Handbook Template

Western Power Sports Inc
Employee Handbook

2017

Western Power Sports, Inc.
Employee Handbook

Table of Contents

Welcome ....................................................................................................................................................... 3
Introduction .................................................................................................................................................. 3
General Employment Policies & Practices .................................................................................................... 4
Your Employment Relationship with the Company...................................................................................... 5
Equal Employment Opportunity ................................................................................................................... 6
Employment Classifications .......................................................................................................................... 7
New Hires...................................................................................................................................................... 7
Exempt Employees........................................................................................................................................ 7
Non-Exempt Employees................................................................................................................................ 7
Full-Time Employee....................................................................................................................................... 7
Part-Time Employee...................................................................................................................................... 8
Statutory Employee ...................................................................................................................................... 8
Temporary Employee.................................................................................................................................... 8
Orientation & Training .................................................................................................................................. 9
Job Duties...................................................................................................................................................... 9
Work Schedules ............................................................................................................................................ 9
Meal & Rest Periods...................................................................................................................................... 9
Personnel Records ...................................................................................................................................... 10

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Western Power Sports, Inc.
Employee Handbook

Welcome

Welcome! I’d like to personally welcome you to the team. It’s an exciting time at Western Power Sports,
Inc. as we continue to grow, we strive to remain as adaptable, motivated and responsive to our new
employees as we are to our customers. We pride ourselves on being customer-focused, goal-minded
and open to new ideas. We’re glad to have you on board!
We are continuously transforming the way we operate to improve our ability to innovate, expand and
exceed our customers’ expectations. You will find your employment at Western Power Sports both
rewarding and challenging. We like to work hard and play hard. We are very proud of where we are
today and excited about where we are headed.
Before I finish, I’d just like to know that you, as part of our team, are our most important and greatest
asset. We could not accomplish what we do every day without our employees. I’m very pleased to
welcome you to Western Power Sports!

Introduction

Based in Boise, Idaho, Western Power Sports (WPS) was incorporated in 1960 and distributes over
120,000 products that include off-road and street motorcycle, ATV, snowmobile, and watercraft parts
and accessories to thousands of dealers nationwide.
WPS is currently the fastest growing nation-wide delivery system of powersports industry products and
delivers these products through its regional warehouse network, with locations in Boise, Idaho; Fresno,
California; Memphis, Tennessee; Elizabethtown, Pennsylvania; Ashley, Indiana; and Midlothian, Texas.
WPS strives to bring powersports dealers the best in service, product, and delivery.

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Western Power Sports, Inc.
Employee Handbook

General Employment Policies & Practices

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Western Power Sports, Inc.
Employee Handbook

Your Employment Relationship with the Company

Employment at the Company is employment at-will. Employment at-will may be terminated with or
without cause and with or without notice at any time by the employee or the Company. Nothing in this
Handbook or in any document or statement shall limit the right to terminate employment at-will. No
manager, supervisor or employee of the Company has any authority to enter into an agreement for
employment for any specified period of time or to make an agreement for employment other than at-
will. Only the president of the Company has the authority to make any such agreement and then only in
writing.
This Handbook does not create a contract, express or implied, guaranteeing you any specific term of
employment, nor does it obligate you to continue your employment for a specific period of time. The
purpose of the Handbook is simply to provide you with a convenient explanation of present policies and
practices at the Company. This Handbook is an overview or a guideline. It cannot cover every matter
that might arise in the workplace. For this reason, specific questions regarding the applicability of a
particular policy or practice should be addressed to your Supervisor or the Human Resources
Department.
The Company reserves the right to modify any of our policies and procedures, including those covered in
this Handbook, at any time. We will seek to notify you of such changes by email and other appropriate
means. However, such a notice is not required for changes to be effective.
We operate in numerous states within the United States. State, local, and federal employment laws
change with some frequency, either as a result of a judicial decision or new legislation or regulations.
Although we seek to monitor the laws in all states where we have employees, our Handbook may not
always reflect the very latest requirements. We are, of course, committed to complying with all
applicable laws. If you have specific questions, please contact our Human Resources Department. This
handbook supersedes and replaces any and all personnel policies and manuals previously distributed,
made available or applicable to employees.

