EMPLOYEE POLICY HANDBOOK. An Equal Opportunity Employer

Transcription

1 EMPLOYEE POLICY HANDBOOK An Equal Opportunity Employer This policy statement applies to all employees and is intended to provide basic information about the company s policies as they regard employees. All company employees are governed by these policies. Any change or deviation from the company policy must be approved in advance by the management of the company TABLE OF CONTENTS ChemPak Employee Handbook: Revised 8/23/12

2 1 CONDITIONS OF EMPLOYMENT General Conduct EQUAL EMPLOYMENT OPPORTUNITY COMMISSION EEO Policy EMPLOYMENT POLICIES Time Card Policy Office Hours Production Hours Americans with Disabilities Act Immigration Law Compliance New Employee Orientation Personnel Records and Administration Change of Personal Data Safety Alcohol and Substance Abuse Employment Physicals Employee Work Related Injuries STANDARDS OF CONDUCT & ATTENDANCE POLICY General Guidelines Attendance and Punctuality Work Schedule Company Recognized and Paid Holidays Absence and Lateness Break Area Meal and Break Periods Harassment Policy Page 2

3 4.9 Sexual Harassment Policy Violence in the Workplace Confidential Information and Nondisclosure Ethical Standards Dress Code Use of Equipment Facilities and Equipment Maintenance Use of Computer, Phone, and Phone Calls Insubordination Cell Phones Rules of Conduct Complaint Procedure Serious Violations of Policy and Safety Employment Termination/Resignation EMPLOYEE COMPENSATION Pay Period Regular Pay Overtime Pay Early Return to Work Program Timekeeping Procedures Performance and Salary Reviews Vacation Time Sick Day Policy Bereavement Leave of Absence Family/Medical Leaves of Absence Maternity Leaves Page 3

4 5.12 Jury Duty Leave GROUP HEALTH AND RELATED BENEFITS Benefits Summaries and Eligibility Workers Compensation Unemployment Compensation Page 4

5 1 CONDITIONS OF EMPLOYMENT 1.1 General All employees of ChemPak International, Inc. KL-ChemPak, Inc., and ChemPak Transport Services (Which are referred to in this Handbook as ChemPak ) are employed on an at-will basis. Both the employees and the employers are able to terminate the employment relationship at any time for any reason, with or without prior notice or cause. There are no commitments expressed or implied for any benefits beyond the pay rate agreed to at the time of hiring and any subsequent changes made to that rate by management. 1.2 Conduct Each employee, as a condition of continued employment, is required to conduct him or herself in a professional and courteous manner while at ChemPak and to perform the tasks assigned to the best of their ability, keeping clearly in mind that personal safety and product quality are our highest priorities. 2 EQUAL EMPLOYMENT OPPORTUNITY COMMISSION 2.1 EEO Policy It is the policy of our company to provide all employees equal opportunity and equal treatment regardless of race, color, religion, sex, national origin, disability or age. This policy extends to such areas as compensation, benefits, promotions, transfers and other programs. All of our employees have the right to work in an environment free of discrimination and harassment. It is strictly forbidden for any employee to engage in any form of sexual, religious, racial, national origin, disability, age discrimination or harassment. This means that regardless of the intent of an employee s behavior or actions, no employee by his or her actions or behavior may create a hostile, uncomfortable or abusive work environment for any other employee as a result of or based on the other employee s sex, religion, race, national origin, handicap or age. No employee may threaten or imply either directly or indirectly that an employee s submission to or rejection of sexual advances will in any way influence any decision regarding that employee s position with Company. All sexually harassing conduct arising out of the work place, physical or verbal, committed by any employee is also prohibited. This includes, but is not limited to offensive, sexual comments, and mention or display in the work place of any sexually suggestive objects or pictures. It is important to realize that what may seem innocent or funny to one employee may be offensive to another employee, thereby creating for the other employee an uncomfortable or hostile work environment. It is, therefore, absolutely necessary to be sensitive to the feelings of other employees. Any proven discrimination or harassment may result in disciplinary action, up to and including termination of the employee engaging in such discrimination or harassment. Page 5

