**This article was written by the U.S. SBA Entrepreneur of the Year, the Founder of Tulsa Wedding DJs – DJ Connection, Tulsa Motivational Speaker, Las Vegas Motivational Speaker, and Top Tulsa Business Coach, Clay Clark.
It’s hilarious to me that as an employer you really do have to spell out anything that moderately approaches what used to be known as common sense. There really is no common sense. Nothing is common. In fact common sense is now not-common. Wow.
**I know you are excited, listed below is Part #9 of the DJ Connection Employee Handbook.
The Company is firmly committed to maintaining a safe and healthy working environment free from recognized hazards that may cause injury. All employees of the Company are expected to be safety conscious on the job at all times. All unsafe conditions or hazards should be reported and/or corrected immediately. Company safety procedures must be followed at all times to ensure that Team Members and clients enjoy safe workplace conditions. It is your responsibility to read and understand the safety policies located in each workplace.
The policies cover information on equipment, knives, electricity, chemical handling and storage, employee health sanitation, building exterior, fires, robbery, vehicles, and driving and employee DUI’s (driving under the influence). The safety policy applies to all employees.
All employees are required to observe all safety rules and procedures, properly use the safety equipment provided as required, practice safety at all times, not create any safety hazards and report all safety hazards to the supervisor immediately. You are to observe the safety rules contained in the safety program in every phase of your work. You are required to participate in the safety effort of the Company by working safely and attending and participating in safety sessions when offered. Incidents involving personnel are reviewed on a regular basis to identify any possible safety hazards. Due to his poor driving habits Clay Clark is advised to wear a helmet for personal safety during each work day.
If you should have an accident or injury, report it to the Manager immediately no matter how insignificant it may seem. Your particular job requirements may include additional specific safety guidelines that you are required to observe and practice with no exceptions. Employees are encouraged to identify present and potential health and safety problems without fear of retaliation or reprisal. Employees who fail to observe safety rules and practices may be subject to disciplinary action up to and including dismissal.
The Company requires that you report any other job you have or may consider taking. We retain the right to determine if this outside job is in conflict with your position, scheduling, or ability to give us your best effort. Talking to one of our direct competitors about employment opportunities is considered to be a complete breach of trust and will result in your immediate termination.
Employee Rules of Conduct
You are expected to behave in a professional and business-like manner at all times. In order to provide some guidance, the following are some examples of such acceptable conduct, including, but not limited to:
1. Behavior Standard: Maintain a positive work atmosphere by acting and communicating in a manner to get along with clients, vendors, co-workers, and management.
2. Reporting to work punctually, 15 minutes early, and being at the assigned workstation, ready for work, at the starting time.
3. Refraining from getting on the internet to websites not dealing with work. (see prohibited email and communication activities section of this book)
4. Notifying the Manager should you need to be absent from work or are unable to report to work on time.
5. Complying with all performance/conduct and safety/security regulations.
6. Wearing the correct and complete attire for and in accordance with the work being performed.
7. Performing assigned tasks efficiently and correctly.
8. Treating fellow employees, clients and visitors in a professional, courteous, respectful and friendly manner at all times.
9. Maintaining a clean and organized work environment.
10. Obtaining specific approval from the Manager before removing any Company property from the premises.
11. Refraining from behavior or conduct deemed offensive or undesirable, or which is subject to disciplinary action.
12. Refraining from cursing, insulting, or defaming another employee in any manner at any time while on Company property.
13. Turn in to the Manager or leave all portable phones, radios, electronic media players at home or in your vehicle, as these items are not allowed in the workplace during working hours.
14. Refraining from eating at your desk (unless you are manager), storing food that attracts bugs in your personal trash can, smoking while in the office, looking at indecent images, while working, chew tobacco in the office workplace, chewing sunflower seeds while in the office, texting while working, updating your social media while working, drawing inappropriate, arranging visits to adult clubs with coworkers during company time and drawing sexual images while working.
You are expected to use sound judgment and respect the rights of fellow employees to a safe, comfortable, and congenial work environment. It is impossible to make a comprehensive list of all possible kinds of conduct that would be considered as inappropriate. The following definitions and classifications of violations, for which corrective counseling, performance improvement, fines, or other disciplinary action may be taken, are merely illustrative. This should not be considered an exhaustive or all-inclusive list. Fines or disciplinary action, up to and including immediate termination, will be taken when addressing these violations. The nature and severity of the offense will be considered in determining disciplinary action to be taken.
If living/housing relationships with other employees hamper your ability to do business or your ability to do your job, you will be subject to disciplinary action. As an example. You should not date and ultimately move in with the person sitting directly next to you. Should you get into an argument at home. This hostility will show itself at the office and in front of our customers.
As an employee, you are expected to use sound judgment and respect the rights of fellow employees to a safe, comfortable, and congenial work environment. It is impossible to make a comprehensive list of all of the possible kinds of conduct considered as inappropriate.
