EMPLOYEE
HANDBOOK
Revised May 2019
Table of Contents
I: General Employment Information 1
Introduction…………………………………………………………………………………………. 1
Employment At-Will………………………………………………………………………………...1
Equal Employment Opportunity / Non-Discrimination…………………………………………. 2
Disability and Reasonable Accommodation……………………………………………………..2
Anti-Harassment…………………………………………………………………………………… 3
Anti-Retaliation…………………………………………………………………………………….. 4
Open Door………………………………………………………………………………………….. 4
Categories of Employment………………………………………………………………………...4
Driver's License/Driving Record………………………………………………………………….. 5
Certification, Licensing and Other Requirements……………………………………………….5
Immigration Reform and Control Act…………………………………………………………….. 5
II: Payroll and Attendance 6
Recording Your Time……………………………………………………………………………… 6
Overtime…………………………………………………………………………………………..... 6
Attendance and Punctuality………………………………………………………………………. 6
Meals/Rest Breaks………………………………………………………………………………… 7
Lactation Breaks…………………………………………………………………………………… 7
Payday……………………………………………………………………………………………….7
Paycheck Deductions………………………………………………………………………………7
Employee Bonuses………………………………………………………………………………... 8
On Call……………………………………………………………………………………………….8
III: Benefits and Leave 9
Employee Benefits………………………………………………………………………………….9
Holidays……………………………………………………………………………………………...9
Health Benefits……………………………………………………………………………………...9
401(k) Qualified Retirement Plan………………………………………………………………… 10
COBRA……………………………………………………………………………………………… 10
Paid Time Off (PTO)………………………………………………………………………………..10
Jury Duty……………………………………………………………………………………………. 11
Voting Leave……………………………………………………………………………………….. 11
Military Leave………………………………………………………………………………………. 12
Bereavement Leave……………………………………………………………………………….. 12
Parental Leave……………………………………………………………………………………...12
Federal Family and Medical Leave Act…………………………………………………………..13
Professional Development………………………………………………………………………... 16
Tuition Reimbursement Program………………………………………………………………… 16
IV: On the Job 17
Standards of Conduct……………………………………………………………………………... 17
Customer Service………………………………………………………………………………….. 17
Conflict of Interest/Code of Ethics……………………………………………………………….. 18
On The Job Training………………………………………………………………………………. 20
Romantic Involvement Between Employees…………………………………………………….20
Solicitation and Distribution of Non-Work Materials…………………………………………….20
Company Equipment and Conduct Regarding Vehicles………………………………………. 21
Travel/Expense Accounts………………………………………………………………………….21
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Per Diem……………………………………………………………………………………………. 22
Personal Property…………………………………………………………………………………..23
Visitors………………………………………………………………………………………………. 24
Inclement Weather………………………………………………………………………………… 24
Email, the Internet, and Other Technology………………………………………………………24
Social Media………………………………………………………………………………………...25
Contact with the Media……………………………………………………………………………. 26
Professional Appearance…………………………………………………………………………. 26
Maintaining Confidentiality………………………………………………………………………... 27
Document Retention………………………………………………………………………………. 27
Outside Employment……………………………………………………………………………….27
V: Safety in the Workplace 28
Safety……………………………………………………………………………………………….. 28
Workers’ Compensation…………………………………………………………………………... 28
Bloodborne Pathogens Exposure Control…………………………………………………….....28
Workplace Violence……………………………………………………………………………….. 29
Workplace Searches………………………………………………………………………………. 29
No Weapons in the Workplace…………………………………………………………………… 29
Substance Abuse………………………………………………………………………………….. 30
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I: General Employment Information
Introduction
This Employee Handbook is intended to provide employees with a general understanding of Moore
Control Systems, Inc.’s (the Company) significant employment-related policies and procedures as
well as the employee’s responsibilities. All employees are required to read, understand, and follow
the provisions of this Employee Handbook (Handbook). While this Handbook cannot anticipate every
situation or answer every question about employment, it will act as a guide. If you have any questions
concerning the contents of this Handbook, please consult your supervisor or the Human Resource
(HR) Department.
This Handbook supersedes and replaces any and all prior Employee Handbooks and any
inconsistent verbal or written policy statements. Except for the policy of at-will employment, the
Company reserves the right to revise, delete and add to the provisions of this Handbook at any time
with or without notice. All such revisions, deletions or additions to the Handbook must be in writing
and must be signed by an authorized Officer of the Company. No oral statements or representations
can change the provisions of this Handbook.
Nothing in this Handbook is intended to unlawfully restrict an employee's right to engage in any of
the rights guaranteed to them by Section 7 of the National Labor Relations Act, including but not
limited to, the right to engage in concerted protected activity for the purposes of their mutual aid
and/or protection. Nothing in this Handbook will be interpreted, applied or enforced to interfere with,
restrain or coerce employees in the exercise of Section 7 rights.
This Handbook generally refers to current benefit plans maintained by the Company. Please refer
to the actual plan documents and summary plan descriptions if you have specific questions regarding
the benefit plans, as those documents are controlling.
This Handbook does not create a contract, expressed or implied, guaranteeing you any specific term
of employment, nor does it obligate you to continue your employment for a specific period of time.
Nothing in this Handbook or in any other document, including benefit plan descriptions, creates or is
intended to create a promise or representation of continued or guaranteed employment for any
employee.
Employment At-Will
Our Company is an “at-will” employer. “At-will” means that employment with the Company is not for
any specified period and may be terminated by the employee or the Company at any time, with or
without cause or advance notice. In connection with this policy, the Company reserves the right to
modify or alter the employee’s position, in its sole discretion consistent with applicable law, with or
without cause or advance notice, through actions such as demotion, promotion, transfer,
reclassification, or reassignment. In addition, the Company reserves the right to exercise its
managerial discretion in imposing any form of discipline it deems appropriate.
No employee or representative of the Company is authorized to enter into an agreement, expressed
or implied, with any employee for employment for a specific period of time unless such an agreement
is in a written contract signed by an authorized Officer of the Company.
No implied contract concerning any employment-based decision or terms and conditions of
employment can be established by any other statement, conduct, policy or practice.
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Equal Employment Opportunity / Non-Discrimination
Our Company is committed to equal employment opportunity. We will not discriminate against
employees or applicants for employment on any legally recognized basis [“protected class”]
including: race, color, national origin or ancestry, religion, sex (including pregnancy, childbirth or
related medical condition, gender identity, and sexual orientation), physical or mental disability, age
(40 and older), citizenship status, genetic information, veteran status, and any other consideration
made unlawful by applicable federal, state, or local laws.
The Company expects all employees to act in accordance with our Equal Employment
Opportunity/Non-Discrimination policy, and to take all steps necessary to maintain a workplace free
from unlawful discrimination. In the event you believe that a violation of this policy has occurred,
please contact the HR Department at (281) 392-7747 in Katy, TX or upper management. The
Company will investigate your complaint and take appropriate remedial action. No one will be subject
to, and the Company prohibits, any form of discipline, reprisal, intimidation, or retaliation for good
faith reports or complaints of incidents of discrimination of any kind, pursuing any discrimination
claim, or cooperating in related investigations. Anyone who violates this policy will be subject to
discipline, up to and including termination of employment.
You may discuss equal employment opportunity related questions with the HR Department or
upper management.
Disability and Reasonable Accommodation
Our Company is committed to providing equal employment opportunities to qualified individuals with
disabilities in compliance with all applicable provisions of the Americans with Disabilities Act (ADA)
and its corresponding state and local laws. This includes providing reasonable accommodation
where appropriate. In this regard, the Company will make a reasonable accommodation for the
known physical or mental limitations of an employee with a disability, unless an undue hardship for
the Company would result.
The Company is also committed to providing a work environment that is respectful of the religious
beliefs of all its employees. Consistent with this commitment, the Company will make good faith
efforts to provide a reasonable religious accommodation to employees whose sincerely held religious
beliefs conflict with a Company employment requirement, unless such an accommodation would
create an undue hardship for the Company.
An employee who requires accommodation should notify their supervisor of their need for
accommodation. Upon doing so, your supervisor may ask you for your input or the type of
accommodation you believe may be necessary or the functional limitations caused by your disability.
Also, when appropriate, the Company may need your permission to obtain additional information
from your physician or other medical or rehabilitation professionals. The Company will not seek
genetic information in connection with requests for accommodation. All medical information received
by the Company in connection with a request for accommodation will be treated as confidential.
The Company makes determinations about reasonable accommodation on a case-by-case basis
considering various factors based on an individualized assessment in each situation. If for any
reason you fail to achieve satisfaction with your supervisor regarding your request for
accommodation, contact HR to discuss your accommodation options. Also, please note, if leave is
provided as a reasonable accommodation, such leave will run concurrently with the federal Family
and Medical Leave Act and/or any other leave where permitted by state and federal law. For more
information regarding accommodation, please contact the HR Department.
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Anti-Harassment
Our Company is committed to maintaining a work environment that is free from harassment and in
which employees at all levels can devote their full attention and best efforts to their work. Therefore,
our Company has adopted this Anti-Harassment policy. We will not tolerate harassment based on
any characteristic protected under federal, state, or local laws.
Prohibited harassment includes, but is not limited to, the following: any unlawful harassment,
including, for example, the use of any derogatory epithet (whether verbal, written or gestural), based
on race, color, national origin or ancestry, religion, sex (including pregnancy, childbirth or related
medical condition, gender identity, and sexual orientation), physical or mental disability, age (40 and
older), citizenship status, genetic information, veteran status, and any other consideration made
unlawful by applicable federal, state, or local laws.
The Company also prohibits sexual harassment, which is defined as: unwanted sexual advances,
or visual, verbal or physical conduct of a sexual nature; or any form of sexually offensive behavior,
including gender-based harassment of a person of the same sex, when:
submission to the conduct is made explicitly or implicitly a term or condition of an
individual's employment; or
submission to, or rejection of, the conduct by an individual is used for employment
decisions affecting an individual; or
such conduct has the purpose or effect of unreasonably interfering with the employee’s
work performance or creating an intimidating, hostile, or offensive work environment.