6 If you believe that you are the subject of racial, national origin, handicap, sexual, religious or age harassment or discrimination, you should promptly report such to your immediate supervisor, or if you feel that it is not receiving prompt attention from your supervisor, or if you are unhappy with your immediate supervisor s decision, then you should take your complaint directly to G. W. Lyons. No employee will lose any benefits or privileges because he or she files a complaint, even if the facts asserted cannot ultimately be established. 3 EMPLOYMENT POLICIES 3.1 Time Card Policy Each employee is required to keep a daily time accounting or card. Each employee must personally clock in (time stamp with the time clock) his or her personal time card and clock out and back in for lunch and at the end of the shift or when you leave the plant clock out. If an employee has to leave ChemPak premises for any reason, they must clock out and clock back in when reporting back to work. Do not clock in more than 5 minutes in advance of you re regularly schedule start time. Time stamping another employee s time card is considered a major infraction of company policy. Anyone found clocking in or out for another employee should expect a severe reprisal. If an employee does not clock in or out, take the time card to the supervisor to have the arrival or departure time written and initialed. Management Phone Numbers ChemPak International, Inc Mr. G. W. Lyons: / (cell) Mr. G. J. Lyons: (cell) Mr. Eric Baud: (cell) Mr. Robert Evans: (cell) KL-ChemPak, Inc Mr. Bob Gault: (cell) Mr. Kevin Loughery: (cell) Mr. Mark Buchanan: (cell) Mr. Rick Edwards: (office) 3.2 Office Hours ChemPak s office hours are from 8 a.m. to 5 p.m. Monday through Friday. Office personnel should be present and at their workstations by 8 am. Daily or as scheduled 3.3 Production Hours ChemPak s normal production hours are from 7:30 a.m. to 4:00 p.m. Monday through Friday. Other shifts may start at different start times. Consult your manager for your specific start time. Personnel are required to clock in no more than 5 minutes early unless Page 6

7 requested to start early by management. Production personnel should be present and at their workstation by the agreed start time every day. Each employee is requested to be mindful of time sensitive tasks, continuous production situations such as drumming, bagging, trans-loading, flaking, truck loading and same day order preparation work should be completed or worked to an approved and agreed upon stopping point before clocking out for lunch. Be sure that your manager or plant management is aware you are breaking for lunch or break time. 3.4 Americans with Disabilities Act It is the policy of ChemPak to comply with all the relevant and applicable provisions of the Americans with Disabilities Act (ADA). ChemPak will not discriminate against any qualified employee or job applicant with respect to any terms, privileges, or conditions of employment because of a person s physical or mental disability. 3.5 Immigration Law Compliance All offers of employment are contingent on verification of the candidate s right to work in the United States. On the first day of work, every new employee will be asked to provide original documents verifying his or her right to work and, as required by federal law, to sign Federal Form I-9, Employment Eligibility Verification Form. 3.6 New Employee Orientation The formal welcoming process, or employee orientation, is conducted by a Human Resources representative, and includes an overview of the company. 3.7 Personnel Records and Administration The task of handling personnel records and related administration functions at ChemPak has been assigned to the Human Resources Department. Personnel files will be kept confidential at all times. 3.8 Change of Personal Data Any change in an employee s name, address, telephone number, marital status, dependents, or insurance beneficiaries, or a change in the number of tax withholding exemptions, needs to be reported in writing without delay to the Human Resources Department. Page 7

8 3.9 Safety The safety and health of employees is our highest priority. ChemPak makes every effort to comply with all federal and state workplace safety requirements. ChemPak s workplace safety rules and regulations are the following: All employees are advised of the location and instructed as to the content of MSDS documents covering all chemical products in storage or use at these facilities. Toxic Substance Control Act, 8C and 8E sections, each employee here should be advised that any questions about products or adverse reactions to products should be immediately reported to the General Manager. A log will be maintained as part of the OSHA 300 report listing any reported problems or accidents. All employees are required to use PPE (Personal Protection Equipment) provided for his or her work assignment or to visit in the plant production areas. Failure to use and wear the required PPE will result in the employee being written up for safety non-compliance. Continued non-compliance with safety rules or committing a major safety violation will result in dismissal Alcohol and Substance Abuse It is the policy of ChemPak that the workplace be free of illicit drugs and alcoholic beverages, and free of their use. Drug and alcohol use is highly detrimental to the safety and productivity of employees in the workplace. No employee may be under the influence of any illegal drug or alcohol while in the workplace, while on duty, while doing company business or while operating a vehicle or equipment owned or leased by the company. All employees are subject to substance abuse testing if and when the company, in its sole discretion, determines that someone should be tested. The failure to take the test may result in termination. Employees must follow these rules while on company premises and while conducting company business. The rules apply any place you conduct company business, including a company vehicle or your own vehicle while on company business. 1. You may not use, possess or be under the influence of alcohol or drugs on company premises. 2. You may not use, possess or be under the influence of illegal drugs or narcotics while on company property, at the job site or offices and break room. 3. You may not sell, buy, transfer or distribute any drugs. It is against the law to do so, and we will report such actions to the authorities. 4. You may not use, possess, sell, buy, transfer or distribute drug paraphernalia. 5. You may not use or be under the influence of inhalants. 6. You must follow these rules listed below if you take prescription or over-thecounter drugs on the job: You may use a prescription drug only if a licensed health care provider prescribed it for you within the last year and only if they do not generally affect your ability to work safely. Page 8

