Employee Handbook
This Employee Handbook ("Handbook") is designed to summarize certain personnel policies and benefits of the Employer Listed on the McNeil Advantage Online Portal ("Employer"), to acquaint employees with many of the rules concerning employment with the Company. This Handbook applies to all employees, and compliance with the Company's policies is a condition of employment. The Company reserves the right to modify, rescind, delete, or add to the provisions of this Handbook from time to time in its sole and absolute discretion. This Employee Handbook is not a binding contract between the Company and its employees, nor is it intended to alter the at-will employment relationship between the Company and its employees. The Company reserves the right to interpret the policies in this Handbook and to deviate from them when, in its discretion, it determines it is appropriate.
Changes in Policy
Since our business is constantly changing, the Company expressly reserves the right to revise, modify, delete, or add to any and all policies, procedures, work rules, or benefits stated in this Handbook or in any other document, except for the policy of at-will employment as described below. No oral statements or representations can in any way alter the provisions of this Handbook. Nothing in this Employee Handbook or in any other document, including benefit plan descriptions, creates or is intended to create a promise or representation of continued employment for any employee. Any changes to your at-will employment status, described below, must be in writing and must be signed by the Company.
If you are uncertain about any policy or procedure, please check with Human Resources.
Employment-At-Will
Employment with the Company is on an at-will basis, unless otherwise specified in a written employment agreement. You are free to resign at any time, for any reason, with or without notice. Similarly, the Company is free to conclude the employment relationship at any time for any lawful reason, with or without cause, and with or without notice.
Nothing in this Handbook will limit the right of either party to terminate an at-will employment. No section of this Handbook is meant to be construed, nor should be construed, as establishing anything other than an employment-at-will relationship. This Handbook does not limit management's discretion to make personnel decisions such as reassignment, change of wages and benefits, demotion, etc. No person other than the CEO, President, or CFO has the 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 terms. Only the CEO, President, or CFO of the Company has the authority to make any such agreement, which is only binding if it is in writing and signed by the President of the Company.
Arbitration Policy
In consideration of your employment with the Company, its promise to arbitrate all employment-related disputes, and your receipt of the compensation, pay raises, and other benefits paid to you by the Company, you agree that any and all controversies, claims, or disputes with anyone (including the Company and any employee, officer, director, or benefit plan of the Company) arising out of, relating to, or resulting from your employment with the Company, including any breach of this agreement, shall be subject to binding arbitration under the arbitration rules set forth pursuant to the law. The Federal Arbitration Act shall apply with full force and effect notwithstanding the application of procedural rules set forth in the Act. Disputes that you agree to arbitrate, and thereby waive any right to a trial by jury, include any statutory claims under local, state, or federal law, including claims under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Age Discrimination in Employment Act of 1967, the Older Workers Benefit Protection Act, the Sarbanes-Oxley Act, the Worker Adjustment and Retraining Notification Act, the Fair Employment and Housing Act, the Family and Medical Leave Act, the Family Rights Act, the Labor Code, claims of harassment, discrimination, and wrongful termination, and any statutory or common law claims. This agreement to arbitrate also applies to any disputes the Company may have with you. Any arbitration under this Agreement will take place on an individual basis.
Procedure for Arbitration
Any arbitration will be administered by American Arbitration Association ("AAA"), pursuant to its employment arbitration rules & procedures (the "AAA rules"). The arbitrator shall have the power to decide any motions brought by any party to the arbitration, including motions for summary judgment and/or adjudication, motions to dismiss, and demurrers. The arbitrator shall have the power to award any remedies available under applicable law, and the arbitrator shall award attorneys' fees and costs to the prevailing party, except as prohibited by law. The Company will pay for any administrative or hearing fees charged by the arbitrator or AAA, except that you shall pay any filing fees associated with any arbitration you initiate. The arbitrator shall administer and conduct any arbitration in accordance with state law, including the state Code of Civil Procedure.
Employee Classifications
The following terms are used to describe employees and their employment status:
- Exempt Employees: Employees whose positions meet specific tests established by the FLSA and state law.
- Nonexempt Employees: Employees subject to federal or state minimum wage and overtime laws.
