Obedient K-9 LLCEmployee Handbook
Table of ContentsSection 1: Introduction: 1.1 Purpose of this Handbook1.2 Changes of Policy1.3 Employment FormsSection 2. Terms & Definitions: 2.1 Definition of “At-Will” Employment2.2 Types of WorkerExempt vs. Non-ExemptRegular vs. TemporaryIndependent Contractors & ConsultantsSection 3. Payroll: 3.1 Payment Schedule3.2 Wages3.3 Deductions & GarnishmentSection 4. Rights & Policies: 4.1 Equal Opportunity Employment Policy4.2 Accommodation for Disabled Employees4.3 Employment of Minors4.4 Employment of Relatives4.5 Religion & Politics4.6 Private Information4.7 Leaves of AbsenceSection 5: Employment Benefits: 5.1 Unemployment Insurance5.2 Workers’ Compensation5.3 Social Security Benefits (FICA)5.4 Additional BenefitsSection 6. Rules of Conduct: 6.1 On the JobReporting for WorkClocking InStaying SafeMeals & BreaksCell Phone Use6.2 Rules & PoliciesConfidentialityDiscrimination & HarassmentDrugs & Alcohol6.3 Disciplinary ActionWorkplace Inspections
Section 1. Introduction1.1. Purpose of this HandbookThe purpose of this handbook is to familiarize you – the employee – with the policies, rules and other keyaspects of Obedient K-9 LLC (the “Company”). The information in this handbook supersedes all rules andpolicies that may previously have been expressed or implied, in both written and oral format. Compliancewith this handbook is compulsory for all employees. The Company reserves the right to interpret thishandbook’s content as it sees fit, and to deviate from policy when it deems necessary.1.2 Changes of PolicyObedient K-9 LLC reserve the right to change this handbook’s content, at any time and at our solediscretion. Its provisions may not be altered by any other means, oral or written. You will receive writtennotice of any changes we make to the employee handbook, and are responsible for understanding andcomplying with all up-to-date policies. If you are confused about any information defined herein, pleasecontact the Human Resources Manager.1.3 Employment FormsAll new employees are required to complete and submit the following forms. Starred (*) forms can befound at the end of this manual. All others have been or will be provided separately.At-Will Employment Agreement and Acknowledgement of Receipt of Employee Handbook *Employment Eligibility Form I-9On the day of hire, each new employee is legally obligated to complete the Employment EligibilityVerification Form I-9 and submit documents establishing identity and eligibility within the next threebusiness days. The same policy applies to re-hired employees whose I-9’s are over three years old orotherwise invalid.Non-Disclosure AgreementThis agreement prohibits the unauthorized disclosure of confidential Company information, via anymeans of communication, including, but not limited to, face-to-face, over the phone and via the Internet.
Section 2. Terms & DefinitionsObedient K-9 LLC typically employs less than 20 employees regular and temporary employees on an “atwill”basis. This section defines the terms of “at-will” employment, as well as the different types ofemployees we hire.2.1 Definition of “At-Will” EmploymentThe job of an “at-will” employee is not guaranteed. It may be ended, at any time and with or withoutnotice, by the employee or, for a lawful reason, by the Company. The Company also reserves the right toalter an “at-will” employee’s benefits, pay rate, and assignments as it sees fit. The “at-will” terms of anemployee’s employment may only be changed by the President, CEO or CFO, and must be signed by thePresident or the CEO.2.2 Types of WorkerThis section distinguishes between the different types of workers the Company employs. Employee statusis established at the time of hire and may only be altered via a written statement signed by the Company.Exempt vs Non-ExemptThe majority of employees are non-exempt, meaning they are entitled by law to at least minimum wageand premium pay for overtime. Exempt employees are not subject to these laws. Exempt status is definedby particular standards set by state law and the Federal Labor Standards Act (FLSA). This class ofemployee is usually an executive, an administrator, or a highly paid specialist such as a programmer.Regular vs. TemporaryRegular employees work a regular schedule, either on a full-time or part-time basis. To be considered fulltime,an employee must work at least 35 hours per week. A temporary employee is a person we hire for ashort period (usually 3 months at maximum) to assist with a project or remedy a staff shortage. Atemporary employee is also employed on an “at-will” basis (defined above).Independent Contractors & ConsultantsIndependent contractors and consultants are not Company employees, but rather self-employedprofessionals whom we hire for specific projects. Unlike employees, they do not operate under Companydirection, and control their own methods, materials and schedules. They are not eligible for Companybenefits.
