key policies
Human Resources policies and procedures establish a framework and set standards that guide how we should conduct ourselves as employees and members of the community. This includes how we perform our jobs, make decisions, interact with one another and manage the business operations of the Company.
The Employee Policies Handbook is located in UltiPro under Company Information, click here to access the site. The following is a summary of key general policies you should know immediately:
At-Will Employer
N.B. Handy is an “at-will” employer. The hiring of any employee will not be considered as creating a contractual relationship between the employee and the Company unless there is a written employment agreement. As such, employment is “at-will”, and either party may terminate the relationship at any time and for any lawful reason.
Probationary Period
All new and rehired employees work on a probationary period basis for the first 90 calendar days after their date of hire. This period affords you the time to demonstrate your ability to achieve a satisfactory level of performance and to determine whether the position meets your expectations. During this time, N.B. Handy will review your performance and determine whether to continue or end the employment relationship.
Drugs & Alcohol
N.B. Handy is committed to providing an alcohol-and drug-free workplace. The unlawful possession, manufacturing, use or distribution of illegal substances or drugs (not prescribed by a physician) is prohibited on company property (including parking lots) and any other sites where employees are working. Reporting to work while under the influence of alcohol, illegal substances or drugs is prohibited. Based on reasonable suspicion, an employee who is suspected of being under the influence of alcohol or any illegal drug may be directed to submit to a drug screen and/or breath test for alcohol.
Electronic Communications
N.B. Handy’s electronic communication systems (i.e. email, internet, and voicemail) are intended for business purposes only. Messages that are obscene, offensive, or project discrimination, harassment, or any form of abuse should be reported immediately. All electronic communication records are Company property and are subject to disclosure upon court order. All information contained in the messages must be accurate, appropriate, and lawful. Abuse will result in disciplinary action, up to and including termination.
Equal Employment Opportunity
N.B. Handy is committed to providing equal opportunity in all practices, programs, policies, and procedures. The Company maintains relationships with present and prospective employees without regard to race, color, religion, sex, age, national origin or disability. This applies to all matters pertaining to employment, transfer, promotion, demotion, recruiting, training, compensation, benefits, lay-off and recall, disciplinary action, and use of facilities among others. All complaints shall be investigated in accordance with the procedures set forth by the company policy and the law.
Harassment
N.B. Handy promotes a safe and comfortable environment free from sexual harassment. Sexual harassment includes unwelcome, personally offensive behavior that lowers morale and interferes with the workplace. Sexual harassment will not be tolerated. Anyone believing himself or herself a victim should promptly report the allegation to the appropriate manager or Human Resources. Each supervisor is responsible for discussing this policy with employees and maintaining an appropriate environment. Sexual harassment training is provided for all employees.
Pay Schedule
The normal workweek for employees is calculated Monday through Sunday, beginning and ending at 12:00 mid-night on Sunday.
Non-exempt (hourly employees) are paid bi-weekly every other Friday
Exempt (salaried employees) are paid the last workday of each month
Performance Management
It is the policy of N.B. Handy to provide a fair and consistent system for reviewing employee performance and for setting goals and plans for individual career development. The objectives of the Performance Management Program are:
- To provide for communication between manager and employee.
- To let an employee know how he/she is doing, i.e. measurement of past performance versus expectations.
- To develop individual goals for the upcoming year and career development goals for the long-term.
- To specifically review strong points and areas needing improvement.
Employees will be evaluated by their supervisor on an annual basis. New employees will meet with their supervisor within the first 60-days of employment and again at 90 days.
Workplace Violence
N.B. Handy will not tolerate any workplace acts or threats of physical violence, including but not limited to intimidation, harassment and/or coercion that involve or affect the Company or its employees. Employees who are aware of any acts of physical violence or threats are encouraged to report this information to their supervisor or Human Resources.