- Full-Time Employees: Employees regularly scheduled to work 40 hours per work week.
- Part-Time Employees: Employees regularly scheduled to work less than 40 hours per work week.
- Temporary Employees: Hired as interim replacements or for project completion.
- Independent Contractors/Consultants: Not employees of the Company but engaged for specific tasks.
Equal Employment Opportunity (EEO) & Americans with Disabilities Act (ADA)
The Company provides equal employment opportunities to all employees and applicants without regard to unlawful considerations. The Company will make reasonable accommodations for employees’ religious practices and disabilities, as required by law.
Confidentiality
Employees may have access to confidential information regarding the Company. Maintaining the confidentiality of this information is vital to the Company’s competitive position. Employees must safeguard confidential information and disclose it only when authorized.
Employment of Minors
The Company complies with the FLSA's child labor provisions, which set minimum age limits for employment and prohibit the employment of minors in hazardous occupations.
Employment of Relatives
To avoid conflicts of interest, the Company may restrict the employment of relatives in certain circumstances, such as when one relative may supervise or work in the same department as another.
Introductory Period
The first 90 days of employment are considered an introductory period for all newly hired employees. This period allows both the Company and the employee to assess whether the employment relationship should continue.
Personnel Records and Employee References
The Company maintains personnel and payroll records for each employee. Personnel records are confidential and may be reviewed only by authorized personnel. Employees may request access to their own records.
Privacy
The Company respects employee privacy but may access personnel files as necessary for business reasons.
Immigration Law Compliance
The Company complies with the Immigration Reform and Control Act of 1986 by verifying the employment eligibility of new hires.
Political Neutrality
The Company does not discriminate against employees for lawful political activities conducted outside of work.
Pay Periods and Paydays
Employees are paid on a regular schedule as determined by the Company. Specific pay dates will be communicated upon hire and may vary depending on the payroll cycle (e.g., weekly, bi-weekly, semi-monthly, or monthly).
Overtime
Nonexempt employees will be paid overtime according to federal and state law. Overtime must be authorized by management in advance.
Rest and Meal Periods
Nonexempt employees are entitled to rest and meal periods in accordance with state law.
Time Cards
Nonexempt employees must maintain accurate records of time worked.
Payroll Deductions
The Company will make payroll deductions as required by law or requested by the employee.
Wage Garnishment
If the Company receives a court order for wage garnishment, it must comply as required by law.
Direct Deposit
Direct deposit is encouraged but not required.
Anti-Harassment and Discrimination
The Company is committed to providing a workplace free from harassment and discrimination. Harassment or discrimination based on race, sex, gender identity, national origin, disability, or any other protected characteristic is prohibited.
Anti-Bullying Policy
The Company is committed to maintaining a workplace free of bullying. Bullying behavior, whether physical, verbal, or emotional, will not be tolerated and will result in disciplinary action.
Attendance
Regular attendance is crucial to the Company's operations. Excessive absenteeism or tardiness may result in disciplinary action, up to and including termination.
Discipline and Standards of Conduct
Discipline may take various forms, including verbal counseling, written warnings, suspension, demotion, reassignment, or termination. The Company may impose discipline as it deems necessary, without adhering to any particular sequence.
Dress Code
Employees are expected to dress in a manner appropriate to their work environment, showing professionalism and respect for Company policies.
Safety
The Company is committed to providing a safe working environment. Employees must adhere to all safety policies and report any unsafe conditions.
Substance Abuse
The Company maintains a drug-free workplace. Employees may not use, possess, or be under the influence of alcohol or drugs while on the job.
Workplace Searches
The Company reserves the right to inspect Company property or personal property on Company premises, without notice, when deemed necessary.
Internet, Email, and Computer Use Policy
Company-provided electronic communications are to be used only for Company business. Misuse of these communications, including defamation, harassment, or violation of Company policies, may result in disciplinary action.
Social Media Policy
Employees are encouraged to use social media responsibly. Posts that could harm the Company’s reputation or violate Company policies are not permitted. Employees must avoid disclosing confidential Company information online.