Section 3. Payroll3.1 Payment ScheduleEmployees are paid weekly generally on Monday . In cases where the regular payday falls on a holiday,Employees will receive payment on the last business day before said holiday.3.2 WagesWages vary from employee to employee and are based on level of skill and experience. The Companyconducts regular evaluations of all employees and issues promotions as it sees fit. Employees who feelentitled to higher pay may contact Alexis Martin to discuss.In additional to regular pay, employees may have the option of earning overtime pay.OvertimeA non-exempt employee may work overtime on the terms defined by Missouri law pending priorauthorization by his or her manager.3.3 Deductions & GarnishmentFederal and state law requires that we deduct the following from every paycheck:Social SecurityIncome tax (federal and state)MedicareState Disability Insurance & Family Temporary Disability InsuranceOther deductions required by law or requested by the employeeA Wage and Tax Statement (W-2) recording the previous year’s wages and deductions will be provided atthe beginning of each calendar year.If at any time you wish to adjust your income tax withholding, please fill out the designated form andsubmit it to Accounting.Wage GarnishmentSometimes, the Company receives legal papers that compel us to garnish an employee’s paycheck – that is,submit a portion of said paycheck in payment of an outstanding debt of the Employee. We must, by law,abide by this either until ordered otherwise by the court or until the debt is repaid in full from withheldpayments.
Section 4. Rights & PoliciesThe following section summarizes your legal rights as an employee of Obedient K-9 LLC. Questionsabout any policy detailed in this section may be addressed with a Human Resources representative.4.1 Equal Opportunity Employment PolicyThe Company provides equal employment opportunities to all applicants, without regard to unlawfulconsiderations of or discrimination against race, religion, creed, color, nationality, sex, sexual orientation,gender identity, age, ancestry, physical or mental disability, medical condition or characteristics, maritalstatus, or any other classification prohibited by applicable local, state or federal laws. This policy isapplicable to hiring, termination and promotion; compensation; schedules and job assignments; discipline;training; working conditions, and all other aspects of employment. As an employee, you are expected tohonor this policy and to take an active role in keeping harassment and discrimination out of theworkplace.4.2 Accommodation for Disabled EmployeesWe are happy to work with otherwise qualified disabled employees in order to accommodate limitations,in accordance with the Americans with Disabilities Act (ADA). It is up to the employee to approach his orher supervisor with this request, and to provide medical proof of his or her needs upon the Company’srequest.We are also happy to accommodate employees diagnosed with life-threatening illnesses. Such employeesare welcome to maintain a normal work schedule if they so desire, provided that we receive medicalpapers proving their working cannot harm themselves or others and their work remains at acceptablestandards.4.3 Employment of MinorsOur policy on employment of minors adheres to all FSLA standards, including the following:Minimum employment age (14 for non-agricultural work)Maximum weekly hours for employees under 16Minimum hazardous job employment age (18)Sub-minimum wage standards for students, apprentices, disabled employees, and employees underthe age of 20.4.4 Employment of RelativesThe employment of relatives can prove problematic, particularly situations where relatives share adepartment or a hierarchical relationship. The Company will not hire relatives to work in any potentiallydisruptive situation. An employee must inform us if he or she become a co-worker’s relative. If at anytime we perceive the situation to be dysfunctional, we may have to reassign or ask for one relative’sresignation in order to remedy the situation.4.5 Religion & PoliticsObedient K-9 LLC is respectful of all employees’ religious affiliations and political views. We ask that ifyou choose to participate in a political action, you do not associate the Company in any way.We are happy to work with employees to accommodate political and religious obligations, providedaccommodations are requested from a manager in advance.4.6 Private Information
Employee information is considered to be private and only accessed on a need-to-know basis. Yourhealthcare information is completely confidential unless you choose to share it. In some cases, employeesand management may receive guidelines ensuring adherence to the Health Insurance Portability andAccountability Act (HIPAA).Personnel files and payroll records are confidential and may only be accessed for legitimate reason. If youwish to view your files, you must set up an appointment in advance with Human Resources. A Companyappointedrecord keeper must be present during the viewing. You may only make photocopies ofdocuments bearing your signature, and written authorization is needed to remove a file from Companypremises. You may not alter your files, although you may add comments to items of dispute.Certain information, such as dates of employment and rehiring eligibility, are available by request only.We will not release information regarding your compensation without your written permission.4.7 Leaves of AbsenceEmployees requiring time off from work may apply for a leave of absence.All leaves must be approved by management. For planned leaves, employees must submit requests at least14 days in advance. Emergency leaves must be requested as soon as possible. Accepting/performinganother