9 .. Employment Manual You may use prescription or over-the- counter drugs only if they do not generally affect your ability to work safely. You must follow directions, including dosage limits and usage cautions. You must keep these drugs in their original containers or bring only a singleday supply, The company may consult with a doctor to determine if a prescription or over-the-counter drug may create a risk if you use it on the job. The company may change your work duties or restrict you from working while you are using a prescription or over-the-counter drug that creates such a risk. 7. If requested to present yourself at the ChemPak / Kl-ChemPak designated clinic for a drug and / or alcohol test, you must be at the clinic within one hour. You must be aware that per the company policy, all available testing methods (urine, hair, saliva, breath, blood) may be used by the clinic. Additionally, be aware that if you declare a shy bladder condition (cannot make 45 ml of urine for the test), that you automatically grant permission to implement alternative testing methods as listed above. If your urine sample is declared as a negative dilute sample, the company policy requires a repeat test be performed. The second test result becomes the final result. If a second test is required, you will be escorted for the test by management. If a sample has been tampered with by masking agents, etc., this will be taken as a positive test result and will result in immediate termination. 8. Consequences of a positive test result are severe. You can be dismissed immediately. 9. You must cooperate with any investigation into substance abuse. An investigation may include tests to detect the use of alcohol, drugs or inhalants Employment Physicals All potential new employees must be willing to take a company paid physical examination. The exam will be a complete physical and can include test for drug usage Employee Work Related Injuries An employee who is injured at work must immediately report the incident and injury to his supervisor, and or management. The employee will be taken to our occupational medicine provider or hospital emergency room for examination and initial treatment. A drug test will be taken at that time. An accident investigation will be conducted and corrective actions and revised procedures developed. Page 9

10 4 STANDARDS OF CONDUCT & ATTENDANCE POLICY 4.1 General Guidelines All employees are urged to become familiar with ChemPak rules and standards of conduct and are expected to follow these rules and standards faithfully in doing their own jobs and conducting the company s business. 4.2 Attendance and Punctuality ChemPak expects employees to be ready to work at the beginning of their assigned shift and to reasonably complete their projects by the end of assigned work hours. 4.3 Work Schedule Unless otherwise specified, regular full-time employees are expected to work at least forty (40) hours per workweek, however 40 hours, per week is not guaranteed to hourly employees. 4.4 Company Recognized and Paid Holidays The management of ChemPak and KL-ChemPak strongly supports family values and, specifically, the families of our employees. With that in mind, the company provides several paid holidays per year. These holidays are generally in connection with or on the major holidays of the year. The dates of the paid company holidays are selected each year in January and that information is available on the master calendar or from the office. Newly hired employees are not eligible for any company recognized and paid holidays during their first 90 days probation period. 4.5 Absence and Lateness From time to time, it may be necessary for an employee to be late or absent from work. ChemPak is aware that emergencies, illnesses, or pressing personal business that cannot be scheduled outside work hours may arise. It is the responsibility of all employees to contact management if they will be absent or late. 4.6 Break Area There is a break area provided for breaks and eating lunch on premises. There is no eating allowed in the production areas. There is sufficient time during breaks and lunch to eat whatever you want. The exception to this is keeping a supply of water or cool beverage in the work area which is permitted but no glass bottles. DO NOT BE GUILTY OF LITTERING THE WORK AREA OR BREAK AREA. Page 10

