ABOUT THIS HANDBOOK / DISCLAIMER
We prepared this handbook to help employees find the answers to many questions that they may have regarding their employment with NFI, LLC. Please take the necessary time to read it.
We do not expect this handbook to answer all questions. Supervisors and Human Resources also serve as a significant source of information.
Neither this handbook nor any other verbal or written communication by a management representative is, nor should it be considered to be, an agreement, contract of employment, express or implied, or a promise of treatment in any particular manner in any given situation, nor does it confer any contractual rights whatsoever. NFI, LLC adheres to the policy of employment at–will, which permits the Company or the employee to end the employment relationship at any time,for any reason, with or without cause or notice.
No Company representative other than the President may modify at-will status and/or provide any special arrangement concerning terms or conditions of employment in an individual case or generally, and any such modification must be signed and in writing.
Many matters covered by this handbook, such as benefit plan descriptions, are also described in separate Company documents. These Company documents are always controlling over any statement made in this handbook or by any member of management.
This handbook states only general Company guidelines. The Company may, at any time, in its sole discretion, modify or vary from anything stated in this handbook, with or without notice, except for the rights of the parties to end employment-at-will, which may only be modified by an express written agreement signed by the employee and the President.
This handbook supersedes all prior handbooks.
For employees who are commencing employment with NFI, LLC, including Design Mark, Flexible Pack, and Concierge in Print, (hereinafter referred to as the “Company”), on behalf of the Company, let me extend a warm and sincere welcome. You are joining a company whose core values of, Sustainability, Intensity, Collaboration, Innovation, Safety, and Service and Quality meet the highest standards. We are a continuously changing company in which every employee contributes to our growth and success. I hope you will take pride in being a member of our team and embrace change with us. Without change, there is no growth.
For employees who have been with us, thank you for your past and continued service.We look forward to many more years of growth and change together.
I extend my personal best wishes for success and happiness here at NFI, LLC. We understand that it is our employees who provide the services that our customers rely upon and who will enable us to create new opportunities in the years to come.
Renaud Megard,CEO
To help ensure a safe, healthy, and productive work environment for our employees and others, to protect Company property, and to ensure efficient operations, the Company has adopted a policy of maintaining a workplace free of drugs and alcohol, including marijuana. This policy applies to all employees and other individuals who perform work for the Company.
The unlawful or unauthorized use, abuse, solicitation, theft, possession, transfer, purchase, sale or distribution of controlled substances, drug paraphernalia (including marijuana) or alcohol by an individual anywhere on Company premises, while on Company business (whether or not on Company premises) or while representing the Company, is strictly prohibited. Employees and other individuals who work for the Company also are prohibited from reporting to work or working while they are under the influence of alcohol or any controlled substances, including marijuana, which may impact an employee's ability to perform their job or otherwise pose safety concerns, except when the use is pursuant to a licensed medical practitioner's instructions, and the licensed medical practitioner authorized the employee or individual to report to work.However, this does not extend any right to report to work under the influence of medical marijuana or to use medical marijuana as a defense to a positive drug test, to the extent an employee is subject to any drug testing, and the extent permitted by and in accordance with applicable law. This restriction does not apply to the responsible drinking of alcohol at business meetings and related social outings.
Violation of this policy will result in disciplinary action, up toand including discharge.
The Company maintains a policy of non-discrimination and will endeavor to make reasonable accommodations to assist individuals recovering from substance and alcohol dependencies, and those who have a medical history which reflects treatment for substance abuse conditions. However, employees may not request an accommodation to avoid discipline for a policy violation. We encourage employees to seek assistance before their substance abuse or alcohol misuse, renders them unable to perform the essential functions of their jobs, or jeopardizes the health and safety of any Company-employee, including themselves.
Employees must notify the Company within five (5) calendar days if they are convicted of a criminal drug violation in the workplace. Withinten (10) days of such notification or other actualnotice, the Companywill advise the contracting agency of such conviction.
All employees are at this moment advisedthat full compliance with the foregoing policy shall be a condition of employment at the Company.
Any employee who violates the foregoing drug-free workplace policy described above shall be subject to discipline up to and including immediate discharge.
At the discretion of the Company,any employee who violates the drug-free workplacepolicy may be required, in connection with or in place of disciplinary sanctions, to participate in the Company's satisfaction in an approved drug assistance or rehabilitation program.
To maintain a drug-free workplace, the Company has established a drug-free awareness program to educate employees on the dangers of drug abuse in the workplace, our drug-free workplace policy, the availability of any drug-free counseling, rehabilitation, and employee assistance programs and the penalties that may be imposed for violations of our drug-free workplace policy. (Such education may include: (1) distribution of our drug-free workplace policy at the employment interview; (2) a discussion of our policy at the new employee orientation session; (3) distribution of a list of approveddrug assistance agencies,organizations, and clinics;(4) distribution of published educational materials regarding the dangers of drug abuse; (5) reorientation of all involved employees in cases in which a drug-related accident or incident occurs; (6) inclusion of the policy in employee handbooks and any other personnel policy publications; (7) lectures or training by local drug abuse assistance experts; (8) discussion by the Company's safety experts on the hazards associated with drug abuse; and (9) videotape presentations on the dangers of drug abuse).
NFI, LLC is an Equal Opportunity Employer that does not discriminate on the basis of actualor perceived race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, disability or handicap, sex, marital status, veteran status, sexual orientation, genetic information, arrest record, or any other characteristic protected by applicable federal, state or local laws. Our management team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities, and general treatment during employment.
The Company will endeavorto make a reasonable accommodation to the known physical or mental limitations of qualified employees with disabilities unless the accommodation would impose an undue hardship on the operation of our business. If you need assistance to perform your job duties because of a physical or mental condition, please speak with Human Resources.
The Companywill endeavor to accommodate the sincere religious beliefs of its employees to the extent that such accommodation does not pose an undue hardshipon the Company's operations. If you wish to request such an accommodation, please speak with Human Resources.
If you feel that you have been subjected to conduct which violates this policy, you should immediately report the matter to your supervisor. If you are unable for any reason to contact this person, or if you have not received a satisfactory responsewithin five (5) business days after reportingany incident of what you perceive to be a violation of this policy, please contact your second-level supervisor.
Note: If your supervisor or next level manager is the persontoward whom the complaint is directed, you should contact any higher-level manager in your reporting chain. Employees may also contact Human Resources if
they are uncomfortable for any reasonusing the above procedure. The Company will not allowany form of retaliation against individuals who raise issues of equal employment opportunity.
If you feel you have been subjected to any such retaliation, report it in the same manner you would report a perceived violationof this policy.To ensure our workplace is free of artificial barriers,violation of this policy, including any improper retaliatory conduct, will lead to discipline, up to and including discharge.
Under the Massachusetts PregnantWorkers Fairness Act (effective April 1, 2018),employees have the right to be free from discrimination in relation to pregnancy or a condition related to the employee’s pregnancy including, but not limited to, lactation or the need to expressbreast milk for a nursingchild, including the right to reasonable accommodations for conditions related to pregnancy.
The Company will provide a reasonable accommodation for an employee’s pregnancy or any condition related to the employee’s pregnancy, including, but not limited to, lactation or the need to express breast milk for a nursing child if the employee requests such an accommodation. However, the Company may deny such an accommodation if the accommodation wouldimpose an undue hardship on the Company’s program, enterprise, or business.
Reasonable accommodations may include, but are not limited to:
Upon receiving a request for an accommodation from the employee or prospective employee capable of performing the essential functions of the positioninvolved, the Companywill engage in a timely,good faith and interactive process with the employee or prospective employee to determine an effective, reasonable accommodation to enable the employee or prospective employee to perform the essential functions of the employee’s job or the position to which the prospective employee has applied. The Company may require the employee or prospective employee to provide documentation from an appropriate health care or rehabilitation professional about the need for a reasonable accommodation; however, the Company will not require documentation for the following accommodations:
The Company also may require documentation for an extension of the accommodation beyond the initially agreed accommodation.
An employee who notifies the Company of a pregnancyor a condition related to the employee’s pregnancy, including, but not limited to, lactation or the need to express breast milk for a nursing child will receive an additional copy of this notice not more than 10 days after the notification.
The Company will not:
If employees have any questions about or wouldlike to request a reasonable accommodation according to this policy, they should contact Human Resources.
Itis NFI, LLC'spolicy to prohibitintentional and unintentional harassment of any individual by another person on the basis of any protected classification including, but not limited to, actual or perceived race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, sex, disability or handicap, pregnancy, marital status, veteran status,sexual orientation, gender identity, arrest record, geneticinformation or any other characteristic protected by applicable federal, state or local laws. The purpose of this policy is not to regulate our employees' personal morality, but to ensure that in the workplace, no one harasses another individual.
If an employee feels that they have been subjected to conduct which violates this policy, they should immediately report the matter to Human Resources. If the employee is unable for any reason to contact this person, or if the employee has not received a satisfactory response within five (5) business days after reporting any incident of what the employee perceives to be harassment, the employee should contact the President. If the person toward whom the complaint is directed is one of the individuals indicated above, the employee should contact any higher-level manager in their reporting hierarchy. Every report of perceived harassment will be thoroughly investigated, and corrective action will be taken where appropriate. All complaints will be kept
confidential to the extentpossible, but confidentiality cannot be guaranteed. In addition, the Company will not allow any form of retaliation against individuals who report unwelcome conduct to management or who cooperate in the investigations of such reports under this policy.
If an employee feelsthey have been subjected to any such retaliation, they should reportit in the same way the employee would report a claim of perceived harassment under this policy. Violation of this policy, including any improper retaliatory conduct, will result in disciplinary action, up to and including discharge. All employees must cooperate with all investigations.
It is NFI, LLC’s policy to prohibit harassment of any employee by any Supervisor, employee, customer, or vendor on the basis of sex or gender. The purpose of this policy is not to regulatepersonal morality within the Company. I t is to ensure that at the Company, and all employees are free from sexual harassment.