job or applying for unemployment benefits during leave will be considered voluntary resignation.We consider all requests in terms of effect on the Company and reserve the right to approve or denyrequests at will, except when otherwise directed by law. Any request for a leave of absence due todisability will be subject to an interactive review. A medical leave request must be supported in a timelymanner by a certification from the employee’s health care provider. Extension of leave must be requestedand approved before the current leave ends. No employee is guaranteed reinstatement upon returning fromleave, unless the law states otherwise. However, the Company will try to reinstate each returningemployee in his or her old position, or one that is comparable.Below are the three main types of leave that Obedient K-9 LLC offers employees. Some, but not all, aregoverned by law.Work-Related Sickness & InjuryEmployees eligible for Worker’s Compensation rendered unable to work because of work-related injury orillness will receive an unpaid leave for the period required. For eligible employees, the first 12 weeks willbe treated concurrently as a family and medical leave under the Family and Medical Leave Act.MaternityAn employee disabled on account of pregnancy, childbirth, or a related medical condition may request anunpaid leave of absence of up to four months. Time off may be requested for prenatal care, severemorning sickness, doctor-ordered bed rest and recovery from childbirth.Election DaysProvided an employee’s schedule does not allow time for voting outside of work, and that he/she is aregistered voter, he/she may take up to two hours, with pay, at the beginning or end of a workday, to votein local, state or national elections.
Section 5. Employment BenefitsThe following is merely an overview of the Company’s benefits package. It does not contain all relevantinformation. Please contact Alexis Martin to obtain all details.5.1 Unemployment InsuranceEmployees rendered unemployed through no fault of their own or due to circumstances described by law,receive unemployment insurance. State agencies administer this insurance and determine benefiteligibility, amount (if any), and duration.5.2 Workers’ CompensationWorkers’ Compensation laws compensate for accidental injuries, death and occupational disabilitiessuffered in the course of employment. Obedient K-9 LLC provides Workers’ Compensation Insurance forall employees. Generally, this includes lost wages, disability payments and hospital, medical and surgicalexpenses (paid directly to hospital/physician) and assistance in injured employees in returning to suitableemployment.5.3 Social Security Benefits (FICA)Both employees and the Company contribute funds to the federal Social Security Program, whichprovides retirees with benefit payments and medical coverage.5.4 Additional BenefitsThe Company may also provide the following benefits:Group Health Insurance, 401(k) Plan
Section 6. Rules of Conduct6.1 On the JobReporting for WorkEmployees are expected to begin and end each shift at the time and on the day appointed. You mustinform your supervisor before the start of the work day if you will be absent or late, and obtain his or herpermission to leave early. Absences and late arrivals will be recorded. Should your absences or tardinessexceed a reasonable limit, you will be subject to disciplinary action and possible termination. Failing tocall one’s supervisor or report to work for consecutive workdays will be considered voluntary resignation,and result in removal from payroll.Clocking InIf you are a non-exempt employee, it is your responsibility to clock in when you begin your shift andclock out when you finish. If you forget, bear in mind that your timecard cannot be updated without yoursupervisor’s approval.Staying SafeSafety in the workplace is the Company’s number one priority. You must inform your supervisor in theevent of unsafe conditions, accident or injury, and use safe working methods at all times.Meals & BreaksUnless defined otherwise by Missouri state law, non-exempt employees are entitled to a paid 10-minutebreak for every four hours of work, as well as a 30-minute meal break for any shift lasting longer than fivehours.Cell Phone UseCell phones brought to work must be on silent or vibrate mode to avoid disrupting coworkers. They mayonly be used during breaks and meal periods, away from where others are working. If cell phone useinterferes with operations in any way, an employee’s cell phone privilege may be rescinded anddisciplinary action, up to and including termination, may be used.Employees who receive Company cell phones should strive to use them for Company business only. Allphones must be shut off during meetings.6.2 Rules & PoliciesConfidentialityNo previous or current employee may disclose or give access to confidential Company information, inany way or at any time, unless otherwise authorized by Management.Discrimination & HarassmentIn keeping with our Equal Opportunity Employment clause, the Company will not tolerate on-sitediscrimination or harassment on any legally protected basis, including that of physical characteristics,mental characteristics, race, religious or political views, nationality, disability, medical condition, sex,sexual preference, or gender identification. Harassment and discriminatory behaviour among employeesor contractors will result in disciplinary action, with the possibility of termination. Discrimination andharassment by customers or other business associates should be immediately reported to your supervisor,at which point the Company will investigate and take corrective action. You are welcome to seek legalrelief if you find the Company’s actions inadequate.
Drugs & AlcoholGood performance on the part of our employees is crucial to Obedient K-9 LLC’s success. For this reason,we strictly forbid employees to do the following while at work*:– Drinking alcohol and selling, purchasing or using illegal drugs at work. An “illegal drug” is any drugthat has not been obtained by legal means. This includes prescription drugs being used for non-prescribedpurposes.– Possession of any non-prescribed controlled substance, including alcohol and legal illegally obtainedprescription drugs.– Reporting for work intoxicated. We reserve the right to test employees for substance abuse. Illegal drugs,illegal drug metabolites, or excessive alcohol in your system will result in disciplinary action.The Company cares about the overall health and well-being of its employees. Any employee who feelsthat he/she is developing a substance abuse problem is urged to seek help. The Company will grant timeoff (within reason) for rehabilitation. Be advised, however, that this will not excuse a substance-relatedoffense. In some cases, completion of Company-approved rehabilitation program may serve as analternative to termination.*Any piece of Company property, including Company vehicles, as well as during work hours.6.3 Disciplinary ActionThe Company takes disciplinary matters very seriously, and will exact discipline as it sees fit for anyunacceptable action or behavior. These may include:Excessive lateness and/or absenceImproper or indecent conductPoor communicationUncooperative attitudeAbuse, perfunctory or unauthorized use, or unauthorized possession of Company propertyUnauthorized use or disclosure of Company informationPossession and/or use of illegal drugs, weapons or explosivesIllegal harassment and/or discrimination – of any kindViolation of Company policyDisciplinary action may consist of anything from verbal/written warnings and counselling to demotion,transfer, suspension or termination. Rather than follow rote procedures, the Company will handle eachmatter individually to ensure fairness to all involved. Please review and internalize the list of “Don’ts”above, and make an effort to use good judgments at all time.Workplace InspectionsAt Obedient K-9 LLC, we have a responsibility to protect our employees and our property. For thisreason, we reserve the right to inspect the following, at any time, with or without notice:OfficesComputers and other equipmentCompany vehiclesAny personal possessions brought onto Company premises, such as handbags, briefcases, andvehicles.All inspections are compulsory. Those who resist inspection may be denied access to Company premises.
At-Will Employment Agreement and Acknowledgement of Receipt of Employee HandbookEmployee:I acknowledge that I have received a copy of the Obedient K-9 LLC Employee Handbook, which containsvital information on the Company’s policies, procedures and benefits.I understand that this handbook’s policies are intended only as guidelines, not as a contract ofemployment. I understand that my employment is on “at-will” terms and therefore subject to termination,with or without notice or obvious reason, by myself or the Company. Changes to my “at-will” status mayonly take the form of a written agreement signed by an authorized member of the Company as well asmyself. This agreement supersedes all prior/contemporaneous inconsistent agreements.I understand that the Company may change its policies, procedures and benefits at any time at itsdiscretion, as well as interpret or vary them however it deems appropriate.I have read (or will read) and agree to abide by all policies and procedures contained therein.
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