11 4.7 Meal and Break Periods Office Breaks: Employees are allowed a one-hour unpaid lunch break generally between the hours of 11:30 a.m. and 1:00 p.m. No lunch break should be started after 1:00 p.m. Lunch breaks must be staggered to ensure that at least two people are available to answer the phones during lunch period. If you have started a time sensitive task such as B/L preparation for a today shipment or a task that will cause others to wait for your return, please either complete the task or be sure someone is aware of and available to cover the work while you are gone. Any deviation from this policy must be approved by management ChemPak encourages employees to take a rest period and provides a paid rest period of fifteen minutes in the morning work period at approximately 10:00 a.m. and fifteen minutes in the afternoon work period at approximately 2:00 p.m. Production Breaks: Employees are allowed a one-half hour unpaid lunch break generally between the hours of 11:30 a.m. and 1:00 p.m. Personnel who have work start times that are not standard, should break for lunch at a time agreed to by management and the employee. It is requested that all employees be mindful of activity that has been assigned or is in progress in their work area. Complete the task you started (watch the drum machine during steaming, stay with the transload, etc.) Remember that safety and watching your co-workers complete his or her task safely is extremely important. When things are complete or have reached an approved and agreed upon stopping point and you can safely leave the area, you may take your lunch break at that time. You are required to clock out and back in for your lunch breaks. Any deviation from this policy must be approved by management. Taking your lunch break is an important health and safety requirement that we require each person at ChemPak and KL-ChemPak to follow. ChemPak encourages employees to take a rest period and provides a paid rest period of fifteen minutes in the morning and afternoon work period. Breaks can only be taken after a drumming or transload is complete and only if the production line is fully covered by others. Breaks cannot be saved for longer lunch breaks. 4.8 Harassment Policy ChemPak does not tolerate workplace harassment. Workplace harassment can take many forms. It may be, but is not limited to, words, signs, offensive jokes, cartoons, pictures, posters, jokes or statements, pranks, intimidation, physical assaults or contact, or violence. 4.9 Sexual Harassment Policy ChemPak does not tolerate sexual harassment. Sexual harassment may include unwelcome sexual advances, requests for sexual favors, or other unwelcome verbal or physical contact of a sexual nature when such conduct creates an offensive, hostile, and Page 11

12 intimidating working environment and prevents an individual from effectively performing the duties of their position. This includes, but is not limited to offensive sexual flirtation, advances, propositions, unwarranted touching, graphic verbal comments, and mention or display in the work place of any sexually suggestive objects or pictures. It is important to realize that what may seem innocent or funny to one employee may be offensive to another employee, thereby creating for the other employee an uncomfortable or hostile work environment it is therefore, absolutely necessary to be sensitive to the feelings of other employees Violence in the Workplace ChemPak has adopted a policy prohibiting workplace violence. Consistent with this policy, acts or threats of physical violence, including intimidation, harassment, and/or coercion, which involve or affect ChemPak or which occur on ChemPak or client property, will not be tolerated Confidential Information and Nondisclosure By continuing employment with ChemPak, employees agree that they will not disclose or use any of ChemPak s confidential information, either during or after their employment. ChemPak sincerely hopes that its relationship with its employees will be long-term and mutually rewarding. However, employment with ChemPak assumes an obligation to maintain confidentiality, even after an employee is no longer ChemPak s employee. It is important that each employee maintains strict confidentiality with respect to any information about our business or any persons connected with our business. Gossip about individuals is a serious and dangerous problem and must be avoided. If you hear something about another employee, whether personal or business related, you should not divulge that information to anyone else, including the person who is the subject of the gossip or rumor. Bring the problem to management Ethical Standards ChemPak insists on the highest ethical standards in conducting its business. Doing the right thing and acting with integrity are the two driving forces behind ChemPak s continued success. When faced with ethical issues, employees are expected to make the right professional decision consistent with ChemPak s principles and standards Dress Code Office: Office personnel are required to dress in an appropriate and conservative manner. Blue jeans are not acceptable unless you work in the plant part of your day. Exception, you are allowed to wear jeans on Fridays. Production: ChemPak and KL-ChemPak provide uniforms for production employees. All employees are required to use the uniforms provided and to wear safety steel toe shoes or boots, in the production, shipping and transportation areas. Safety glasses and hard hats provided by the company must also be worn in designated areas. The Page 12