No supervisor or other member of management has the authority to suggest to any applicant or
employee that employment or advancement will be affected by the individual entering into (or
refusing to enter into) a personal relationship with the supervisor or manager, or for tolerating (or
refusing to tolerate) conduct or communication that might violate this policy. Such conduct is a direct
violation of this policy.
Any employee who violates this policy will be subject to disciplinary action, up to and including
immediate termination. It is the responsibility of every employee to conduct him/herself in a manner
consistent with this policy and to respect the rights of coworkers, vendors, customers and visitors to
the worksites. Further, it is the responsibility of each member of the Company’s management to
create an atmosphere free of discrimination and harassment, sexual or otherwise.
Additionally, the Company prohibits harassment, discrimination, or retaliation of our employees in
connection with their work by non-employees. Immediately report any harassing or discriminating
behavior by non-employees, including customers, vendors, or other individuals with whom the
Company does business. Any employee who experiences or observes harassment, discrimination,
or retaliation should report it using the steps listed below.
If you have any concern that our anti-harassment policy may have been violated by anyone, you
should immediately report the matter to the:
HR Department at (281) 392-7747 in Katy, TX or upper management.
The Company prohibits retaliation of any kind against employees who, in good faith, bring
harassment complaints or assist in investigating such complaints. All allegations of harassment will
be investigated thoroughly and confidentiality will be maintained to the extent possible under the
circumstances. The facts will determine the response of the Company to each allegation.
Substantiated acts of harassment will be met with appropriate disciplinary action by the Company,
up to and including immediate termination. No reprisal or retaliation against the employee reporting
the allegation of harassment will be tolerated.
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Anti-Retaliation
The Company prohibits retaliation of any kind against employees who, in good faith, bring
harassment or discrimination complaints, assist in investigating such complaints, or engage in other
protected activity.
If you believe that you have been retaliated against, you should immediately notify the HR
Department at (281) 392-7747 or upper management. The Company will investigate your complaint
and take appropriate remedial action.
This policy is not intended to prohibit employees from discussing terms and conditions of employment
with others, reporting to the government possible violations of applicable federal or state laws or
regulations, or making other disclosures to the government protected under the whistleblower
provisions of applicable federal or state laws or regulations.
Anyone who engages in retaliation will be subject to disciplinary action, up to and including immediate
termination.
Open Door
The Company encourages you to bring your questions, suggestions and complaints to our attention.
We will carefully consider each of these in our continuing effort to improve operations.
If you feel you have a problem, present the situation to your supervisor so that the problem can be
settled by examination and discussion of the facts. We hope that your supervisor will be able to
satisfactorily resolve most matters.
If you still have questions after meeting with your supervisor or if you would like further clarification
on the matter, request a meeting with the HR Department. HR will review the issues and meet with
you to discuss possible solutions.
Finally, if you still believe that your problem has not been fairly or fully addressed, request a meeting
with upper management.
Your suggestions and comments on any subject are important, and we encourage you to take every
opportunity to discuss them with us. Your job will not be adversely affected in any way because you
choose to use this procedure.
If at any time you do not feel comfortable speaking with your supervisor or the next level of
management, discuss your concern with any other member of management with whom you feel
comfortable.
Categories of Employment
INTRODUCTORY PERIOD: Full-time and part-time employees are on an introductory period during
their first 60 days of employment. During this time, you will be able to determine if your new job is
suitable for you and your supervisor will have an opportunity to evaluate your work performance.
However, the completion of the introductory period does not guarantee employment for any period
of time since you are an at-will employee both during and after your introductory period.
FULL-TIME EMPLOYEES regularly work at least a 40-hour workweek for purposes of this handbook.
For other purposes, such as eligibility for health care benefits, the definition of full-time employees
may be different.
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PART-TIME EMPLOYEES are regularly scheduled to work less than 30 hours each week. Part-time
employees are not eligible for company benefits except as expressly described herein.
In addition to the preceding categories, employees are also categorized as "exempt" or "non-
exempt."
NON-EXEMPT EMPLOYEES are entitled to overtime pay as required by applicable federal and state
law.
EXEMPT EMPLOYEES are not entitled to overtime pay and may also be exempt from minimum
wage requirements pursuant to applicable federal and state laws.
Regardless of the employee’s status, the employee is employed at-will and either the Company or
the employee can terminate the employment relationship at any time, with or without cause. An
employee’s status may change at any time due to application of the law and/or the Company’s
discretion.
Driver's License/Driving Record
Employees in positions where the operation of a motor vehicle or motorized jobsite equipment is part
of their job duties must present and maintain a valid driver's license and acceptable driving record to
our insurer. Changes in your driving record must be reported to your supervisor immediately.
Violations of this policy may result in disciplinary action, up to and including immediate termination.
Certification, Licensing and Other Requirements
You will be informed by your supervisor if there are any licensing, certification or testing requirements
for your job. Failure to qualify or to maintain a certification or license may be sufficient cause for
disciplinary action, up to and including immediate termination.
Immigration Reform and Control Act
In compliance with the federal Immigration Reform and Control Act of 1986 (IRCA), as amended,
and any state law requirements, if applicable, our Company is committed to employing only
individuals who are authorized to work in the United States.
Each new employee, as a condition of employment, must complete the Employment Eligibility
Verification Form I-9 and present documentation establishing identity and employment eligibility.
Additionally, the Company is an E-Verify employer. E-Verify is a web-based program administered
by the U.S. Department of Homeland Security, USCIS Verification Division, and the Social Security
Administration that supplements the current I-9 employment eligibility verification process. The
program determines whether the information provided by the new hire matches government records
and whether the new hire is authorized to work in the United States.
If an employee is authorized to work in this country for a limited time period, the individual will be
required to submit proof of renewed employment eligibility prior to expiration of that period to remain
employed by the Company.
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II: Payroll and Attendance
Recording Your Time
All employees must accurately record their hours daily on our timekeeping system. Field employees
are required to sign themselves in and out on safety sign-in sheets. Employees who engage in
inaccurate or dishonest timekeeping or otherwise violate this policy may be subject to discipline, up
to and including termination.
Accurately recording all of your time is required in order to be sure that you are paid for all hours
worked. You are expected to follow the established procedures in keeping an accurate record of
your hours worked. It is the employee’s responsibility to correctly identify jobs they work. If you are
uncertain of a jobs identification number, then ask your supervisor.
The workweek starts on Monday and ends on Sunday.
Overtime
There may be times when you will need to work overtime so that we may meet the needs of our
customers. Although you will be given advance notice when feasible, this is not always possible. If
you are a non-exempt employee, you must have all overtime approved in advance by your
supervisor.
Non-exempt employees will be paid at a rate of time and one half their regular rate of pay for hours
worked in excess of 40 hours in a workweek, unless state law provides a greater benefit in which
case, we will comply with the state law. Only actual hours worked count toward computing weekly
overtime.
Exempt employees are not eligible for overtime pay, regardless of the number of hours they work.
If you have any questions concerning overtime pay, check with the HR Department.
Attendance and Punctuality
Attendance and punctuality are important factors for your success within our Company. We work as
a team and this requires that each person be in the right place at the right time.
If you are going to be late for work or absent, notify your supervisor as far in advance as is feasible
under the circumstances, but no later than the start of your workday.
Personal issues requiring time away from your work, such as doctor’s appointments or other matters,
should be scheduled during your nonworking hours if possible. Repeated tardiness and absenteeism
may result in disciplinary action, up to and including immediate termination.
The Company should know your location at all times during business hours. Your supervisor will
keep a record of your assignments and should be notified of your whereabouts outside the Company
during working hours.
If you are absent for three consecutive days without notifying the Company, it is assumed that you
have voluntarily abandoned your position with the Company, and you will be removed from the payroll
and forfeit any unused PTO.
Rev. May 2019 6|Page
Meals/Rest Breaks
Please note that while we lay out the general policy of the Company below regarding meal and rest
breaks, neither meal or rest breaks are guaranteed, unless otherwise required by law. Breaks should
be scheduled with the goal of providing the least possible disruption to Company operations. An
employee’s immediate supervisor can provide guidance as to appropriate break timing.
MEAL BREAKS - Generally, employees who work at least 8 consecutive hours will be permitted a
meal break of 30 minutes. Non-exempt employees are to be completely relieved of all job duties
while on a meal break and must clock in and clock out for a meal break. Such a meal break is unpaid
and will not be included in the total hours worked that day.
REST BREAKS – Generally, employees will be permitted a rest break for each 4 hours of work. Rest
breaks are typically 15 minute breaks, unless otherwise specified by local law. Non-exempt
employees do not need to clock in or out for rest breaks because they are considered “time worked”
and are compensable.
Impermissible Use of Meal/Rest Breaks:
Neither the meal break nor the rest break(s) may be used to account for an employee's late arrival
or early departure or to cover time off for other purposes—for example, rest breaks may not be
accumulated to extend a meal period, and rest breaks may not be combined to allow one long break.
Any employee found abusing the Meals/Rest Breaks policy may be subject to discipline, up to and
including immediate termination.
Lactation Breaks
The Company will provide a private space and a reasonable amount of break time to accommodate
an employee's need to express breast milk for the employee's infant child up to one year of age. The
break time should, if possible, be taken concurrently with other break periods already provided.
Non-exempt employees should clock out for any time taken that does not run concurrently with
normally scheduled rest periods, and such time generally will be unpaid in accordance with federal,
state, and local laws.
Please contact the HR Department with any questions regarding this policy.
Payday
You will be paid biweekly on Friday for the period that ends on the previous Sunday. When our
payday is a holiday, you normally will be paid on the last working day before the holiday.
Please review your paycheck for errors. If you find a mistake, report it to your immediate supervisor.
Your supervisor will provide guidance and the steps necessary to correct the error.
Paycheck Deductions
An employee’s pay will be subject to deductions as authorized by and in accordance with applicable
law. Such deductions may include: federal and state taxes, Social Security (FICA) taxes, court
orders, garnishments, and any employee signed authorizations for wage deductions.
