave, training seminars or any leave of absence will not be factored in as hours worked when calculating overtime.
Florida
Because of the nature of work, employees may be asked to work overtime on weekends or holidays or additional hours during the regular workday and are expected to comply with such requests.
Overtime compensation is paid to all nonexempt employees at one and one-half times their straight time rate for all hours worked in excess of 8 hours per day. Employees cannot be made to work more than 80 hours of overtime in a period of 14 days.
If you are nonexempt, you must receive authorization from your manager before working overtime. And after you have worked overtime, you must enter it on a time sheet on the day it is accrued or on the following day, at the latest.
Overtime pay is based on actual hours worked. Time taken for lunch or dinner is not included as time worked for purposes of computing overtime. And time off on holidays, sick leave, vacation leave, personal leave, training seminars or any leave of absence will not be factored in as hours worked when calculating overtime.
Time Records
All non-exempt employees must keep accurate time records by completing time sheets or punching a time clock when entering or leaving the building, including coming and going during lunch periods. Tampering with, falsifying or altering time cards or punching another employee's time card will result in disciplinary action, up to and including discharge. Failing to record work time may also result in disciplinary action.
For payroll purposes, time is rounded to the nearest 15 of an hour.
Work Hours
Lewis & Lewis Painting Inc. follows a work schedule of 40 hours per week. The normal workweek is Monday through Friday from 8:00 AM to 4:30 PM. Your supervisor or manager may establish alternative hours.
Conduct Standards
Company Equipment and Vehicles
When using Lewis & Lewis Painting Inc. property, including computer equipment or hardware, exercise care, perform required maintenance and follow all operating instructions, safety standards and guidelines.
Notify your supervisor if any equipment or machines appear to be damaged, defective or in need of repair. This prompt reporting could prevent the equipment's deterioration and could also help prevent injury to you or others. Should you have questions about the maintenance and care of any workplace equipment, ask your supervisor.
If you use or operate equipment improperly, carelessly, negligently or unsafely, you may be disciplined or even discharged. In addition, you may be held financially responsible for any loss to Lewis & Lewis Painting Inc. because of such mistreatment.
Company Property
Please keep your work area neat and clean and use normal care in handling company property. Report any broken or damaged equipment to your manager at once so that proper repairs can be made.
You may not use any company property for personal purposes or remove any company property from the premises without prior written permission from Lewis & Lewis Painting Inc. owners .
Conduct Standards & Discipline
Lewis & Lewis Painting Inc. expects every employee to adhere to the highest standards of job performance and of personal conduct, including individual involvement with company personnel and outside business contacts.
The Company reserves the right to discipline or discharge any employee for violating any company policy, practice or rule of conduct. The following list is intended to give you notice of our expectations and standards. However, it does not include every type of unacceptable behavior that can or will result in disciplinary action. Be aware that Lewis & Lewis Painting Inc. retains the discretion to determine the nature and extent of any discipline based upon the circumstances of each individual case.
Employees may be disciplined or terminated for poor job performance, including, but not limited to the following:
unsatisfactory quality or quantity of work
repeated unexcused absences or lateness
failing to follow instructions or Company procedures, or
failing to follow established safety regulations.
Employees may also be disciplined or terminated for misconduct, including, but not limited to the following:
falsifying an employment application or any other company records or documents
failing to record working time accurately or recording a co-worker’s time sheet
insubordination or other refusal to perform
using vulgar, profane or obscene language, including any communication or action that violates our policy against harassment and other unlawful forms of discrimination
disorderly conduct, fighting or other acts of violence
misusing, destroying or stealing company property or another person’s property
possessing, entering with or using weapons on company property
possessing, selling, using or reporting to work with alcohol, controlled substances or illegal drugs present in the employee's system, on company property or on company time
violating conflict of interest rules
disclosing or using confidential or proprietary information without authorization
violating the Company’s computer or software use policies, and
being convicted of a crime that indicates unfitness for a job or presents a threat to the Company or its employees in any way.
Dating In the Work Place
Supervisors and employees under their supervision are strongly discouraged from forming romantic or sexual relationships. Such relationships can create the impression of impropriety in terms and conditions of employment and can interfere with productivity and the overall work environment.