Cell Phone Policy
Personal cell phones should not interfere with work. Employees are required to keep cell phone use confined to breaks and meal periods unless otherwise authorized.
Employee Benefits
The Company offers benefits to full-time employees. Specific details about the benefits can be found in the benefits terms and conditions.
Health Insurance
The Company offers health insurance plans for eligible employees.
Life Insurance
The Company offers life insurance and accidental death and dismemberment coverage for eligible employees.
Retirement Savings Plan
The Company provides a retirement savings plan to help employees save for the future.
COBRA
Under COBRA, employees who lose their health coverage due to termination or other qualifying events are eligible to continue their insurance at their own expense.
Workers' Compensation
The Company provides workers' compensation insurance for employees injured or made ill in the course of their job duties.
Social Security Benefits (FICA)
The Company contributes to the federal Social Security Program on behalf of employees.
Unemployment Insurance
The Company contributes to state and federal unemployment insurance programs.
Disability Insurance
The Company offers group disability plans to eligible employees.
Paid Time Off (PTO)
Eligible employees are entitled to paid time off (PTO) in accordance with applicable laws and Company policies. Accrued but unused PTO will carry over to the following year as required by law or Company policy.
Holidays
The Company observes paid holidays as detailed with Payroll.
Healthy Workplace Healthy Family Act
The Company complies with the Healthy Workplace Healthy Family Act, providing paid sick leave to eligible employees.
Family & Medical Leave (FMLA)
The Company provides unpaid, job-protected leave for eligible employees under the Family and Medical Leave Act (FMLA).
Workers' Compensation Leave
Employees unable to work due to a work-related injury or illness are entitled to unpaid leave under workers' compensation laws.
Bereavement Leave
In the event of a death in the immediate family, employees may be eligible for paid leave.
Jury Duty
Employees are entitled to time off for jury duty. Paid leave may be granted in accordance with state law.
Voting Time
Employees are entitled to take paid time off to vote in accordance with applicable laws if they do not have sufficient time to vote outside of work hours.
Military Leave
Employees serving in the United States Armed Forces are eligible for military leave under state and federal law.
Military Family Leave
Eligible employees may take up to ten days of unpaid leave when their spouse or domestic partner is on leave from military deployment during a military conflict.
Sabbatical Leave
Employees may be eligible to apply for unpaid sabbatical leave for professional or personal development purposes, subject to Company approval and at the Company’s discretion.
Entrances and Exits
The Company has procedures for safe entry and exit of employees and visitors.
Visitors Policy
All visitors must sign in and out at the main office. Visitors who fail to comply may be denied access to the premises.
Emergency Preparedness
The Company maintains emergency preparedness procedures and conducts regular drills.
Evacuation Routes/Alarms/Extinguishers
The Company posts evacuation routes and maintains fire alarms and extinguishers.
First Aid
First aid supplies are available in designated areas, and employees are expected to assist in case of emergency.
Disaster Plans
In the event of a disaster, the Company will implement appropriate safety measures, including evacuation and coordination with local emergency services.
Remote Work Policy
The Company may permit employees to work remotely at its discretion. Employees working remotely must adhere to Company policies, including performance expectations, data security protocols, and regular communication with supervisors.
Equipment and Security
The Company may provide necessary equipment for remote work. Employees must ensure that Company-provided equipment is used appropriately and securely, following all security guidelines.
Remote Work Expectations
Remote employees must adhere to normal working hours unless otherwise approved. Communication should be prompt and professional. Employees should maintain a safe and ergonomic home office setup.
Home Office Reimbursement
Remote employees may be eligible for a stipend or reimbursement for certain home office-related expenses, such as internet or office supplies. Receipts must be submitted for approval.
Cybersecurity Policy
Employees must protect Company data by following established cybersecurity protocols, including the use of strong passwords, encrypted communications, and secure networks.
Use of Personal Devices
Employees using personal devices for work purposes must ensure they meet Company security standards, including encryption and antivirus protection.
Remote Work Security Training
Employees working remotely must complete security training on topics such as phishing, VPN usage, and secure communication.
Cybersecurity Incident Response Policy
In the event of a data breach or cybersecurity incident, employees must immediately notify the IT department. The Company will follow established protocols to mitigate and investigate the breach.