It is the policy of the Company that exempt employees' pay will not be “docked,” or subject to
deductions, in violation of salary basis rules issued by the United States Department of Labor or any
other corresponding state laws. The Company will pay exempt employees their full salary for any
week in which they perform any work, except for the following circumstances:
Rev. May 2019 7|Page
Absences of one or more full days for personal reasons, other than sickness or disability; or
Absences of one or more full days due to sickness or disability, if the deduction is made in
accordance with a bona fide policy, plan, or practice of providing compensation for salary
lost due to sickness or disability; or
Absences of one or more full days before eligibility under such a plan, policy, or practice or
after replacement compensation for such absences has been exhausted; or
Suspensions of one or more full days for violations of safety rules of major significance; or
Suspensions of one or more full days for violations of written workplace conduct rules, such
as rules against sexual harassment and workplace violence; or
Offsets for any amounts received as jury fees, witness fees or military pay; or
Payment of actual time worked in the first and last weeks of employment, resulting in a
proportional rate of an employee's full salary; or
Any unpaid leave taken under the Family and Medical Leave Act.
If you have any questions or concerns about any pay deductions or believe that the Company has
made an improper deduction, then you should inform the office manager. The Company will
investigate and if an error is found, you will receive an immediate adjustment which will be paid no
later than on the next regular payday. The Company will not retaliate against any employee for
making a complaint concerning deductions or for cooperating in the Company’s investigation of such
complaints.
Employee Bonuses
Employees may receive a bonus from time to time at the complete and sole discretion of the
Company. Specifically, the President of the Company reserves complete and sole discretion to
determine whether any bonuses will be paid, and if so, to set any eligibility criteria, the amount of
bonuses (if any), and the timing of bonus payments (if any).
On Call
It may be necessary for individuals in certain positions to be available by telephone after hours during
the week or on the weekend. Employees who are required to be on call will be compensated in
accordance with applicable state and federal wage and hour laws.
Rev. May 2019 8|Page
III: Benefits and Leave
Employee Benefits
Our Company has developed a comprehensive set of employee benefit programs. The Handbook
generally refers to current benefit plans maintained by the Company. Please refer to the actual plan
documents and summary plan descriptions if you have specific questions regarding the benefit plans,
as those documents are controlling. The Company reserves the right, in its sole discretion, to amend,
modify or terminate, in whole or in part, any of the benefit plans described herein.
Holidays
Our Company normally observes the following holidays during the year:
New Year’s Day
Good Friday
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
1-Floating Holiday specified by Management
Full-time employees are eligible for paid holidays after completing their introductory period. Non-
exempt employees must work one day within the pay period that contains the holiday to be eligible
for holiday pay, unless they are absent with prior permission from their immediate supervisor.
Exempt employees will receive holiday pay in compliance with state and federal wage and hour laws.
Part-time employees are not eligible for paid holidays.
The Company reserves the right to require employees to work on a Company designated holiday
should business circumstances require. Company designated holidays are not considered hours
worked for purposes of calculating overtime unless an employee actually works on the holiday.
Health Benefits
The Company has a benefits package that is available to employees based on certain qualifications.
Employees may be eligible or become eligible for certain benefits under group plans provided by the
Company. Employees must complete applicable waiting periods and timely submit the enrollment
forms to obtain benefits coverage.
Enrollment in medical insurance, dental insurance, vision plan, short/long term disability insurance,
life insurance, and FSA (Flexible Spending Account) will be made available to eligible employees
the first of the month after 60 days of continuous employment.
Plan documents control all employee benefits, and employees must only rely upon such plan
documents, which may change from time to time. If you enroll in any plans, your benefit choices
must remain in effect until the following annual open enrollment period unless you experience a
“qualifying life event.” A “qualifying life event” triggers a special enrollment period, typically 60 days
from the qualifying event. Please contact the HR Department if you have experienced or have
questions about what constitutes a “qualifying life event”, or any other benefit package questions.
Rev. May 2019 9|Page
401(k) Qualified Retirement Plan
After six months of employment, our Company provides eligible employees with a 401(k) Qualified
Retirement plan which is an excellent means of long-term savings for your retirement. The
Company's contribution, if any, is determined by the employer on an annual basis.
You can obtain a copy of the Summary Plan Description, which contains the details of the plan
including eligibility and benefit provisions, from the HR Department. In the event of any conflict in
the description of any plan, the official plan documents, which are available for your review, shall
govern. If you have any questions regarding this plan, see the HR Department.
COBRA
You and/or your covered dependents will have the opportunity to continue medical, dental, and vision
benefits for a period of up to 36 months under the provisions of the Consolidated Omnibus Budget
Reconciliation Act (COBRA) when group medical, dental, or vision coverage for you and/or your
covered dependents would otherwise end due to your death or because:
your employment terminates, for a reason other than gross misconduct; or
your employment status changes due to a reduction in hours; or
your child ceases to be a "dependent child" under the terms of the medical and/or dental
plan; or
you become divorced or legally separated; or
you become entitled to Medicare.
In the event of divorce, legal separation, or a child’s loss of dependent status, you or a family member
must notify the plan administrator within 60 days of the occurrence of the event.
The plan administrator will notify the individuals eligible for continuation coverage of their right to
elect COBRA continuation coverage.
Additional information regarding COBRA may be obtained from the HR Department.
Paid Time Off (PTO)
The Company provides a Paid Time Off (PTO) Program for the purpose of providing full-time
employees with the opportunity to take time away from work without loss of compensation. Only full-
time employees are eligible for PTO.
The amount of PTO an employee accrues is based on length of employment and accrues according
to the PTO schedule below. PTO accrues while an employee works, and does not accrue during
leaves of absences, suspensions, or other instances where a paycheck is not received. PTO accrual
is calculated according to the anniversary of your hire date as follows:
For the first five years of employment, full time employees will receive 3 weeks PTO per anniversary
year. PTO is accrued at a rate of 4.62 hours per pay period or 120 hours per anniversary year. PTO
time is accrued starting on day one of employment, however employees are not eligible to use PTO
until after the introductory period has been completed.
After 5 full anniversary years, full time employees will receive 4 weeks of PTO per anniversary year.
Employees shall accrue PTO at a rate of 6.15 hours per pay period or 160 hours per anniversary
year.
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After 10 full anniversary years, full time employees will receive 5 weeks of PTO per anniversary year.
Employees shall accrue PTO at a rate of 7.69 hours per pay period or 200 hours per anniversary
year.
Employees may determine how PTO will be used – for vacation, illness, caring for children, school
activities, medical/dental appointments, leave, personal business or emergencies. PTO does not
replace the Company’s holiday schedule.
Employees should submit PTO requests for any planned or foreseeable absences in writing at least
two weeks in advance to their supervisor. When possible, PTO requests are granted, taking into
account department workload and operating requirements. Length of employment may determine
priority in scheduling PTO times.
Accrued PTO time can be carried forward from one year to the next, however, there is a cap on the
amount of PTO time an employee can accumulate. PTO accrual is capped at one and one half times
your yearly PTO accrual rate. See PTO schedule below.
Unused accrued PTO is forfeited when an employee separates from employment. However, unused
accrued PTO may be paid out under the following limited circumstances:
If an employee is discharged due to a Reduction In Force; or
If an employee voluntarily resigns from employment with at least two weeks' advance written
notice. Paid or unpaid leave time may not be counted toward the two week notice period.
Any payment made under this provision will be subject to set-offs and deductions for any amounts
due or owing pursuant to legal requirements and will be subject to deductions authorized in any wage
deduction authorization agreement, which includes authorization to deduct the cost of repairing or
replacing any Company equipment that employee fails to return or returns with damage other than
normal wear and tear.
PTO Schedule
Employment Length PTO Amount Accrual Rate Cap
180 hours
First 5 anniversary years 3 weeks (120 hours) 4.62 hours / pay period 240 hours
After 5 anniversary years 4 weeks (160 hours) 6.15 hours / pay period 300 hours
After 10 anniversary 5 weeks ( 200 hours) 7.69 hours / pay period
years
Jury Duty
An employee who receives a jury summons should make arrangements with the HR Department as
soon as you receive your summons. We reserve the right to request proof of jury service issued by
the Court upon return. The Company expects you to return to your job if you are excused from jury
duty during your regular working hours.
Full-time employees summoned for jury duty are paid their normal rate of pay for up to one week.
Thereafter, the leave is unpaid. All other employees are granted an unpaid leave in order to serve.
Exempt employees may be provided time off with pay when necessary to comply with state and
federal wage and hour laws. Employees must provide the Company with a copy of the court payment
records in order to be compensated.
Voting Leave
Our Company believes that every employee should have the opportunity to vote in any state, local,
or federal election, general primary or special primary. Any employee whose work schedule does
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not allow for two consecutive hours to vote while polls are open, will be granted reasonable time off
in order to vote. This time off will be paid.
Notify your supervisor and the HR Department of the need for voting leave as soon as possible. We
reserve the right to select the hours you are excused to vote. When you return from voting leave,
you must present a voter’s receipt to your supervisor and the HR Department as soon as possible.
Military Leave
Employees who are required to fulfill military obligations in any branch of the Armed Forces of the
United States or in state military service will be given the necessary time off and reinstated in
accordance with federal and state law.
The time off will be unpaid, except where federal and state law dictates otherwise. Accrued PTO (if
any) may be used for this leave if the employee chooses, but the Company will not require the
employee to use PTO. Military orders should be presented to your supervisor and the HR
Department and arrangements for leave made as early as possible before departure. Employees
are required to give advance notice of their service obligations to the Company unless military
necessity makes this impossible. You must notify your supervisor and the HR Department of your
intent to return to employment based on requirements of the law. Your benefits may continue to
accrue during the period of leave in accordance with state and federal law.
Additional information regarding military leaves may be obtained from the HR Department.
Bereavement Leave
Full-time employees who have completed their introductory period are eligible for three paid days for
the death of an immediate family member. Members of the immediate family include spouses,
domestic partners, parents, brothers, sisters, children, children of domestic partners, grandchildren,
grandparents, parents-in-law and parents of domestic partners.
Full-time employees who have completed their introductory period are eligible for one paid day to
attend the funeral of aunts, uncles, nieces and nephews.