If you are unsure of the appropriateness of an interaction with another employee of the Company, contact Lori M. Lewis for guidance. If you are encouraged or pressured to become involved with a customer or employee in a way that makes you feel uncomfortable and is unwelcome, you should also notify Lori M. Lewis immediately. No customer or employee of this company has the right to subject any employee to sexual or other unlawful harassment, including requests for sexual favors, sexual advances, offensive touching, and any other unwanted verbal, graphic, conduct or communications of a sexual nature.
You should also be aware of, and are expected to comply with, Lewis & Lewis Painting Inc. policy against sexual and other forms of illegal harassment in the workplace.
Appropriate action, which may include a transfer or reassignment, leave of absence, suspension or termination, will be taken against those who violate this policy.
Dress Policy
Appropriate JOB attire is required. Suppliers and customers visit our job site and we wish to put forth an image that will make us all proud to be Lewis & Lewis Painting Inc. employees. Be guided by common sense and good taste. Specific standards may be required.
Business casual dress will be permitted on Fridays and business days that fall just before a holiday.
Drug and Alcohol Policy
Lewis & Lewis Painting Inc. strives to maintain a workplace free of drugs and alcohol and to discourage drug and alcohol abuse by its employees. Misuse of alcohol or drugs by employees can impair the ability of employees to perform their duties, as well as adversely affect our customers' and customers' confidence in our company.
Alcohol
Employees are prohibited from using or being under the influence of alcohol while performing company business for Lewis & Lewis Painting Inc., while operating a motor vehicle in the course of business or for any job-related purpose, or while on company premises or a work site.
Illegal Drugs
Lewis & Lewis Painting Inc. employees are prohibited from using or being under the influence of illegal drugs while performing company business or while on a company facility or work site. You may not use, manufacture, distribute, purchase, transfer or possess an illegal drug while in Lewis & Lewis Painting Inc. facilities,or job sites, while operating a motor vehicle for any job-related purpose or while on the job, or while performing company business. This policy does not prohibit the proper use of medication under the direction of a physician; however, misuse of such medications is prohibited.
Disciplinary Action
Employees who violate this policy may be disciplined or terminated, even for a first offense. Violations include refusal to consent to and comply with testing and search procedures as described.
Searches
Lewis & Lewis Painting Inc. may conduct searches for illegal drugs or alcohol on company facilities or work sites without prior notice to employees. Such searches may be conducted at any time. Employees are expected to cooperate fully.
Searches of employees and their personal property may be conducted when there is reasonable suspicion to believe that the employee has violated this policy or when circumstances or workplace conditions justify such a search. Personal property may include, but is not limited to, purses, boxes, briefcases, as well as any Lewis & Lewis Painting Inc. property that is provided for employees' personal use, such as desks, lockers, and files.
An employee’s consent to a search is required as a condition of employment and the employee’s refusal to consent may result in disciplinary action, including termination.
Drug Testing
Lewis & Lewis Painting Inc. may require a blood test, urinalysis, hair test or other drug or alcohol screening of employees suspected of using or being under the influence of drugs or alcohol or where other circumstances or workplace conditions justify such testing. The refusal to consent to testing may result in disciplinary action, including termination.
Ethical and Legal Business Practices
Lewis & Lewis Painting Inc. expects the highest standard of ethical conduct and fair dealing from each employee, officer, director, volunteer and all others associated with the Company. Our reputation is a valuable asset, and we must continually earn the trust, confidence and respect of our suppliers, our members, our customers and our community.
This policy provides general guidance on the ethical principles that we all must follow, but no guideline can anticipate all situations. You should also be guided by basic honesty and good judgment, and be sensitive to others’ perceptions and interpretations.
If you have any questions about this policy, consult your supervisor or manager. Exceptions to this policy may be made only by .
You are expected to promptly disclose to the management of the company anything that may violate this policy. We will not tolerate retaliation or retribution against anyone who brings violations to management's attention.
Complying With Laws and Regulations
All our activities are to be conducted in compliance with the letter and spirit of all laws and regulations. You are charged with the responsibility of understanding the applicable laws, recognizing potential dangers and knowing when to seek legal advice.
Giving and Receiving Gifts
You may not give or receive money or any gift to or from a supplier, government official or other organization. Exceptions may be made for gifts that are customary and lawful, are of nominal value and are authorized in advance.