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Western Power Sports, Inc.
Employee Handbook

Equal Employment Opportunity

Western Power Sports, Inc., is an equal opportunity employer and makes employment decisions on the
basis of merit. We want to have the best available persons in every job. With respect to hiring,
discharge, compensation, promotion, classification, training, apprenticeship, referral for employment, or
other terms/conditions, and privileges of employment company policy prohibits unlawful discrimination
based on race, color, creed, sex, religion, marital status, age, national origin or ancestry, physical or
mental disability, medical condition including genetic characteristics, sexual orientation, or any other
consideration made unlawful by federal, state or local laws. All such discrimination is unlawful.

The Company is committed to complying with all applicable laws providing equal employment
opportunities. This commitment applies to all persons involved in the operations of the Company and
prohibits unlawful discrimination by any employee of the Company, including supervisors and co-
workers.

To comply with applicable laws ensuring equal employment opportunities to qualified individuals with a
disability, the Company will make reasonable accommodations for the known physical or mental
limitations of an otherwise qualified individual with a disability who is an applicant or an employee
unless undue hardship would result.

Any applicant or employee who requires an accommodation in order to perform the essential functions
of the job should contact a Company representative with day-to-day personnel responsibilities and
request such an accommodation. The individual with the disability should specify what accommodation
he or she needs to perform the job. The Company then will conduct an investigation to identify the
barriers that make it difficult for the applicant or employee to have an equal opportunity to perform his
or her job. The Company will identify possible accommodations, if any, that will help eliminate the
limitation. If the accommodation is reasonable and will not impose an undue hardship, the Company will
make the accommodation.

If you believe you have been subjected to any form of unlawful discrimination, provide a written
complaint to your supervisor or the individual with day-to-day personnel responsibilities. Your complaint
should be specific and should include the names of the individuals involved and the names of any
witnesses. The Company will immediately undertake an effective, thorough and objective investigation
and attempt to resolve the situation. If the Company determines that unlawful discrimination has
occurred, effective remedial action will be taken commensurate with the severity of the offense.
Appropriate action also will be taken to deter any future discrimination. The Company will not retaliate
against you for filing a complaint and will not knowingly permit retaliation by management, employees
or your co-workers.

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Western Power Sports, Inc.
Employee Handbook

Employment Classifications

New Hires

The first 60 days of continuous employment at the Company is considered a probationary period. During
this time, you will learn your responsibilities, get acquainted with fellow employees and determine
whether you are happy with your job. Also, during this time, your supervisor will closely monitor your
performance to determine if you are qualified to move beyond the probationary period and become a
regular employee.

Upon completion of the probationary period, the Company will review your performance. If the
Company finds your performance satisfactory and decides to continue your employment, it will advise
you of any improvements expected from you and your status will be changed to a regular employee. At
this time, you may express suggestions to improve the Company's efficiency and operations. The
Company may also decide to extend the probationary period. Your performance review will resume
after the completion of the set length of time given.

Completion of the probationary period does not entitle you to remain employed by the Company for
any definite period of time. Both you and the Company are free, at any time, with or without notice and
with or without cause, to end the employment relationship and your compensation.

Exempt Employees

Exempt employees are not subject to the overtime pay provisions of the federal Fair Labor Standards
Act (FLSA). An exempt employee is one whose specific job duties and salary meet all of the requirements
of the U.S. Department of Labor’s regulations. In general, an exempt employee is one who is paid on a
salary basis at not less than $455 per week who holds an administrative, professional, or management
position. Certain outside sales persons and a few other job categories are also exempt.

Non-Exempt Employees

Salaried employees who are not administrative, professional, or managerial employees (as defined by
the U.S. Department of Labor) and many hourly employees are generally not exempt from the FLSA’s
overtime provisions.

Full-Time Employee

Regular full-time salaried employees are hired to fill year around positions on a salary or
salary/commission basis.

Regular full-time hourly employees are hired to fill year around positions and are normally scheduled to
work and do work a schedule of 30 hours per week, hours being determined by the use of the computer
time clock. More requirements may be necessary to be considered a regular full-time employee and
varies between departments. Contact the department manager for a listing of the criteria within your
department.