Requests for bereavement leave should be made to your supervisor and the HR Department as soon
as possible. Our Company reserves the right to request written verification of an employee's familial
relationship to the deceased and his or her attendance at the funeral service as a condition of the
bereavement pay.
Parental Leave
Full-time employees who have completed the introductory period may be granted a leave of absence
without pay upon the birth or adoption of a child consistent with our business needs. Such leave
must begin within six (6) months of the birth of the child and/or placement of a child for adoption.
A period of parental leave may not exceed six (6) weeks in a 12-month period, unless the leave is
otherwise permitted for a longer period under state or federal law. Employees will be required to
substitute their accrued PTO for all or part of their parental leave. In addition, benefits such as paid
time off and holidays will not accrue while employees are on a parental leave.
Employees seeking parental leave must provide a minimum of 30 days’ advance notice to their
supervisor and the HR Department of their intent to take parental leave and the anticipated date of
their return. Employees may not accept other employment or apply for unemployment insurance
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while on parental leave. Acceptance of other employment while on leave will be treated as a
voluntary resignation from employment.
We will make a reasonable effort to return you to the same or a similar position upon your return from
leave subject to our staffing and business requirements.
This leave shall run concurrently with the Federal Family and Medical Leave Act and/or any other
leave where permitted by state and federal law.
Federal Family and Medical Leave Act
The Family and Medical Leave Act (FMLA) provides eligible employees the opportunity to take
unpaid job-protected leave for certain specific reasons. The maximum amount of leave an employee
may use is either 12 or 26 weeks within a 12-month period depending on the reasons for the leave.
Employee Eligibility
To be eligible for FMLA leave, you must:
1. have worked at least 12 months for the Company in the preceding seven years (limited
exceptions apply to the seven-year requirement);
2. have worked at least 1,250 hours for the Company over the preceding 12 months; and
3. currently work at a location where there are at least 50 employees within 75 miles.
Conditions Triggering Leave
FMLA leave may be taken for the following reasons:
1. the birth of a child or placement of a child for adoption or foster care (up to 12 weeks);
2. to bond with a child (leave must be taken within one year of the child’s birth or placement
(up to 12 weeks);
3. to care for the employee's spouse, child, or parent who has a qualifying serious health
condition (up to 12 weeks);
4. for an employee's own qualifying serious health condition that makes the employee unable
to perform the employee's job (up to 12 weeks);
5. for qualifying exigencies related to the foreign deployment of a military member who is the
employee’s spouse, child, or parent (up to 12 weeks); or
6. for an eligible employee who is a covered service-member’s spouse, child, parent, or next
of kin, to care for a covered service-member with a serious injury or illness related to certain
types of military service (up to 26 weeks).
The maximum amount of leave that may be taken in a 12-month period for all reasons combined is
12 weeks, with one exception. For leave to care for a covered service-member, the maximum
combined leave entitlement is 26 weeks, with leaves for all other reasons constituting no more than
12 of those 26 weeks.
Definitions
A “serious health condition” is an illness, injury, impairment, or physical or mental condition that
involves either an overnight stay in a medical care facility, or continuing treatment by a health care
provider for a condition that either prevents the employee from performing the functions of the
employee's job, or prevents the qualified family member from participating in school or other daily
activities. Subject to certain conditions, the continuing treatment requirement includes an incapacity
of more than three full calendar days and two visits to a health care provider or one visit to a health
care provider and a continuing regimen of care; an incapacity caused by pregnancy or prenatal visits,
a chronic condition, or permanent or long-term conditions; or absences due to multiple treatments.
Other situations may meet the definition of continuing treatment.
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A “covered service-member” is a member or veteran of the Armed Forces, including the National
Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in
outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness.
The term “serious injury or illness” means an injury or illness incurred by the covered service-
member in the line of duty while on active duty in the Armed Forces that may render the
service-member medically unfit to perform the duties of the service-member’s office, grade,
rank, rating, or one that existed before the beginning of active duty and was aggravated by
service in the line of duty while on active duty. With regard to veterans, the injury or illness
may manifest itself before or after the individual assumed veteran status.
“Qualifying exigencies” include activities such as short-notice deployment, military events,
arranging alternative childcare, making financial and legal arrangements related to the
deployment, rest and recuperation, counseling, and post-deployment debriefings.
Identifying the 12 Month Period
The 12-month period in which 12 weeks of leave may be taken is the calendar year. For leave to
care for a covered service-member, the Company calculates the 12-month period beginning on the
first day the eligible employee takes FMLA leave to care for a covered service-member and ends 12
months after that date. FMLA leave for the birth or placement of a child for adoption or foster care
must be concluded within 12 months of the birth or placement.
Using Leave
Eligible employees may take FMLA leave in a single block of time, intermittently (in separate blocks
of time), or by reducing the normal work schedule when medically necessary for the serious health
condition of the employee or immediate family member, or in the case of a covered service-member,
his or her injury or illness. Eligible employees may also take intermittent or reduced-scheduled leave
for military qualifying exigencies. Intermittent leave is not permitted for birth of a child, to care for a
newly-born child, or for placement of a child for adoption or foster care. Employees who require
intermittent or reduced-schedule leave must try to schedule their leave so that it will not unduly disrupt
the Company's operations.
Use of Accrued Paid Time Leave
Depending on the purpose of your leave request, you may choose (or the Company may require
you) to use accrued PTO concurrently with some or all of your FMLA leave. In order to substitute
paid leave for FMLA leave, an eligible employee must comply with the Company's normal procedures
for the applicable paid-leave policy (e.g., call-in procedures, advance notice, etc.).
Maintenance of Health Benefits
If you and/or your family participate in our group health plan, the Company will maintain coverage
during your FMLA leave on the same terms as if you had continued to work. If applicable, you must
make arrangements to pay your share of health plan premiums while on leave. In some instances,
the Company may recover premiums it paid to maintain health coverage or other benefits for you
and your family.
Notice and Medical Certification
When seeking FMLA leave, you are required to provide:
1. sufficient information for the Company to determine if the requested leave may qualify for
FMLA protection and the anticipated timing and duration of the leave. Sufficient information
may include that you are unable to perform job functions, a family member is unable to
perform daily activities, the need for hospitalization or continuing treatment by a health care
provider, or circumstances supporting the need for military family leave. You must also
inform the Company if the requested leave is for a reason for which FMLA leave was
previously taken or certified.
If the need for leave is foreseeable, this information must be provided 30 days in advance of
the anticipated beginning date of the leave. If the need for leave is not foreseeable, this
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information must be provided as soon as is practicable and in compliance with the Company
normal call-in procedures, absent unusual circumstances;
2. medical certification supporting the need for leave due to a serious health condition affecting
you or an immediate family member within 15 calendar days of the Company request to
provide the certification (additional time may be permitted in some circumstances). If you
fail to do so, we may delay the commencement of your leave, withdraw any designation of
FMLA leave or deny the leave, in which case your leave of absence would be treated in
accordance with our standard leave of absence and attendance policies, subjecting you to
discipline up to and including termination. Second or third medical opinions and periodic re-
certifications may also be required;
3. periodic reports as deemed appropriate during the leave regarding your status and intent to
return to work; and
4. medical certification of fitness for duty before returning to work, if the leave was due to your
own serious health condition. The Company will require this certification to address whether
you can perform the essential functions of your position.
Failure to comply with the foregoing requirements may result in delay or denial of leave, or
disciplinary action, up to and including immediate termination.
Employer Responsibilities
To the extent required by law, the Company will inform employees whether they are eligible under
the FMLA. Should an employee be eligible for FMLA leave, the Company will provide him or her
with a notice that specifies any additional information required as well as the employee's rights and
responsibilities. If employees are not eligible, the Company will provide a reason for the ineligibility.
The Company will also inform employees if leave will be designated as FMLA-protected and, to the
extent possible, note the amount of leave counted against the employee's leave entitlement. If the
Company determines that the leave is not FMLA-protected, the Company will notify the employee.
Job Restoration
Upon returning from FMLA leave, eligible employees will typically be restored to their original job or
to an equivalent job with equivalent pay, benefits, and other employment terms and conditions.
Failure to Return After FMLA Leave
Any employee who fails to return to work as scheduled after FMLA leave or exceeds the 12-week
FMLA entitlement (or in the case of military caregiver leave, the 26-week FMLA entitlement), will be
subject to the Company's standard leave of absence and attendance policies. This may result in
termination if you have no other company-provided leave available to you that applies to your
continued absence. Likewise, following the conclusion of your FMLA leave, the Company's
obligation to maintain your group health plan benefits ends (subject to any applicable COBRA rights).
Other Employment
The Company generally prohibits employees from holding other employment. This policy remains
in force during all leaves of absence including FMLA leave and may result in disciplinary action, up
to and including immediate termination.
Fraud
Providing false or misleading information or omitting material information in connection with an FMLA
leave will result in disciplinary action, up to and including immediate termination.
Limited Nature of This Policy
This policy should not be construed to confer any express or implied contractual relationship or rights
to any employee not expressly provided for by FMLA. The Company reserves the right to modify
this or any other policy as necessary, in its sole discretion to the extent permitted by law. State or
local leave laws may also apply.
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For further information concerning FMLA leave, including whether you may be eligible for leave under
this policy, contact the HR Department at (281) 392-7747.
Professional Development
Our Company believes in supporting the individual growth of its employees. To encourage employee
development, our Company offers a professional development reimbursement program to eligible
employees who attend approved job-related seminars.
To participate in this program, you must be a full-time employee who has completed one year of
employment. Approval from your supervisor must be received prior to registration for the job-related
seminar. Our Company will pay the agreed upon portion of the approved job-related seminar.
In an effort to keep our Company informed of new developments, we ask that you share any new
information presented at the seminar with the rest of the staff.
Tuition Reimbursement Program
The Company supports employees who wish to continue their education to secure increased
responsibility and growth within their professional careers. In keeping with this philosophy, the
Company has established a reimbursement program for expenses incurred through approved
institutions of learning. To participate in this program, you must be a full-time employee who has
completed one year of employment.