"Sexual harassment" meanssexual advances, requestsfor sexual favors,and verbal or physical conductof a sexual nature when:
While it is not easy to define precisely what types of conduct could constitute sexual harassment and there is a wide range of behavior that may violate this policy even if such behavior does not violate the law, examples of prohibited behavior include unwelcome sexual advances, requests for sexual favors, obscene gestures, displaying sexually graphic magazines, calendars or posters, sending sexually explicit e-mails, text messages, and other verbal or physical conduct of a sexual nature, such as uninvited touching of a sexual nature or sexually related comments. Depending upon the circumstances, improper conduct also can include sexual joking, vulgar or offensive conversation or jokes, commenting about an employee's physical appearance, conversation about one's own or someone else's sex life, teasing, or other conduct directed toward a person because of their gender which is sufficiently severeor pervasive to create an unprofessional and hostile working environment.
Ifthe employee feels that they have been subjected to conduct which violates this policy, the employee should immediately report the matter to Human Resources. If unable for any reason to contact this person, or if the employee has not received a satisfactory response within five (5) business days after reporting any incident of perceived harassment, the employee should contact the President. If the person toward whom the complaint is directed is one of the individuals indicated above, the employee should contact any higher-level manager in their reporting hierarchy. Every report of perceived harassment will be thoroughly investigated, and corrective action will be taken where appropriate. All complaints will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. The Company will not allow any form of retaliation against individuals who report unwelcome conduct to management or who cooperate in the investigations of such reports in accordance with this policy, and any such conduct is unlawful. If an employee feels they have been subjected to any such retaliation, the employee should report it in the same manner as that used for reporting a claim of perceived harassment under this policy. Violation of this policy, including any improper retaliatory conduct, will result in disciplinary action, up to and including discharge. All employees must cooperate with all investigations.
Sexual harassment is unlawfulto the extent it fullymeets the harassment definition above; however,this policy prohibits conduct and authorizes discipline against offenders whose behavior is sex-based even if it does not meet such definition.
While employees are encouraged to report claims internally, if an employee believes that they have been subjected to sexual harassment, they may file a formalcomplaint with the government agencyor agencies set forth below. Using the Company's complaint process does not prohibit an employee from filing a claim with these agencies:
Room 220 Springfield, Massachusetts 01103 (413) 739-2145.
NFI, LLC is stronglycommitted to providinga safe workplace. The purposeof this policy is to minimize the risk of personal injury to employees and damage to Company and personal property.
We do not expect employees to become expertsin psychology or to subdue a threatening or violentindividual physically. Indeed, we specifically discourage employees from engagingin any physical confrontation with a violent or potentially violent individual. However, we do expect and encourage employees to exercise reasonable judgment in identifying potentially dangerous situations.
Experts in the mental health profession state that before engaging in acts of violence, troubled individuals often exhibit one or more of the following behaviors or signs: over-resentment, anger, and hostility; extreme agitation; making ominous threats such as bad things will happen to a particular person, or a catastrophic event will occur; sudden and significant decline in work performance; irresponsible, irrational, intimidating, aggressive or otherwise inappropriate behavior; reacting to questions with an antagonistic or overtly negative attitude; discussing weapons and their use, and/or brandishing weapons in the workplace; overreacting or reacting harshly to changes in Company policies and procedures; personality conflicts with co-workers; obsession or preoccupation with a co-workeror Supervisor; attemptsto sabotage the work or equipment of a co- worker; blaming others for mistakes and circumstances; or demonstrating a propensity to behave and react irrationally.
Threats, threatening language, or any other acts of aggression or violence made toward or by any Company employee WILL NOT BE TOLERATED. For purposes of this policy, a threat includes any verbal or physical harassment or abuse, any attempt at intimidating or instilling fear in others, menacing gestures, flashing of weapons, stalking, or any otherhostile, aggressive, injurious or destructive actionundertaken for the purpose of domination or intimidation. To the extent permitted by law, employees and visitors are prohibited from carrying weapons onto Company premises.
All potentially dangerous situations, including threats by co-workers, should be reported immediately to any member of management with whom the employee feels comfortable. Reports of threats will be maintained confidential to the extent that maintaining confidentiality will not impedeour ability to investigate and respond to the complaints. All threats will be promptly investigated. All employees must cooperate with all investigations. No employee will be subjected to retaliation, intimidation, or disciplinary action as a result of reporting a threat in good faith under this policy.
If the Company determines, after an appropriate good faith investigation, that someone has violated this policy, the Company will take swift and appropriate corrective action.
If an employee is the recipient of a threat made by an outside party, that employee should follow the steps detailed in this section.We need to be aware of any potential danger in our offices. Indeed, we want to take adequate measures to protect everyone from the threat of a violent act by an employee or by anyone else.
Full-time and part-time employees are on an introductory period during their first 60 days of employment.
During this time, you will be able to determine if your new job is suitable for you and your manager will have an opportunity to evaluate your work performance. However, the completion of the introductory period does not guarantee employment for any period of time since you are an at-will employeeboth during and after your introductory period.
NFI, LLC strongly encourages employees to use direct deposit.Authorization forms are available from Human Resources or Finance.
For purposes of this handbook, all employees fall withinone of the classifications below:
Full-Time Employees – Employees who regularly work at least 30hours per week and who were not hired on a temporary basis.
Part-Time Employees – Employees who regularly work fewer than 30 hours per week.
TemporaryEmployees – Employees who were hired for a specific short-term project, or on a short-term freelance, per diem basis. TemporaryeEmployees generally are not eligible for Company benefitsbut are eligible to receive statutory benefits.
Employees who regularlywork at least 30 or more hours per week who were not hired on a short-term basis are eligible for health insurance benefits.
In addition to the above classifications, employees are categorized as either "exempt" or "non-exempt" for purposes of federal and state wage and hour laws. Employees classified as exempt do not receiveovertime pay; they generally receive the same weekly salary regardless of hours worked. Such salary may be paid less frequently than weekly. The employee will be informed of these classifications upon hire and informed of any subsequent changes to the classifications.
NFI, LLC is dedicated to assisting employees in managing their careers and reaching their professional goals through promotion and transfer opportunities. This policy outlinesthe on-line job posting program,which is in place for all employees. To be eligible to apply for an open position, employees must meet several requirements:
Ifthe employee finds a positionof interest on the job posting websiteand meets the eligibility requirements, an on-line job posting application must be completed in order to be considered for the position. Not all positions are guaranteed to be posted. The Company reserves the right to seek applicants solely from outside sources or to post positions internally and externally simultaneously.
For more specific information about the program, please contact the Human Resources Department.
Like most successful companies, we experience periodsof extremely high activity. Duringthese busy periods, additional work is required from all of us. Supervisors are responsible for monitoring business activity and requesting overtime work if it is necessary. Effort will be made to provide employees with adequate advance notice in such situations.
Any non-exempt employee who worksovertime will be compensated at the rate of one and one-halftimes (1½) their normalhourly wage for all time worked in excess of forty (40) hours each week, unlessotherwise required by law.
Employees may work overtime only with prior management authorization.
For purposesof calculating overtimefor non-exempt employees, the workweek beginsat 12 am on Sunday and ends at 11:59 pm that Saturday.
Depending on the employee's position and classification, NFI, LLC endeavors to review performance at least annually, close to the employee's anniversary date. At this time, a reviewof your last year's performance will be made, as well as establishing goals and objectives for the coming year.
However, a positive performance evaluation does not guarantee an increase in salary, promotion, or continued employment. Compensation increases, and the terms and conditions of employment, including job assignments, transfers, promotions, and demotions, are determined by and at the discretion of management.
When applicable, a cost of living increase may be an annual event that will take place at the start of the Fiscal Year (Fiscal Year = January 1st to December 31st). The Leadership team will review the last Fiscal Year Cost of Living based on the CPI (Consumer Price Index) and other indices of the previous 12 months from the Bureau of Labor Statistics as well as the profitability of the company.This is a discretionary event and may not be applied every year. If approved, the increase will show in your hourly rate on your pay stub following this change.
In additionto these formal performance evaluations, the Company encourages employees and supervisors to discuss job performance on a frequent and ongoing basis.
A bonus (not an hourly rate increase) based on Company Performance may beestablished. If approved, this would be an annual eventtaking place after completion of the FiscalYear; however, the Company may issue them in multiple payments throughout the year if necessary. The process is as followed:
It is our policyand practice to compensate employeesaccurately and to do so in compliance with all applicable state and federal laws. To ensure proper payment and that no improper deductions are made, employees must review pay stubs promptly to identify and report all errors.
Employees classified as exempt salaried employees will receive a salary which is intended to compensate them for all hours they may work for NFI, LLC. This salary will be established at the time of hire or classification as an exempt employee. While it may be subject to review and modification from time to time, such as during salary review times, the salary will be a predetermined amount that will not be subject to deductions for variations in the quantity or quality of the work performed.
Under federal and state law, salary is subject to certain deductions. For example, unlessstate law requires otherwise, salary can be reduced for the following reasons:
Salary may also be reduced for certain types of deductions such as a portion of health, dental,or life insurance premiums; state, federal or local taxes; social security; or voluntary contributions to a 401(k) or pension plan.
In any workweek in which the employee performedany work, salarywill not be reduced for any of the following reasons:
However, unless state law provides otherwise, deductions may be made to accrued leave for full- or partial-day absences for personal reasons, sickness, or disability.
If an employee believes they have been subject to any improper deductions, the employee should immediately report the matter to a supervisor. If the supervisor is unavailable or if the employee believes it would be inappropriate to contact that person (or if the employee has not receiveda prompt and entirely acceptable reply), they should immediately contact Human Resources or any other supervisor in NFI, LLC with whom the employee feels comfortable.
NFI, LLC does not permit advanceson paychecks or against accruedpaid time off.
Non-exempt employees must record the time work begins and ends, as well as the beginning and ending time of any departure from work for any non-work-related reason, via time clocks locatedthroughout the facility.Time must be recorded as follows:
Altering, falsifying, or tampering with time recordsis prohibited and subjects the employee to discipline, up to and including discharge.
Exempt employees are required to report full days of absence from work for reasons such as leavesof absence, sick leave, or personal business to the Finance department for payroll processing.
Non-exempt employees may not startwork until theirscheduled starting time without prior approval from management.
It is the employee's responsibility to monitor their timecard and to certify the accuracy of all time recorded. Any errors in one's timecardshould be reportedimmediately to the Financedepartment to correctlegitimate errors. An excessive amount of missed punches is subject to progressive disciplinary action.
