Employee Handbook Template - Tri-State Staging

1 Tri-State Staging , Handbook Effective Date June 20, 2009 Tri-State Staging , Employee HANDBOOKiiEMPLOYEE Handbook Table of ContentsNotice INSTRUCTIONSW elcome to Tri-State Staging INC Disclaimer ..1 Introduction Tri-State Staging INC Mission Statement ..2 Open Door Policy ..2 Code of Conduct ..2 Documented Workers W orker Documentation ..2 Employment Equal Opportunity Employment ..3 Eligibility For Employment ..3 Familial Employment ..3 Minimum W age ..3 Criminal Convictions ..3 Violence ..4W eapons ..4 Alcohol, Drugs & Illegal Substance Abuse ..4 Sexual and Other Unlawful Harassment .. File ..5 Policies & Procedures Attendance ..5W ork Schedule Requirements ..5 Bulletin Boards ..5 Sign In/Out ..6 Lunch Break/Breaks ..6 Medical Attention ..6 Compensation ..6 Overtime ..6 Payroll Schedules ..6 Paychecks ..7 Payroll Deductions for Taxes, FICA and Medicare ..7 Reporting Personal Information Changes.

2 7 Gifts, Entertainment & Meals ..7 Tri-State Staging , Employee HANDBOOKiiiVisitors ..7 Personal Property ..7 Personal Safety ..7 Food & Beverage ..8 Smoking ..8 Solicitation ..8 Company Property Confidential Information Security ..8 Facilities Security ..8 Office Supplies, Postage & Company Accounts ..8 Policies for Leave of Absence Unpaid Family & Medical Leave ..9 Funeral Leave ..9 Jury Duty ..9 Military Duty ..9 Benefits Overview ..9W orker s ..10 Discipline Policies Problem Resolutions ..10 Violation of Company Policy ..10 Termination of Employment Termination ..10 Safety ..23 Please sign and return page 23 to Staging , Employee Handbook -1-Welcome to Tri-State Staging INCThe following pages contain information regarding many of the policies and proceduresof Tri-State Staging INC. These policies are a condition of employment. Laborrelation laws require that all employers maintain a written policy that is applied in anon-discriminatory manner to all you have questions or need assistance reviewing this document, please contact:management at the following numbers, during regular business Ogle - 609-217-2303 Chuck Ogle- 609-217-2304 For life threatening emergencies call facility emergencies call Don Ogle - 609-217-2303 or Chuck Ogle- 609-217-2304at any time, day or eveningDisclaimer This Handbook is intended only to outline the employmentpolicies, procedures and benefits of Tri-State Staging manual is not intended to be all-inclusive and should notbe considered to be an employment contract.

3 TRI-STATESTAGING INC reserves the right to change employmentpolicies, procedures, benefits or this manual at any timewithout notice. It is the responsibility of the Employee to stayabreast of policy. Tri-State Staging INC will make everyeffort to notify employees of any policy changes, additions ordeletions. Said changes will immediately become a part of Staging , Employee Handbook -2-IntroductionTRI-STATE Staging INC Mission StatementTo provide Staging services to our facilities in a safe, efficient Door PolicyIt is our objective to provide a work environment free from elements that would deter employeesfrom performing their best work. All concerns may be expressed through our open door at Tri-State Staging INC maintains this open door policy to discuss anyissues you may have. Feel free to express yourself about work related or personal matters.

4 W ewelcome your you feel you have been discriminated against in any way you are encouraged to expressconcern through this open door of ConductEmployees of Tri-State Staging INC are to conduct themselves in a responsible,professional and ethical manner. Report any unethical or dishonest behavior to your activities will be investigated by appropriate Tri-State Staging INC managementteam members. The management team will determine appropriate means for found to be conducting themselves in an un professional, unethical, or unsafemanner may be subject to appropriate disciplinary action, up to and including WorkersWorker DocumentationThe Immigration Reform and Control Act outlines requirements for worker documentation, via aForm employer must have a Form I-9 in its files for each new Employee , unless theemployee was hired before November 7, 1986, and has been continuously employed bythe same the Employee is providing services for the employer, under a contract, subcontract,or exchange entered into after November 6, 1986.

5 (In such cases, the contractor is theemployer for I-9 purposes; for example, a temporary employment agency.) Tri-State Staging INC requires employees to submit a Form I-9. All new employees mustcomplete Section 1 of a Form I-9 no later than close of business on his/her first day of Employee s signature holds him/her responsible for the accuracy of the informationprovided. Employee is required to provide a PHOTO ID (Driver s license, or passport) and theTRI-STATE Staging , Employee Handbook -3-following documents birth certificate, social security card, and union card, if applicable. Noemployee will be permitted to commence work without this Staging INC reserves the right to revise this policy without notice to comply withstate and federal Equal Opportunity EmploymentEmployees are hired based solely on Tri-State Staging INC s personnel requirements andthe qualifications of each individual e will not tolerate nor condone discrimination due to age, race, color, religion, gender, sexualorientation, national origin and/or disability.

6 W e will comply with the spirit and letter of all local,state and federal laws pertaining to employment. Furthermore, we will not discriminate due tomembership in a protected class such as age, race, color, religion, gender, sexual orientation,national origin and/or disability when making employment questions or concerns regarding any aspect of this policy should be directed to for EmploymentFederal law requires both new employees and re-hires to provide documentation of eligibility towork in the United States plus proper identity. A properly submitted form I-9 is required EmploymentTRI-STATE Staging INC does allow family members and relatives of employees to beconsidered for employment, provided they are qualified for the position and no other conflict ofinterest exist. Hiring decisions will be the exclusive responsibility of the EmploymentTRI-STATE Staging INC has part-time employment positions available only when thebusiness needs require such part-time WageTRI-STATE Staging INC adheres strictly to minimum wage standards as outlined by theUnited States Government, State of New Jersey and the Commonwealth of ConvictionsCriminal convictions are taken seriously at Tri-State Staging INC.

7 W e reserve the right todisqualify any applicant for employment that has been convicted of a criminal , conviction of a crime may result in an automatic termination. TRI-STATESTAGING INC will make every effort to evaluate the nature and circumstances of the ith the safety and well being of co-workers at stake, criminally convicted employees may besubject to Staging , Employee Handbook -4-ViolenceThreats of violence and acts of violence are strictly prohibited. Employees threatening orcommitting acts of violence will be subject to appropriate disciplinary action, up to and includingtermination. Report any such activity to your immediate supervisor or the eapons are generally defined as guns, knives and other objects universally considered aweapon by the vast majority of society. A weapon can also be any object which would do harmto another when used as such. Tri-State Staging INC shall deem any such object a weapon for the purpose of enforcing of this policy.

8 Possession of weapons is prohibited on company property and while on duty performingcompany business at any location. Any Employee on duty or on facility premises in possessionof a weapon will be subject to appropriate disciplinary action, up to and including any weapon possession to your immediate supervisor or the , Drugs & Illegal Substance AbusePossession of alcohol, illegal drugs or other illegal substances is not permitted on companyproperty, or while on duty in the employment of Tri-State Staging INC. Furthermore,employees are not permitted to report for duty while under the influence of alcohol, illegal drugsor other illegal substances. Employees failing to adhere strictly to this policy will be subject todisciplinary action, up to and including termination. Report any suspicious activity to yourimmediate supervisor or the Management. Should an Employee appear to the employer and/orshop steward to be under the influence of illegal drugs or alcohol, the Employee will be requiredto submit to drug/alcohol screening immediately.

9 Positive results will be grounds for and Other Unlawful HarassmentIt is the objective of Tri-State Staging INC to provide a working environment free fromdiscrimination and conduct commonly referred to as sexual harassment and/or other (Equal Employment Opportunity Commission) has provided a broad definition ofsexual harassment. It is general in nature and may not always be clear when evaluatingeveryday situations. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conductof a sexual nature constitute sexual harassment to such conduct is made either explicitly or implicitly a term or condition of anindividual s employment,2. submission to or rejection of such conduct by an individual is used as a basis foremployment decisions affecting such individual, or3. such conduct has the purpose or effect of unreasonably interfering with an individual swork performance or creating an intimidating, hostile, or offensive working environment.

10 Sexual harassment refers to behavior inappropriate in the workplace because it is offensive,unwelcome behavior which would not occur but for the sex of the offended person. If youexperience or witness what you believe to be unlawful harassment or accusations of sexualTRI-STATE Staging , Employee Handbook -5-harassment, report it promptly to your immediate supervisor or management. TRI-STATESTAGING INC will investigate any Employee , regardless of job position, when such allegationsare made. Based on available information, Tri-State Staging INC will take appropriateaction and communicate on a need-to-know disciplinary action, up to and including termination will be taken against anyindividual for sexual harassment charges determined to be Staging INC does consider length of continuous service when making decisionsfor advancement, job placement, layoffs or staff UnionTRI-STATE Staging INC is not affiliated with a credit FileTRI-STATE Staging INC maintains a confidential personnel file for each Employee .