The Company will partially reimburse an employee for tuition through an accredited program that
either offers growth in an area related to his or her current position or might lead to promotional
opportunities within the Company. You must secure a minimum passing grade of “C” or its equivalent
to receive any reimbursement. Expenses must be validated by receipts and a copy of the final grade
card must be presented to show hours received. The Company will reimburse an employee 100%
of approved tuition costs up to $2,500 per year. Thereafter, the Company will reimburse the
employee 50% of approved tuition costs per year for those instances where tuition costs are greater
than $2,500.
To receive tuition reimbursement, employees should discuss the course(s) with the President or
General Manager prior to enrollment to verify the curriculum qualifies for the tuition reimbursement
program. Furthermore, employees who will be required to miss time at work due to school
attendance will need to obtain approval from their supervisor and upper management. Once
approval has been given and the course(s) have been completed, request an expense report form
from HR. Complete the form and submit to the President or General Manager along with your grade
report. You must allow the registrar to share grade related information with HR.
Employees who participate in the program but leave the Company within one year of receiving tuition
reimbursement agree to pay back the Company 50% of the total reimbursement received.
Employees who participate in the program but leave the Company within two years of receiving
tuition reimbursement agree to pay back the Company 25% of the total reimbursement received.
Employees leaving after two years are not required to pay back any tuition reimbursement funds
received.
This policy and its provisions are subject to change and/or cancelation without notice.
Rev. May 2019 16 | P a g e
IV: On the Job
Standards of Conduct
Each employee has an obligation to observe and follow the Company's policies and to maintain
proper standards of conduct at all times. Although there is no possible way to identify every rule of
conduct, the following is an illustrative list of prohibited conduct. The Company does not intend this
list to be comprehensive or to limit the Company’s right to impose discipline for any other conduct it
deems inappropriate. Engaging in any conduct the Company deems inappropriate may result in
disciplinary action, up to and including immediate termination:
1. Making false or misleading statements or omitting important information on employment
applications, records of employment, resumes, forms, reports, or in response to an internal
or external investigation.
2. Being insubordinate, threatening, intimidating, disrespectful or assaulting a
manager/supervisor, coworker, customer, or vendor.
3. Engaging in any unlawful harassment, discrimination, and/or retaliation.
4. Theft, unauthorized removal, or material damage of Company or client property.
5. Performing outside work or use of Company property, equipment or facilities in connection
with outside work while on Company time.
6. Disregard of safety rules and practices or security regulations.
7. Unauthorized entry into Company or client property at any time.
8. Failure to perform assigned duties.
9. Substandard or unsatisfactory work performance.
10. Excessive absences or tardiness, including unscheduled absences.
11. Dishonesty including, but not limited to, reporting inaccurate time worked, making a false
claim of injury or illness, or misuse of protected leave.
12. Unauthorized or illegal possession, use or sale of alcohol or controlled substances on work
premises or during working hours, while engaged in Company activities or in Company
vehicles.
13. Working unauthorized overtime or refusing to work overtime when requested.
14. Making or permitting a non-exempt employee to work “off-the-clock”.
15. Violating a confidentiality agreement or a policy regarding confidential information, using
confidential or other proprietary information for any unauthorized purpose, or removal of any
records or other property without authorization.
16. Any other conduct that is prohibited by law or in violation of the Company’s policies.
As an at-will employer, the Company may impose discipline whenever it determines it is necessary
or appropriate. Discipline may take various forms, including, but not limited to, verbal counseling,
written warnings, suspension, demotion, transfer, reassignment, or termination. The discipline
imposed will depend on the circumstances of each case; therefore, discipline will not necessarily be
imposed in any particular sequence. Nothing in this policy is intended to in any way limit the
Company’s right under at-will employment to terminate an employee with or without cause and with
or without notice.
The Company respects your right to express personal opinions and communicate concerning the
terms and conditions of employment. Nothing in this Standards of Conduct policy is intended to
interfere with your rights under federal and state laws, including the National Labor Relations Act.
Customer Service
Our Company's reputation is built on excellent service and quality work. To maintain this reputation
requires the active participation of every employee. The opinions and attitudes that customers have
toward our Company may be determined for a long period of time by the actions of one employee.
It can be easy to take a customer for granted. However, we run the risk of losing not only that
Rev. May 2019 17 | P a g e
customer, but his or her associates, friends and family, who could also be customers. Therefore,
you are expected to treat customers courteously and respectfully at all times and respond to
customers’ questions and concerns promptly and professionally. Violations of this policy may result
in disciplinary action, up to and including immediate termination.
The nature of our Company may require that employees perform work connected with a customer's
assignment at the customer's location or to interact directly with customers. The importance of
professional conduct when working at a customer's location or directly with a customer cannot be
emphasized enough. Although there is no way for the Company to provide guidelines on all aspects
of professional conduct and the Company does not intend this list to be comprehensive or to limit the
Company’s right to impose discipline for any other conduct it deems inappropriate, we have included
a few guidelines when working with or at a customer’s location:
1. Follow all safety rules and practices of customer.
2. Maintain the same standard of care of customer property, equipment or facilities as required
of Company property.
3. Be respectful of customer’s time, try to limit discussions to pertinent work related matters
and maintain awareness of your customer audience (i.e. level of responsibility, department,
etc.).
4. Maintain customer records with the utmost care, in accordance with the Company’s
confidentiality policy, and any other applicable customer agreements.
5. Avoid conversations involving customer matters in all places that would violate customer
confidentiality.
6. Refrain from discussing internal affairs or procedural problems while customer employees
are present.
7. Be aware of the limited nature of our industry and the affect your comments have on the
Company’s reputation, avoid comments or criticisms involving other companies and their
particular work or fees, and refrain from discussing shortcomings or idiosyncrasies of
customer employees.
8. Purchase items from a customer at regular sale prices.
9. Do not borrow money from a customer unless the customer's business involves lending
money.
10. Adhere to the Company’s solicitation policy.
The Company respects your right to express personal opinions and communicate concerning the
terms and conditions of employment. Nothing in this Customer Service policy is intended to interfere
with your rights under federal and state laws, including the National Labor Relations Act.
Conflict of Interest/Code of Ethics
A company's reputation for integrity is its most valuable asset and is directly related to the conduct
of its officers and other employees. Therefore, employees must never use their positions with the
company, or any of its customers, for private gain, to advance personal interests or to obtain favors
or benefits for themselves, members of their families or any other individuals, corporations or
business entities.
The Company adheres to the highest legal and ethical standards applicable in our business. The
Company's business is conducted in strict observance of both the letter and spirit of all applicable
laws and the integrity of each employee is of utmost importance.
Employees of the Company shall conduct their personal affairs such that their duties and
responsibilities to the Company are not jeopardized and/or legal questions do not arise with respect
to their association or work with the Company.
Gifts, Gratuities and Business Courtesies
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The Company is committed to competing solely on a merit of our products and services. We should
avoid any actions that create a perception that favorable treatment of outside entities by the
Company was sought, received or given in exchange for personal business courtesies. Business
courtesies include gifts, gratuities, meals, refreshments, entertainment or other benefits from persons
or companies with whom the Company does or may do business. We will neither give nor accept
business courtesies that constitute, or could reasonably be perceived as constituting, unfair business
inducements that would violate law, regulation or policies of the Company or customers, or would
cause embarrassment or reflect negatively on the Company’s reputation.
Accepting Business Courtesies
Most business courtesies offered to us in the course of our employment are offered because of our
positions at the Company. We should not feel any entitlement to accept and keep a business
courtesy. Although we may not use our position at the Company to obtain business courtesies, and
we must never ask for them, we may accept unsolicited business courtesies that promote successful
working relationships and good will with the firms that the Company maintains or may establish a
business relationship with.
Employees who award contracts or who can influence the allocation of business, who create
specifications that result in the placement of business or who participate in negotiation of contracts
must be particularly careful to avoid actions that create the appearance of favoritism or that may
adversely affect the Company’s reputation for impartiality and fair dealing. The prudent course is to
refuse a courtesy from a supplier when the Company is involved in choosing or reconfirming a
supplier or under circumstances that would create an impression that offering courtesies is the way
to obtain the Company’s business.
Meals, Refreshments and Entertainment
We may accept occasional meals, refreshments, entertainment and similar business courtesies that
are shared with the person who has offered to pay for the meal or entertainment, provided that:
They are not inappropriately lavish or excessive.
The courtesies are not frequent and do not reflect a pattern of frequent acceptance of
courtesies from the same person or entity.
The courtesy does not create the appearance of an attempt to influence business decisions,
such as accepting courtesies or entertainment from a supplier whose contract is expiring in
the near future.
The employee accepting the business courtesy would not feel uncomfortable discussing the
courtesy with his or her manager or co-worker or having the courtesies known by the public.
Gifts
Employees may accept unsolicited gifts, other than money, that conform to the reasonable ethical
practices of the marketplace, including:
Flowers, fruit baskets and other modest presents that commemorate a special occasion.
Gifts of nominal value, such as calendars, pens, mugs, caps and t-shirts (or other novelty,
advertising or promotional items).
Generally, employees may not accept compensation, honoraria or money of any amount from entities
with whom the Company does or may do business. Tangible gifts (including tickets to a sporting or
entertainment event) that have a market value greater than $250 may not be accepted unless
approval is obtained from the President or General Manager.
Employees with questions about accepting business courtesies should talk to their managers or the
HR department.
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On The Job Training
The initiation of all on-the-job training for employees within your department is the responsibility of
your supervisor. This may include safety training, participation in off-site training and continuing
education when necessary for job safety and work performance. Training will be conducted during
regular working hours whenever possible. The Company may pay for training programs and
employees may be tested from time to time to evaluate the effectiveness of those training programs.
If you have any questions regarding training, please see your supervisor.
Romantic Involvement Between Employees
The Company strongly believes that a work environment where employees maintain clear
boundaries between employee personal and business interactions is most effective for conducting
business and enhancing productivity. Although this policy does not prevent the development of
friendships or romantic relationships between co-workers, it does establish boundaries as to how
relationships are conducted during working hours and within the working environment.
If a personal relationship develops between employees in a reporting relationship, the employees
must disclose the relationship immediately to the HR Department. The HR Department will work with
the employees to devise a working solution.