NFI, LLC worksites are normally open for production from 4:00 am to 6:00 pm, Monday through Friday. Employees will be assigned a work schedule and will be expected to begin and end work according to that schedule. To accommodate the needs of our business,at some point, we may need to change individual work schedules on either a short-term or long-term basis.
Employees will be provided meal andrest periods as required by law. A Supervisor will provide further details.
Inorder to obtaintheir position, employees must provide us with their personal information. This information is maintained confidentially in the employee's personnel file.
The employee shouldkeep their personnelfile up to date by informing HumanResources of any changes. The employee also should inform Human Resources of any changes to any required visas. Unreported changes of address, name, marital status, etc. can affect withholding tax and benefit coverage.Further, an "out of date" emergency contact or an inability to reach the employee in a crisis could cause a severe health or safety risk or other significant problem.
The Company acknowledges its responsibility to preserve information relating to litigation, audits, and investigations. Failureon the part of the employee to follow this policy can result in possible civil and criminal sanctions against the Company and its employee(s) and possible disciplinary action against responsible individuals (up to and including termination of employment). Each employee has an obligation to contact
Human Resources and informthem of a potential or actual litigation, external audit, investigation, or similar proceeding involving the Company that may have an impact on record retention protocols.
Employees are paid weekly for all time worked during the past week (Sunday – Saturday).
Payroll stubs itemize deductions made from gross earnings. By law, the Company is required to make deductions for SocialSecurity, federal incometax, and any other appropriate taxes. These requireddeductions also may include any court-ordered garnishments. Payroll stubs also will differentiate between regular pay received, and overtime pay received.
If there is an error in an employee's pay, the employeeshould bring the matter to the attention of the Finance department immediately so the Company can resolve the issue quickly and amicably.
Paychecks will be given to the employeeonly, unless they request that it be mailed or authorize in writing another person can accept the check.
In addition to good working conditions and competitive pay, it is NFI’s policy to provide a combination of supplemental benefits to all eligible employees. In keeping with this goal, each benefit program has been carefully devised. These benefits include time-off, such as PTO and holidays, insurance, and other plan benefits. We arecontinually studying and evaluating our benefits programsand policies to better meet present and future requirements. These benefitshave been developedover the years and continueto be refined to keep up with changing times and needs.
The next few pagescontain a brief outline of the benefitsprograms NFI providesemployees and theirfamilies. Of course, the information presented here is intended to serve only as a guideline.
The descriptions of the insurances and other plan benefits merely highlight certain aspects of the applicable plans for general information only.The details of those plans are spelled out in the official plan documents, which are available for review upon request from Human Resources. Additionally, the provisions of the plans, including eligibility and benefits provisions, are summarized in the summaryplan descriptions ("SPDs") for the plans (which may be revised from time to time). In the determination of benefits and all other matters under each plan, the terms of the official plan documents shall govern over the language of any descriptions of the plans, including the SPDs and this handbook.
Furthermore, NFI, LLC (including the officers and administrators who are responsible for administering the plans) retains full discretionary authority to interpret the terms of the plans, as well as the full discretionary authority with regardto administrative mattersarising in connection with the plans and all issues concerning benefit terms, eligibility, and entitlement.
While the Company intendsto maintain theseemployee benefits, it reserves the absolute rightto modify, amend, or terminate these benefits at any time and for any reason.
If employees have any questions regarding benefits, they should contact Human Resources.
Full-time employees who have completedtheir introductory periodare eligible for fivepaid days for the death of an immediate family member. Members of the immediate family include spouses, children, domestic partners and children of domestic partner.
Full-time employees who have completedtheir introductory periodare eligible for three paid days for the death of an other family member. Members of the other immediate family include parents, brothers, sisters, grandchildren, grandparents, parents-in-law, and parents of domestic partners.
Full-time employees who have completedtheir introductory periodare eligible for one paid day to attend the funeral of aunts, uncles, nieces, nephews, brothers-in-law, sisters-in-law.
Requests for bereavement leave should be made to your manageras soon as possible. Our company reserves the right to request written verification of an employee's familial relationship to the deceased and their attendance at the funeral service as a condition of the bereavement pay.
NFI, LLC, provides an employee assistance program for employees. This program offersqualified counselors to help you cope with personal problems you may be facing. Further details can be obtained by contacting Human Resources or our current benefits provider.
The Company encourages all employees to refer qualified job applicants for available job openings. Other than managers in the line of authority and all Human Resources personnel, all employees are eligible to receive employee referral awards. When making referrals, instruct the applicant to list the employee's name on their employment application as the referral source. If the referral is hired and completes 2 months of service and remains an employee of the Company, the referring employee is eligible to receive a monetary award. The reward is currently a gross amount of $100 for part-time hires and $250 for full-time hires.
Full-time employees may participate in the Company's insurance programs. Under these plans, eligible employees will receive comprehensive health and otherinsurance coverage for themselves and their families, as well as other benefits.
Upon becoming eligible to participate in these plans, you will receive summary plan descriptions (SPDs) describing the benefits in greater detail.Please refer to the SPDs for detailedplan information. Of course, feel free to speak to Human Resources if you have any further questions.
The Companywill provide a reasonable amountof break time to accommodate an employee desiringto express breast milk for the employee's infant child, in accordance with and to the extent required by applicable law.
The breaktime, if possible,must run concurrently with rest and meal periodsalready provided to the employee. If the break time cannot run concurrently with rest and meal periods already offered to the employee, the break time will be unpaid, subject to applicable law.
The Company will make reasonable efforts to provideemployees with the use of a room or location other than a toilet stall for the employee to express milk in private.This location may be the employee's private office, if applicable. The Company may not be able to provide additional break time if doing so would seriously disrupt the Company's operations, subject to applicable law. Please consult Human Resources if you have questions regarding this policy.
Employees shouldadvise management if they need break time and an area for this purpose.Employees will not be discriminated against or retaliated against for exercising their rights under this policy.
Full-time employees who are enrolled in a Company-sponsored health plan are automatically enrolled in the Long-Term Disability plan, subject to all termsand conditions of the agreement between the Companyand the insurance carrier.
This is solely a monetary benefit and not a leave of absence. Employees who will be out of work must also request a formalleave of absence.See the Leave of Absencesections of this handbook for more information.
NFI, LLC provides earned sick time to employees whose primary place of work is in Massachusetts.
Per law, employees accrue one (1) hour of earned sick time for every 30 hours worked, up to a maximum accrual of 40 hours each calendar year.
NFI has extendedthis policy by automatically applying40 hours to all employees, full and part-time. Since we have enhanced the requirements by law, these hours are rolled into your PTO balance.
*Since NFI provides enhancedsick leave, we do not require employeesto validate their use of PTO on aregular basis, nor do we track sick time vs. vacation time.
Earned sick time (PTO) may not be used as an excuseto be late for work if the lateness is not relatedto one of the reasons described above.Additionally, employees may not accept a specific shift assignment with the intention of calling out sick for all or part of the shift.
Use of earned sick time (PTO) can run concurrently with time off provided under Family and Medical Leave, Massachusetts Parental Leave, Massachusetts Domestic Violence Leave, Massachusetts Small Necessities Leave, or time off pursuantto any other applicable law, if applicable and to the extent permitted by applicable law.
Employees must complywith the attendance and call-in policywhen providing notice.Employees must make a good faith effort to provide notice of this need to use earned sick time (PTO) if the need is foreseeable.
Specifically, if an employee's need for the use of earned sick time (PTO) is due to a pre-scheduled or foreseeable absence, seven (7) days advance notice to the employee's supervisor is required. If an employee anticipates a multi-day absence from work, the employee must provide notification of the expected duration of the leave or, ifunknown, must provide notification on a daily basis, unless the circumstances make such notice
unreasonable. If an employee's need for the use of earned sick time (PTO) is unforeseeable, notice must be provided as soon as practicable under the circumstances.
When providing notice or reporting an absence for a covered purpose, employees are not required to reference sick time explicitly, but NFI may, in accordance with applicable laws regarding privacy and confidentiality of medical information, reviewwith the employeethe covered purposesfor which earnedsick time (PTO)may be used.
NFI will also requiresupporting documentation if an employee's use of earned sick time (PTO):
Documentation signed by a health care provider indicating the need for time off from work must be taken constitutes acceptable certification for PTO taken for reasons1 through 4 outlined in the Usage section above. Employees who do not have health care covered through a private insurer may provide a signed written statement evidencing the need for the use of earned sick time, without being required to explain the nature of the illness, in lieu of documentation by a health care provider.
Acceptable documentation for earned sick time (PTO) taken forreason 4 can include:
The documentation does not need to explain the nature of the illnessor the details of the domestic violence. Documentation can be submitted in person or by another reasonable method, including email.
Documentation must be provided withinseven (7) days of an employee taking earned sick time (PTO), unless, for good cause shown or as otherwise permitted, an employee requires more time to provide such documentation. Failure to comply with the reasonable documentation requirements, without reasonable justification, may result in the NFI, LLC recouping the amount paid for earned sick time (PTO) from future payments, as an overpayment or otherwise takingappropriate action, to the extentpermitted by applicable law.
Employees may be asked to provide a fitness-for-duty certification, a work release, or other documentation from a medical providerbefore returning to work after an absenceduring which earnedsick time (PTO) was used.This request may occur, as determined by the Company, for any length of absence.
Earned sick time (PTO) will be paid at the same hourly rate as the employeeearns at the time the employee uses such time. The use of sick time (PTO) is not considered hours worked for purposes of calculating overtime.
**NFI providesenhanced sick leave by incorporating 40 hours of earned sick time into an employee’s overall PTO balance at the start of the calendar year.Furthermore, we allow a prorated amount to be paid out upon separation, as it is included in your PTO balance. For purposes of this policy, the calendar year is the consecutive 12-month period beginning January 1st and ending on December 31st.
Employees may be subject to disciplinary action for misuseof earned sick time(PTO) if they are engagingin fraud or abuse of benefits available under this policy.
NFI, LLC will not tolerateretaliation against an employee who opposes practices that they believe to violate earned sick time law or because the employee supports the exercise of rights of another employee under the earned sick time law. Employees may file an action in court to enforce their earned sick time rights.
Employees with questions regarding this policyshould contact Human Resources.
NFI, LLC realizes that all U.S. citizens must serve on a jury when summonedto do so. All employeeswill be allowed time off to perform such civic service as required by law.Employees are expected, however, to provide proper notice of any request to perform jury duty and verification of their service, including fees received for jury duty service.
Employees also are expectedto keep management informed of the expected lengthof jury duty service and to report to work for a significant portion of the day if excused by the court. If the required absence presents a severe conflict for management, employees may be asked to try to postpone jury duty.
The Company will pay regularly employedjurors their regularwages for the first three (3) days of jury service. Courts may excuse employers from the duty to compensate juror-employees in cases of extreme financial hardship. In such cases, the court will award the juror reasonable compensation in place of wages, up to $50 a day, for the first three (3) days of juror service. Alternate jurors will receive the same payments and reimbursements from their employers and the commonwealth as jurors.
Exempt employees will be paid their full salary for any week in whichthey performed work for the Company and missed work solely due to jury service.
All full-time eligible employees will be paid for the following holidays:
When holidays fall or are celebrated on a regularworkday, eligible employeeswill receive one (1) day'spay at their regularstraight-time rate. Eligibleemployees who are called in to work on a holiday will receive one (1) day's pay at their regular straight-time rate and an additional payment of straight-time for the actual time they work that day.
If a holidayfalls within an eligible employee's pre-approved vacationperiod, the employeewill be paid for the holiday (at the regular straight-time rate).
Full-time employees are required to work a minimum of 4 hours of their normal working day, the day before, and 4 hours the day after a holiday to be eligible for holiday pay. Employees must have worked through their introductory period before a holiday to be eligible for holiday benefits. Part-time employees and employees who are in exit status do not qualify for holiday pay.Vacation time (with a minimum of two weeks advanced notice) may be used to fill the 4-hourminimum requirement. Sick notes providedfrom a doctor for an absence immediately before or after a holiday do not satisfy an approved absence thus do not permit holiday pay.
Weknow how hard employees work and recognize the importance of providing time for rest and relaxation. We wholeheartedly encourage employees to get this rest by taking paid time off. Time off under this policy includes extended time off, such as for a vacation, and incidental time due to sickness or to handle personal affairs.
Eligibility: PTO is notredeemable until the 60-dayintroductory period is over.
Part-time employees can only accrue a maximum of 40 hourstotal within a calendar year. Any remaining balance is not paid out upon separation of employment.
Full-time employees must work a minimum of 32 hours per week tobe eligible for the following PTO structure:
Approval:
Redemption:
Other Considerations:
Eligible (after one year)employees can participate in the Company'sretirement plan. Plan participants may make pre-tax or post-tax (Roth) contributions to a retirement account.
Upon becoming eligible to participate in this plan, the employee will receive a Summary Plan Description (SPD) describing the plan in greater detail.Please refer to the SPD for detailedplan information. Pleasespeak to Human Resources if there are any further questions.
NFI, LLC encourages our employees to continue their education and formal training after entering our employment. The new skills learnedby attending collegecourses or seminarsbenefit not only the employeebut NFI, LLC as well. Therefore, NFI, LLC will reimburse full-time employees, who have been employed with NFI, LLC over one year, 50% of their tuition cost, up to a total of $10,000 ($5,000 maximum per year) with a passing grade of “B” or better for attending pre-approved or work-related classes. Requests and receipts should be submitted within 3 months of completion. Tuition cost does not include the cost of books or other fees.
Your application for tuition assistance must be made and approved before registration of the course(s).
Inthe event an employee does not have sufficient time outside of working hoursto vote in a statewideelection, if required by state law, the employee may take off enough working time to vote. Such time will be paid if required by state law. This time should be taken at the beginning or end of the regular work schedule. Your Supervisor must be notified at least two days before the voting day.
On-the-job injuries are coveredby our Workers' Compensation InsurancePolicy, which is provided at no cost. Ifemployees are injured on the job, no matter how minor, they should report the incident immediately to their Supervisor. Failure to follow Company procedures may affect the ability of the employee to receive Workers Compensation benefits.
This is solely a monetary benefit and not a leave of absence entitlement. Employees who need to miss work due to a workplaceinjury must also request a formal leave of absence.See the Leave of Absencesections of this handbook for more information.
The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) allows employees and their qualified beneficiaries to continue health insurance coverage when a "qualifying event" results in the loss of eligibility. Some common qualifying eventsinclude but are not limitedto resignation, termination of employment, deathof an employee, a reduction in an employee's hours or a leave of absence, an employee's divorce or legal separation, or a dependent child no longer meeting eligibility requirements.
Under COBRA, the employee or beneficiary pays the full cost of coverage at the group's rate plus an administration fee of 2%. Eligible employees will receive a written notice describing rights granted under COBRA. The notice containsimportant information aboutthe employee's rightsand obligations. Please refer to the Summary Plan Description or contact Human Resources for additional information.
Employees who are volunteerfirefighters, as definedby state law, are entitledto time off from work without pay when late for work due to responding to an emergency before the employee's regular working hours.
Anemployee who is absent from work as a resultof responding to an emergency is expected to return to work as soon as they are released from their volunteer duties.
Upon return from leave, the employee shall provide the company with a statement from the chief of the volunteer fire department statingthe time the employee respondedto and was released from the emergencycall.
For more information regarding this leave,please see Human Resources.
Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.
Employees may be entitled to a leave of absence under the Family and Medical Leave Act (FMLA). This policy provides employees with information concerning FMLA entitlements and obligations employees may have duringsuch leaves. If employees have any questions concerning FMLA leave,they should contact Human Resources.
FMLA leave is available to "eligible employees." To be an "eligible employee," an employee must: 1) have been employed by a covered Company* for at least 12 months (which need not be consecutive); 2) have been employed by the Company for at least 1,250 hours of service during the 12 months immediately preceding the commencement of the leave; and 3) be employed at aworksite where 50 or more employees are located within 75 miles of the worksite.
The FMLA provideseligible employees with a rightto leave, applicable health insurance benefits, and, with some limited exceptions, job restoration. The FMLA also entitles employees to specific written notices concerning their potential eligibility for and designation of FMLA leave.
The FMLA provides eligible employees up to 12 workweeks of unpaid leave for certain family and medical reasons during a 12-month period. The 12-month period is determined based on a rolling 12-month period measured backward from the date an employee uses their FMLA leave. Leave may be taken for any one, or a combination, of the following reasons:
A serious healthcondition is an illness, injury,impairment or physicalor mental condition that involves either an overnight stay in a medicalcare facility or continuing treatment by a healthcare provider for a conditionthat either prevents the employee from performing the functions of the employee's job or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment.
Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, caring for the parents of the military member on covered active duty, and attending post-deployment reintegration briefings.
In addition to the basic FMLA leave entitlement discussed above, an eligible employee who is the spouse, son, daughter, parent or next of kin of a covered servicemember is entitled to take up 26 weeks of leave during a single 12-month period to care for the servicemember with a serious injury or illness. Leave to care for a servicemember shall only be available duringa single-12-month periodand, when combinedwith other FMLA- qualifying leave, may not exceed 26 weeks during the single 12-month period. The single 12-month period begins on the first day an eligible employee takes leave to care for the injured servicemember.
A "covered servicemember" is a current member of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is on the temporaryretired list, for a seriousinjury or illness.These individuals are referred to in this policy as “current members of the Armed Forces.”
Covered servicemembers also include a veteran who is discharged or released from military servicesunder a condition other than dishonorable at any time during the five years preceding the date the eligible employee takes FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation or therapy for a serious injury or illness. These individuals are referred to in this policy as “covered veterans.”
The FMLA definitions of a “seriousinjury or illness”for current ArmedForces members and covered veterans are distinct from the FMLA definition of “serious health condition” applicable to FMLA leave to care for a covered family member.
FMLA leave usually will be taken for a period of consecutive days, weeks, or months. However, employees also are entitled to take FMLA leave intermittently or on a reduced leave schedule when medically necessary due to a serious health condition of the employeeor covered family member or the seriousinjury or illnessof a covered servicemember.
The taking of another job while on family/medical leave or any other authorized leave of absenceis grounds for immediate termination, to the extent permitted by law.
During FMLA leave,eligible employees are entitled to receive grouphealth plan coverage(if applicable) on the same terms and conditions as if they had continued to work.
At the end of FMLA leave, subject to some exceptions, including situations where job restoration of "key employees" will cause the Company substantial and grievous economicinjury, employees generally have a right to return to the same or equivalent positions with equivalent pay, benefits and other employment terms. The Company will notify employees if they qualify as "key employees," if it intends to deny reinstatement, and of their rights in such instances. The use of FMLA leave will not result in the loss of any employment benefit that accrued before the start of an eligible employee's FMLA leave.
Employees requesting FMLA leave are entitled to receive written notice from the Company telling them whether they are eligible for FMLA leave and, if not eligible, the reasons why they are not eligible. When eligible for FMLA leave,employees are entitledto receive writtennotice of 1) their rightsand responsibilities in connection with such leave; 2) the Company's designation of leave as FMLA-qualifying or non-qualifying, and if not FMLA-qualifying, the reasons why; and 3) the amount of leave, if known, that will be counted against the employee's leave entitlement.
The Company may retroactively designate leave as FMLA leave with appropriate written notice to employees provided the Company's failure to designate leave as FMLA-qualifying at an earlier date did not cause harm or injury to the employee. In all caseswhere leaves qualifyfor FMLA protection, the Company and employee can mutually agree that leave be retroactively designated as FMLA leave.
Employees who take FMLA leave must timely(within 30-days) notifythe Company of their need for FMLA leave. The following describes the content and timing of such employee notices.
To trigger FMLA leave protections, employees must inform Human Resources of the need for FMLA- qualifying leave and the anticipated timing and durationof the leave, if known.Employees may do this by either requesting FMLA leave specifically or explaining the reasons for leave to allow the Company to determine that the leave is FMLA-qualifying. For example, employees might explain that:
Calling in "sick," withoutproviding the reasonsfor the neededleave, will not be considered sufficient notice for FMLA leave under this policy. Employees must respond to the Company's questions to determine if absences are potentially FMLA-qualifying.
If employees fail to explainthe reasons for FMLA leave,the leave may be denied.When employees seek leave due to FMLA-qualifying reasons for which the Company has previously provided FMLA-protected leave, they must specifically reference the qualifying reason for the leave or the need for FMLA leave.
:Employees must provide 30 days' advancenotice of the need to take FMLA leave when the need is foreseeable. When 30 days notice is not possible, or the approximate timing of the need for leave is not foreseeable, employees must provide the Company notice of the need for leave as soon as practicable under the facts and circumstances of the particular case. Employees, who fail to give 30 days' notice for foreseeable leave without a reasonable excuse for the delay, or otherwise fail to satisfy FMLA notice obligations, may have FMLA leave delayed or denied.
When planning medical treatment, employees must consult with the Company and make a reasonable effort to schedule treatment so as not to unduly disrupt the Company's operations, subject to the approval of an employee's health care provider. Employees must consult with the Company prior to the scheduling of treatment to work out a treatment schedule that best suits the needs of both the Company and the employees, subject to the approvalof an employee's health care provider. If employees providingnotice of the need to take FMLA leave on an intermittent basis for planned medical treatment neglect to fulfill this obligation, the Company may require employees to attempt to make such arrangements, subject to the approval of the employee's health care provider.
When employees take intermittent or reduced work schedule leave for foreseeable planned medical treatment for the employeeor a family member, including during a periodof recovery from a serious healthcondition or to care for a covered servicemember, the Company may temporarily transferemployees, during the period that the intermittent or reduced leave schedules are required, to alternative positions with equivalent pay and benefits for which the employees are qualified and which better accommodate recurring periods of leave.
When employees seek intermittent leave or a reduced leave schedule for reasons unrelated to the planning of medical treatment, upon request, employees must advise the Company of the reason why such leave is medically necessary. In such instances, the Company and employee shall attempt to work out a leave schedule that meets the employee's needswithout unduly disrupting the Company's operations, subject to the approval of the employee's health care provider.
Depending on thenature of FMLA leave sought, employees may be required to submit medical certifications supporting their need for FMLA-qualifying leave. As described below, there generally are three types of FMLA medical certifications: an initial certification, recertification, anda return to work/fitness for duty certification.
It is the employee's responsibility to provide the Company with timely, complete, and sufficient medical certifications. Wheneverthe Company requestsemployees to provideFMLA medical certifications, employees must provide the requested certifications within 15 calendar days after the Company's request, unless it is not practicable to do so despite an employee's diligent, good faith efforts. The Company shall inform employees if submitted medical certifications are incomplete or insufficient and provide employees at least seven calendar
days to cure deficiencies. The Company will deny FMLA leave to employees who fail to timely cure deficiencies or otherwise fail to timely submit requested medical certifications.
With the employee's permission, the Company(through individuals other than an employee's direct supervisor) may contact the employee's health care provider to authenticate or clarify completed and sufficient medical certifications. If employees choose not to provide the Company with authorization allowing it to clarify or authenticate certifications with health care providers, the Company may deny FMLA leave if certifications are unclear.
Whenever the Companydeems it appropriate to do so, it may waive its right to receive timely,complete, and/or sufficient FMLA medical certifications.
Employees requesting leave because of their own, or a covered relation's, serious health condition, or to care for a covered servicemember, must supply medical certification supporting the need for such leave from their health care provider or, if applicable, the health care provider of their covered family or service member. If employees provide at least 30 days' notice of medical leave, they should submit the medical certification before leave begins. A new initial medical certification will be required on an annual basis for serious medical conditions lasting beyond a single leave year.
If the Company has reason to doubt initial medical certifications, it may require employees to obtain a second opinion at the Company's expense. If the opinions of the initial and second health care providers differ, the Company may, at its expense, requireemployees to obtaina third, final,and binding certification from a health care provider designated or approved jointly by the Company and the employee.
Depending on the circumstances and duration of FMLA leave,the Company may require employees to provide recertification of medical conditions giving rise to the need for leave. The Company will notify employees if recertification is required and will provide employees with at least 15 calendar days to provide medical recertification.
Unless notified that providing such certifications is not necessary, employees returning to work from FMLA leaves that were takenbecause of theirown serious healthconditions that made them unableto perform their jobs must provide the Company medicalcertification confirming they can return to work and the employees' ability to perform the essential functions of the employees' position, with or without reasonable accommodation. The Company may delay and/or deny job restoration until employees provide a return to work/fitness for duty certifications.
Upon request, the first time employees seek leave due to qualifying exigencies arising out of the active duty or call to active duty status of a covered military member, the Company may require employees to provide: 1) a copy of the covered military member's active duty orders or other documentation issued by the military indicating the covered military member is on active duty or call to active duty status and the dates of the covered military member's active duty service; and 2) a certification from the employee setting forth information concerning the nature of the qualifying exigency for which leave is requested. Employees shall provide a copy of new active duty orders or other documentation issued by the military for leaves arisingout of qualifying exigencies arising out of a differentactive duty or call to active duty status of the same or a different covered military member.
When leave is taken to care for a covered servicemember with a seriousinjury or illness,the Company will require employees to obtain certifications completed by an authorized health care provider of the covered
servicemember. In addition, and in accordance with the FMLA regulations, the Company will request that the certification submitted by employees set forth additional information provided by the employee and/or the covered servicemember confirming entitlement to such leave.
Employees must (unlessthe Company specifically informs employees otherwise) use any accruedpaid time off while taking unpaid FMLA leave. The substitution of paid time for unpaid FMLA leave time does not extend the length of FMLA leaves, and the paid time will run concurrently with an employee's FMLA entitlement.
Leaves of absence taken in connection with a disability leave plan or workers' compensation injury/illness shall run concurrently with any FMLA leave entitlement. Upon written request, the Company will allow employees to use accrued paid time off to supplement any paid disability benefits.
During FMLA leave, employees are entitled to continued group health plan coverage (if applicable) under the same conditions as if they had continued to work.Unless the Company notifies employees of other arrangements, whenever employees are receiving pay from the Company during FMLA leave, the Company will deduct the employee portionof the group health plan premium from the employee's paycheck in the same manner as if the employee was actively working.
If FMLA leave is unpaid, employeesmust pay their portion of the group health premiumthrough a ''pay-as-you- go'' method. Employees should contact their immediate supervisor to make these arrangements.
The Company's obligation to maintain health care coverage ceases if an employee's premium payment is more than 30 days late. If an employee's paymentis more than 15 days late, the Company will send a letter notifying the employee that coverage will be dropped on a specified date unless the co-payment is received before that date. If employees do not return to work within 30 calendar days at the end of the leave period (unless employees cannot return to work because of a serious health condition or other circumstances beyond their control), they will be required to reimburse the Company for the cost of the premiums the Company paid for maintaining coverage during their unpaid FMLA leave.
The Company may choose not to return highly compensated employees (highest-paid 10% of employees at a worksite or within 75 miles of that worksite) to their former or equivalent positions following a leave if restoration of employment will cause substantial economic injury to the Company.(The Company will make this fact-specific determination on a case-by-case basis.) The Company will notify you if you qualify as a "highly compensated" employee if the Company intends to deny reinstatement, and of your rights in such instances.
If you have questions regarding this FMLA policy, please contact Human Resources. The Company is committed to complying with the FMLA and, whenevernecessary, shall interpret and apply this policy in a manner consistent with the FMLA.
The FMLA makes it unlawful for employers to 1) interfere with, restrain or deny the exercise of any right provided under FMLA; or 2) discharge or discriminate against any person for opposing any practice made unlawful by FMLA or involvement in any proceeding under or relating to FMLA. If employees believe their FMLA rights have been violated, they should contact ADP TotalSource immediately. The Company will investigate any FMLA complaints and take promptand appropriate remedialaction to addressand/or remedy an FMLA violation. Employees also may file FMLA complaints with the United States Department of Labor or may bring private lawsuits alleging FMLA violations.
The FMLA does not affect any federal,state, or local law prohibiting discrimination, or supersede any State or local law that provides greater family or medical leave rights. For additional information concerning leave entitlements and obligations that might arise when FMLA leave is either not available or exhausted, please consult the Company's other leave policies in your Company handbook as applicable or contact Human Resources.
NFI, LLC will grant employees who have worked for the Company for at least 12 months and have provided at least 1,250 hours of service in the preceding 12-month period with up to 24 hours of unpaid leave during any 12-month period, in addition to any FMLA leave, to participate in various activities. These include: attending a parent-teacher conference, accompanying a son or daughter to routine medical appointments, or accompanying an elderly relative, related by blood or marriage, to routine medical or dental appointments or appointments for other professional services related to the relative's care, such as interviewing at nursing homes. Employees must provide seven (7) days' advance notice of their need for leave. If the need was not foreseeable, the employee must provide the Company and their supervisor with as much notice as possible. An eligible employee first must substitute any accrued paid time off for this leave.
An employee who has completed three (3) consecutive months of full-time employment may be entitled to eight
(8) weeks of parental leave to give birth or for the placement of a child under the age of 18, or under the age of 23 if the child is mentally or physically disabled, for adoption with the employee who is adopting or intending toadopt the child or for the placement of a child with an employee pursuantto a court order. An employee who either has multiple births or adopts more than one (1) child at the same time is entitled to eight (8) weeks of leave for each child. If two (2) employees seek to take parental leave in connection with the same child, then they are entitled to a total of eight (8) weeks of parental leave in the aggregate for the birth or adoption of that child.
To be eligible for this leave, an employeemust give notice of the anticipated date of departureand intention to return to work to Human Resources at least two (2) weeks in advance, or as soon as practicable if the delay is for reasons beyond the employee’s control.
Parental leave will be without pay, except that if an employee has unused paid time off, upon which the employee must use such time concurrently with all or part of the leave. Thus, if an employee is eligible for both
FMLA leave and parentalleave under this policy, the employee must use accrued paid time off for the periodof leave covered by this policy.
After parental leave, the employee will be reinstated to their previous position or a similar position with the same rate of pay they received at the commencement of the leave. The Company, however, may not reinstate an employee on parental leave to the previous position or a similar position if other employees of equal seniority or status in the same or similar position(s) have been laid off due to economicconditions or have been otherwise affected by changes in employment conditions during the period of leave. While parental leave may be extended,unless otherwise providedby applicable law, reinstatement may not be guaranteed after a parental leave that was more than eight (8) weeks in duration.
Parental leave will not affect an employee’s abilityto receive paid time off, bonuses, advancement, seniority or other benefits for which the employee was eligible on the date leave began; however, the leave period will not be included in the computation of such benefits. Parental leave runs concurrently with leave provided under any other applicable policy in the handbook, including, without limitation, leave under the FMLA policy, if applicable. Parental leave also runs concurrently with any time period qualifying an employee for receipt of monetary benefits, including benefits received under any short-term disability policy. The receipt of such monetary benefits or the use of paid time off during any period of parental leave does not extend the length of the leave.
Employees with questions or concerns regarding this policy shouldcontact Human Resources.
Employees are entitled to up to 15 days of unpaid leave from work in any 12-month period if, as defined by applicable law: (i) the employee, or a family member of the employee, is a victim of abusive behavior; (ii) the employee is using the leave from work to seek or obtain medical attention, counseling, victim services or legal assistance; secure housing; obtain a protective order from a court; appear in court or before a grand jury; meet with a district attorney or other law enforcement official, or attend child custody proceedings or address other issues directly relatedto the abusive behavior againstthe employee or family memberof the employee; and (iii) the employee is not the perpetrator of the abusive behavior against such employee’s family member.
Except in cases of imminent danger to the health or safety, an employee seeking leave from work under this policy must provide to the Company appropriate advance notice of the leave. If there is a threat of imminent danger to the healthor safety of the employeeor the employee’s family member,the employee is not required to provide advanced notice of leave; provided, however, that the employee must notify the Company within three (3) workdays that the leave was taken or is being taken according to this policy.
The employee may communicate such notification, a family member of the employee or the employee’s counselor, social worker, health care worker, member of the clergy, shelter worker, legal advocate or other professional who has assisted the employee in addressing the effects of the abusivebehavior on the employeeor the employee’s family member.
If an unscheduled absence occurs, no adverse action will be taken against the employee if the employee provides any of the documentation described in (1) to (7) belowwithin 30 days from the unauthorized absence or within 30 days from the last unauthorized absence in the instance of consecutive days of unauthorized absences.
Employees must provide documentation that the employeeor employee’s familymember has been a victimof abusive behavior and that the leave taken is consistent with this policy. However, an employee will not be required to show evidence of an arrest, conviction, or other law enforcement documentation for such abusive
behavior. Employees must providesuch documentation withina reasonable periodafter the Companyrequests documentation relative to the employee’s absence. An employee may satisfy this documentation requirement by providing any of the following documents:
Information related to the employee's leave under this policy will be kept confidential and will not be disclosed, except to the extent that disclosure is: (i) requested or consented to, in writing, by the employee; (ii) ordered to be released by a court of competent jurisdiction; (iii) otherwise required by applicable federal or state law; (iv) required in the course of an investigation authorized by law enforcement, including, but not limited to, an investigation by the attorney general; or (v) necessary to protect the safety of the employee or others employed at the workplace.
An employee seekingleave under this policy must exhaust all PTOprior to requesting or taking leave under this policy unless otherwise provided by the Company.
The Company will not coerce, interfere with, restrain or deny the exercise of, or any attempt to exercise, any rights provided underthis policy or to make leave requestedor taken hereunder contingent upon whetheror not the victim maintains contact with the alleged abuser. The Company will not discharge or in any other manner, discriminate against an employee for exercising the employee’s rights under this policy. The taking of leave under this policy will not result in the loss of any employment benefit accrued before the date on which the leave taken under this policy commenced. Upon the employee’s return from such leave, to the extent required by applicable law, the employee will be entitled to restoration to the employee’s original job or an equivalent position.
The Company provides leaves of absence without pay toeligible employees for any of the following reasons:
(1) the birth of a son or daughter and to care for such son or daughter; (2) the placement of a son or daughter with you for adoption or foster care and to care for the newly placed son or daughter; (3) to care for a spouse, son, daughter or parent ("covered family member") with a serioushealth condition; or (4) becauseof your own serious health condition which renders you unable to perform an essential function of your position. Leave
because of reasons (1) or (2) must be completed within the 12-month period beginningon the date of birth or placement.
For purposes of this policy,serious health conditions or disabilities includeinpatient care in a hospital,hospice, or residential medical care facility; continuing treatment by a health care provider; and temporary disabilities associated with pregnancy, childbirth, and related medical conditions. If the state or federal law provides for greater rights than granted by this policy, it is the Company’s policy to govern its actions per those laws.
Employees may request leave only after having been employed for one year.Exceptions to the service requirement will be considered to accommodate protected disabilities. Eligible employees should make requests for leave to their supervisors at least 30 days in advance of foreseeable eventsand as soon as possible for unforeseeable circumstances.
Employees must provide written documentation from their health care provider supporting the need for leave including a detailed explanation of the medical reason why the employee requires a leave of absence, any accommodations that might enable the employee to return to work, and the health care provider’s opinion (supported by medicalreasoning) as to the likelydate the employeewill return to work if known. In the case of leave to care for a covered family member, the employee must also provide documentation substantiating the need for leave. This would include, for example, a statement from the family member’s healthcare provider indicating that the family member is unable to care for his or her own basic medical, hygienic, or nutritional needs or safety.
Any changes in this information should be promptly reported to The Company.
We seek to work cooperatively with medical professionals to make informed, individualized assessments about our employees’ ability to work and/or be at work. To accomplish this goal, from time to time, and as permissible by law, we may need to obtain additional medical information from your treatingphysician or other medical professionals we might retain to offer an opinion on your ability to work or be at work. While we expect you to comply with these requests, if you have any concerns about providing such information, you should contact Human Resources so we can attempt to address them. While we will assist you in whatever ways we can, it is your responsibility to see that your treating physician provides the information we request.
Eligible employees are normallygranted leave up to a maximum of 12 weekswithin a 12-month rollingperiod measured backward from the date of any leave usage. For purposes of this policy, leave usage includes leave previously granted under state or federal leave laws (i.e., FMLA) for the same reasons provided by this policy or leave previously provided pursuant to this policy.
Leave must be used in one-week increments. Exceptions to this minimum increment requirement will be considered to accommodate protected disabilities. Employeeswill also be required to exhaust any accrued PTO before taking unpaid leave.
If the initial period of approved absence proves insufficient, consideration will be given to a request for an extension. Extensions will be provided based on operational requirements and business needs. However, benefits will only be provided for the initialmaximum of 12 weeks, after which time the employeemay apply for benefits continuation under COBRA.
The Company will provide health insurance benefits for a maximum of 12 weeks under the same terms that would have applied had the employee not taken leave.Employees remain responsible for payment of the employee contribution while on leave.Payment must be received by the 5th of each month. Failureto make timely payments may result in the termination of health insurance benefits.
Employees who exceed the 12-week maximum period of leave will become responsible for the full costs of these benefits and may applyfor benefits continuation under COBRA. When the employeereturns from leave, benefits will again be reinstated on the first of the month following the employee’s return to work.
An employee on leave is requested to provide the Company with at leasttwo weeks advancenotice of the date the employee intends to return to work so that an employee's return to work can be properly scheduled.
Employees returning from leave for the employee’s own serious healthcondition must submita health care provider's verification of their fitness to return to work.
Job restoration is not guaranteed. However, when a leave ends, the Companywill make reasonable efforts to reinstate the employee to the same position previously held by the employee if it is available. If it is not available, the Company will make reasonable efforts to reinstate the employee to an equivalent position for which the employee is qualified and if an equivalent position is not available, then to a lower-level position.
If an employeefails to return to work on the agreed-upon return date, the Company will assume that the employee has resigned.
If employees are called into active military service or enlist in the uniformed services, they will be eligible to receive an unpaid military leave of absence. To qualify for military leave, employees must provide Human Resources with advance notice of service obligations unless they are prevented from providing such notice by military necessity or it is otherwise impossible or unreasonable to provide such notice. Provided the absence does not exceed applicable statutorylimitations, employees will retain reemployment rights and accrue seniority and benefits in accordance with applicable federal and state laws. Employees should ask Human Resources for further information about eligibility for Military Leave.
If employees are required to attend yearly Reserves or National Guard duty, they can apply for an unpaid temporary military leave of absencenot to exceed the numberof days allowedby law (including travel). They should give Human Resources as much advance notice of their need for military leave as possible so that we can maintain proper coverage while employees are away.
Any employee who fails to return to work after any type of leave, including FMLA leave or exceeds the 12- week FMLA entitlement (or in the case of military caregiver leave, the 26-week FMLA entitlement), will be subject to the company’s standard leave of absence and attendance policies. This may result in termination if you have no other company-provided leave available to you that applies to your continued absence. Likewise, following the conclusion of your leave, the company’s obligation to maintain your group health plan benefit ends (subject to any applicable COBRA rights).
NFI, LLC endeavors to maintain a positive work environment. Each employee plays a role in fostering this environment. Accordingly, we all must abideby specific rules of conduct,based on honesty,common sense and fair play.
Because everyone may not have the same idea about proper workplace conduct, it is helpful to adopt and enforce rules all can follow. Unacceptable conduct may subject the offender to disciplinary action, up to and including discharge, in the Company'ssole discretion. The following are examples of some, but not all, conduct which are considered unacceptable:
Obviously, not every type of misconduct can be listed.Note, all employees are employed at-will, and NFI, LLC reserves the right to impose whateverdiscipline it chooses,or none at all, in a particular instance. The Company will deal with each situation individually, and nothing in this handbook should be construed as a promise of specific treatment in a given situation. However, NFI, LLC will endeavor to utilize progressive discipline but reserves the right in its sole discretion to terminate an employee at any time for any reason.
The observance of these rules will help ensurethat our workplace remains a safe and desirable place to work.
NFI, LLC reserves the right to require employees while on Companyproperty, or clientproperty, to agree to the inspection of their persons, personal possessions and property, personal vehicles parked on Company or client property, and work areas. This includes lockers, vehicles, desks, cabinets, workstations, packages, handbags, briefcases, and other personal possessions or places of concealment, as well as personal mail sent to the Company or its clients. Employees are expected and required to cooperate in the conduct of any search or
inspection. Refusal and/or uncooperative behavior as a result of inspection or an inspection request may result in disciplinary action, up to and including termination.
Employees will be reimbursed for reasonable approved expenses incurred in the course of business. These expenses must be approvedby the employee's Supervisor and may includeair travel, hotels,motels, meals, cab fare, rental vehicles, or mileage for personal vehicles. All expenses incurred should be submitted to the employee's Supervisor along with the receipts in a timely manner.
Employees are expectedto exercise restraint and good judgmentwhen incurring expenses.Employees should contact their Supervisor in advance if they have any questions about whether an expense will be reimbursed.
Nonexempt employees will be compensated for the time spent traveling from one job site to another duringthe workday. The trip home, however,is non-compensable when an employee goes directly home from their final job site unless it is much longer (greater than 10 miles) than their regular commute home from the “regular” worksite. In such cases, the portion of the trip home in excess of the regular commute is compensable.
NFI's family of companies and worksites are considered one company with multiple sites.
When traveling betweenworksites during the day, employees can be reimbursed at the federalreimbursable rate (over 10 miles).
Commuting from home or to home from any of the worksites is non-reimbursable.
Important notices and items of general interest are continually posted on our bulletin boards or electronic displays. Employees shouldmake it a practice to review it frequently. This will assistemployees in keepingup with what is current at NFI, LLC. To avoid confusion, employees should not post or remove any material from any bulletin board. These notices are communicated through the HR Department and are posted for educational/specific reasons.
Due to the potential for issues such as an invasion of privacy, sexual harassment, and loss of productivity, no employee may use a cameraphone function on any phone on companyproperty or while performing work for the Company unless authorized to do so.
Theuse voice and video recordingdevices anywhere on Company property, including to recordconversations or activities of other employees or management, or while performing work for the Company, is also strictly prohibited unless the device was provided to you by the Company and is used solely for legitimate business purposes.
The Companyreserves the right to installsecurity cameras in work areasfor specific businessreasons, such as security/safety, theft protection, or protection of proprietary information.
The Company may find it necessary to monitor work areas with security cameras when there is a specific job- or business-related reason to do so. The Company will do so only after first ensuringthat such action complies with state and federal laws.
Employees should not have any expectation of privacy in work-related areas.
Employee privacy in nonwork areas will be respected to the extent possible. The Company’s reasonable suspicion of onsite drug use, physical abuse, theft, or similar circumstances would be possible exceptions. Legal advicewill be sought in advancein such rare cases where nonwork-area privacy must be compromised.
Employees should contacttheir supervisor or Human Resources if they have questionsabout this policy.
During the course of work, employees may become aware of confidential information about NFI, LLC's business, including but not limited to information regarding Company finances, pricing, products, and new product development, software and computer programs, marketing strategies, suppliers and customers, and potential customers. An employee also may becomeaware of similarconfidential information belonging to the Company's clients. It is imperative that all such information remains confidential, and particularly not be disclosed to our competitors.
Any employee who improperly copies, removes (whether physically or electronically), uses or discloses confidential information to anyone outsideof the Company may be subject to disciplinary action up to and including termination. Further details about this policy are detailed below:
By signing the General HandbookAcknowledgment at the end of this Handbook, employees are agreeingand consenting to this policy.
It is NFI, LLC'spolicy that all employees avoidany conflict betweentheir personal interests and those of the Company. The purpose of this policy is to ensure that the Company's honestyand integrity, and therefore its reputation, are not compromised. The fundamental principle guiding this policy is that no employee should have, or appear to have, personal interests or relationships that actually or potentially conflict with the best interests of the Company.
It is not possibleto give an exhaustive list of situations that might involveviolations of this policy. However, situations that would constitute a conflict include but are not limited to:
A conflict of interestwould also existwhen a member of an employee's immediate family is involvedin situations such as those above.
This policyis not intended to prohibitthe acceptance of modest courtesies, openly given and acceptedas part of theusual business amenities, for example, occasional business-related meals or promotional itemsof nominal or minor value.
Itis your responsibility to report any actual or potential conflictthat may existbetween you (and your immediate family) and the Company.
NFI, LLC is proud of the appearance our employees present to the public, and we expect all employees to conform to certain general appearance and dress requirements. You are expected to report to work well- groomed, clean,and dressed according to the requirements of your position. Some employees may be required to wear uniforms or safety equipment/clothing. Please contact your Supervisor for specific information regarding acceptable attire for your position. If you report to work dressed or groomed inappropriately, you may be prevented from working until you return to work well-groomed and wearing the proper attire.
Employees are expected to present a clean, neat appearance that is free from smellsand to dress according to the requirement of their positions. Current dress code prohibits the following but is not limited to:
A daily regimenof good groomingand hygiene is expected of everyone. Please ensure that you maintaingood personal hygiene habits.
Any employee who is determined to be dressedin violation of the policy will be asked to go home and return in more appropriate attire. Employees sent home will not be paid for the time spent getting appropriate clothing. Repeated violations may be grounds for termination.
Employees who resign are requested to participate in an exit interview with Human Resources, if possible.
The health and safety of employees and others on Company property are of critical concern to NFI, LLC. The Company intends to comply with all health and safety laws applicable to our business. To this end, we must rely on employees to ensure that work areas are kept safe and free of hazardous conditions. Employees are required to be conscientious about workplace safety, including proper operating methods, and recognizing dangerous conditions or hazards. Any unsafe conditions or potential hazardsshould be reportedto management immediately, even if the problem appears to be corrected.Any suspicion of a concealed danger present on the Company's premises, or in a product, facility, a piece of equipment, process, or business practice for which the Company is responsible should be brought to the attention of management immediately.
Periodically, the Company may issue rules and guidelines governing workplace safety and health. The Company may also issue rules and guidelines regardingthe handling and disposal of hazardous substances and waste. All employees should familiarize themselves with these rules and guidelines, as strict compliance will be expected.
Any workplace injury, accident, or illness must be reportedto the employee's supervisor as soon as possible, regardless of the severity of the injury or accident.
Should an employeework in an area in which safetyglasses and safetyshoes are required, they are eligiblefor the following reimbursements:
Please see Human Resources for assistance in submitting the above requests.Receipt of purchaseis required to receive reimbursement.
Afamilial relationship amongemployees can createan actual or at leasta perceived conflict of interest in the employment setting, especially where one relative supervises another relative. To avoid this problem, NFI, LLC may refuse to hire or place a relative in a position where the potential for favoritism or conflict exists.
In other cases,such as personal relationships where a conflictor the potential for conflictarises, even if there is no supervisory relationship involved, the parties may be separated by reassignment or discharged from employment at the discretion of the Company. Accordingly, all parties in any type of intimate personal relationship must inform Human Resources.
If two employees marry, become related, or enter into an intimate relationship, they may not remain in a reporting relationship or in positions whereone individual may affect the compensation or other terms or conditions of employment of the other individual. The Company generally will attempt to identify other available positions, but if no alternate position is available, the Company retainsthe right to decide which employee will remain with the Company.
For the purposes of this policy,a relative is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.
Should an employee decideto leave the Company, we ask that they provide a Supervisor with at least2 weeks advance notice of departure. Thoughtfulness will be appreciated.
All Company property, including, but not limited to, keys, securitycards, parking passes,laptop computers, fax machines, uniforms, etc., must be returned at separation. Employees also must return all of the Company's Confidential Information upon separation. To the extentpermitted by law, employees will be requiredto repay the Company (through payroll deduction, if lawful) for any lost or damaged Company property. As noted previously, all employees are employed at-will and nothing in this handbook changes that status.
All employees authorized to drive Company-owned or leased vehicles or personal vehicles in conducting Company businessmust possess a current, validdriver's license and an acceptable driving record. Any change in license status or driving record must be reported to management immediately.
An employee must have a valid driver'slicense in their possession while operating a vehicle off or on Company property. It is the responsibility of every employee to drive safely and obey all traffic, vehicle safety, and parking laws or regulations. Drivers must demonstrate safe driving habits at all times.
Company-owned or leased vehicles may be used only as authorized by management.
Employees who drive on Company business must abide by all state or local laws prohibiting or limiting portable communication device (PCD) use, including cell phones or personal digitalassistants while driving. Furthermore, even if use is permitted, employees may choose to refrain from using any PCD while driving. "Use" includes, but is not limited to, talking or listening to another person or sending an electronic or text message via the PCD.
Regardless of the circumstances, including slow or stopped traffic, if any use is permitted while driving, employees should proceedto a safe location off the road and safelystop the vehiclebefore placing or accepting a call. If acceptance of a call is absolutely necessary while the employee is driving, and permitted by law, the employee must use a hands-free option and advise the caller that they are unable to speak at that time and will return the call shortly.
Under no circumstances shouldemployees feel that they need to place themselves at risk to fulfill business needs.
Since this policy does not requireany employee to use a PCD while driving, employees who are chargedwith traffic violations resulting from the use of theirPCDs while drivingwill be solelyresponsible for all liabilities that result from such actions.
Texting and emailing while driving is prohibited in all circumstances.
Company-provided portable communication devices (PCDs), including cell phones and personal digital assistants, should be used primarily for business purposes. Employees have no reasonable expectation of privacy regarding the use of such devices,and all use is subjectto monitoring, to the maximumextent permitted by applicable law. This includes as permitted the right to monitor personal communications as necessary.
Some employees may be authorized to use their own PCD for business purposes. These employees should work with the IT department to configure their PCD for business use. Communications sent via a personal PCD may also be subject to monitoring if sent through the Company's networks, and the PCD must be provided for inspection and review upon request.
All conversations, text messages, and e-mails must be professional. When sending a text message or using a PCD for businesspurposes, whether it is a Company-provided or personal device,employees must complywith applicable Company guidelines, including policies on sexual harassment, discrimination, conduct, confidentiality, equipment use and operation of vehicles. Using a Company-issued PCD to send or receive personal text messages is prohibited at all times and personal use during working hours should be limited to emergencies.
If an employee who uses a personal PCD for businessresigns or is discharged, the employee will be requiredto submit the device to the IT department for resetting on or before their last day of work. At that time, the IT department will reset and remove all information from the device, including but not limited to, Company information and personal data (such as contacts, e-mails, and photographs). The IT department will make efforts to provide employees with the personal data in another form (e.g., on a disk) to the extent practicable; however, the employee may lose some or all personal data saved on the device.
Employees may not use their personal PCD for business unless they agree to submit the device to the IT department on or beforetheir last day of work for resettingand removal of Company information. This is the onlyway currently possibleto ensure that all Companyinformation is removedfrom the deviceat the time of termination. The removal of Company information is crucial to ensure compliance with the Company's confidentiality and proprietary information policies and objectives.
Please note that whether employees use their personal PCD or a Company-issued device, the Company's electronic communications policies,including but not limited to, proper use of communications and computer systems, remain in effect.
Disruptions during work time can lead to errors and delays. Due to thesafety concerns of our environment, we ask that cell phonesare not seen unless duringbreak/lunch periods. Incomingphone calls shouldcome through the main switchboard. Should you need to make a personal phone call, we ask that they are limited to take place only during break/lunch periods.
For safety and security reasons,employees are prohibited from having personalguests visit or accompany them anywhere in our facilities other than the reception areas.
NFI, LLC is committed to all employees. Part of this commitment is encouraging an open and frank atmosphere in which any problem,complaint, suggestion, or question receivesa timely responsefrom the company's supervisors and management.
NFI, LLC strivesto ensure fair treatment of all employees. Supervisors, managers, and employees are expected to treat each other with mutual respect. Employees are encouraged to offer positive and constructive criticism.
If employees disagree with established rules of conduct, policies, or practices, they can express their concern through the problem resolution procedure. No employeewill be penalized, formally or informally, for voicing a complaint with the company in a reasonable, business-like manner, or for using the problem resolution procedure.
If a situationoccurs when employees believe that a condition of employment or a decisionaffecting them is unjust or inequitable, they are encouraged to bring those issues to management's attention using the same procedure described in the Harassment policy:
Not every problem can be resolved to everyone's total satisfaction, but only through understanding and discussion of mutual problemscan employees and management developconfidence in each other. This confidence is important to the operation of an efficient and harmonious work environment.
All media inquiries regarding the position of the Company as to any issues must be referred to the Marketing Director. Only the Marketing Director is authorized to make or approve public statements on behalf of the Company. No employees, unless specifically designated by the Marketing Director, are authorized to make those statements on behalf of the Company.Any employee wishingto write and/orpublish an article,paper, or other publication on behalf of the Company must first obtain approval from the Marketing Director.
Employees are hired to perform important functions at NFI, LLC. As with any group effort, operating effectively takes cooperation and commitment from everyone. Therefore, attendance and punctuality are essential. Unnecessary absencesand lateness are expensive, disruptive and place an unfair burdenon fellow employees and Supervisors. We expect excellent attendance from all employees. Excessive absenteeism or tardiness will result in disciplinary action up to and including discharge.
We do recognize, however, there are times when absences and tardiness cannot be avoided. In such cases, employees are expected to notify Supervisors as early as possible, but no later than the start of the workday. Asking another employee, friend or relative to give this notice is improper and constitutes grounds for
disciplinary action.Employees should call,stating the natureof the illness and its expected duration, for every day of absenteeism.
Unreported absences of three (3) consecutive workdayswill be considered a voluntary resignation of employment from the Company.
NFI, LLC will respond to reference requests through the Human Resources Department. The Company will provide generalinformation concerning the employee, such as the date of hire, date of discharge, and positions held. Requests for reference information must be in writing, and responses will be in writing.
NFI, LLC is committed to providing a safe and healthy environment for employees and visitors. Smoking, including the use of e-liquid, electronic cigarettes, or vape, is prohibited on Company premises and in all Company vehicles. A designated smoking area may be provided at certain worksites.
To avoid distractions, solicitation by an employee of another employee is prohibited while either employee is on work time. "Work time" is definedas the time an employeeis engaged or should be engaged, in performing their work tasks for NFI, LLC. Solicitation of any kind by non-employees on Company premises is prohibited at all times.
Distribution of advertising material, handbills, printed or written literature of any kind in workingareas of the Company is prohibited at all times. Distribution of literature by non-employees on Company premises is prohibited at all times.
NFI, LLC's communication, and computer systems are intended primarily for business purposes; however, limited personal usage is permitted if it does not hinder the performance of job duties or violate any other Company policy. This includes voice mail, e-mailand Internet systems.Users have no legitimate expectation of privacy regarding their use of the NFI, LLC systems.
NFI, LLC may access the voice mail and e-mail systems and obtain the communications within the systems, including past voice mail and e-mail messages,without notice to users of the system,in the ordinary course of business when the Company deems it appropriate to do so. The reasons for which the Company may obtain such access include, but are not limited to maintaining the system; preventing or investigating allegations of system abuse or misuse; assuring compliance with software copyright laws; complying with legal and regulatory requests for information, and ensuring that Company operations continue appropriately during an employee's absence.
Furthermore, NFI, LLC may review Internet usage to ensure that such use with Company property, or communications sent via the Internet with Company property, are appropriate. The reasons for which the
Company may review employees' use of the Internet with Company property include, but are not limited to maintaining the system;preventing or investigating allegations of systemabuse or misuse;assuring compliance with software copyright laws; complying with legal and regulatory requests for information, and ensuring that Company operations continue appropriately during an employee's absence.
The Company may store electronic communications for a period of time afterthe communication is created. From time to time, copies of communications may be deleted.
The Company's policies prohibiting harassment, in their entirety, apply to the use of the Company's communication and computer systems. No one may use any communication or computer system in a manner that may be construed by others as harassing or offensive basedon race, nationalorigin, sex, sexualorientation, age, disability, religious beliefs or any other characteristic protected by federal, state or local law.
Further, since the Company's communication and computersystems are intendedfor business use, all employees, upon request, must inform management of any private access codes or passwords.
Unauthorized duplication of copyrighted computersoftware violates the law and is strictly prohibited.
No employee may access or attempt to obtain access to anotheremployee's computer systemswithout appropriate authorization.
Violators of this policy will be subjectto disciplinary action, up to and including discharge.
Equipment essential in accomplishing job duties is often expensive and may be difficult to replace. When using property, employees are expected to exercise care, perform required maintenance, and follow all operating instructions, safety standards, and guidelines.
Employees shouldnotify their Supervisor if any equipment, machines, or tools appear to be damaged,defective, or in need of repair. Prompt reporting of loss, damages, defects, and the need for repairs could prevent deterioration of equipment and possible injury to employees or others. The Supervisor can answer any questions about an employee's responsibility for the maintenance and care of equipment used on the job.
Employees also are prohibited from any unauthorized use of the Company's intellectual property, such as audio and videotapes, print materials and software.
Improper, careless, negligent, destructive, or unsafeuse or operation of equipmentcan result in discipline, up to and including discharge.
Furthermore, the Company is not responsible for any damageto employees' personalbelongings unless the employee's Supervisor provided advance approval for the employee to bring the personal property to work.
As an employee of NFI, LLC, and signing the receipt of this handbook, you agree and authorize NFI, LLC, to use and publish your name and likeness to promote our business, which may include educating consumers, other employees, businesspartners, and others,unless otherwise communicated to management. For example, and without limitation:
NFI, LLC may videoor audio record,photograph, or use your likenessand or other employees duringtraining, recruiting, promotional, or employee events that will be used for promotional, sales, recruiting, training, advertising on any printed materials, internet or other social media venues.
With your signature of this handbook, unless otherwise expressed, you consent and grant to NFI, LLC and its legal representatives and assign, the irrevocable and unrestricted right to take, record and use, re-use, publish and republish, during and after your employment, your name, voice, and likeness in any form and method of transmission and to alter the same without restriction. You voluntarily forever release NFI, LLC and its legal representativesand assigns from all claimsand liabilities relatingto its use of same, including but not limitedto, privacy claims and claims concerning appropriation without consent or misappropriation of likeness for commercial use.
NFI, LLC respects the right of any employee to maintain a blog or web page or to participate in social networking, Twitter or similar site,including but not limited to Facebook and LinkedIn. However,to protect Company interests and ensure employees focus on their job duties, employees must adhere to the following rules:
All rules regarding confidential and proprietary business information apply in full to blogs, web pages, and social networking platforms, such as Twitter, Facebook, LinkedIn, or similarsites. Any information that cannot be disclosed through a conversation, a note, or an e-mail also cannot be published in a blog, web page or social networking site.
Whether an employee is posting something on their own blog, web page, social networking, Twitter or similar site, or on someone else's, if the employee mentions the Company and also expresses either a political opinion or an opinion regarding the Company's actions that could pose an actual or potential conflict of interest with the Company, the poster must include a disclaimer. The poster should explicitly state that the opinion expressed is their personal opinion and not the Company's position. This is necessary to preserve the Company's goodwillin the marketplace.
Any conduct that is impermissible under the law, if expressed in any other form or forum, is impermissible if expressed through a blog, web page, social networking, Twitter or similar site. For example, posted material that is discriminatory, obscene, defamatory, libelous, or violent is forbidden. Companypolicies apply equally to employee social media usage.
NFI, LLC encourages all employees to keep in mind the speed and manner in which information posted on a blog, web page, and/orsocial networking site is receivedand often misunderstood by readers. Employeesmust use their best judgment. Employeeswith any questionsshould review the guidelines above and/or consultwith their manager. Failure to follow these guidelines may result in discipline, up to and including discharge.
It is NFI, LLC’s policy that employees do not engagein certain activities with competitors nor engage in activities of solicitation. Further information on this policy is detailed below:
By signing the General HandbookAcknowledgment at the end of this Handbook, employees are agreeingand consenting to this policy.
This handbook is intended to give employees a broad summary of things they should know about NFI, LLC. The information in this handbook is general in nature, and should questions arise, any member of management should be consultedfor complete details.While we intendto continue the policies, rules,and benefits described in this handbook, NFI, LLC, in its sole discretion, may always amend, add to, delete from, or modify the
provisions of this handbook and/or change its interpretation of any provision outlined in this handbook. Employees should not hesitate to speak to management if they have any questions about the Companyor its personnel policies and practices.