13 uniforms and personal safety equipment assigned to the employee for their protection while in the employment of ChemPak and KL-ChemPak is the employee s responsibility. If equipment is lost or stolen, or it is the end of his/her employment with our companies, the equipment should be returned before the last paycheck is received or reimbursement to the company will be made through a payroll deduction Use of Equipment ChemPak will provide employees with the equipment needed to do their job. No equipment should be used for personal use, nor removed from the plant unless it is approved for a job that specifically requires use of company equipment outside the physical facility Facilities and Equipment Maintenance All employees must use and handle tools and equipment properly and with caution. Inform management of any needed repair or replacement. Loss or damage of company property and equipment must be reported immediately. All production equipment must be returned to its designated storage location at the end of the day or when operations are completed. All employees are responsible for keeping their work and break areas clean and organized Use of Computer, Phone, and ChemPak property, including computers, phones, electronic mail, and voice mail, should be used only for conducting company business. Incidental and occasional personal use of company computers, phones, or electronic mail and voice mail systems is permitted, but information and messages stored in these systems will be treated no differently from other business-related information and messages. Employees are responsible for using the Internet in a manner that is ethical and lawful. Use of the Internet must solely be for business purposes and must not interfere with employee productivity Phone Calls Personal Phones calls can be made or received before or after your shift or at lunch or break time. Emergency calls are handled immediately. The office will notify you immediately of any emergency 4.18 Insubordination Insubordinate behavior will not be tolerated and is an area where the employee can suffer immediate dismissal if it occurs. Page 13

14 4.19 Cell Phones The use of cell phones, with or without headsets, while on the job IN ANY WORK AREA OR OPERATING ANY EQUIPMENT IS STRICTLY PROHIBITED. Keep personal cell phones usage confined to the break room or office. Family emergency calls are the only exception. Constant misuse of cell phone privileges can result in requesting that the individual involved leave the cell phone in his locker while on the clock. It is a violation of plant safety rules to use the plant radios in a non-professional manner. Repeatedly pressing the transmitter switch, making inappropriate noises, using abusive or profane language, or carrying on lengthy conversation that should be conducted in person are all abuses that will not be tolerated. The Plant radios are first of all a plant and personal safety system. Secondly they are a quality control system. Misuse has a negative effect on our company s highest priorities, safety and quality Rules of Conduct To assure orderly operations and provide the best possible work environment, the Company expects employees to follow the Company s rules of conduct. It is not possible to list all the forms of behavior that are considered unacceptable in the workplace, but the following are examples of infractions of rules of conduct that may result in disciplinary action, including suspension or termination of employment.. Theft or inappropriate removal or possession of Company property. Falsification of timekeeping or other Company records, including, but not limited to punching another employee s time card. Working under the influence of alcohol or illegal drugs. Possession, distribution, sale, transfer, or use of alcohol, illegal drugs or anabolic steroids in the workplace, while on duty, or while operating Company-owned vehicles or equipment. Fighting or threatening violence in the workplace. Boisterous or disruptive activity in the workplace. Negligence or improper conduct leading to damage of Company-owned or customer-owned property. Insubordination or other disrespectful conduct. Violation of safety or health rules, conflict of interest or non-disclosure statements. Smoking on Company premises, outside of the approved or designated area. Sexual or other unlawful harassment. Possession of dangerous or unauthorized materials, such as explosives, firearms, or other potential weapons in the workplace. Excessive absenteeism, tardiness, or any other absence without notice. Unauthorized absence from work following a holiday. Unauthorized use of telephones, mail system, or other Company owned equipment, including but not limited to the copier, fax machines, computers and internet connections. Unauthorized disclosure of business (secrets) or confidential information. Unsatisfactory performance or conduct. Horseplay or practical jokes. Page 14

15 4.21 Complaint Procedure Employees who have a job-related issue, question, or complaint should first discuss it with their immediate supervisor. If the issue cannot be resolved at this level, ChemPak encourages employees to contact senior management. Employees who observe, learn of, or, in good faith, suspect a violation of the Standards of Conduct of ChemPak should immediately report the violation to management Serious Violations of Policy and Safety An employee who commits any serious violation of ChemPak policies at minimum will be suspended without pay pending an investigation of the situation. Following the investigation, the employee may be terminated without any previous disciplinary action having been taken Employment Termination/Resignation If it is determined by management that an employee s performance has not improved, or if the employee is in violation of ChemPak practices, rules, or standards of conduct employment with ChemPak can be terminated. Any ChemPak property issued to employees, such as uniforms, PPE, computer equipment, keys, parking passes or company credit card, must be returned to ChemPak at the time of termination. Employees will be responsible for any lost or damaged items. 5 EMPLOYEE COMPENSATION 5.1 Pay Period The pay period is biweekly, starting Thursday and ending on Wednesday, fourteen days later. Checks are to be processed and distributed on Friday of the pay week. 5.2 Regular Pay It is the policy of the company that all full-time employees will work and be paid for 40 hours per week. No employee is, however, guaranteed 40 hours of regular pay per week. Further, no employee should expect any specific amount of overtime. If production schedules require it, employees will be advised and should be prepared to work their 40 hours week at 8 hours or more per day, and be willing to comply with request for early or late start times dependent on work schedules arranged by management. This means that you may be asked to report in at 9 a.m. and work until 5:30 p.m. during a certain period or be asked to report in at 12 Noon and work until 8:30 p.m. or weekend work because of customer demands. However, every effort will be made to arrange schedules to comply with your prearranged work schedule. Page 15