Any failure to disclose such personal relationships between employees in a reporting relationship to
the HR Department may result in discipline, up to and including immediate termination.
All steps will be taken to eliminate any real or perceived appearance of authority one employee has
over the other employee. Continued employment is possible provided that no direct reporting
relationship exists. In situations where it is not possible to eliminate a real or perceived conflict of
interest, transfer or termination of employment with the Company may be required.
Solicitation and Distribution of Non-Work Materials
The Company believes employees should have a work environment free from interruptions of a non-
work related nature, as work time is for work. When you are at work, you should focus on your duties
and not engage in activities that would interfere with your own work or the work of others. For the
purpose of this policy, solicitation includes, but is not limited to, the collection of any debt or obligation
for raffles of any kind or chance taking, or for the sale of merchandise or business services including
the attempt to sell any product or service (e.g. selling or collecting for Tupperware®, Avon® products,
churches, schools, Girl Scout cookies, etc.). Such interruptions can be both detrimental to the quality
of work and efficiency, and may not be respectful of others job responsibilities and right not to be
interrupted.
Employees may not engage in solicitation for any purpose during his/her work time, which includes
the working time of the employee who seeks to solicit and the employee who is being solicited.
Although solicitation is not encouraged, it is permitted as long as it is limited to the employee's break
and lunch time and kept out of active working areas.
Distribution by employees of any type (materials, goods, paper) is prohibited in work areas at any
time, whether or not the employees are on working time. Electronic distribution is subject to the
Company's E-mail, the Internet, and Other Technology Policy, and may not occur during the
employee's working time. Non-employees are prohibited from distributing materials to employees
on Company premises at any time. Literature that violates the Company's Equal Employment
Opportunity/Non-Discrimination and Anti-Harassment policies, includes threats of violence, or is
knowingly and recklessly false is never permitted.
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The Company respects your right to express personal opinions and communicate concerning the
terms and conditions of employment. Nothing in this Solicitation and Distribution of Non-Work
Materials policy is intended to interfere with your rights under federal and state laws, including the
National Labor Relations Act.
Company Equipment and Conduct Regarding Vehicles
During the course of your employment with the Company, you may receive equipment or supplies to
perform your job duties. You are expected to demonstrate proper care when using Company
equipment or any other Company property. Violations of this policy may result in disciplinary action,
up to and including immediate termination.
If you are issued Company equipment, such as a cell phone, laptop, tablet, tool, etc., then you are
responsible for the physical security of that equipment. If you lose, break or damage any Company
equipment, report it to your supervisor at once. You are responsible for any damage to Company
equipment while in your care, excluding normal wear and tear. You must return all Company property
upon termination of employment.
Operators of Company vehicles are responsible for the safe operation and cleanliness of the vehicle.
The improper, careless, distracted, reckless, destructive, or unsafe use or operation of any Company
vehicle may result in disciplinary action, up to and including immediate termination. Texting is
prohibited and seatbelts are mandatory while driving on Company business. No driver may consume
alcohol or illegal drugs while driving a Company vehicle, while on Company business, or while in a
Company vehicle. In addition, no driver may consume or use any substance, regardless of legality
or prescription status, if by so doing, the driver's ability to safely operate a motor vehicle and carry
out other work-related duties would be impaired or diminished.
Company vehicles must only be operated by the employee or other Company insured personnel.
Per IRS requirements, personal use of Company vehicles will be treated as income and reflected on
applicable payroll and tax statements. Employees are responsible for any moving and parking
violations and fines that may result when operating a Company vehicle. Smoking, including use of
e-cigarettes, is prohibited in Company vehicles and any and all vehicle modifications must be
approved by the fleet manager.
Accidents involving a Company vehicle must be reported to the corporate safety manager
immediately. If/when it is safe to do so, photos and videos should be taken before the vehicle(s)
involved are moved to document the accident, road conditions, and any other factors related to the
accident.
Employees driving on Company business, regardless of whether in a Company-owned vehicle or
personal vehicle, must obey all safety and road rules.
Travel/Expense Accounts
Certain Company employees may be authorized to incur reimbursable expenses on behalf of the
Company. Travelers seeking reimbursement should incur the lowest reasonable travel expenses
and exercise care to avoid impropriety or the appearance of impropriety. Reimbursement is allowed
only when reimbursement has not been, and will not be, received from other sources.
Employee travel and other business related expenses must be pre-approved. Employees should
verify that expenses are eligible for reimbursement before making arrangements. Within 7 days of
the incurred expense, the employee must submit a Company Expense Report to the corporate office
manager for approval. Employees must include the date, reason, and names of applicable
individuals on the report. For entertainment reimbursement, the date, purpose, names with titles,
and what was discussed that pertains to business must be included on the report. Original receipts
Rev. May 2019 21 | P a g e
must also be included. For lodging reimbursement, a printed room detail is also required, per IRS
regulations. Failure to include all required items could result in the request for reimbursement to be
delayed or denied.
The Company may provide a Company vehicle for approved travel, including between Company
facilities, when appropriate. When a personal (non-company) vehicle is used for approved business
travel, the Company may reimburse mileage based on the standard mileage rate, per IRS regulations
in lieu of gas receipts. Mileage must be substantiated by a mileage log or other acceptable means
(i.e. online maps showing distance traveled).
In addition, the following business expenses may be reimbursed:
Travel Expense
Automobile/Mileage/Fuel
Lodging
Gratuity
Business Meals (in accordance with our per diem rate, room service excluded)
This list is not all inclusive. See the corporate office manager regarding additional reimbursable
business expenses. Reimbursements under this policy are intended to comply with Internal Revenue
Code Section 409A and all provisions of this Policy shall be construed in a manner consistent with
the requirements for avoiding taxes or penalties under Section 409A. The Company will not be liable
for any taxes or penalties on any reimbursements.
For reasons of convenience, the Company may, in its sole discretion, issue or allow an employee to
access a Company credit card. The use of such Company credit card is strictly limited to legitimate
business purposes. Employees must promptly turn in all receipts and a corresponding expense
report to their office manager to account for every Company credit card charge, failure to account for
Company credit card usage may result in loss of use or cancelation of an employee issued Company
credit card. Any personal or unauthorized charges on the Company credit card may result in
disciplinary action, up to and including immediate termination. The Company reserves the right to
recover any unauthorized charges from an employee, to the fullest extent of the law.
Any employee who abuses this policy, by submitting fraudulent expenses, or otherwise violates this
policy may be subject to disciplinary action, up to and including immediate termination.
Per Diem
In order to offset an employee’s out of pocket expenses while working away from their Address of
Record, the Company will provide an eligible employee a reasonable and fair “per diem”. This “per
diem” is not intended to cover all of an employee’s expenses but should be sufficient to offset a large
portion of the expenses an employee might incur while working away from their Address of Record.
The IRS defines “per diem” as an allowance paid to employees for lodging, meals, and incidental
expenses incurred while traveling for work related activities. This allowance is paid in lieu of the
Company paying actual travel expenses. The Company work week is defined as starting on Monday
and ending on Sunday.
Eligibility
An employee is eligible to receive “per diem” each day that all of the following conditions are
met:
1. An employee works on a jobsite that is located further than fifty (50) miles from the
employee’s Address of Record. Note an employee’s Address of Record is the address
given by the employee at the beginning of their employment and/or the address on the
employee’s current identification card.
2. An employee works at least five (5) hours. PTO cannot be used for hours worked.
Rev. May 2019 22 | P a g e
3. An employee has at least one (1) overnight stay away from the employee’s Address
of Record while performing their job.
For jobs with a duration of seven (7) or more calendar days, employees who qualify for “per diem”
for at least five (5) or more days during a work week may be eligible to receive “per diem” for the full
week, seven (7) days. (see scenario 1 & 2) Eligibility for the full week of “per diem” will be solely at
the discretion of the Company administrator reviewing all the known facts regarding employee’s
eligibility for “per diem”, including the employees start date on the project.
If an employee is eligible for a paid holiday (refer to Holiday policy), the “per diem” eligibility condition
that “an employee works at least five hours” will be deemed to have been meet. If the other “per
diem” conditions are meet, then the employee will receive “per diem” for that paid holiday. (see
scenario 3)
Scenarios:
1. Employee qualifies for “per diem” less than five (5) days during a work week (e.g. A “per
diem” eligible employee receives four (4) days of “per diem” by working at least 5 hours each
day on Tuesday, Wednesday, Thursday, and Friday but not working Monday, Saturday, or
Sunday during the work week.)
2. Employee qualifies for “per diem” five (5) or more days during a work week (e.g. A “per diem”
eligible employee receives seven (7) days of “per diem” by working at least 5 hours each
day on Monday, Tuesday, Wednesday, Thursday, and Friday but not working Saturday or
Sunday during the work week.)
3. Effect of qualifying for “per diem” on a Company approved holiday (e.g. A “per diem” eligible
employee receives seven (7) days of “per diem” by working at least 5 hours each day on
Monday, Tuesday, Wednesday, and Saturday, but not working Thursday, Friday, or Sunday,
when Thursday was Thanksgiving, a Company approved holiday.)
An employee shall not lose a day’s “per diem,” if they cannot work for a work related reason that is
beyond their control such as weather related issues, client work stoppage, or a jobsite hazard that
requires the employee to leave the site. Jobsite sign-ins may still remain a requirement for days
where work is not allowed. This sign-in requirement will be communicated to the employee by their
supervisor.
Per the IRS, the Company may pay an eligible employee a tax-free “per diem” not exceeding the
amounts allowed by geographical region as determined by the US General Services Administration.
“Per diem” received in excess of these regional tables is subject to Federal taxes as ordinary income.
Eligible employees will typically receive the Company base “per diem” rate, however a job’s “per
diem” rate may be adjusted based on the tables provided by GSA.gov.
The current Company base “per diem” rate for construction and non-construction personnel is issued
separately as an addendum to this policy and is available upon request. The Company “per diem”
for non-construction personnel (management and engineers) is intended to cover meals and
incidentals. Lodging and transportation expenses for non-construction personnel should be entered
on expense reports for reimbursement by the Company.