You may accept meals and refreshments if they are infrequent, are of nominal value and are in connection with business discussions.
If you do receive a gift or other benefit of more than nominal value, report it promptly to a member of management. It will be returned or donated to a suitable charity.
Employee Privacy and Other Confidential Information
Lewis & Lewis Painting Inc. collects only personal information about employees that relates to their employment. Only people with a business-related need to know are given access to this information, and must authorize any release of the information to others. Personal information, other than that required to verify employment or to satisfy legitimate investigatory or legal requirements, will be released outside the company only with employee approval.
If you have access to any confidential information, including private employee information, you are responsible for acting with integrity. Unauthorized disclosure or inappropriate use of confidential information will not be tolerated.
Accounting and Financial Reports
Lewis & Lewis Painting Inc. financial statements and all books and records on which they are based must accurately reflect the Company's transactions. All disbursements and receipts must be properly authorized and recorded.
You must record and report financial information accurately. Reimbursable business expenses must be reasonable, accurately reported and supported by receipts.
Those responsible for handling or disbursing funds must assure that all transactions are executed as authorized and recorded to permit financial statements in accord with Generally Accepted Accounting Principles.
Account and Customer Information
Employees are prohibited from distributing account, client, and/or customer information to anyone, in any form, except the named account holder, client or customer.
Compliance
Employees who fail to comply with this policy will be disciplined, which may include a demand for reimbursement of any losses or damages, termination of employment and referral for criminal prosecution. Action appropriate to the circumstances will also be taken against supervisors or others who fail to report a violation or withhold relevant information concerning a violation of this policy.
Grievances
Employees are encouraged to bring concerns, problems and grievances to management's attention. You are also obligated to report any wrongdoing of which you become aware to your manager or, if the situation warrants, to any Lewis & Lewis Painting Inc. officer.
Insider Trading
In addition to our general obligation to observe the law, one of the most important responsibilities of all Lewis & Lewis Painting Inc. employees is to protect the company's reputation for ethical and honest dealing. Our reputation could be irreparably damaged if inside information is inappropriately disclosed such that it affects the stock price of our company or that of a client or any other company with whom we have a relationship. Bearing this in mind, you are forbidden from sharing or disclosing company information in any way that could be deemed insider trading or give the appearance of such conduct.
Progressive Discipline
Lewis & Lewis Painting Inc. retains the discretion to discipline its employees. Oral and written warnings and progressive discipline up to and including discharge may be administered as appropriate under the circumstances.
Please note that Lewis & Lewis Painting Inc. reserves the right to terminate any employee whose conduct merits immediate dismissal without resorting to any aspect of the progressive discipline process.
Smoking Policy
General
Smoking is prohibited inside Lewis & Lewis Painting Inc. facilities.
All employees, clients and other visitors are expected to comply with this policy, and employees who violate it may be disciplined.
Should you have a question, complaint or dispute about smoking in the workplace, contact .
Workplace Solicitation
To promote a professional and collegial workplace, prevent disruptions in business or interference with work, and avoid personal inconvenience, Lewis & Lewis Painting Inc. has adopted rules about soliciting for any cause and distributing literature of any kind in the workplace.
Employees may not solicit on Lewis & Lewis Painting Inc. property or use company facilities, such as e-mail, voice mail or bulletin boards during working time for solicitation. This policy applies to collecting funds, requesting contributions, selling merchandise, gathering employee signatures and promoting membership in clubs or organizations.
Working time means time during which employees are expected to be actively engaged in their assigned work; it does not include scheduled meal or break periods.
You may solicit another employee only if both you and the other employee are not on working time, and you may distribute literature only in nonworking areas and while not on working time to other employees who are not on working time.
Non-employees may not make solicitations or distribute literature at any time.
Lewis & Lewis Painting Inc. may grant limited exemptions from these rules for charitable purposes at its discretion.
Zero Tolerance for Workplace Violence
Lewis & Lewis Painting Inc. has a zero-tolerance policy concerning threats, intimidation and violence of any kind in the workplace either committed by or directed to our employees. Employees who engage in such conduct will be disciplined, up to and including immediate termination of employment.
Employees are not permitted to bring weapons of any kind onto company premises or to company functions. Any employee who is suspected of possessing a weapon will be subject to a search at the company's discretion. Such searches may include, but not be limited to, the employee's personal effects, desk and workspace.