16 5.3 Overtime Pay Overtime must be authorized and is paid only after 40 hours of work during the payroll week. Paid time off during the week does not count as time worked for purposes of computing overtime. The rate of pay for overtime is time and one-half (your base rate + 50% of your base rate). Overtime is not paid for time worked in excess of 8 hours a day. 5.4 Early Return to Work Program ChemPak and KL-ChemPak are committed to providing a safe workplace for our employees. Preventing work related illness and injury is our primary goal. Our Early Return to Work Program provides opportunities for an employee who is injured on the job to return to work. If the injured worker is not physically capable of returning to full duty, the program provides opportunities to perform his or her regular job with modifications or, when available, to perform alternate temporary work that meets the injured worker s physical capabilities. A complete overview of the entire program is available from the Human Resources office in Houston. Early Return to Work Program General Guidelines: 1. An employee who is injured at work must immediately report the incident to their supervisor. 2. The supervisor is required to: Obtain immediate medical attention for the injured worker; Follow company requirement for reporting job related injuries and illnesses: Complete an incident investigation report. 3. The supervisor and injured worker review information received from the doctor and jointly determine if appropriate work is available. 4. The injured worker is responsible for following medical instructions on and off the job. 5. Following an injured worker s return to work, the supervisor or the return to work coordinator monitors the injured worker s progress to assure that restrictions are carefully followed and assist to resolve any difficulties. 6. The injured worker must immediately report any difficulties with performing assigned work. Supervisor and injured employee will work to address the problem. 5.5 Timekeeping Procedures By law, ChemPak is obligated to keep accurate records of the time worked by employees. Each employee must fill out the appropriate electronic ChemPak time record Page 16

17 each week, and time records must be completed in accordance with the ChemPak timereporting guidelines. 5.6 Performance and Salary Reviews It is the policy of ChemPak to compensate our employees at fair and competitive wage rates. Management will endeavor to bring each new employee into the organization at the appropriate classification and wage rate based on that person s skills and experience. Newly hired employees, regardless of full or part-time status, are on probation for the first 90 days. Training can be extended for a longer period of time at the judgment of management. Employees can receive an increase in pay rate by advancing to a new classification with a higher pay rate or by a merit increase. In all cases, job performance, attitude, cooperation and contribution to the overall quality and competitiveness of the company are the criteria for advances in job classification or merit increases in pay rate. A review is not guaranteed nor is a raise in pay following an annual review. Increases are based on performance not just time. 5.7 Vacation Time The ChemPak vacation policy applies to only full-time employees irrespective of job or job classification. Part-time employees are not included in the vacation program. An employee s employment anniversary date is the calendar date that is used to determine when an employee is eligible for vacation. Following the completion of one full year of successful service, an employee is entitled to one week paid vacation. The year is counted from the start date of employment to the first year anniversary date of employment. Following three full years of successful service, two weeks of paid vacation are available. The third year anniversary is counted from the start of employment to the date when three years of service have been completed. Following that date, two weeks of vacation are available. Following seven full years of service, three weeks of paid vacation are available. The anniversary date of employment remains as the start date for the additional time off. Vacation times must be applied for in writing (forms are available from your supervisor or the accounting office) and must be approved 30-days in advance. The dates will then be posted on management s master calendar. Dates that conflict with another employee s requested vacation dates will be settled on a seniority basis. It is the employee s responsibility to make sure the accounting office has the approved vacation request before the vacation time is taken. Time off without pay before an employee s first anniversary will be considered a leave of absence and must be approved in advance by management. It is up to management to decide if the leave of absence is to be granted and if it will be counted toward the completion of the employee s first year requirement, or, how it will affect seniority. Page 17

18 Vacation days or weeks do not have to be taken in consecutive order. However, the same rules apply relative to notice and approval by management for vacation taken a day or two at a time. Vacation time cannot be carried over from one year to the next year. The year is based on the start date of each employee. 5.8 Sick Day Policy An employee is eligible for one company paid sick day per year after completing one year of service. A company paid sick leave day is available only for a real illness. Any abuse of the program can result in a management decision not to accept a requested sick leave pay request. An employee may be requested to provide some type of back up supporting his/her sick day absence such as a doctor s note or medicine receipt. The year is based on the start date of full-time employment 5.9 Bereavement Leave of Absence A death in the immediate family (including: spouse, children, brothers, sisters, mother, father, mother-in-law, father-in-law, brother or sister-in-law, grandmother, grandfather) is considered an excused absence. The company will pay for 2 days of the time taken by the employee after one year of service. Additional time off can be taken as vacation, sick day or leave of absence Family/Medical Leaves of Absence Occasionally, for medical, personal, or other reasons, employees may need to be temporarily released from the duties of their job with ChemPak. It is the policy of ChemPak to allow its employees to apply for and be considered for certain specific leaves of absence. ChemPak provides employee leaves of absence (LOA) for family, medical, disabilityrelated or service member reasons. The paragraph below provides summary information. Leaves of absence are somewhat complex due to the various federal and state regulations surrounding some of the most common leaves. If you are considering a leave of absence, please contact the Human Resource department as soon as possible. The HR. department will assist you in accessing all leave and leave benefits due to you Maternity Leaves Employees who are pregnant will qualify for maternity leave. Employees may work for as long as their doctors permit them to work and for as long as they are able to satisfactorily perform their jobs. Employees will be granted six weeks leave from the date of delivery. Absences during the time employees are pregnant will be evaluated on an individual basis, and may require supporting documentation from the employee s physician. Page 18

19 Employees who are granted extended leaves of absence are expected to exhaust any paid time off they have accrued before their leave status changes from paid leave to unpaid leave. If the employee has health insurance, the Company will advance the premiums to keep it in force during the maternity leave; provided, however, when the employee returns to work the employee will be required to reimburse the Company for the employee s share of the health insurance premium for the time of the leave by signing an authorization to deduct the back premiums from the employee s check until the advance by the Company has been repaid in full Jury Duty Leave The Company will pay an employee who is summoned, reports and serves on jury duty the difference between his normal pay and the amount paid for jury service. The employee must present proof of service and the amount of payment before any reimbursement will be made. Maximum jury duty pay will be for three days 6 GROUP HEALTH AND RELATED BENEFITS 6.1 Benefits Summaries and Eligibility ChemPak offers several medical insurance plans. ChemPak will pay $ toward the plan you choose from the options offered by the company monthly. A new employee will have a waiting period of 90 days before he/she will be allowed to purchase the policy. 6.2 Workers Compensation The company provides a comprehensive workers compensation insurance program at no cost to the employee. Any employee who sustains a work related injury or illness should inform his or her supervisor immediately. No matter how minor an on the-job injury may appear, it is important that Management be informed immediately. This will enable an employee to qualify for coverage as quickly as possible. There are extensive procedure and safety rules for each work assignment outlined in the company s procedures manual. Please pay specific attention to the safety rules. Those found to be ignoring the safety rules will face disciplinary action. After three major safety rules violations, you will be dismissed. The company can, at its sole discretion, require a drug test of an employee following an on the job injury or near miss incident. Be aware that if you test positive for drugs or alcohol following an accident and/or injury, your Workers Compensation Insurance is not required to pay for your treatment. 6.3 Unemployment Compensation Unemployment compensation is designed to provide a temporary income for those who are out of work through no fault of their own. Depending upon the circumstances, employees may be eligible for Unemployment Compensation upon termination of employment with ChemPak. The Division of Unemployment Insurance of each State s Department of Labor determines eligibility for Unemployment Compensation. ChemPak pays the entire cost of this insurance program. Page 19

20 Acknowledgement of Receipt of Employee Handbook I hereby acknowledge that I received my copy of the ChemPak Employee Policy Handbook today. Printed Name of Employee Signature of Employee Date Received Page 20