The Company reserves the right to amend this policy at any time without further notice.
Personal Property
The Company assumes no responsibility for the loss, theft or damage to employees’ personal
property. Valuable personal items, such as purses, should not be left in areas where theft might
occur.
Rev. May 2019 23 | P a g e
Visitors
If you are expecting a visitor, please notify the receptionist. All visitors must first check in at the
reception area. Visitors are not allowed in any area of the building without being accompanied by
an authorized employee. Under no circumstances will visitors be allowed in confidential,
unauthorized or potentially hazardous areas.
Inclement Weather
Inclement weather, consisting of severe storms, flooding, or other natural disasters, can be expected
from time to time. To ensure continuity of services to our customers, our Company will typically
remain open during inclement weather. However, if extreme conditions require closing of a Company
facility, you may be notified by your supervisor or by other notification means. Employees are
encouraged to check the Company website for closure information.
Employees are requested to use good judgment in monitoring weather and travel conditions. We do
not encourage employees to attempt driving when their safety would be endangered. This includes
travel to and from work, as well as during the workday.
If Company facilities are open and you are going to be delayed or absent due to inclement weather,
you must notify your supervisor as soon as possible, but no later than your scheduled start time.
Time taken off due to inclement weather while the Company remains open is to be used as PTO or
is unpaid, unless otherwise required under state and federal wage and hour laws. Exempt
employees may be provided time off with pay when necessary to comply with state and federal wage
and hour laws.
E-mail, the Internet, and Other Technology
The Company has established this policy in an effort to make certain that employees utilize electronic
communication systems in a legal, ethical, and appropriate manner. This policy extends to all
features of the Company’s electronic communication systems (ECS), including, without limitation,
computers, laptops, e-mail, the internet, company-issued tablets, company-issued cell phones,
servers, clouds, and any other internal or external networks, voicemail, faxes, telephones, and any
other form of electronic communications used by employees during the course of their employment.
Due to the significant risk of harm to the Company's electronic resources, such as loss of data, the
Company prohibits the use of personal laptops, personal computers, and personal data storage
devices, such devices should not be brought to the office. All employees are subject to this policy
and are expected to read, understand, and follow it. Violation of this policy may subject an employee
to discipline up to and including immediate termination.
Because it is not possible to list every standard when it comes to using ECS, employees are therefore
encouraged to use good judgment when using the Company’s ECS. In order to provide employees
some general guidance, the following rules should be followed when using the Company’s ECS:
1. The Company’s policy against unlawful harassment, including but not limited to, sexual and
racial harassment, extends to the use of the Company’s ECS;
2. Employees shall not use the Company’s ECS to receive, transmit, or access pornographic
or sexually offensive material or information;
3. The Company’s policy against unlawful discrimination extends to use of the Company’s ECS;
4. Employees may not use the Company’s ECS in a manner that violates trademark, copyright,
or licensing rights of any person or entity;
5. Employees may not make unauthorized copies of Company files or destroy, delete, erase,
or conceal Company files or other Company data;
6. Employees may not use the Company’s ECS in a manner that infringes on, or discloses,
trade secrets, proprietary or Confidential Information of any person or entity;
Rev. May 2019 24 | P a g e
7. Employees may not use the Company’s ECS for any commercial purpose that is competitive,
either directly or indirectly, with the interests of the Company; and
8. The Company’s policy against improper solicitation and distribution extends to the use of the
Company’s ECS.
Access, Storage, and No Expectation of Privacy
The Company retains the right and ability to monitor employees’ compliance with the terms of this
policy. While ECS are accessible to employees for their convenience and to assist them in the
execution of their job duties, all such ECS, whether used on or off the Company’s premises, must
remain fully accessible to the Company and remain the sole and exclusive property of the Company.
Therefore, employees should have no expectation of privacy when it comes to information
transmitted over, received by, or stored in or on ECS owned, leased, or operated by, or on behalf of,
the Company. The Company reserves the right to gain access and monitor any information received
or transmitted by, or stored in or on, any Company ECS, by and through its agents, employees, or
representatives, at any time, with or without advanced notice, and with or without the employee’s
consent or approval. Upon demand, employees are required to disclose the passwords they use to
access Company ECS.
Please be advised that the Company respects our employee’s right to express personal opinions
and to communicate concerning the terms and conditions of employment. Nothing in this Email, the
Internet and Other Technologies policy is intended to interfere with an employee’s rights under
federal and state laws, including the National Labor Relations Act.
Social Media
The Company has in place policies that govern use of its own electronic communication systems,
equipment, and resources which employees must follow. We encourage you to use good judgment
when communicating via social media.
“Social media” includes all means of communicating or posting information or content of any sort on
the Internet, including to your own or someone else’s web log or blog, journal or diary, personal web
site, social networking or affinity web site, web bulletin board or a chat room, whether or not
associated or affiliated with the Company, as well as any other form of electronic communication.
The same principles and guidelines found in the Company's Employee Handbook policies apply to
your activities online. Ultimately, you are solely responsible for what you post online. Before creating
online content, consider some of the risks and rewards that are involved. Keep in mind that any of
your conduct that adversely affects your job performance, the performance of fellow employees or
otherwise adversely affects customers, vendors, suppliers, people who work on behalf of the
Company or its legitimate business interests may result in disciplinary action, up to and including
immediate termination.
The following is a general and non-exhaustive list of guidelines you should keep in mind:
1. Always be fair and courteous to fellow employees, customers, vendors, suppliers or people
who work on behalf of the Company. Also, keep in mind that you are more likely to resolve
work related complaints by speaking directly with your co-workers or by utilizing our Open
Door policy than by posting complaints to a social media outlet. Nevertheless, if you decide
to post complaints or criticism, avoid using statements, photographs, video or audio that
reasonably could be viewed as malicious, obscene, threatening or intimidating, that
disparages customers, employees, vendors, or suppliers, or that might constitute
harassment or bullying. Examples of such conduct might include offensive posts meant to
intentionally harm someone’s reputation or posts that could contribute to a hostile work
environment on the basis of race, age, gender, national origin, color, disability, religion or
any other status protected by federal, state or local law or Company policy. Inappropriate
Rev. May 2019 25 | P a g e
postings that may include discriminatory remarks, harassment, retaliation, and threats of
violence or similar inappropriate or unlawful conduct will not be tolerated and may result in
disciplinary action, up to and including immediate termination.
2. Make sure you are always truthful and accurate when posting information or news. If you
make a mistake, correct it quickly. Be open about any previous posts you have altered. Use
privacy settings when appropriate. Remember that the Internet archives almost everything;
therefore, even deleted postings can be searched. The Internet is immediate, nothing that
is posted ever truly “expires”. Never post any information or rumors that you know to be
false about the Company, fellow employees, customers, vendors, suppliers, people working
on behalf of the Company or competitors.
3. Maintain the confidentiality of company trade secrets and proprietary or confidential
information. Trade secrets may include information regarding the development of systems,
processes, products, know-how and technology. Do not post internal reports, policies,
procedures or other internal business-related confidential communications.
4. Do not create a link from your blog, website or other social networking site to the Company's
website without identifying yourself as a Company employee.
5. Express only your personal opinions. Never represent yourself as a spokesperson for the
Company. If the Company is a subject of the content you are creating, be clear and open
about the fact that you are an employee and make it clear that your views do not represent
those of the Company, fellow employees, customers, vendors, suppliers or people working
on behalf of the Company. If you do publish a blog or post online related to the work you do
or subjects associated with the Company, make it clear that you are not speaking on behalf
of the Company. It is best to include a disclaimer such as “The postings on this site are my
own and do not necessarily reflect the views of Moore Control Systems, Inc.”
6. You must refrain from using social media while on working time or while using equipment we
provide, unless it is work-related as authorized by your supervisor, or other member of
management; or consistent with our E-mail, the Internet, and Other Technology policy.
7. Do not use any Company email addresses to register on social networks, blogs or other
online tools utilized for personal use.
Employees are encouraged to report violations of this policy. The Company prohibits retaliation
against any employee for reporting a possible deviation from this policy or for cooperating in an
investigation. Any employee who retaliates against another employee for reporting a possible
deviation from this policy or for cooperating in an investigation may result in disciplinary action, up to
and including immediate termination.
The Company respects your right to express personal opinions and communicate concerning the
terms and conditions of your employment. Nothing in this Social Media policy is intended to interfere
with your rights under federal and state laws, including the National Labor Relations Act. If you have
questions or need further guidance, please contact the HR Department.
Contact with the Media
All media inquiries regarding the Company and its operations must be referred to an Officer of the
Company.
Only the President, or an individual designated by the President, is authorized to make or approve
public statements on behalf of the Company. No employees, unless specifically designated by the
President, are authorized to make statements on behalf of or as a representative of the Company.
Professional Appearance
Employees are expected to maintain the highest standards of personal cleanliness and present a
neat, professional appearance at all times.
Rev. May 2019 26 | P a g e
Our customers' satisfaction represents the most important and challenging aspect of our business.
Whether or not your job responsibilities place you in direct customer contact, you represent the
Company with your appearance as well as your actions. The properly-attired individual helps to
create a favorable image for the Company, to the public and fellow employees.
The Company maintains a business casual environment. We may change our dress code from time
to time for special events. All employees should use discretion in wearing attire that is appropriate
for their job.
Maintaining Confidentiality
Protecting our Company's information is the responsibility of every employee. Do not discuss the
Company's confidential business or proprietary business matters, or share confidential, personal
employee information (such as social security numbers, personal banking or medical information)
with anyone who does not work for us such as friends, family members, members of the media, or
other business entities.
All information regarding the Company, employees, customers, vendors and the like is to be kept
confidential and revealed only to those with a need to know and authorization to receive such
confidential information. Such confidential information includes, but is not limited to, business and
strategic plans, financial records, employee and payroll records, customer, vendor and supplier
information, inventions, programs, formulas, trade secrets, techniques, processes, sales and
marketing information and all practices and processes (collectively “Confidential Information”).
Confidential Information obtained during or through employment with the Company may not be used
by any employee for the purpose of furthering current or future outside employment or activities or
for obtaining personal gain or profit. The Company reserves the right to pursue all legal or equitable
remedies to prevent impermissible use of Confidential Information or to recover damages incurred
as a result of the improper use of the Confidential Information.