If an employee feels he or she has been subjected to threats or threatening conduct by a coworker, vendor or customer, the employee should notify his or her supervisor or another member of management immediately. Employees will not be penalized for reporting such concerns.
Leave
Family Medical Leave (FMLA)
General
Family and Medical Leave
You are eligible for family and medical leave if you have worked for Lewis & Lewis Painting Inc. for at least 12 months and have put in at least 1,250 hours during the 12 month period before the leave is to begin.
Reasons for the Leave
You are entitled to take up to 12 workweeks of unpaid leave:
to attend to the birth, adoption or foster care placement of your child
to attend to the serious health condition of your child, spouse or parent, or
to receive care for your own serious health condition.
A serious health condition means an illness, injury, impairment, or physical or mental condition during which you are incapable of working that involves either:
treatment requiring inpatient care in a hospital, hospice or residential care facility, or
continuing treatment by a health care provider for a condition that lasts more than three consecutive days, or for pregnancy or prenatal care or for a chronic health condition which continues over an extended period of time, requires periodic visits to a health care provider and may involve occasional episodes of incapacity, such as serious asthma or diabetes.
It also includes a permanent or long-term condition such as Alzheimer's, a severe stroke and terminal cancer. In addition, leave may be used to cover absences due to multiple treatments for restorative surgery or for a condition which would likely make you incapable of working for more than three days if not treated, such as chemotherapy or radiation treatments for cancer.
Substituting Paid Leave
You must substitute accrued vacation or personal leave time for family and medical leave. And if the request for leave is due to your own serious health condition, you must first exhaust all accrued sick leave time. Any accrued vacation or personal leave time will then be used. Your total FMLA leave time, which may include paid vacation and sick time, may not exceed 12 weeks. The Company has the right to designate such leaves as running concurrently with FMLA leave.
Types of Leave
Leave due to the birth or placement of a child in your home for adoption or foster care must be taken in one continuous 12-week segment and must be taken within 12 months of the birth or placement of the child. You may take leave due to your own or a family member’s serious health condition in:
one continuous 12 week segment
an intermittent schedule, such as one day off each week, or
a reduced schedule, such as beginning two hours late, twice a week.
Notice of Leave
If your need for leave is foreseeable, you must give 30 days prior notice if possible. If you do not give such notice, the leave may be delayed for up to 30 days.
If your need for leave is due to a planned medical treatment, make every attempt to schedule the treatment so as not to unduly disrupt the work of your department. If your need for leave is not foreseeable, you must request it as soon as practicable, no later than two business days after the need for leave arises.
Medical Certification
If leave is requested due to your own or a family member's serious health condition, you must provide medical certification from an appropriate health care provider. The medical certification must include the date on which the condition began and its probable duration. You may be denied leave if you do not provide satisfactory certification. “business name” may also require a second opinion or third opinion regarding certification of a serious health condition, at our expense.
Outside Employment
You may not work for outside employers while on family and medical leave with Lewis & Lewis Painting Inc..
Returning to Work
If your leave is due to your own medical condition, you are required to provide medical certification that you are able to resume work before returning. Both you and your health care provider must complete a Return to Work Medical Certification.
Upon returning to work, you will ordinarily be entitled to be restored to your former position or to an equivalent position with the same employment benefits and pay if possible. If you do not return to work at the end of the leave and do not notify Lewis & Lewis Painting Inc. of your status, you may be terminated.
Benefits During Leave
Taking family and medical leave will not cause you to lose any employment benefits accrued prior to the first day of leave. The leave period will be treated as continued service for purposes of determining vesting and eligibility to participate in any retirement plan in effect. However, employees on FMLA leave normally will not accrue any other additional benefits during the leave period, unless it is paid leave under which benefits would otherwise accrue.
Lewis & Lewis Painting Inc. will maintain your insurance benefits while you are on leave, although you may be required to pay your portion of the premium. However, if you do not return to work after the leave, you may be asked to reimburse us for the cost of maintaining insurance coverage during the leave. This provision will not apply in cases where your inability to return is through no fault of your own -- for example, at the end of leave you remain physically unable to return due to your serious health condition.
Misrepresenting Reasons for Leave
If you intentionally misrepresent the reasons for requesting family and medical leave, you may be discharged.
Bereavement Leave
Full-time employees who have worked at Lewis & Lewis Painting Inc. for at least 90 days are permitted up to 0 consecutive days with pay to attend the funeral of an immediate family member, which includes a spouse, child, brother, sister, parent or grandparent.
Eligible employees may be permitted 0 day with pay for the death of a relative who is not an immediate member-including an aunt, uncle, nephew, niece, brother-in-law, sister-in-law or parent-in-law.
Your supervisor must approve all bereavement time, and the Company may request verification of the facts surrounding the leave and grant or deny the leave as deemed appropriate. Bereavement leave will not be paid if it occurs when the employee is on vacation or leave of absence, absent due to illness or injury, or not working due to a paid holiday.
Military Leave
General
Pursuant to the Uniformed Services Employment and Reemployment Rights Act (USERRA), “business name” prohibits discrimination against persons because of their service in the Armed Forces, the Army National Guard and the Air Force National Guard when engaged in active duty for training, inactive duty training, or full-time National Guard duty, the commissioned corps of the Public Health Service, and any other category of persons designated by the President in time of war or emergency.
Jury Duty
General
Lewis & Lewis Painting Inc. supports employees in fulfilling their civic responsibilities by serving jury duty when required and fully compensates them for up to 5 of time they are required to serve.
However, you must inform your supervisor as soon as possible after receiving a jury summons so that arrangements can be made to accommodate your absence. And you will be expected to report for work during your jury service whenever the court schedule permits.
Insurance benefits will ordinarily remain in effect and unchanged for the full term of your jury duty absence.
Time Off From Work In Connection With Court Cases
General
We recognize that an employee might be subpoenaed or otherwise required to serve as a witness in court cases or arbitrations. Employees called to testify will not be paid for the time they are away from work as a result of their participation in a court case or arbitration, but may use available vacation and personal days to cover their time away from work. Absence as a result of participation in a court case or arbitration will be treated the same as absence for any other reason and employees must comply with the company's policy regarding attendance. If you are called to serve as a witness, notify your manager as soon as possible.
Time Off To Vote
General
Employees who are eligible to vote but do not have sufficient time outside of regular working hours to vote in a statewide election, may request time off to do so. The time off will be without pay. Such time off will be granted at your supervisor’s discretion.
General Employment
Employee Records
General
An employee's personnel file consists of the employee's employment application, withholding forms, reference checks, emergency information and any performance appraisals, benefits data or other appropriate employment-related documents.
It is the employee's responsibility to notify the Payroll Department or Human Resources of any changes in name, address, telephone number, marital status, number of dependents, military service status, beneficiaries or person to notify in case of an accident.
Misrepresentation of any fact which you have provided information for on your application, in your personnel file, or any other document is sufficient reason for dismissal. Personnel records are considered company property and are not available for review by employees.
Florida
An original personnel file consists of an employee's employment application, withholding forms, reference checks, emergency information and any performance appraisals, benefits data and other appropriate employment-related documents.
It is your responsibility to notify the Payroll or Human Resources department of any changes in name, address, telephone number, marital status, number of dependents, military service status, beneficiaries or person to notify in case of an accident.
You may be dismissed for misrepresenting any fact on your application or in your personnel file.
Personnel records are considered company property. You may review your record in the offices during business hours after making a reasonable request to do so.
Employment of Relatives
Lewis & Lewis Painting Inc. may hire relatives of employees where there are no potential problems of supervision, safety, security, morale or potential conflict of interest. Relatives include an employee’s parent, child, spouse, domestic partner, sibling, cousin, in-laws and step relationships.
Employees who marry or become related will be permitted to continue to work as long as there are no substantial conflicts. Reasonable accommodations will be made when possible in the event a conflict arises.
Introductory (Probationary) Period
The first 90 days of employment are an Introductory Period for both the employee and the Company. However, during and after this period, the work relationship will remain at will.
This time period allows you to determine if you have made the right career decision and for Lewis & Lewis Painting Inc. to determine whether your initial work performance meets our needs. Your manager will monitor your work performance, attitude and attendance during this time, and be available to answer any questions or concerns you may have about your new job.
Benefits such as time off for vacation, personal days, sick days or bereavement leave do not accrue during this period.
The Introductory Period may be extended at management's discretion.
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Reference/Background Checks
Lewis & Lewis Painting Inc. conducts reference and background checks on all new employees. Employees who have falsified information on their employment applications will be disciplined, which could include termination. Applicants who have provided false information may be eliminated from further consideration for employment.
Termination, Resignation and Discharge
General
Unless expressly proscribed by statute or contract, employment with Lewis & Lewis Painting Inc. is on an "at will" basis and may be terminated with or without cause or notice. Similarly, employees are free to resign their employment at any time. If at any time it is necessary for an employee to resign his or her employment with the Company, Lewis & Lewis Painting Inc. requests at least two weeks notice. Failure to provide notice may lead to forfeiture of accrued vacation or other benefits at the discretion of Lewis & Lewis Painting Inc..
Any employee who is discharged by Lewis & Lewis Painting Inc. shall be paid only wages accrued to the effective date of the separation.
Florida
Unless expressly proscribed by statute or contract, employment with Lewis & Lewis Painting Inc. is "at will" and may be terminated with or without cause or notice. Similarly, employees are free to resign at any time. If an employee resigns, Lewis & Lewis Painting Inc. requests the courtesy of at least two weeks notice.
Any employee who is discharged by Lewis & Lewis Painting Inc. shall be paid wages and vacation accrued to the date of the separation.
Unions
Lewis & Lewis Painting Inc. recognizes the union as a representative for those workers who are unionized. This handbook does not change any terms or stipulations of the collective agreement negotiated by the union. It has been created in full accordance with management's agreement with the union.
Safety & Emergency
Fire Safety
Every employee is responsible for recognizing potential fire dangers and taking an active role in preventing fires.
Employees are required to observe all OSHA safety requirements and regulations. Flammable materials are to be stored in covered metal containers. Employees should not block any fire doors, fire exits, fire extinguishers, windows or doorways. Review the fire escape routes posted in each work area.
Safety
Lewis & Lewis Painting Inc. is committed to maintaining a safe and healthy environment for all employees. Report all accidents, injuries, potential safety hazards, safety suggestions and health and safety related issues immediately to your manager.
If you or another employee is injured, contact your supervisor or manager immediately. Seek help from outside emergency response agencies, if needed. Contact information is posted with lead painters.
You must complete an Employee's Claim for Worker's Compensation Benefits Form if you have an injury that requires medical attention. If your inquiry does not require medical attention, you must still complete a Supervisor and Employee Report of Accident Form in case medical treatment is later needed and to ensure that any existing safety hazards are corrected. You can obtain the required forms from .Lewis & Lewis Painting Inc.
A federal law, the Occupational Safety and Health Act, requires that we keep records of all illnesses and accidents that occur on the job. OSHA also provides for your right to know about any health hazards which might be present on the job.
In addition, the state Workers' Compensation Act also requires that you report any illness or injury caused by the workplace, no matter how slight. If you do not report an injury, you may jeopardize your right to collect workers' compensation payments as well as health benefits.
You can get the required reporting paperwork from .
Emergency Measures (Inclement Weather)
We realize that bad weather or hazardous commuting conditions may occasionally make it impossible for employees to report to work on time.
However, you are expected to make a diligent effort to report to work when conditions have improved. If you determine that you are unable to report to work because of the conditions, inform your supervisor as soon as possible. Your absence will be charged to personal or vacation time.
If it becomes necessary to shut down the office due to weather or other emergency, every effort will be made to notify employees. If there is a question as to whether the office will be open, call your place of work. If there is no answer within one hour after the normal start time, assume the office is closed.
Corporate Communications & Technology
Communication with Press or Media
Media inquiries in relation to Lewis & Lewis Painting Inc. must be handled in accordance with the following guidelines:
Inquiries regarding a specific transaction should be referred to the individual or individuals in charge of the matter; if they are not available, then to Lewis & Lewis Painting Inc. or to .
All other inquiries should be referred to , who will respond directly or designate another spokesperson and who will also help draft or direct an appropriate response if necessary.
This policy covers all forms of responses to the media, including off-the-record and anonymous statements.
Use of Company Communication Systems
Because Lewis & Lewis Painting Inc. reserves the right to access any personal communication without prior notice, employees should not use company systems to transmit any messages or to access any information that they would not want a third party to hear or see. Although incidental and occasional personal use of the company's systems is permitted, any such personal use will be treated the same as all other communications under this policy. However, employees are at all times prohibited from accessing or downloading information from the Internet for personal use.
Telephone Usage
The telephone system (including voice mail) at Lewis & Lewis Painting Inc. is the property of the company and is provided for business purposes. Lewis & Lewis Painting Inc. may periodically monitor the usage of the telephone systems to ensure compliance with this policy. Therefore, employees should not consider their conversations on the company's telephone system to be private.
Personal Mail
All mail delivered to the company is presumed to be related to company business. Mail sent to you at the company will be opened by the office and routed to your department. If you do not wish to have your correspondence handled in this manner, please have it delivered to your home.
Vacation & Holidays
Holidays
Lewis & Lewis Painting Inc. observes the following holidays:
New Year's Day
Memorial Day
Independence Day
Labor Day
Thanksgiving and the day after
Christmas and the day before
You will not be paid for these holidays if you:
are a full-time employee who has worked at least 90 days at the Company, and
have worked the full day before and the full day after the holiday, unless time off has been approved in advance as vacation or personal days.
Holidays that fall on a weekend will be observed either on a Friday or Monday. To avoid confusion, all holidays will be announced in advance.
Due to business needs, some employees may be required to work on company holidays. Your supervisor or manager will notify you if this may apply to you.
Personal Days
Lewis & Lewis Painting Inc. provides full-time employees who have completed any mandatory Introductory Period up to 0 paid personal days a year, which can be used for any reason.
You must use personal days by December 31 of each year, as unused personal days may not be carried over to the next calendar year. Employees will not be paid for accrued unused personal days on termination.
Sick Days
Full-time employees who have completed any mandatory Introductory Period are eligible to earn sick day credits not to exceed 0 paid sick days for the employment year.
You must use sick days by December 31, as they may not be carried over to the next calendar year-and you may not take the time as vacation.
To be eligible for a sick day, you must call in each day to your supervisor no later than 15 minutes after your usual start time for work. If you do not call in, the absence will be considered unexcused and you will not be paid for it.
All full-time exempt employees are eligible to receive sick days at their supervisor's discretion.
Lewis & Lewis Painting Inc. reserves the right to request a doctor's certificate for any sick days requested. If such a certificate is requested and you cannot produce it, the absence may be considered unexcused, and you will not be paid for it.
Vacation
Only active, full-time employees are eligible for paid vacation, and all vacation must be earned before being taken. You may not substitute pay for unused vacation unless you have your supervisor's written approval. Should a Company holiday occur during your vacation, you may add an additional day, either at the beginning or end of the vacation period, with your supervisor's approval.
Lewis & Lewis Painting Inc. reserves the right not to approve a vacation request if it will interfere with Company operations or adversely affect coverage of job and staff requirements. Whenever possible, employees' requests for vacation will be accommodated, but where scheduling conflicts arise, seniority will prevail.
Acknowledgment of receipt and understanding
I acknowledge that I have received the Lewis & Lewis Painting Inc. Employee Handbook and that I have read and understand the policies.
I understand that this Handbook represents only current policies and benefits, and that it does not create a contract of employment. Lewis & Lewis Painting Inc. retains the right to change these policies and benefits, as it deems advisable.
Unless expressly proscribed by statute or contract, my employment is "at will." I understand that I have the right to terminate my employment at any time, with or without cause or notice, and that the Company has the same right. I further understand that my status as an "at will" employee may not be changed except in writing and signed by the President of the Company.
I understand that the information I come into contact with during my employment is proprietary to the Company and accordingly, I agree to keep it confidential, which means I will not use it other than in the performance of my duties or disclose it to any person or entity outside the Company. I understand that I must comply with all of the provisions of the Handbook to have access to and use Company resources. I also understand that if I do not comply with all provisions of the Handbook, my access to Company resources may be revoked, and I may be subject to disciplinary action up to and including discharge.
I further understand that I am obligated to familiarize myself with the Company's safety, health, and emergency procedures as outlined in this Handbook or in other documents. Lewis & Lewis Painting Inc. has the right to change any part of this employee handbook, without notice. Our company is always changing and growing.
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