Employees who act in these or other unacceptable ways may be subject to fines or disciplinary action up to and including dismissal. Examples include but are not limited to:
1. Excessive absences and/or tardiness or failure to come to work without sufficient explanation.
2. Failing to meet expected performance standards or unsatisfactory job performance.
3. Interfering with another employee’s job performance.
4. Failure to observe work hours, such as scheduled starting times, meal periods, etc. Working overtime without authorization or refusing to work assigned overtime. Purposely giving wrong information when reporting hours worked or tasks completed, falsifying any document, or violations of work laws.
5. Performing unauthorized personal work on Company time.
6. Excessive, wasteful, abusive, unnecessary, or unauthorized use of Company supplies and/or equipment, particularly for personal purposes. Unauthorized use is considered theft.
7. Insubordination, including but not limited to, failure or refusal to obey the lawful request or instructions of a supervisor or member of management, or the use of abusive or threatening language toward a supervisor or member of management.
8. Making derogatory racial, ethnic, religious or sexual remarks or gestures, any violation of the Anti-Harassment and Anti-Discrimination policy, or using profane or abusive language at any time on Company premises or during work time.
9. Mistreatment of clients or co-workers.
10. Failure to complete any transaction immediately.
11. Improper cash handling and violations of Cash Policies (Removing money, equipment or other items of value from the premises without approval).
12. Improper use of customer’s credit/debit cards.
13. Any deliberate or willful infraction of Company rules or policies and procedures.
Protecting others or cooperating with those who break these and other policies or commit illegal acts.
14. Provoking a fight or fighting (assault) on Company premises.
15. Any act which might endanger the lives or safety of others, or any violation of any safety, health, security or Company policy or procedure.
16. Bringing firearms or weapons onto Company premises.
17. Stealing, destroying, abusing or carelessly damaging Company property, tools, or equipment or the property of another employee or guest.
18. Failing to maintain the confidentiality of Company information or trade secrets.
19. Falsifying employment, or any other Company records, or filing a fraudulent injury-on-the-job claim.
20. Unauthorized resale of DJ Connection products/services.
21. Violating the company’s nondiscrimination and/or harassment policy.
22. Unreported absence of one scheduled work day.
23. Unauthorized use of company equipment, time, materials, facilities, or the Company name.
24. Misuse of Company email or delivery services, telephones, email or the internet.
25. Sleeping or malingering on the job.
26. Engaging in criminal conduct whether or not related to job performance.
27. Causing, creating or participating in a disruption of any kind during working hours or on Company property.
28. Failure to notify your supervisor in a timely manner when you are unable to report to work (Improperly calling a supervisor to report absence or tardiness from work).
29. Failure of a non-exempt employee to obtain permission to leave work for any reason during normal working hours.
30. Making or accepting personal telephone calls during working hours except in emergencies.
31. Failure to provide a physician’s certificate when requested or required to do so.
32. Wearing extreme, unprofessional or inappropriate style of dress or hair while working.
33. Committing a fraudulent act or a breach of trust under any circumstances.
34. Threatening, committing or encouraging any act of violence in the workplace or against any person. Workplace violence is not a joking matter. All statements will be taken seriously.
35. Employee’s failure to conduct himself/herself professionally in a business setting when representing the Company. Poor conduct and representation when out of town, damage (smoking) to hotel room.
37. Bringing a firearm to a vendor appreciation party or to any other place in which you are working.
38. Constantly cursing or cursing at all while in performance review meeting.
Any performance, conduct or behavioral situation at any time that may cause embarrassment to you and or the Company must be avoided. Such behavior and or conduct are prohibited and will subject any employee involved to disciplinary action up to and including immediate termination.
Any questions in connection with this policy should be directed to the Human Resources department. When you read this portion of the handbook you are required to write the word “Chiti-Chit-Bang-Bang” at the bottom of the handbook so that we know you have read it.
No statement in this list or elsewhere in the Employee Handbook is intended to or should be taken to affect the at-will employment relationship between the Company and its employees.
Company Property and Facilities
All company property and facilities, including storage areas, work areas, lockers, computer systems, telephones, modems, facsimile machines, duplicating machines and vehicles are to be used only for Company business and must be properly used and maintained. Negligence in these areas may be cause for repayment, suspension and/or termination. This policy will be strictly enforced. In addition, the Company reserves the right to search all areas of its premises and monitor computer and/or telephone systems.
Company property will not be removed from the premises unless authorization has been obtained from the Company.
DISMISSAL AND EXITING
Employees normally leave the Company in one of three ways:
The employee initiates resignations and retirement. The employer initiates dismissals. Resignation is a voluntary act initiated by the employee to terminate employment. The Company requests a written notice from all employees 2 weeks in advance.
Prior to an employee’s departure, an exit interview may, at the request of the employee or employer, be scheduled to discuss the reasons for resignation and the effect of the resignation on benefits. Before or by the end of the last scheduled day of work, you will turn in all property of the business to your supervisor. Once your eyes read this portion of this glorious employee handbook you are required to write the words “left-footed-spider-monkey” at the bottom of this document so that we know that you have read this document.