Commitment to Diversity
The Company is committed to fostering a diverse, equitable, and inclusive workplace. Discrimination based on protected characteristics is strictly prohibited.
Inclusion Programs
The Company offers regular diversity and inclusion training programs and encourages employee participation in these programs to foster a culture of inclusion.
Whistleblower Policy
The Company encourages employees to report unethical or illegal behavior without fear of retaliation. Whistleblowers will be protected and reports will be investigated confidentially.
Reporting Procedure for Whistleblowers
Employees may report concerns through the anonymous reporting system or directly to Human Resources.
Compensation Review
Compensation reviews are conducted based on performance, market conditions, and Company objectives.
Promotions
Promotion opportunities are based on performance, qualifications, and business needs. Employees are encouraged to apply for internal opportunities and discuss career development with their supervisors.
Ownership of Work
All work created by employees during their employment is the property of the Company. This includes inventions, designs, and written content.
Post-Employment Use of Intellectual Property
Upon termination, employees are prohibited from using any intellectual property developed during their employment.
Employee Wellness Program
The Company offers wellness programs to support employees' physical and mental health, including fitness benefits and mental health resources.
Employee Assistance Program (EAP)
The Employee Assistance Program (EAP) provides confidential counseling services and wellness support to employees and their families.
Mental Health Days
The Company offers may offer mental health days, separate from PTO, to support employees in managing their mental well-being, in accordance with Company policy.
Performance Improvement Process
Employees whose performance does not meet expectations may be placed on a Performance Improvement Plan (PIP), outlining areas for improvement, measurable goals, and a timeline. Failure to meet these objectives may result in further disciplinary action.
Conflict of Interest Policy
Employees must avoid any situation where personal interests conflict with Company interests. Conflicts must be disclosed to Human Resources or a supervisor in writing.
Reporting Conflicts
Conflicts of interest should be reported immediately. The Company will take necessary action to resolve the conflict.
Ethical Standards
Employees are expected to maintain the highest ethical standards. Any behavior that compromises integrity or damages the Company's reputation will not be tolerated.
Anti-Bribery
Bribery in any form is strictly prohibited. Violations will result in disciplinary action, up to and including termination.
Environmental Initiatives
The Company is committed to sustainability and encourages employees to contribute to environmental efforts through recycling and energy conservation.
Severance Policy
In cases of job elimination or restructuring, the Company may offer severance pay, the terms of which will be provided in a written agreement at the time of termination.
Flexible Hours
Flexible working arrangements, including adjusted start and end times, are available subject to business needs and supervisor approval.
Compressed Workweeks and Job Sharing
The Company may allow compressed workweeks or job-sharing arrangements where appropriate. These arrangements must be approved by the supervisor and Human Resources.
Parental Leave
Eligible employees are entitled to paid parental leave following the birth, adoption, or placement of a child, in accordance with Company policy. This benefit applies equally to all parents.
Business Travel
Employees traveling for Company business are eligible for a stipend or reimbursement for reasonable travel-related expenses. For reimbursements, receipts must be submitted for all expenses in accordance with the Company’s reimbursement policy.
Expense Reporting
All expenses must be documented and submitted for reimbursement in accordance with the company reimbursement policy.
Employee Recognition Program
The Company values employee contributions and recognizes outstanding performance through awards, bonuses, and other recognition programs. Employees are encouraged to nominate peers for recognition.
Employee Feedback
The Company conducts regular employee satisfaction surveys to ensure a positive workplace environment. Employees are encouraged to provide feedback through surveys or the Company’s anonymous feedback platform.
Leadership Development
The Company offers leadership development programs and mentorship opportunities to support employees' career growth and prepare them for management roles.
Infectious Disease and Public Health Emergency Policy
In the event of a public health emergency, the Company will follow guidance from health authorities. Safety measures such as remote work, social distancing, or health screenings may be implemented as necessary.
Workplace Pets and Emotional Support Animals
Employees may bring pets or emotional support animals to the workplace, provided their presence does not disrupt operations or pose safety risks. Approval from HR is required prior to bringing an animal into the office.
