Welcome to Sauder! In this packet you will find a few of our policies, procedures and expectations for new employees, along with information you should know before you start working. Please review this prior to your first day. LOCATION: Barre Road Onboarding Room DIRECTIONS: Nearby address is 303 E Lugbill Road, Archbold, Ohio 43502. Coming from the North, South, or West: From State Route 66 turn East onto Lugbill Road. Turn Left into driveway marked with Sauder Shipping (303 E Lugbill Rd.). Onboarding is located in office section with brick pillars sticking out from the metal building. Enter front doors marked ONBOARDING. Coming from the East: From Fulton County Road C, Turn Left (South) onto Myers Road (just past railroad tracks). Turn Right (West) at stop sign onto Lugbill Road. Turn Right (North) into driveway marked with Sauder Shipping 303 E Lugbill Road. Onboarding is located in office section with brick pillars sticking out from the metal building. Enter front doors marked ONBOARDING. We will complete new employee paperwork including the Employment Eligibility Verification (form I-9) on your first day. Please bring along the following documents. Social Security card (need exact match for Social Security Administration) Document(s) for completion of Employment Eligibility Verification-USCIS form I9 o Item from Document List A OR items from List B AND List C o please see list of acceptable documents on following page Bank account number and bank routing number for payroll direct deposit Emergency contact names and phone numbers
Plant Attire Comfortable, clean work clothes such as jeans, shirts, blouses, nonoffensive tee shirts and shorts are permitted. Suggestive or revealing clothes, including short shorts, spandex shorts, cutoff tops, halter tops, overly-loose tank tops, etc. are not allowed. Footwear that completely covers the entire foot is required in all plant and warehouse areas. This applies to all employees. Footwear that is not permitted includes open-toed, open-heeled, high-heeled, light-weight slip on shoes, and sandals. Some areas may require leather or steeltoed footwear. Supervisors will make you aware of areas requiring special footwear. Safety glasses are required in all plant areas; Hearing protection is required in some areas. This equipment will be provided to you on day 1. No form of headphones, ear buds or other sound producing items other than prescribed hearing aids are permitted to be worn. For your safety, we require that hair be tied back and does not extend uncontained below your shoulders. Wearing loose clothing around moving machinery can create a hazard. Loose ends and hoodie strings can get caught up in the moving parts of machines. Other loose or dangling objects such as jewelry, headphone or ear bud wires, and scarves are not permitted in plant areas. Tobacco Usage All Sauder facilities are designated as Tobacco-Free Areas. Use of tobacco in or near the shop floor is prohibited. This includes chewing tobacco, snuff, cigars, cigarettes, e-cigarettes and pipes. Any tobacco use at Sauder must be done in the employee s personal vehicle or designated smoking areas away from the buildings and entrance ways and only on regular break times. Using tobacco products of any kind is also prohibited in company-owned vehicles. The use of tobacco is restricted to before and after work and during scheduled breaks and lunches. Taking additional breaks for this purpose or smoking in non-designated areas will not be tolerated and may result in discipline.
Pay Day A pay period consists of two full weeks, Sunday through Saturday. Your pay will be direct deposited in your bank account. Please bring your account information with you on Day 1. Vacation Days For the convenience of our employees, vacation is allocated on a quarterly basis. Every three months, an employee receives ¼ of his/her total vacation allotment for that anniversary year. For example, an employee who is entitled to 120 hours of vacation for that year will be credited with 30 hours of vacation each quarter. Quarterly accrual date is based upon your start date. Time Badge Policy Accurate time records are critical for payroll accuracy and are required by law. Every hourly employee is assigned a badge on which there is a bar code. You are required to clock in and out at the beginning and end of your scheduled shift. You should clock in and out at the building you are assigned to work. It is important to note that you should not clock in more than 29 minutes before the scheduled shift start time, or more than 10 minutes after the scheduled ending time. In addition to payroll concerns, the badge is also important in the process of production data collection as well as attendance coding and record keeping. Under no circumstances should you ever clock in using another person s time badge or allow someone else to clock in using your time badge for payroll purposes. To do so constitutes cause for disciplinary action and will result in automatic suspension. Altering or duplicating the time badge will result in level 2 disciplinary action. If you do not have your time badge at the beginning of your shift, you will be issued a new one and a charge of $10.00 will be deducted from your next check. Any clock or time badge problems must be communicated to supervision immediately. Do NOT try to use a replaced time badge as it will be invalid. Cell Phone Use Cell phones are NOT allowed on the shop floor or in our warehouse where they can interfere with operations. For this reason we ask that you only use your cell phone during lunch or break times. Cell phones must be kept in your personal vehicle or locker.
Severe Weather In the event of severe weather, a closure decision of a minimum of three hours before the start of the next shift will be made. Despite this goal, weather conditions and travel advisory levels can change at any time, and Sauder will respond to such changes as they occur, regardless of the shift timing. Plant closings will be communicated through 96.1 WMTR. Also employees can choose to have a text message sent to their cell phone regarding plant closings via ADP Employee Self Service at https://portal.adp.com. Employees may also call the Sauder Weather Hotline (419-446-3128), or follow the instructions on the phone tree (1-800-328-9010). As a general rule, the company will be open during level 1 and level 2 travel advisories. However, based on the facts and circumstances of each specific weather event, Sauder may choose to close for all or part of a shift during a level 1 or 2 weather event. When the company is open for operations during weather events involving a level 1 or level 2 travel advisory, the company may elect to grant an excused tardy or excused absence to those employees who were affected by the weather event. The company will be closed during any shift for which there is a level 3 travel advisory in effect for Fulton County at the start of the shift. In addition, employees will automatically be granted an excused absence if Fulton County or their county of residence is at a level 3 travel advisory at the time they are to report for work. Attendance Guidelines Regular attendance is expected at Sauder, however sometimes an absence is unavoidable. To report an absence, you should first attempt to reach your supervisor by calling 1-800-328-9010. (Please note that the toll-free number also appears on your time badge.) Should your supervisor not be available, you can leave a voice mail message. Please give your name, when you expect to return and your reason for the absence. Failure to report an absence within (2) two hours after the start of the shift will be considered a no call. If you are in your first 60 days of employment this could be considered a termination. Employees in their 60-day introductory period will be allowed 2 unpaid absence days. If that number is exceeded within the 60-day introductory period, it may result in termination. *Jan 1 March 31 = 8 *April 1 June 30 = 6 *July 1 December = 4 *Number of absence days allowable within calendar year based upon hire
Drug Testing Policy It is a condition for hired and continued employment by the company that an employee be free from the effects of mind-altering substances, including alcohol and drugs, while on the premises. The purpose of this requirement is to reduce the risk of injury to persons and damage to property, which risk is inherent when people are under the influence of mind-altering substances. It is for this reason that new employees must submit to a pre-employment drug test before they can start work on the floor. No employee that tests positive for mind altering substances can be offered employment. If the company has reasonable cause to believe that an employee is under the influence of alcohol or mind-altering substances, the employee will be required to submit to drug and/or alcohol testing in accordance with this policy. The company reserves the right to terminate an employee who consumes or knowingly is in possession of an open container of alcohol and/or drugs on the premises of the company or someone who refuses to submit to an alcohol/drug test requested by the company. An employee who experiences a work-related injury will be required to submit to post-injury drug and alcohol test if, the company has reasonable cause, to believe that the injured employee was under the influence of alcohol or drugs at the time the employee was injured, post-injury drug and/or alcohol testing is requested by a police officer in accordance with Ohio law or post-injury drug and/or alcohol testing is requested by a licensed physician who is not employed by the Company. Another reason for a drug test is in the case of promotion. A urine drug screening will be performed on all employees offered promotions in the salaried/management levels. All employees are also in a random drug testing program just as with our current policy, an employee who tests positive for the first time will be required to undergo an Employee Assistance Program (EAP) assessment and encouraged to follow through on every recommendation. Each person employed as a Shuttle Truck driver must submit to random urine drug testing as required by the Department of Transportation. Any driver testing positive will immediately be taken off the road and will be re-tested within 14 days. If such driver tests positive again the second time, he/she will be terminated. If the test is negative on the 2nd drug test, then the employee will be randomly tested throughout the next year. The Employee Assistance Program will be offered to the employee during this time.
Disciplinary Process Overview In order to maintain a productive work environment, it is necessary that the goal of the company and the work habits of our employees be in agreement. Attitudes and actions by any employee which hinder the effective operation of the particular department or team will be dealt with by supervision at the appropriate level of discipline. Our intention is for the employee to restore performance and behavior to an acceptable level. There are four levels of an agreement. They can be issued for a number of reasons pertaining to attendance, performance, and safety. Level 1- Initial Agreement o Supervision will meet with the employee away from the work area to discuss a performance problem and ask for a change in the unacceptable behavior. An employee can be issued two level one agreements in different areas of concern before reaching a level two agreement. However an employee cannot be issued two level one agreements in the same area of concern. Level 2- Written Agreement o If unacceptable behavior reoccurs within twelve months after the initial agreement or if another incident of a serious nature occurs, supervision will define the problem for the employee. Level 3- Decision Stage o If another disciplinary problem occurs within twelve months after the Level 2 Written Agreement, we will proceed to the Level 3 Decision Stage. Supervision will again meet with the employee to discuss the unacceptable behavior. Anyone reaching this disciplinary stage will also be required to submit to a drug screen at our medical facility or at the security office. The employee will then be suspended for one day, without pay. Level 4- Termination o If the employee fails to comply with the Level 3 Written Agreement, or receives another disciplinary action, at any time within twelve months after reaching the level 3 Decision Stage, the conditions and behavior will be examined by a review panel. If the guidelines set forth by the company have not been met, the employee will be terminated.