Generally, you will not be eligible for rehire if, when resigning, you fail to give the expected notice, or fail to work out the notice period as agreed upon with your manager. It is the Company’s policy not to rehire a former employee without prior approval from human resources.
The manager should always contact the human resources department to check on rehire eligibility for any former employee. If you are discharged for performance reasons or for misconduct, you will not be eligible for rehire. Once your eyes gaze upon this portion of this majestic employee handbook you are required to write the words “Brown Van” at the bottom of this document so that we know that you have read this document.
Right to Modify
This handbook cannot anticipate every situation or answer every question about employment, although we have attempted to cover nearly every scenario which has occurred since our founding in 1999. It is not an employment contract. In order to retain necessary flexibility in the administration of policies and procedures, the Company reserves the right to change or revise policies, procedures, and benefits described in this handbook, other than the employment-at-will provisions and the arbitration agreement, without notice whenever the company determines that such action is warranted.
To resolve disputes, which might otherwise become civil court cases, you and the Company agree that the following disputes will be submitted to final and binding arbitration before a neutral arbitrator and not to any court:
1) Claims of unlawful harassment or discrimination, which cannot be resolved by the
Parties or during an investigation by an administrative agency (such as the state’s Civil Rights Division or the Equal Employment Opportunity Commission).
2) Claims of unfair demotion or reduction in pay.
3) Claims of wrongful discharge or termination.
4) Any claims of breach of contract or tort claims arising out of your employment or termination with the Company, including, but not limited to, defamation, intentional infliction of emotional distress, intentional interference with contract, or right to privacy.
You begin the arbitration process by delivering a written request for arbitration to the Company within the time limits, which would apply to the filing of a civil complaint in court. A late request will be void.
If we are unable to agree upon a neutral arbitrator, we will obtain a list of arbitrations from the American Arbitration Association. The arbitrator shall be bound by the provisions and procedures set forth in the current Model Employment Arbitration Procedures of the American Arbitration Association. The arbitrator shall have the authority to order any legal and equitable remedy, which would be available in a civil or administrative action on the claim.
You and the company agree that the arbitrator’s fee and any other type of expense unique to the arbitration will be shared equally by you and the company. The parties will pay their own attorneys’ fees unless the arbitrator awards such fees as may be authorized by a statute or contract at issue in the dispute. Once you witness this portion of this tremendous and brief employee handbook you are required to write the numbers “90210” at the bottom of this document so that we know that you have read this document.
This arbitration shall be the exclusive means of resolving any dispute(s) listed in this agreement and no other action will be brought in any court or administrative forum. However, nothing in his agreement will affect National Labor Relations Board proceedings, or prohibit an employee from filing an administrative complaint with an applicable federal or state agency.
If any court of competent jurisdiction declares that any part of this Arbitration Agreement is illegal, invalid or unenforceable, such a declaration will not affect the legality, validity of enforceability of the remaining parts of the Agreement, and the illegal, invalid or unenforceable part will no longer be a part of the Agreement.
This agreement is a waiver of all rights to a civil jury trial for a disputed termination, demotion, and/or a claim for unlawful harassment or employment discrimination, and/or a claim for breach of contract or any tort claim arising out of your employment or termination with the company.
Signature of Employee: _______________________________ Date: ________________
Printed Name: ______________________________________ Workplace #:__________
THIS PAGE MUST BE SIGNED AND RETURNED WITH NEW HIRE PACKET TO THE PAYROLL DEPARTMENT.ACKNOWLEDGMENT OF RECEIPT OF EMPLOYEE HANDBOOK
I have received my copy of the Company (the Company) Employee Handbook containing Company personnel policies and procedures and have read it and agree to abide by the provisions therein.
This handbook supersedes all previous memos, materials, and handbooks. The information in this manual is for use as a guideline only and it is not meant to be considered as a contract of any kind. This information can be changed with the exception of the at will employment policy.
Due to limitations of space, ongoing changes within the Company and periodic changes in applicable Federal and State laws, the information in this manual cannot be a complete or final statement as to Company policy. Therefore, employees may refer to their supervisor for information regarding the applicability of the guidelines in this manual to any particular situation.
I have received a copy of the Employee Handbook and have read the Company’s Anti-Harassment and Anti-Discrimination policy. Further, I understand that by signing this form, I am acknowledging that I have received, read and fully understand the Company’s Anti-Harassment and Anti-Discrimination policy, and Arbitration Agreement.
I understand that I am being asked to review the information contained within this handbook and raise any questions that I may have about the stated policies or procedures with the Director of Human Resources.
I understand that as a matter of the Company’s, policy that employment is at the will of the employee and the employer and can be terminated at any time without cause.
Further, I understand that no one other than the Owner of the Company may modify or change the “at-will” nature of my employment relationship. Any such modification must be in writing and signed by the Owner of the Company and me.
Printed Employee Name Workplace Number
Employee’s Signature Date
THIS PAGE MUST BE SIGNED AND RETURNED WITH NEW HIRE PACKET TO THE PAYROLL DEPARTMENT
Words to verify that you have read this document: