51 Dating between Employees Al’s Sporting Goods has adopted this policy in recognition of its responsibility to provide guidelines on romantic and sexual relationships with other employees and to caution employees about the potential problems posed by such relationships. These problems include conflicts of interest, interference with coworkers’ productivity, and potential charges of hostile environment or sexual harassment. They can be particularly serious in situations in which one person has a position of authority over the other, such as in a manager-subordinate relationship. Al’s Sporting Goods does not prohibit consensual romantic relationships between employees, but it does impose the following restrictions: Al’s Sporting Goods strongly discourages Department Managers and General managers from engaging in romantic or sexual relationships with subordinates and requires the Department Manager or General Manager to disclose the existence of such a relationship. Additionally, Department Managers and General Managers are required to take steps to resolve any actual or potential conflict of interest or impropriety created by the relationship. All employees must avoid romantic or sexual relationships with other employees that create conflicts of interest, potential charges of hostile work environment or sexual harassment, or discord or distractions that interfere with other employees’ productivity. Any romantic relationship between Manager and subordinate employee must be disclosed to the General Manager, or the next highest individual in the supervisory chain of command if the manager is a Department Manager or higher. The Department Manager or higher official must assess the situation and make a recommendation to resolve any actual or potential conflict of interest or impropriety created by the relationship. The recommendation can require the non-supervisory employee to transfer to another department or facility. If a transfer is not possible, the dating couple can be required to determine which partner will resign. If a transfer to another facility or department is possible, the manager-partner is prohibited from having any involvement in professional decision-making affecting the partner who transfers. Failure to make required disclosures or comply with a recommendation to resolve a conflict with this policy can result in discipline up to and including termination of employment. CONDUCT STANDARDS
52 Al’s Sporting Goods permits the employment of qualified relatives of employees if such employment does not, in the opinion of Al’s Sporting Goods, create actual or perceived conflicts of interest. For purposes of this policy, “relative” is a spouse, child, parent, sibling, grandparent, grandchild, aunt, uncle, first cousin, or corresponding in-law or “step” relation. Al’s Sporting Goods will exercise sound business judgment in the placement of related employees in accordance with the following guidelines: Individuals who are related by blood or marriage are permitted to work in the same Al’s Sporting Goods 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 r elative’s 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 Al’s Sporting Goods believes an inherent conflict of interest may exist. Employees who marry while employed are treated in accordance with these guidelines. That is, if in the opinion of Al’s Sporting Goods, a conflict or an apparent conflict arises as a result of the marriage, one of the employees will be transferred at the earliest possible time. In addition, Al’s Sporting Goods recognizes that at times, employees and their “close friends,” “domestic partners,” or “significant others” may be assigned to positions that create a coworker or manager-subordinate relationship. Al’s Sporting Goods will, in its discretion, exercise sound judgment for the placement of employees in these situations to avoid the creation of a conflict or the appearance of a conflict of interest, avoid favoritism or the appearance of favoritism, and decrease the likelihood of sexual harassment in the workplace. This policy applies to all employment categories at Al’s Sporting Goods, including regular, temporary, and part-time classifications. Employment of Relatives The company and store phones are for business use only. Employees are not permitted to use the phones for personal calls, except for emergencies. Personal calls and texts should be made and sent while clocked out on break, not while you are clocked in during your shift. All relatives, spouses, and friends should be advised of our store policy concerning the phones. They should not make personal phone calls to you during your shift except in emergencies. Business and Cell Phones
53 Technology is an integral part of everyday life and can be a great asset for both you and the customer. Directing a customer to our online store or checking on product prices or inventory would be an appropriate time to use your personal device on the sales floor. However, the use of a cell phone, smartwatch, tablet, or any other electronic device for personal reasons while at work is not allowed. Playing games, checking social media, receiving or making personal calls, or responding to or sending personal texts or emails when clocked in for your shift is inappropriate and not allowed. You are prohibited from downloading and/or viewing inappropriate, obscene, pornographic, and/or illegal material on the company’s internet connection. Using a personal device while operating a company-issued vehicle (e.g., company car, forklift, cherry picker) is strictly prohibited. Violation of these rules and guidelines is subject to disciplinary action, up to and including termination. CONDUCT STANDARDS Conflicts of Interest Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. This policy establishes only the framework within which Al’s Sporting Goods wishes the business to operate. The purpose of these guidelines is to provide general direction so that employees can seek further clarification on issues related to the subject of acceptable standards of operation. An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative as a result of our business dealings. For the purposes of this policy, a relative is any person who is related by blood or marriage or whose relationship with the employee is similar to that of persons who are related by blood or marriage. No “presumption of guilt” is created by the mere existence of a relationship with outside firms. However, if employees have any influence on transactions involving purchases, contracts, or leases, it is imperative that they disclose to an officer of Al’s Sporting Goods as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties. Personal gain may result when an employee or relative receives any kickback, bribe, substantial gift, monetary tips, or special consideration as a result of any transaction or business dealings involving Al’s Sporting Goods. Failure to report these possible conflicts of interest may result in corrective action, up to and including termination of employment.
54 General Statement Al’s Sporting Goods believes that a healthy and productive workforce, safe working conditions free from the effects of drugs and alcohol, and maintenance of the quality of products produced and services rendered by Al’s Sporting Goods are important not only to Al’s but also to the employees and the general public. The abuse of drugs and alcohol creates a variety of workplace problems, including increased injuries on the job, increased absenteeism, increased financial burden on health and benefit programs, increased workplace theft, decreased employee morale, decreased productivity, and a decline in the quality of products and services. Therefore, Al’s Sporting Goods hereby adopts a drug- and alcohol-free workplace and the following policy for the testing of employees and prospective employees for drugs and alcohol in the workplace. Smoke Free Workplace Drug and Alcohol Policy All Al’s Sporting Goods property locations, including but not limited to, maintenance shops, offices, warehouses, and company-owned vehicles, are designated as “smoke-free” work areas. Employees and vendors who smoke must smoke outside of buildings only during lunch, state-required break time, or after work. Please avoid smoking in front of the main entrance to any store or building. If there is a conflict between this policy and local laws and ordinances, local laws and ordinances take precedence.
55 Definitions For the purpose of this Policy: Alcohol means ethyl alcohol or ethanol. Drugs mean any substance recognized as a drug in the United States Pharmacopoeia, the National Formulary, the Homeopathic Pharmacopoeia, or other drug compendia or supplement to any of those compendia. This includes without limitation, narcotics, hallucinogens, depressants, stimulants, or other controlled substances. Employee means any person in the service of Al’s Sporting Goods for compensation of any kind. Prospective employee means any person. Testing Al’s Sporting Goods intends to test employees or prospective employees for the presence of drugs, in accordance with the provisions of the Policy, as a condition of hiring or continued employment. This Policy extends to the testing of management on a periodic basis. Al’s Sporting Goods may require collecting and testing samples for the following purposes. Investigation of possible individual employee drug use. Investigation of accidents in the workplace or incidents of workplace theft. Maintenance of safety for employees or the general public; or Maintenance of productivity, quality of products or services, or security of property or information. Therefore, Al’s Sporting Goods tests for drugs and alcohol in the following circumstances: Pre-Employment drug testing. Random drug testing. Post-accident. Reasonable suspicion of on-the-job intoxication due to alcohol or drugs. CONDUCT STANDARDS
56 The collection and testing of samples shall not be limited to circumstances where there are performance-based indications of drug use. To test reliably for the presence of drugs, Al’s Sporting Goods will require testable samples from employees and prospective employees and will require the presentation of reliable identification of the person collecting the samples. Any drug testing shall occur during or immediately after the regular work period of current employees and shall be deemed work time for purposes of compensation and benefits for current employees. Al’s Sporting Goods shall pay all costs of testing including the cost of transportation if the testing of a current employee is conducted at a place other than the workplace. All sample collection and testing shall be performed in accordance with the following conditions: The collection of samples shall be performed under reasonable and sanitary conditions. Samples shall be collected and tested with due regard to the privacy of the individual being tested and in a manner reasonably calculated to prevent substitutions or interference with the collection or testing of reliable samples. Failure to produce a testable sample under the testing facility’s rules is considered a failed test and/or refusal to test and may result in disciplinary action, up to and including termination of employment. Sample collection shall be documented, and the documentation procedures shall include: labeling of samples so as reasonably to preclude the probability of erroneous identification of test results; and an opportunity for the employee or prospective employee to provide notification of any information which they consider
57 CONDUCT STANDARDS to the test. Relevant information can include identification of currently or recently used prescription or non-prescription drugs or other relevant medical information. Sample collection, storage, and transportation to the place of testing shall be performed so as reasonably to preclude the probability of sample contamination or adulteration, and sample testing shall conform to scientifically accepted analytical methods and procedures. Testing shall include verification or confirmation of any positive test results by gas chromatography-mass spectrometry (GC/MS), or other comparably reliable analytical methods, before the result of any test will be used as a basis for any action by Al’s Sporting Goods. Notice Al’s Sporting Goods written Policy for testing shall be distributed to employees and be available for review by prospective employees. Company Action Upon receipt of a verified or confirmed positive drug test result, which indicates a violation of the Policy, or upon the refusal of an employee or prospective employee to provide a sample, Al’s Sporting Goods may use that test result or refusal as the basis for disciplinary or rehabilitative actions, which may include the following: A requirement that the employee enrolls in an Al’s Sporting Goods-approved rehabilitation, treatment or counseling program, which may include additional drug or alcohol testing, as a condition of continued employment. Suspension of the employee with or without pay for a period of time. Termination of employment. Refusal to hire a prospective employee. Other disciplinary measures in conformance with Al’s Sporting Goods’ usual policies and procedures, including any collective bargaining agreement. Confidentiality All information, interviews, reports, statements, memoranda, or test results received by Al’s Sporting Goods through this drug-testing program are confidential communication and will only be used in a proceeding related to an action taken by Al’s Sporting Goods or in defense of any action brought against Al’s Sporting Goods. Al’s Sporting Goods is entitled to use a drug or alcohol test result as a basis for employment disciplinary action, up to and including termination.
58 This policy sets forth Al’s Sporting Goods’ position on administering equitable and consistent discipline in response to unsatisfactory conduct in the workplace. The progressive discipline processes balance the employee’s needs as an individual for opportunities to improve and correct deficiencies with the employer’s needs. It also serves as a business operation to have performance expectations met. If an employee continues to perform inadequately, progressive discipline imposes increasingly severe consequences upon the individual to reinforce and clarify the significance of the performance deficiency and necessary corrective actions to avoid further management difficulties. Al’s Sporting Goods generally follows the following steps to address and prevent recurring differences between performance expectations and actual performance. Al’s Sporting Goods reserves the right to use any of these steps or to omit or modify these steps at any time to address breaches in performance expectations. Some performance issues or behavior warranty immediate termination of employment, however, and in those cases, Al’s Sporting Goods will terminate employment immediately and without following the following steps. Step 1 The first instance will result in a verbal warning and counseling from the manager. This should take place as soon as possible after the behavior has occurred. The manager will make a note of the verbal warning in the employee’s file and send the employee an email summarizing the warning. Step 2 The second instance will result in a reprimand presented to the employee in writing by the manager. The warning should contain specific details of the performance issue and any resulting negative impact of the behavior on the business operations. The written warning will include possible resolutions to the infractions- which could include termination of employment. The employee should have an opportunity to review the warning and make written comments responding to the issue if desired and should sign the form to indicate their knowledge of the warning and to document any verbal warnings. Step 3 The third instance will result in additional disciplinary actions being taken, up to and including termination of employment. The Human Resources Department should be contacted prior to any action planned at this level. Disciplinary Process
59 Al’s Sporting Goods’ own best interests lie in ensuring fair treatment of all employees and in making certain that disciplinary actions are prompt, uniform, and impartial. The desired outcome of any disciplinary action is to correct the problem, prevent recurrence, and prepare the employee for satisfactory service in the future. Employment with Al’s Sporting Goods is based on mutual consent. Both the employee and Al’s Sporting Goods reserve the right to terminate employment at will, with or without cause or advance notice. CONDUCT STANDARDS Complaint Resolution Procedure Al’s Sporting Goods is committed to providing the best possible working conditions for its employees. A good employee-manager relationship is vital to the success of the company. The responsibility for this relationship lies with both employee and manager in having an open and honest atmosphere. Cultivating this relationship helps the employee and Al’s Sporting Goods address any problem, complaint, suggestion, or question and promotes growth for both parties. Managers and employees are expected to treat each other with mutual respect. Employees are encouraged to offer positive and constructive criticism. If employees disagree with established rules of conduct, policies, or practices, they can express their concern through the following problem resolution procedure. No employee will be penalized, formally or informally, for voicing a complaint with Al’s Sporting Goods in a reasonable, respectful manner or for using the problem resolution procedure. If a situation occurs when employees believe that a condition of employment or a decision affecting them is unjust or inequitable, they are encouraged to make use of the following steps. The employee may discontinue the procedure at any step. 1. Employee presents a problem, concern, or suggestion to their Department Manager after an incident occurs. If the Department Manager is unavailable or the employee believes it would be inappropriate to contact that person, the employee should present a problem to the General Manager. 2. The Department Manager responds to the problems during the discussion or after consulting with appropriate management, when necessary. 3. The employee presents the problem to Human Resources Department if a solution is not reached between the Department Manager and the employee. 4. The Human Resources Department counsels and advises the employee, assists in putting the problem in writing, and arbitrates with the employee’s manager to resolve the concern or incident Not every problem can be resolved to everyone’s total satisfaction, but only through understanding and discussion of mutual problems can employees and management develop confidence in each other. This confidence is important to the operation of an efficient and harmonious work environment and helps to ensure everyone’s job security..
60 Employee Conduct Standards of conduct have been developed for everyone at Al’s Sporting Goods to maintain expectations of day-to-day relations with fellow employees. It is important that all employees adhere to a consistent set of guidelines. Employees are always expected to conduct themselves in a professional manner, on or off duty. Employees are not to engage in behavior that would be detrimental to Al’s Sporting Goods business or reputation or constitute a violation of company policies or jeopardize the safety of others. Any conduct, behavior, or attitude inconsistent with these principles may result in a need to evaluate an employee’s willingness to act responsibly and demonstrate a commitment to the Company through their behavior. Listed below are some of the rules and regulations of Al’s Sporting Goods. This list is not all-inclusive. Types of behavior and conduct that Al’s Sporting Goods considers inappropriate and which could lead to disciplinary action, up to and including termination of employment without warning, at the sole discretion of the company, include but are not limited to the following: Falsifying employment or other Al’s Sporting Goods records Violating Al’s Sporting Goods’ nondiscrimination and/or sexual harassment policy Soliciting or accepting gratuities from customers or clients Establishing a pattern of excessive absenteeism or tardiness Engaging in excessive, unnecessary, or unauthorized use of Al’s Sporting Goods supplies, particularly for personal purposes Reporting to work intoxicated or under the influence of non-prescribed drugs Illegally manufacturing, possessing, using, selling, distributing, or transporting drugs Bringing or using alcoholic beverages on Al’s Sporting Goods property or using alcoholic beverages while engaged in Al’s Sporting Goods business off Al’s Sporting Goods premises Fighting or using obscene, abusive, or threatening language or gestures
61 CONDUCT STANDARDS Stealing property from coworkers, customers, or clients or Al’s Sporting Goods Disregarding safety or security regulations Engaging in insubordination; Insubordination can be divided into two categories: unwillingness to carry out a directive from a manager and disrespectful behavior toward a manager Unwillingness to carry out a directive from a supervisor or manager can manifest as a verbal refusal, a nonverbal refusal, or an unreasonable delay in completing work Disrespectful behavior toward a supervisor or manager can include cursing at a manager, verbally or physically intimidating a supervisor or manager, or speaking loudly or argumentatively to or about a manager. Failing to maintain the confidentiality of Al’s Sporting Goods, customer, or client information Using company time and computers to access and view illegal or pornographic websites or material If your performance, work habits, overall attitude, conduct, or demeanor become unsatisfactory in the judgment of Al’s Sporting Goods, based on violations either of the above or of any other Al’s Sporting Goods policies, rules, or regulations, you will be subject to disciplinary action, up to and including dismissal. Employee Acknowledgement Initial: ___________
62 A manager will be present to oversee the closing of the store. Employees scheduled until close are expected to help in this procedure. Employees will generally be required to stay at least 10-15 minutes after our official closing time. During the Holidays, as store volume increases, employees may be asked to stay up to an hour after closing. If customers remain in the store after our standard closing time, employees are expected to stay and help as needed. No employee or manager is ever to make an announcement stating the closing time while customers are still shopping. It is imperative that the closing procedures are done thoroughly so that our retail stores are ready for the next day. Employees can help expedite the process by assisting the remaining customers, bringing in merchandise from outside, straightening departments, turning off shop and office lights, and shutting down computers, as well as other necessary tasks. Employees should check in with the manager before leaving. All employees must exit through the designated employee door after clocking out of their Closing Procedures You are expected to watch after merchandise, keep it clean, in its original packaging, and in sellable condition. Any item seen on the floor or in a potentially damaging situation should be cared for immediately. Please keep all merchandise, tools, and supplies in an organized and clean manner. Respect for Merchandise and Property
63 Any employee who intentionally or through carelessness ruins, soils, breaks, scratches, or damages any merchandise or company property will be expected to pay for that item. Al’s Sporting Goods reserves the right to withhold that employee’s wages to pay for damages. Failure to report damages to merchandise or company property is grounds for termination with cause. If an accident causes unintentional damage to any merchandise or property, please inform the General Manager or Manager on Duty immediately. Bike and ski repair tools are never to leave the shop for any reason. Removing any tool from the shop prevents the team from being able to make required customer repairs. There are designated store use tools located in the bike shop for other departments to use. These tools must be checked in and out by the shop manager in the bike shop. Tools should never leave the store for any reason. Employees are required to keep their work environment clean and orderly. Before departing at the end of their workday, employees should lock all files and cabinets and clear all work materials from desk surfaces, especially materials of a sensitive or confidential nature. Inventory Twice a year, Al’s Sporting Goods will conduct a complete physical inventory of merchandise. During this time, employees will be expected to work the Sunday of the inventory scan in addition to their previously scheduled shifts. Should this result in extra hours of work, employees will be paid for any approved overtime. The General Manager or Department Manager will advise employees in advance of the dates and times. SALES FLOOR & OTHER POLICIES Music Music is provided via satellite overhead for customer satisfaction and to create an environment for shopping and marketing purposes. The manager on duty is authorized to control the overhead music. Any other private and public use of music is not allowed unless authorized by the General Manager. This includes headphones, personal radio, iPods, MP3 players, cell phones, etc. For security, safety, and communication reasons, headphones are not to be used on the retail sales floor. Personal devices such as cell phones, iPods, MP3 players, etc., are not to be used in areas where customers can hear them being played (behind the shoe wall, camping wall, etc.) Some limited instances approved by the store manager may be allowed. Private areas such as offices, freight departments, etc., may listen to quiet music provided by personal devices when they have been authorized for use. The music must be played at a level so that overhead pages can be heard and customers aren’t detracted from the overhead music.
64 To ensure returns and exchanges are simple and as easy as possible for our customers while at the same time protecting Al’s interests, employees should follow the guidelines below. Please note: purchases made in-store and purchases made online through Amazon or als.com have different return procedures and policies. In-store Returns/Exchanges Cash or Credit Card refund can be given if the following criteria are met: The item being returned was purchased in-store. We have a copy of the customer’s receipt. The item was purchased from Al’s Sporting Goods within the last 30 days. The item is in its original condition, including hangtags that are attached to the product, the original shoe box, or product packaging. The merchandise was not a closeout or clearance item. Store credit can be issued for returns under the following conditions: The item being returned was purchased more than 30 days but no more than 90 days ago. There is not a copy of the customer’s receipt, but a manager approves the return. The customer would prefer store credit instead of a cash refund. The item is in its original condition, including hangtags that are attached to the product, the original shoe box, or product packaging. The merchandise was not a closeout or clearance item. Returns and Exchanges
65 Defective returns can only be made if the following criteria are met: A Department Manager or General Manager deems the item defective. The defective paperwork is filled out. The defect or damage did not occur from user error or negligence. We have a copy of the customer’s receipt. Online Returns/Exchanges Order refunds can be given if the following criteria are met: The item being returned was purchased through als.com or Al’s Sporting Goods’ Amazon Seller Account. The item was delivered to the customer within the last 60 days. The item is in its original condition, including hangtags that are attached to the product, the original shoe box, or product packaging. The merchandise was not a closeout or clearance item. Store credit can be issued in the form of a gift card for returns under the following conditions: The item being returned was delivered more than 60 days but no more than 90 days ago. The customer would prefer store credit instead of a credit card refund. The item is in its original condition, including hangtags that are attached to the product, the original shoe box, or product packaging. The merchandise was not a closeout or clearance item. CONDUCT STANDARDS
66 Defective returns can only be made if the following criteria are met: The item was delivered within 60 days of the claim. The defective paperwork is filled out, including the appropriate pictures of the damage/defect. The warranty department approves the return on the basis of the product’s defect. The defect or damage did not occur from user error or negligence. If any of the above criteria are not met, you must contact the manager on duty. Management will do their best to take care of the customers’ needs. Never try to handle this situation yourself and do not promise anything until you have spoken to a member of management. Our very last option should be to give the customer a cash refund. It is better to exchange products, offer store credit, or even give a discount rather than to take money out of the register. Inspect the item to make sure that it is in its original condition and that it has not been used. Items that are in boxes or packaging should be taken out and inspected. It is your responsibility to ensure the correct item is in the container and that it is in its original form. Remember, only Department managers, General Managers, and the Return’s Secretary can approve refunds on defective items. Solely the Managers can approve cash or credit returns for items that were purchased more than thirty days prior to the request. Furthermore, only the Managers can okay return when a customer does not have their receipt. It is imperative that these guidelines be followed completely and accurately. Failure to do so is grounds for dismissal with cause. If in doubt, contact a Manager immediately. Holds Al’s Sporting Goods does not offer layaways. However, we do allow our customers to put items on hold. A customer can hold an item for 24 hours. A manager’s approval is needed to place a hold over 24 hours. No deposit is required to hold merchandise. Items that are on sale for more than 40% cannot be held. Products cannot be held prior to major sales and promotions (e.g., shoes cannot be held the day before the Mother of All Shoe Sales). Employees are not permitted to hold items for themselves. Please understand these policies and inform customers of them at the time of a hold.
67 CONDUCT STANDARDS Parking Employees are required to park in the designated employee parking areas. Please do not park by garbage receptacles or freight doors. Each store will have designated employee parking areas. You will be given directions as to where you can park during orientation. Price Guarantee You can have confidence in our pricing and should promote our prices to our customers. If you are aware of an instance in which our prices are higher than a competing store, please inform the Department Head immediately. Al’s Sporting Goods’ motto states, “We will not be beaten on price.” Because of that, we have established a price match guarantee that declares that we will match any authorized dealers’ advertised out the door price. We will not match amazon.com or eBay as these are not authorized dealers. In order to match a competitor’s price, we must see a copy of their advertised price or be able to confirm the sale price over the phone. It is imperative that we verify that the specified item be the same model, color, size, and year as the product we carry. The item must also be in stock and if there would be any shipping charges those must be taken into consideration. If these criteria are met, then we will gladly match the competing sale price, even if it’s below cost. Discounts and Sale Extensions Special discounts and sale price extensions are authorized by a manager or department head on a case by case basis. If an organization or team has a group discount, the predetermined price level will be under the organization’s account in the POS system. Any sale made with a group discount to an individual associated with a team or organization must be authorized by the manager on duty. Refer all questions, requests, and concerns to the manager on duty. Any employee giving an unauthorized discount will be held responsible and Al’s Sporting Goods will withhold the amount discounted from their wages. Multiple incidents of giving unauthorized discounts, including giving family discounts without prior authorization from management, is grounds for dismissal.
68 This Employee Handbook is an important document intended to help you become acquainted with Al’s Sporting Goods. This handbook’s purpose is to serve as a guide to our policies and procedures and is subject to change. Individual circumstances may call for individual attention. The contents of this handbook may be changed at any time at the sole discretion of Al’s Sporting Goods. No changes in any benefit, policy or rule will be made without due consideration of the mutual advantages, disadvantages, benefits, and responsibilities such changes will have on you as an employee and on Al’s Sporting Goods. Please read the following statements and sign below to indicate your receipt and acknowledgement of the Al’s Sporting Goods Employee Handbook. ACKNOWLEDGEMENT OF AL’S SPORTING GOODS EMPLOYEE HANDBOOK
69 I have received and read a copy of the Al’s Sporting Goods Employee Handbook. I understand that the policies, rules, and benefits described in it are subject to change at the sole discretion of Al’s Sporting Goods at any time. I understand that this manual replaces (supersedes) all other previous manuals for Al’s Sporting Goods as of May 26, 2022. I further understand that my employment is terminable at- will, either by myself or Al’s Sporting Goods, at any time and for any reason or no reason, regardless of the length of my employment or the granting of benefits of any kind, including but not limited to benefits which provide for vesting based upon length of employment. I understand that no contract or status of employment other than “at- will” has been expressed or implied, and that no circumstances arising out of my employment will alter my “at- will” employment relationship unless expressed in writing, with the understanding specifically set forth and signed by myself and the President of Al’s Sporting Goods. I understand that all electronic communication systems and all information transmitted by, received from, or stored in these systems are the property of Al’s Sporting Goods. I also understand that these systems, including the internet, are to be used solely for job-related purposes and not for personal purposes, and that I have no expectation of privacy in connection with the use of this equipment or with the transmission, receipt, or storage of information in this equipment (includes telephone, cell phone (voice mail, texts), email, internet). I agree not to access a file or retrieve any stored communication unless authorized. I acknowledge and consent to Al’s Sporting Goods monitoring my use of this equipment at any time at its discretion. Such monitoring may include printing up and reading all Email entering, leaving, or stored in these systems as well as listening to my voice-mail messages in the ordinary course of business. I understand that, should the content be changed in any way, Al’s Sporting Goods may require an additional signature from me to indicate that I am aware of and understand any new policies. I understand that my signature below indicates that I have read and understand the above statements and have received a copy of the Al’s Sporting Goods Handbook. I authorize Al’s Sporting Goods to deduct the cost of any uniform shirt or other required uniform piece I am provided. I understand that I will not be refunded or reimbursed for the charge of any piece of uniform at the end of my employment with Al’s Sporting Goods. I understand that any degree of disregard, infraction, or violation of any of the policies contained within the Al’s Sporting Goods Employee Handbook will result in disciplinary action up to and including immediate termination of employment without warning. Employee’s Printed Name X Employee’s Signature X Date ACKNOWLEDGEMENT OF AL’S SPORTING GOODS EMPLOYEE HANDBOOK
70 I understand that while employed at Al’s Sporting Goods I may be asked to be a cashier and work at a checkout counter. This may require the handling of money, processing credit cards, taking checks and other financial instruments. I understand that I will be required to oversee transactions at my assigned station. I will be trained to perform these responsibilities and will alert the management of Al’s Sporting Goods if I feel that the training I have received is not sufficient to accomplish these tasks. I understand the importance of these tasks and agree to reimburse Al’s Sporting Goods for negligent errors made by me while performing cashiering duties that result in the loss of money or merchandise to Al’s. This includes but is not limited to accepting counterfeit currency, tendering errors (over/short), errors in accuracy of items rang up at the cash register, unauthorized returns, insufficient ID collection, and return/refund policy errors. I understand that while cashiering I will be assigned a cash drawer and I am responsible for this cash drawer during my CASHIER AGREEMENT
71 Employee’s Printed Name X Employee’s Signature X Date entire shift. I agree to count and balance this drawer before beginning my shift. I understand that other employees are not allowed to use my cash drawer for any reason, including time that I may be on break or lunch (under some exceptions the manager may authorize dual use of a cash drawer for lunch break at some registers). I understand that any shortages or errors are my financial responsibility regardless of the circumstances. I also understand that I am required to reconcile and balance my cash drawer at the end of my shift and will stay on the job until any discrepancies are resolved. Should reconciling require work done on an additional day, I agree to do that work within 24 hours. I agree to alert management immediately (the same day) should a shortage or error occur. I allow management the right to withhold from my wages any unpaid or unresolved cashiering errors that pertain to me. CASHIER AGREEMENT
Al’s Sporting Goods 1075 N Main Logan, UT 84341 435 752 5151 435-752-5151 www.als.com