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Western Power Sports, Inc.
Employee Handbook

Following the completion of the probationary period, regular full-time salaried or hourly employees are
eligible for most employee benefits described in this handbook.

Part-Time Employee

Seasonal employees are those that work only for seasonal periods of time during the year and may be
scheduled to work and who do work fewer than 30 hours per week, hours being determined by use of
the computer time clock. Though seasonal employees may work full time hours when active with the
Company, they are ineligible for most of the benefits available for full-time employees since their active
employment is not continuous. Part-time employees are those who normally work and who do work
less than 40 hours per week with hours being determined by the use of the computer time clock. Part
time employees may be assigned a work schedule in advance or may work on an as-needed basis.
Seasonal and part-time employees are eligible for the following Company benefits:

 Pro-rata holidays
 Employee purchase program

Statutory Employee

Statutory employees are hired as sales representatives on a commission only basis and are employees
for the purpose of Social Security and Medicare only. Statutory employees are not eligible for employee
benefits except where mandated by law.

Temporary Employee

Temporary employees are those employed for short-term assignments. Short-term assignments will
generally be periods of three months or less, however, such assignments may be extended. Temporary
employees are not eligible for employee benefits except where mandated by applicable law.

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Western Power Sports, Inc.
Employee Handbook

Orientation & Training

To help you become familiar with the Company and our way of doing things, the Company will provide
an orientation and training session within the first few days after you begin work. Some of the content
of the session will depend in large part on the nature of your responsibilities, while other parts will be
applicable to all employees. In addition, the Company may periodically offer additional training or
educational programs. Some programs may be voluntary, while others will be required.

Job Duties

During the probationary period, your supervisor will explain your job responsibilities and the
performance standards expected of you. Be aware that your job responsibilities may change at any time
during your employment. From time to time, you may be asked to work on special projects or to assist
with other work necessary or important to the operation of your department or the Company. Your
cooperation and assistance in performing such additional work is expected.

The Company reserves the right, at any time, with or without notice, to alter or change job
responsibilities, reassign or transfer job positions, or assign additional job responsibilities.

Work Schedules

The Company is normally open for business between the hours of 6:30 AM and 6:30 PM, Monday
through Friday. Work schedules range anywhere from 6:30 AM to 10:30 PM, Monday through Saturday.
Your supervisor will assign your individual work schedule. All employees are expected to be at their
desks or work stations at the start of their scheduled shifts, ready to perform their work.

The supervisor may schedule staggered lunch breaks within a department so that maximum coverage
may be offered to our customers.

Exchanging work schedules with other employees is discouraged. However, if it is necessary to exchange
schedules, notify your supervisor, who may authorize an exchange if possible. Work schedule exchanges
will not be approved for mere convenience or if the exchange will result in disruption of or interference
with normal operations or will result in excessive overtime.

Employees may not shorten their scheduled workday by taking a shorter or no lunch break without prior
approval by their supervisor.

The workday (a consecutive 24-hour period) begins at 12:01 a.m. and ends at midnight. The workweek
begins on Sunday and ends on Saturday.

Meal & Rest Periods

Employees are provided with a meal period up to one hour to be taken approximately in the middle of
the workday. Your supervisor will schedule your meal period. You are expected to observe your assigned
working hours and the time allowed for your meal period.

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Western Power Sports, Inc.
Employee Handbook

Personnel Records

You have a right to inspect certain documents in your personnel file, as provided by law, in the presence
of a Company representative at a mutually convenient time. No copies of documents in your file may be
made, with the exception of documents that you have previously signed. You may add your version of
any disputed item to the file.
The Company will attempt to restrict disclosure of your personnel file to authorized individuals within
the Company. Any request for information from personnel files must be directed to the human resource
manager. Only the human resource manager is authorized to release information about current or
former employees. Disclosure of personnel information to outside sources will be limited. However, the
Company will cooperate with requests from authorized law enforcement, local, state or federal agencies
conducting official investigations and as otherwise legally required.

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