Confidential Information does not include information pertaining to the terms and conditions of an
employee's employment, including wages. Nothing in this policy is designed to limit an employee's
rights under Section 7 of the National Labor Relations Act.
All telephone calls regarding a current or former employee's position with our Company or other
requests for information must be forwarded to the HR Department.
Document Retention
The Company maintains a formal document retention policy and procedure. Your supervisor will
explain how that policy applies to you and the work that you perform. You must retain all work
products in the manner required and for the time period required by our policy. Never destroy or
delete any work product until the retention periods specified by the Company's policy have been
satisfied. Failure to comply with the Company document retention policy and procedure may result
in disciplinary action, up to and including immediate termination.
Outside Employment
We hope that you will not find it necessary to seek additional outside employment. However, if you
are planning to accept an additional position, you must notify your supervisor in writing.
Outside employment must not conflict in any way with your responsibilities within our Company. You
may not work for competitors, nor may you take an ownership position with a competitor.
Rev. May 2019 27 | P a g e
V: Safety in the Workplace
Safety
Safety can only be achieved through teamwork at our Company. Each employee, supervisor and
manager must practice safety awareness by thinking defensively, anticipating unsafe situations, and
reporting unsafe conditions immediately.
Please observe the following precautions:
1. Immediately notify your supervisor if you become aware of potentially unsafe conditions or
in any emergency situation. An employee always maintains work stop authority for
conditions that they perceive as unsafe.
2. If you are injured or become sick at work, no matter how slightly, you must inform your
supervisor immediately.
3. The use of alcoholic beverages or illegal substances during working hours will not be
tolerated. The possession of alcoholic beverages or illegal substances on the Company's
or customer’s property is forbidden.
4. Use, adjust, and repair machines and equipment only if you are trained and qualified.
5. Know the proper lifting procedures. Get help when lifting or pushing heavy objects.
6. Understand your job fully and follow instructions. If you are not sure of the safe procedure,
don't guess; just ask the safety coordinator.
7. Know the locations, contents, and use of first aid and firefighting equipment, and participate
fully in any periodic safety drills.
8. Wear proper clothing and personal protective equipment in accordance with the job you are
performing.
9. Maintain awareness of your surroundings at all times.
10. Comply with OSHA standards and/or applicable state job safety and health standards as
written in our safety procedures manual.
A violation of a safety precaution is in itself an unsafe act. If a safety incident or near miss does
occur, then the employees involved will be required to take a drug test. A safety violation may result
in disciplinary action, up to and including immediate termination.
Workers’ Compensation
On the job injuries are covered by our Workers’ Compensation insurance policy. This insurance is
provided at no cost to you. If you are injured on the job, no matter how slightly, report the incident
immediately to your supervisor and safety manager. Consistent with applicable state law, failure to
report an injury within a reasonable period of time could jeopardize your claim. We ask for your
assistance in alerting management to any condition that could lead to or contribute to an employee
accident.
Bloodborne Pathogens Exposure Control
To protect employees who may reasonably anticipate being occupationally exposed to blood and
other potentially infectious materials during work tasks, our Company has instituted a Bloodborne
Pathogens Exposure Control Program.
Briefly, our program includes an employee exposure determination, information and training about
bloodborne pathogens, the availability of hepatitis B vaccinations, Universal Precautions,
engineering controls, safe work practices, personal protective equipment and housekeeping
measures to help reduce the risks of occupational exposure. Procedures to be used following an
Rev. May 2019 28 | P a g e
exposure incident and necessary record keeping are also included. These matters are discussed in
our written Infection Control Plan, which is available to you in accordance with the plan.
Further information about our Bloodborne Pathogens Exposure Control Program will be provided to
affected employees and may be obtained from the Safety Department.
Workplace Violence
The Company prohibits workplace violence, verbal and nonverbal threats and related actions. If you
receive or overhear any threatening communications from an employee or outside third party, report
it to the HR Department at once. Do not engage in either physical or verbal confrontation with a
potentially violent individual. If you encounter an individual who is threatening immediate harm to an
employee or visitor to our premises, contact an emergency agency (such as 911) immediately.
All reports of work-related threats will be kept confidential to the extent possible, investigated and
documented. Employees are expected to report and participate in an investigation of any suspected
or actual cases of workplace violence and will not be subjected to disciplinary consequences for such
reports or cooperation.
Violations of this policy, including your failure to report or fully cooperate in the Company's
investigation, may result in disciplinary action, up to and including immediate termination.
Workplace Searches
To protect the property and to ensure the safety of all employees, customers, and the Company, the
Company reserves the right to conduct personal searches consistent with state and federal law, and
to inspect any packages, laptops, data storage devices, parcels, purses, handbags, brief cases,
lunch boxes or any other possessions or articles carried to and from the Company's property or client
location. In addition, the Company reserves the right to search any employee's office, desk, files,
locker, equipment or any other area or article on our premises. In this regard, it should be noted that
all offices, desks, files, lockers, equipment, etc. are the property of the Company, and are issued for
the use of employees only during their employment. Inspection may be conducted at any time at the
discretion of the Company.
Persons entering the premises who refuse to cooperate in an inspection conducted pursuant to this
policy may not be permitted to enter the premises. Employees working on, entering, or leaving the
premises who refuse to cooperate in an inspection, as well as employees who after an inspection
are believed to be in possession of stolen property or illegal substances, may be subject to
disciplinary action, up to and including immediate termination. If upon an investigation the employee
is found to be in violation of the Company's security procedures or any other Company rules and
regulations the employee is subject to disciplinary action, up to and including immediate termination.
No Weapons in the Workplace
Possession, use or sale of weapons, firearms or explosives on work premises, while operating
Company machinery, equipment, or vehicles for work-related purposes or while engaged in
Company business off premises is forbidden except where expressly authorized by the Company
and permitted by state and local laws. This policy applies to all employees, including but not limited
to, those who have a valid permit to carry a firearm. This policy does not apply to firearms stored in
the employee's locked motor vehicle.
If you are aware of violations or threats of violations of this policy, you are required to report such
violations or threats of violations to your supervisor immediately. Violations of this policy may result
in disciplinary action, up to and including immediate termination.
Rev. May 2019 29 | P a g e
Substance Abuse
The Company has vital interests in ensuring a safe, healthy and efficient working environment for
our employees, their co-workers and the customers we serve. The unlawful or improper presence
or use of controlled substances or alcohol in the workplace presents a danger to everyone. For these
reasons, we have established as a condition of employment and continued employment with the
Company the following substance abuse policy.
The Company has implemented a drug testing program in compliance with local, state and federal
laws. Employees are prohibited from reporting to work or working while using illegal or unauthorized
substances. Employees are prohibited from reporting to work or working when the employee uses
any controlled substance, except when the use is pursuant to a doctor's orders and the doctor
advised the employee that the substance does not adversely affect the employee's ability to safely
perform his or her job duties.
In addition, employees are prohibited from engaging in the unlawful or unauthorized manufacture,
distribution, sale or possession of illegal or unauthorized substances and alcohol in the workplace
including: on Company paid time, on Company premises, in Company vehicles, or while engaged in
Company activities. Our employees are also prohibited from reporting for duty or remaining on duty
with any alcohol in their systems. Employees are further prohibited from consuming alcohol during
working hours, including meal and break periods. This does not include the authorized use of alcohol
at Company-sponsored functions or activities.
Your employment or continued employment with the Company is conditioned upon your full
compliance with the foregoing substance abuse policy. Any violation of this policy may result in
disciplinary action, up to and including immediate termination.
The Company maintains a policy of non-discrimination and reasonable accommodation with respect
to recovering addicts and alcoholics, and those having a medical history reflecting treatment for
substance abuse conditions. We encourage employees to seek assistance before their substance
or alcohol use renders them unable to perform their essential job functions or jeopardizes the health
and safety of themselves or others. The Company will attempt to assist its employees through
referrals to rehabilitation, appropriate leaves of absence and other measures consistent with the
Company's policies and applicable federal, state or local laws.
The Company further reserves the right to take any and all appropriate and lawful actions necessary
to enforce this substance abuse policy including, but not limited to, the inspection of Company issued
lockers, desks or other suspected areas of concealment, as well as an employee's personal property
when the Company has reasonable suspicion to believe that the employee has violated this
substance abuse policy.
This policy represents management guidelines. For more information, please speak to the HR
Department.
Rev. May 2019 30 | P a g e
Acknowledgment of Receipt of Employee Handbook
This is to acknowledge that I have received a copy of the Moore Control Systems, Inc. Employee
Handbook and I understand that it contains information about the employment policies and practices
of the Company. My signature certifies that I acknowledge and agree that it is my responsibility to
read, understand, and comply with the policies and procedures contained in the Handbook.
I understand and agree that the policies described in the Handbook are intended as a guide only and
do not constitute a contract of employment, either expressed or implied. I understand that the
Company reserves the right to make changes to its policies, procedures, or benefits at any time at
its discretion. I further understand that the Company reserves the right to interpret its policies or to
vary its procedures as it deems necessary or appropriate and any delay or failure by the Company
to enforce any rule or procedure contained in the Handbook does not constitute a waiver of the
Company's right to do so in the future.
I specifically understand and agree that the employment relationship between the Company
and me is “at-will” and can be terminated by the Company or me at any time, with or without
cause or notice. Furthermore, I understand that the Company has the right to modify or alter my
position, or impose any form of discipline it deems appropriate, in its sole discretion consistent with
applicable law. Nothing in this Handbook is intended to modify the Company’s policy of at-will
employment. Only a written agreement signed by an authorized Officer of the Company may modify
the at-will employment relationship. This is the entire agreement between the Company and me
regarding this subject. All prior or contemporaneous inconsistent agreements are superseded.
I also understand and agree that if I have any questions regarding the content or interpretation of the
Handbook, I will bring them to the attention of my supervisor or a member of the Company’s Human
Resource Department.
Print Name_________________________
Signature _________________________
Date _______________
Rev. May 2019 31 | P a g e
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